Untitled Quiz

Temporal stability refers to the consistency of test scores over time. This means that the test scores should be stable even when administered on different days or weeks, indicating that the test is not significantly influenced by random factors like illness or fatigue.

<p>To eliminate any effects of taking one form of the test first on scores on the second form. (C)</p> Signup and view all the answers

<p>Form Stability (C)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Split-Half Method, Spearman-Brown prophecy formula, Coefficient Alpha, Kuder-Richardson Formula 20 (B)</p> Signup and view all the answers

<p>Scorer Reliability (C)</p> Signup and view all the answers

<p>Validity</p> Signup and view all the answers

<p>Content Validity, Criterion Validity, Construct Validity, Face Validity, Known-Group Validity (A)</p> Signup and view all the answers

<p>How well the test items sample the intended content. (B)</p> Signup and view all the answers

<p>How well the test scores predict job performance. (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>How well the test appears to the user. (B)</p> Signup and view all the answers

<p>Synthetic Validity (C)</p> Signup and view all the answers

<p>Validity generalization refers to the extent to which a test validated for one job is also valid for other similar jobs. This involves examining the extent to which the test scores can be generalized across different jobs with similar requirements.</p> Signup and view all the answers

<p>Test's criterion validity coefficient, selection ratio, base rate of current performance. (B)</p> Signup and view all the answers

<p>The percentage of applicants who are hired. (B)</p> Signup and view all the answers

<p>The base rate refers to the percentage of current employees who are considered successful on the job. It can be obtained in two ways: 1. splitting the current employees into two equal groups based on their performance, or 2. choosing a specific criterion measure score above which all employees are considered successful.</p> Signup and view all the answers

<p>Proportion of Correct Decisions (D)</p> Signup and view all the answers

<p>The extent to which an organization will benefit from the use of a particular selection system. (D)</p> Signup and view all the answers

<p>Measurement Bias (B)</p> Signup and view all the answers

<p>Predictive Bias (A)</p> Signup and view all the answers

<p>Differential Validity (C)</p> Signup and view all the answers

<p>Use separate regression equations for each group or discard the test. (A)</p> Signup and view all the answers

<p>Unadjusted Top-Down (A)</p> Signup and view all the answers

<p>The rule of three is often used in the public sector. It involves presenting the names of the top three scorers to the hiring decision-maker, who can then choose the candidate based on their specific needs. The rationale behind this is to ensure that the chosen candidate is qualified but also gives the hiring decision-maker flexibility and the power to choose the best person for the job.</p> Signup and view all the answers

<p>Passing scores are a method used to increase flexibility and reduce adverse impact in the selection process. They set a minimum score that an applicant must achieve to be considered for the job. This ensures that a minimum level of competence is met by all applicants considered for the job.</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Multiple-Hurdle (B)</p> Signup and view all the answers

<p>Standard Error of Measurement (A)</p> Signup and view all the answers

<p>Banding is used to acknowledge the error associated with test scores, which means that a small difference in scores may not necessarily reflect a true difference in ability. Banding allows the organization to consider a group of applicants within a certain score range as equally qualified, enabling them to choose candidates based on other factors like experience or diversity.</p> Signup and view all the answers

Consistency and freedom from error in a test or evaluation score.

Consistency of test scores when the same test is given twice.

Consistency of test scores over time.

Consistency between two versions of the same test.

Similarity between scores on two versions of the same test.

Method to control order effects when giving multiple versions of a test.

Consistency of scores within a single test (internal consistency).

Consistency of test scoring by different raters.

General level of anxiety a person normally experiences.

Anxiety experienced in a specific moment.

Time between test administrations.

Statistical measure of reliability, often between 0 and 1.