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MIE 330 - Exam 2 - Chapter 6 Questions
and Correct Answers/ Latest Update /
Already Graded
Reliability
Ans: The consistency of a performance measure; the degree to which a
performance measure is free from random error.
The consistency of a performance measure; the degree to which a
performance measure is free from random error.
Validity
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Ans: The extent to which a performance measure assesses all the
relevant—and only the relevant— aspects of job performance.
A measure must be reliable if it is to have any validity. On the other hand,
we can reliably measure many characteristics (like height) that may have
no relationship to whether someone can perform a job. For this reason,
reliability is a necessary but insufficient condition for validity.
Criterion related validity
Ans: A method of establishing the validity of a personnel selection
method by showing a substantial correlation between test scores and job
performance scores.
Predictive validation
Ans: A criterion-related validity study that seeks to establish an empirical
relationship between applicants' test scores and their eventual
performance on the job.
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Concurrent validation
Ans: A criterion-related validity study in which a test is administered to all
the people currently in a job and then incumbents' scores are correlated
with existing measures of their performance on the job.
Content validation
Ans: A test validation strategy performed by demonstrating that the
items, questions, or problems posed by a test are a representative sample
of the kinds of situations or problems
Generalizability
Ans: The degree to which the validity of a selection method established
in one context extends to other contexts.
Utility
Ans: The degree to which the information provided by selection methods
enhances the effectiveness of selecting personnel in real organizations.
MIE 330 - Exam 2 - Chapter 6 Questions
and Correct Answers/ Latest Update /
Already Graded
Reliability
Ans: The consistency of a performance measure; the degree to which a
performance measure is free from random error.
The consistency of a performance measure; the degree to which a
performance measure is free from random error.
Validity
,2 | Page
Ans: The extent to which a performance measure assesses all the
relevant—and only the relevant— aspects of job performance.
A measure must be reliable if it is to have any validity. On the other hand,
we can reliably measure many characteristics (like height) that may have
no relationship to whether someone can perform a job. For this reason,
reliability is a necessary but insufficient condition for validity.
Criterion related validity
Ans: A method of establishing the validity of a personnel selection
method by showing a substantial correlation between test scores and job
performance scores.
Predictive validation
Ans: A criterion-related validity study that seeks to establish an empirical
relationship between applicants' test scores and their eventual
performance on the job.
, 3 | Page
Concurrent validation
Ans: A criterion-related validity study in which a test is administered to all
the people currently in a job and then incumbents' scores are correlated
with existing measures of their performance on the job.
Content validation
Ans: A test validation strategy performed by demonstrating that the
items, questions, or problems posed by a test are a representative sample
of the kinds of situations or problems
Generalizability
Ans: The degree to which the validity of a selection method established
in one context extends to other contexts.
Utility
Ans: The degree to which the information provided by selection methods
enhances the effectiveness of selecting personnel in real organizations.
