Quiz
Advanced Industrial Psychology PSY 560 Midterm review
Fragen in diesem Quiz (70)
1What is the old view of organizational systems?
- ADemographically diverse, continuous learning, self-managed work teams, focus on self-reliance.
- BStable and predictable, hierarchy, top-down command and control.
2What is the contemporary view of organizations?
- AGlobalized and focus on speed, constantly changing, organized around networks, more demographically diverse, continuous learning, self-managed work teams, focus on self-reliance.
- BStable and predictable, hierarchy, top-down command and control.
3Which of these does not fit the 3 C's of the past manager role?
- ACommand.
- BConquer.
- CControl.
- DCompartment.
4Which if these does not fit the contemporary perspective for managers?
- AIncumbents to Managers
- BControllers to Coaches.
- CPlanners to Facilitators.
- DInspectors to Mentors.
5Which source has not resulted in changes in jobs and job performance in recent times?
- ATechnology.
- BGlobalization.
- CEconomic Stability.
- DMergers & acquisitions.
6Which of these is a benefit of recent changes in jobs and job performance?
- AChallenge.
- BIncreased Personal Control.
- CInsecurity.
- DAll of the Above.
- ENone of the Above.
- FBoth A and B.
- GBoth A and C.
7What defines each job in terms of the behaviors necessary to perform it and is used to develop hypotheses about the personal characteristics necessary to perform those behaviors?
- AJob specifications
- BMinimum qualifications
- CJob analysis
- DJob descriptions
8The following characteristics are representative of what? Qualifications, experience, training, skills, responsibilities, emotional characteristics, sensory demands.
- AJob analysis
- BJob specifications
- CJob description
- DMinimum qualifications
9The following characteristics are representative of what? Job title, job location, job summary, working conditions, job duties, conditions of employment, hazards, social environment.
- AMinimum qualifications
- BJob description
- CJob specifications
- DJob analysis
10Job descriptions are useful for:
- ASelection
- BTraining
- CPerson power planning
- DJob classification
- EAll of the above
- FNone of the above
11The first step of conducting a job analysis is
- AWriting task statements
- BRating task statements
- CDetermining essential KSAOs
- DGathering existing information
12Which is not a method of collecting job analysis data?
- ASME panels
- BQuestionnaires
- CONet
- DAll of the above
- ENone of the above
13What evidence is available regarding job analysis reliability and validity?
- ADaniels & Weiss
- BDavidson & Wurtz
- CDierdorff & Wilson
- DDonalds & West
14According to the Dierdorff & Wilson(2003) Meta-analysis, who showed higher inter-rater reliability?
- AIncumbents
- BResearchers
- CAnalysts
- DSupervisors
15According to the Dierdorff & Wilson(2003) Meta-analysis, what type of analysis is better?
- ACognitive
- BTask focused
- CKnowledge based
- DNone of the above
16_____________________ scales using importance and difficulty had higher inter-rater reliability than __________________scales.
- AFrequency, Temporal
- BFrequency, Descriptive
- CDescriptive, Frequency
- DDescriptive, Temporal
17What is an evaluative standard, rule, or test by which a person may be judged or measured?
- AReliability
- BCriteria
- CValidity
- DKSAO
18What criteria should be used to establish MQs for a job?
- AInfluenced directly by the desire to artificially manipulate candidate pool.
- BRealistically expected to exist in the pool of candidates.
- CDetermined based on the existing qualifications of incumbents or candidates being groomed.
- DIndirectly linked to functional areas/KSAs
19When conducting a job analysis, average ratings of importance or frequency under .5 should be eliminated.
- ARichtig
- BFalsch
20Criterion contamination is when we measure things that are not related to the job.
- ARichtig
- BFalsch
21Sources of criterion contamination include
- APrejudice
- BRacism
- CSexism
- DBias
22Which of these does not belong?
- ABias occurs through knowledge of the predictor.
- BBias occurs through ratings.
- CBias occurs through group membership.
- DBias occurs through error.
23Ratings can be biased through
- AAdequate observations
- BLimited opportunities to perform
- CAbility to distinguish skills
24__________________ of criteria refers to the way employees performance varies over time.
- AReliability
- BTemporal nature
- CStandard Error
- DValidity
25Job Performance reliability refers to the method of observation and its effect on conclusions.
- ARichtig
- BFalsch
26Examples of the dimensionality of job performance are: job and location, sales performance, leadership.
- ARichtig
- BFalsch
27Criteria may be temporal or dynamic in 3 distinct ways:
- AChanges over time in rank ordering of scores on the criterion.
- BChanges over time in the leadership of the organization.
- CChanges over time in average levels of group performance.
- DChanges over time in validity coefficients.
28Test/Re-test Reliability measurements should be taken over 6 months apart.
- ARichtig
- BFalsch
29Reliability refers to
- ACreating alternative, equal forms for the same test
- BAdministering the same test on two different occasions
- CFreedom of unsystematic errors of measurement
- DPearson product moment correlation coefficient
30Any factor that influences performance on one occasion but not the other might introduce bias and influence the reliability of the measure.
- ARichtig
- BFalsch
31Parallel forms of reliability are also known as
- AAlternative
- BEquivalent
- CCounterpart
- DA and C
- EA and B
- FB and C
32To increase reliability, reduce the variability of differences in individuals taking the test.
- ARichtig
- BFalsch
33Higher variability = higher reliability.
- ARichtig
- BFalsch
34The difficulty of a test item should be high, to weed out poor test takers.
- ARichtig
- BFalsch
35The smaller the sample size, the larger the sampling error and lower reliability.
- ARichtig
- BFalsch
36If reliability is 1, standard error of measurement is 0.
- ARichtig
- BFalsch
37Higher standard error = higher reliability.
- ARichtig
- BFalsch
38Standard error of measurement is the standard deviation of the normal distribution of scores that an individual would obtain if they took the same test 100 times.
- ARichtig
- BFalsch
39Internal consistency reliability is
- AThe extent to which all parts of a measure are similar in what they are measuring.
- BUsed to assess the consistency of results across items within a test.
- CAn indicator of the degree to which various items on a test are intercorrelated.
- DAll of the above.
- ENone of the above.
40Internal Consistency Reliability according to the textbook is
- A.90 for a procedure
- B.80 and above for applied purposes
- C.70 for research purposes
- D1
41The two (2) widely used methods of Internal Consistency Reliability are
- APearson product-moment correlation coefficient
- BKudar Richardson Estimates
- CSplit-half
- DNone of the above
42The most used formula for the Kudar-Richardson Reliability Estimates is
- AKR-50
- BKR-10
- CKR-90
- DKR-20
43Split-half reliability estimate is interpreted as
- ACoefficient of stability
- BCoefficient of reliability
- CCoefficient of equivalence
- DCoefficient of validity
44Coefficient of stability is a measurement of the correlation between
- A2 parallel forms of the same test
- B2 time points where the subjects and measuring instrument are the same
- C2 groups of subjects taking the test
45To compute coefficient of stability use test/re-test.
- ARichtig
- BFalsch
46Coefficient of equivalence refers to the correlation between
- Athe same tests given on two different occasions
- B2 parallel forms
- C2 different groups of subjects taking the same test
47For the coefficient of stability and equivalence, to guard against order effects, both halves of the examinees are given test A, followed by test B.
- ARichtig
- BFalsch
48The main advantages of computing reliability using the coefficient of stability and equivalence are
- ARandom Error responses
- BBias responses
- CSpecific factor errors
- DTransient errors
- EAll of the Above
49Coefficient of equivalence is also known as
- Aρ
- Bα
- Cε
- DΣ
50Random error is an error caused by unknown and unpredictable changes in the experiment.
- ARichtig
- BFalsch
51Random errors increase the consistency and usefulness of test scores.
- ARichtig
- BFalsch
52Random error varies randomly from occasion to occasion therefore:
- Aobtained scores are equal to true scores
- Bobtained scores are different from true scores
- Ctrue scores are lower than obtained scores
- Dtrue scores are higher than obtained scores
53Reliability can range from 0 - 1.
- ARichtig
- BFalsch
54Cronbach's alpha is calculated to measure
- ATest/Re-test reliability
- BInternal Consistency Reliability
- CCoefficient of stability
- DCoefficient of reliability
55Standard error of measurement helps establish confidence intervals.
- ARichtig
- BFalsch
56Which of these examples are sources of random error?
- APoor lighting
- BNoises
- CTemperature
- DMood
- EAll of the above
- FNone of the above
57Validity is the extent to which the measurement are repeatable.
- ARichtig
- BFalsch
58The Trinitarian view of validity requires which of these to be considered very valid?
- AConstruct validity
- BContent validity
- CCriterion validity
- DAll three separately
59The Unitarian view of validity requires which of these to be considered highly valid?
- AConstruct validity
- BContent validity
- CCriterion validity
- DAll three equally
- EAll three separately
60Evidence related to the meaning of the construct and its relationship with other constructs is
- AContent validity
- BConstruct validity
- CCriterion validity
- DNone of the above
61The extent to which your measure contains a fair sample of the universe of situations it is supposed to represent is :
- AConstruct validity
- BCriterion validity
- CContent validity
- DNone of the above
62How well your assessment tool is related to the criteria/test adequacy based on correlations with the criteria is known as
- AConstruct validity
- BCriterion validity
- CContent validity
- DNone of the above
63Construct validity can be gathered by calibrating the test against an established measure, known standard, or against itself.
- ARichtig
- BFalsch
64Content validity can be gathered by SMEs, whose responses are evaluated to make decisions about the content.
- ARichtig
- BFalsch
65Problems with Predictive validity include
- ASmall sample size
- BUncontrolled variables
- CBias
66Which of the following is a problem with concurrent validity?
- ASmall sample size
- BLongitudinal nature of the study
- CUncontrolled variables
67Concurrent validity is measured when :
- Athe criterion measure is available after the predictor measure is taken.
- Bthe criterion and predictor are collected at the same time.
- CThe predictor measure is taken.
68Predictive validity is when a criterion measure is available after the predictor measure is taken.
- ARichtig
- BFalsch
69Challanges of changes in job and job performance include:
- AInsecurity
- BChallenge
- CFlexibility
- DHigh costs
70Which of these is not a major step in conducting a job analysis?
- AIdentify the tasks performed
- BWrite task statements
- CRate task statements
- DDetermine KSAOs
- ERate KSAOs
Informationen
- Beschreibung
- Quiz am Advanced Industrial Psychology PSY 560 Midterm review, erstellt von Luna Park am 09/10/2015.
- Autor
- Luna Park
- Sprache
- English
- Aufrufe
- 81
- Verlauf
- Erstellt am 9 Okt 2015 · aktualisiert am 16 Jun 2016
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