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Exam 11: Decision Making

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Question 1

Multiple Choice

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The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

A) multiple hurdles
B) Markov process
C) compensatory model
D) none of these

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Question 2

Multiple Choice

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A significance level of p < 0.05 in a validity study means __________.

A) that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not
B) that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants,when in fact,there is
C) that the practical significance of the observed relationship is very low
D) that there are fewer than 5 chances in 100 that a predictor has adverse impact

Correct Answer

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A

Question 3

Multiple Choice

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If an HR specialist is assessing the usefulness of predictors in forecasting job success,and it is noted that a given predictor has both high validity and high adverse impact,the HR specialist should conclude ___________.

The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

The most fundamental concern regarding utility analysis is that it lacks realism.

Ongoing hiring is most common in organizations with very high turnover rates.

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

Multiple regression will be more precise than unit weighting if there is a small number of predictors,low correlations between predictors,and a large sample.

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Practical significance is the sign of a correlation coefficient.

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

Under which circumstances is "hiring success gain" likely to be optimal?

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

It is desirable that the denominator of a selection ratio be small.

In assessing cutoff scores,a "false positive" is an applicant who is assessed as not likely to succeed,but who would have been successful if hired.

When using ____________,finalists are banded together into rank-ordered categories.

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.