HRM 402 EXAM 2 QUESTIONS WITH VERIFIED
ANSWERS
o Reliability - Answers - - consistent measurement. If someone were to take the test
again they would receive similar results
o Validity - Answers - - accurate measurement. The test measures what you intended
and predicts what you want to predict.
o Test-retest reliability - Answers - : measurement on second test should be the same
as the first test
o Alternate-forms reliability: - Answers - a method of testing the reliability of an
instrument by using two alternate/equivalent forms of that instrument
o Split-halves reliability: - Answers - split the instrument into two parts and determine if
the applicants obtain similar scores on both halves
o Conspect (inter-rater) reliability: - Answers - the degree of consistency between the
scores assigned by two different observers
o Correlation coefficient - Answers - § +1 = strong positive correlation
§ 0 = no correlation
§ -1 = strong negative correlation
R>/.7 means that it is considered significantly high to have confidence in the
instrument's reliability
· Correlation should be significant at the .05 level of significance
o Criterion-related validity (preferred) - Answers - § Predictive validity: the extend to
which a predictor variable is correlated with a criterion variable
· Predictor variables = info such as application form, data, interview results, employment
test scores
· Criterion variables = measures of job performance, i.e. productivity, absenteeism,
tardiness, performance evaluation
· Correlation should be significant at the .05 level of significance
§ Concurrent validity
· Present-employee method. In which the predictor and criteria data are collected
simultaneously from a group of present employees and seeing if there is correlation
o Content validity - Answers - (i.e. typing test, driving test)
§ Validity inferred from the perceived similarity between the content of the predictor and
the requirements of the job, aka face validity
, o Construct validity - Answers - (i.e. IQ test, honesty test)
§ A type of validity that asses whether a measuring instrument actually measures the
psychological construct or trait it purports to measure
· Identify which selection tests are generally more valid than others. - Answers - o
Intelligence tests (.51)
o Work sample tests (.54)
o Structured interviews (.51)
o Structured interview: - Answers - interviewer prepares a list of questions in advance
and does not deviate from it
§ Often have a list of possible responses for applicant
§ Less biased and more reliable than other interviews
o Semi-structured interview - Answers - : only major questions are prepared in advance
o Situational interview: - Answers - involves asking candidates to respond to a series of
hypothetical situations
o Targeted-selection interview: - Answers - an employment interview that assumes that
past behavior is the best predictor of future behavior and focuses on what the person
has done in previous situations
o Non-directive interview: - Answers - an unstructured interview in which the interviewer
allows the interviewee to discuss whatever he/she wishes to discuss
o Stress interview: - Answers - a method of interviewing in which the interviewee is
subjected to intentionally created stress to observe how well he/she performs in that
situation
· Identify issues associated with the online administration of selection tests. - Answers -
o Disadvantages:
§ ID Verification
§ Standardization issues
· i.e. font size can affect results, environment uncertain
§ Test and data security
§ Reasonable accommodations
§ Adverse impact
o There is no difference between proctored/un-proctored online administration for the
following tests: biodata, personality, situational judgment tests
· Explain the concept of range restriction and the effect it has on validity coefficients. -
Answers - o Correlation is always reduced in restricted range, validity always goes
down
o Concurrent validity leads to range restrictions
ANSWERS
o Reliability - Answers - - consistent measurement. If someone were to take the test
again they would receive similar results
o Validity - Answers - - accurate measurement. The test measures what you intended
and predicts what you want to predict.
o Test-retest reliability - Answers - : measurement on second test should be the same
as the first test
o Alternate-forms reliability: - Answers - a method of testing the reliability of an
instrument by using two alternate/equivalent forms of that instrument
o Split-halves reliability: - Answers - split the instrument into two parts and determine if
the applicants obtain similar scores on both halves
o Conspect (inter-rater) reliability: - Answers - the degree of consistency between the
scores assigned by two different observers
o Correlation coefficient - Answers - § +1 = strong positive correlation
§ 0 = no correlation
§ -1 = strong negative correlation
R>/.7 means that it is considered significantly high to have confidence in the
instrument's reliability
· Correlation should be significant at the .05 level of significance
o Criterion-related validity (preferred) - Answers - § Predictive validity: the extend to
which a predictor variable is correlated with a criterion variable
· Predictor variables = info such as application form, data, interview results, employment
test scores
· Criterion variables = measures of job performance, i.e. productivity, absenteeism,
tardiness, performance evaluation
· Correlation should be significant at the .05 level of significance
§ Concurrent validity
· Present-employee method. In which the predictor and criteria data are collected
simultaneously from a group of present employees and seeing if there is correlation
o Content validity - Answers - (i.e. typing test, driving test)
§ Validity inferred from the perceived similarity between the content of the predictor and
the requirements of the job, aka face validity
, o Construct validity - Answers - (i.e. IQ test, honesty test)
§ A type of validity that asses whether a measuring instrument actually measures the
psychological construct or trait it purports to measure
· Identify which selection tests are generally more valid than others. - Answers - o
Intelligence tests (.51)
o Work sample tests (.54)
o Structured interviews (.51)
o Structured interview: - Answers - interviewer prepares a list of questions in advance
and does not deviate from it
§ Often have a list of possible responses for applicant
§ Less biased and more reliable than other interviews
o Semi-structured interview - Answers - : only major questions are prepared in advance
o Situational interview: - Answers - involves asking candidates to respond to a series of
hypothetical situations
o Targeted-selection interview: - Answers - an employment interview that assumes that
past behavior is the best predictor of future behavior and focuses on what the person
has done in previous situations
o Non-directive interview: - Answers - an unstructured interview in which the interviewer
allows the interviewee to discuss whatever he/she wishes to discuss
o Stress interview: - Answers - a method of interviewing in which the interviewee is
subjected to intentionally created stress to observe how well he/she performs in that
situation
· Identify issues associated with the online administration of selection tests. - Answers -
o Disadvantages:
§ ID Verification
§ Standardization issues
· i.e. font size can affect results, environment uncertain
§ Test and data security
§ Reasonable accommodations
§ Adverse impact
o There is no difference between proctored/un-proctored online administration for the
following tests: biodata, personality, situational judgment tests
· Explain the concept of range restriction and the effect it has on validity coefficients. -
Answers - o Correlation is always reduced in restricted range, validity always goes
down
o Concurrent validity leads to range restrictions
