MGMT 485 NEW EXAM QUESTIONS AND CORRECT ANSWERS
100% VERIFIED
A test is construct valid to the extent that it: - ANSWER - truly measures the construct
(or trait) that it purports to measure, and
- in the context of personnel selection, the construct that it measures is also truly
job-relevant
- such that changes in the construct or trait across employees result in changes in the
job performance levels of those same employees
Theoretical evidence - ANSWER of construct validity comes from the job analysis and
from professional judgement based on the job analysis - and thus from content validity
comes from pursuing studies of convergent validity (3 forms) and discriminant validity
Empirical evidence - ANSWER of constuct validity comes from pursuing studies of
convergent validity (3 forms) and discriminant validity
Professionals see validity as a - ANSWER Unitary concept
three strategies for accumulating evidence of validity? - ANSWER Content
Construct
Criterion-related
Content validity is, in essence, a subset of construct validity - ANSWER ...
construct validity - ANSWER ..., Extent to which a selection device measures the
theoretical construct or trait (e.g., intelligence or mechanical comprehension).
, Criterion related validity measues - ANSWER Both KSA's and Job Performance
From Binning & Barrett (1989): - ANSWER Criterion-related validity should be pursued
after generating a selection device from construct and/or content validation strategies
in order to test your hypothesis that you have generated and/or chosen a job-related
selection device
Legal preference has been given to criterion-related validity over content and construct
validity by the EEOC's Uniform Guidelines (1978) - ANSWER ...
Objectives of Selection Programs - ANSWER - Maximize the probability of making
accurate selection decisions about applicants
- Ensure that these selection decisions are carried out in such a manner as to minimize
the chance of a judgment of discrimination being made against the organization
Disparate treatment - ANSWER Intentional, prima facie
-different standards for different individuals
Disparate Impact - ANSWER facially neutral
The same standards are applied uniformly to all groups but result in different outcomes
Steps in Disparate Impact - ANSWER 1. Identify a particular HRM practice
2. Plaintiff uses statistics to show that the HRM practice, applied in the same way to all
groups and persons, affects those groups differently
100% VERIFIED
A test is construct valid to the extent that it: - ANSWER - truly measures the construct
(or trait) that it purports to measure, and
- in the context of personnel selection, the construct that it measures is also truly
job-relevant
- such that changes in the construct or trait across employees result in changes in the
job performance levels of those same employees
Theoretical evidence - ANSWER of construct validity comes from the job analysis and
from professional judgement based on the job analysis - and thus from content validity
comes from pursuing studies of convergent validity (3 forms) and discriminant validity
Empirical evidence - ANSWER of constuct validity comes from pursuing studies of
convergent validity (3 forms) and discriminant validity
Professionals see validity as a - ANSWER Unitary concept
three strategies for accumulating evidence of validity? - ANSWER Content
Construct
Criterion-related
Content validity is, in essence, a subset of construct validity - ANSWER ...
construct validity - ANSWER ..., Extent to which a selection device measures the
theoretical construct or trait (e.g., intelligence or mechanical comprehension).
, Criterion related validity measues - ANSWER Both KSA's and Job Performance
From Binning & Barrett (1989): - ANSWER Criterion-related validity should be pursued
after generating a selection device from construct and/or content validation strategies
in order to test your hypothesis that you have generated and/or chosen a job-related
selection device
Legal preference has been given to criterion-related validity over content and construct
validity by the EEOC's Uniform Guidelines (1978) - ANSWER ...
Objectives of Selection Programs - ANSWER - Maximize the probability of making
accurate selection decisions about applicants
- Ensure that these selection decisions are carried out in such a manner as to minimize
the chance of a judgment of discrimination being made against the organization
Disparate treatment - ANSWER Intentional, prima facie
-different standards for different individuals
Disparate Impact - ANSWER facially neutral
The same standards are applied uniformly to all groups but result in different outcomes
Steps in Disparate Impact - ANSWER 1. Identify a particular HRM practice
2. Plaintiff uses statistics to show that the HRM practice, applied in the same way to all
groups and persons, affects those groups differently
