MGT 420 Exam #2 Baer questions with
complete solutions
Validity Definition - correct answer ✔✔L: Refers to the extent to which the measure correlates
with some outcome of interest.
B: The extent to which performance on a measure (such as a test score) is related to what the
measure is designed to assess (such as job performance).
Validity uses - correct answer ✔✔Manager's ratings of job performance
Objective measures of job performance
Customer satisfaction ratings
Absenteeism
Theft
A strong positive (or negative) correlation between a measure and job performance means the
measure should be a __ basis for selecting (or rejecting) a candidate. This information is
important not only because it helps organizations identify the best employees, but also because
organizations can demonstrate fair employment practices by showing that their selection
process is __.
Utility Definition - correct answer ✔✔L: How useful is the measure in terms of increasing overall
profitability?
B: The extent to which something provides economic value greater than its cost.
Utility uses - correct answer ✔✔Depends on the economic consequences of failure versus
success.
The choice of a selection method may differ according to the job being filled. If the job involves
providing a product or service of high value to the organization, it is worthwhile to spend more
to find a top performer.
,Legality Definition - correct answer ✔✔Measures depends on whether they hinder Equal
Employment Opportunity
Does the measure discriminate against any group?
*Civil Rights Act, Age Discrimination in Employment Act, American with Disabilities Act
Generalizability Definition - correct answer ✔✔L: Does the validity of our measure generalize to
other,
Jobs? Organizations? Kinds of People? Time Periods?
B: Valid in other contexts beyond the context in which the selection method was developed.
Generalizable uses - correct answer ✔✔Applies to other organizations, jobs, applicants, and so
on.
In other words, is a selection method that was valid in one context also valid in other contexts?
Tests of intelligence and thinking skills (called cognitive ability) can be generalized and these
tests are generalizable across many jobs.
However, as jobs become more complex, the validity of many of these tests increases.
They are most valid for complex jobs.
Reliability - correct answer ✔✔L: The degree to which a measure is free of random error (and
therefore more precise).
B: The extent to which a measurement is free from random error.
Sources of random error - correct answer ✔✔-Interviews: Unusual circumstances, distractions
-Tests: Poorly worded questions, Scoring mistakes
-Surveys: Item ambiguity, Judgment calls
-References: Mood of reference giver
, Reliability uses - correct answer ✔✔A reliable measurement generates consistent results.
Assuming that a person's intelligence is fairly stable over time, a reliable test of intelligence
should generate consistent results if the same person takes the test several times.
Organizations that construct intelligence tests should be able to provide (and explain)
information about the reliability of their tests. A reliable test would be one for which scores by
the same person (or people with similar attributes) have a correlation close to 1.0.
What are ways to improve the validity of interviews? - correct answer ✔✔Low when
unstructured, moderate to high when structured
CAN be effective if they are structured
Structured Interviews - correct answer ✔✔1. Base questions on job analysis
2. Ask exact same questions of each candidate
You can compare the rating later
3. Limit unnecessary follow-up and elaboration
4. Separate questions from ancillary materials
5. Put off applicant questions until the end
6. Avoid opinion-oriented questions
7. Focus instead on situational questions
Non-directive Interviews - correct answer ✔✔Interviewer has the discretion to take the
interview in any direction.
Open-ended questions about strengths, weaknesses, goals, etc. all over the place, what kind of
tree are you.
Which personality trait is the best predictor of job performance? - correct answer
✔✔Intelligence
complete solutions
Validity Definition - correct answer ✔✔L: Refers to the extent to which the measure correlates
with some outcome of interest.
B: The extent to which performance on a measure (such as a test score) is related to what the
measure is designed to assess (such as job performance).
Validity uses - correct answer ✔✔Manager's ratings of job performance
Objective measures of job performance
Customer satisfaction ratings
Absenteeism
Theft
A strong positive (or negative) correlation between a measure and job performance means the
measure should be a __ basis for selecting (or rejecting) a candidate. This information is
important not only because it helps organizations identify the best employees, but also because
organizations can demonstrate fair employment practices by showing that their selection
process is __.
Utility Definition - correct answer ✔✔L: How useful is the measure in terms of increasing overall
profitability?
B: The extent to which something provides economic value greater than its cost.
Utility uses - correct answer ✔✔Depends on the economic consequences of failure versus
success.
The choice of a selection method may differ according to the job being filled. If the job involves
providing a product or service of high value to the organization, it is worthwhile to spend more
to find a top performer.
,Legality Definition - correct answer ✔✔Measures depends on whether they hinder Equal
Employment Opportunity
Does the measure discriminate against any group?
*Civil Rights Act, Age Discrimination in Employment Act, American with Disabilities Act
Generalizability Definition - correct answer ✔✔L: Does the validity of our measure generalize to
other,
Jobs? Organizations? Kinds of People? Time Periods?
B: Valid in other contexts beyond the context in which the selection method was developed.
Generalizable uses - correct answer ✔✔Applies to other organizations, jobs, applicants, and so
on.
In other words, is a selection method that was valid in one context also valid in other contexts?
Tests of intelligence and thinking skills (called cognitive ability) can be generalized and these
tests are generalizable across many jobs.
However, as jobs become more complex, the validity of many of these tests increases.
They are most valid for complex jobs.
Reliability - correct answer ✔✔L: The degree to which a measure is free of random error (and
therefore more precise).
B: The extent to which a measurement is free from random error.
Sources of random error - correct answer ✔✔-Interviews: Unusual circumstances, distractions
-Tests: Poorly worded questions, Scoring mistakes
-Surveys: Item ambiguity, Judgment calls
-References: Mood of reference giver
, Reliability uses - correct answer ✔✔A reliable measurement generates consistent results.
Assuming that a person's intelligence is fairly stable over time, a reliable test of intelligence
should generate consistent results if the same person takes the test several times.
Organizations that construct intelligence tests should be able to provide (and explain)
information about the reliability of their tests. A reliable test would be one for which scores by
the same person (or people with similar attributes) have a correlation close to 1.0.
What are ways to improve the validity of interviews? - correct answer ✔✔Low when
unstructured, moderate to high when structured
CAN be effective if they are structured
Structured Interviews - correct answer ✔✔1. Base questions on job analysis
2. Ask exact same questions of each candidate
You can compare the rating later
3. Limit unnecessary follow-up and elaboration
4. Separate questions from ancillary materials
5. Put off applicant questions until the end
6. Avoid opinion-oriented questions
7. Focus instead on situational questions
Non-directive Interviews - correct answer ✔✔Interviewer has the discretion to take the
interview in any direction.
Open-ended questions about strengths, weaknesses, goals, etc. all over the place, what kind of
tree are you.
Which personality trait is the best predictor of job performance? - correct answer
✔✔Intelligence
