Chapter 6

Question 1

A series of tables based on the selection ratio, base rate, and test validity that yield informa- tion about the percentage of future employees who will be successful if a particular test is used

Answer 1

Taylor-Russell tables

Question 2

The percentage of applicants an organization hires.

Answer 2

Selection ratio

Question 3

Percentage of current employees who are considered successful.

Answer 3

Base rate

Question 4

A utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees.

Answer 4

Proportion of correct decisions

Question 5

Tables that use the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that applicant.

Answer 5

Lawshe tables

Question 6

Method of ascertaining the extent to which an organization will benefit from the use of a particular selection system.

Answer 6

Utility formula

Question 7

The length of time an employee has been with an organization.

Answer 7

Tenure

Question 8

Group differences in test scores that are unrelated to the construct being measured.

Answer 8

Measurement bias

Question 9

An employment practice that results in members of a protected class being negatively affected at a higher rate than members of the majority class, is usually determined by the four- fifths rule.

Answer 9

Adverse impact

Question 10

A situation in which the predicted level of job success falsely favors one group over another.

Answer 10

Predictive bias

Question 11

The characteristic of a test that sig- nificantly predicts a criterion for one class of people but not for another.

Answer 11

Single-group validity

Question 12

The characteristic of a test that sig- nificantly predicts a criterion for two groups, such as both mi- norities and nonminorities, but predicts significantly better for one of the two groups.

Answer 12

Differential validity

Question 13

A statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion.

Answer 13

Multiple regression

Question 14

Selecting applicants in straight rank order of their test scores.

Answer 14

Top-down selection

Question 15

A method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score.

Answer 15

Compensatory approach

Question 16

A variation on top-down selection in which the names of the top three appli- cants are given to a hiring au- thority who can then select any of the three.

Answer 16

Rule of three

Question 17

The minimum test score that an applicant must achieve to be considered for hire.

Answer 17

Passing score

Question 18

A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

Answer 18

Multiple-cutoff approach

Question 19

Selection practice of adminis- tering one test at a time so that applicants must pass that test before being allowed to take the next test.

Answer 19

Multiple-hurdle approach

Question 20

A statistical tech- nique based on the standard error of measurement that al- lows similar test scores to be grouped.

Answer 20

Banding

Question 21

The number of points that a test score could be off due to test unreliability.

Answer 21

Standard error of measurement (SEM)