Organizational (Employee selection-evaluation of techniques)

Question 1

A psychologist is developing a selection test for a large manufacturing company that will be used to predict the job performance ratings of maintenance technicians six months after they’re hired. The test developer will be most interested in ensuring that the test has adequate ______ validity

Answer 1

criterion-related

Question 2

At a “big box” home improvement store, use of a newly developed selection procedure results in a hiring rate for male salespeople of 50%. In this situation, to be consistent with the 80% (four-fifths) rule, the minimum hiring rate for female salespeople when using this procedure should be _____%.

Answer 2

40

0.50 x 0.80 = 0.40

Question 3

A new selection test has ____________ validity when adding it to the existing selection procedure increases decision-making accuracy.

Answer 3

incremental

Question 4

When a predictor has low to moderate criterion-related validity, it can improve decision-making accuracy as long as:
A. the base rate is high and the selection ratio is moderate.
B. the base rate is moderate and the selection ratio is low.
C. the base rate is moderate and the selection ratio is high.
D. the base rate is low and the selection ratio is moderate.

Answer 4

B. the base rate is moderate and the selection ratio is low.

Question 5

The 80% (four-fifths) rule is used to

Answer 5

determine if a selection test is having an adverse impact.