問題一覧
1
It is a degree to which a measure of physical or cognitive abilities, traits, is free from random error.
reliability
2
It is a measure of the degree to which two sets of numbers are related
correlation coefficient
3
knowing how scores on the measure at one time relate to scores on the same measure at another time refers to
test retest reliability
4
it is the extent to which performance on the measure is associated with performance on the job
validity
5
It is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job perfomance scores.
criterion related validation
6
It is a study that seeks to establish an empirical relationship between applicants test scores and their eventual performance on the job
predictive validation
7
It is a study in which a test is administered to all the people currently in a job and then incumbents' scores are correlated with existing measures of their performance on the job
concurrent validation
8
It is the degree to which the validity of a selection method is established in one context extend to other contexts such as different situations, different samples of people, and different time periods
generalizability
9
It is the degree to which the information provided by selection techniques enhances the effectiveness of selecting personnel in organizations
utility
10
the primary federal laws have formed the basis for a majority of the suits filed by job applicants
federal legislation
11
this act protects individuals from discrimination based on race, color, sex, religion and national origin
civil rights act of 1991
12
it covers individuals who are between the ages 40 and 69. There is no protection for younger workers
age discrimination in employment act
13
it protects individuals with physical and mental disabilities and requires that employers make "reasonable accommodations" to disabled individuals whose handicaps may prevent them from performing essential functions of the job.
american with disabilities act
14
parallels the Civil Rights Act of 1964 but goes beyond it by requiring affirmative action to hire qualified protected group applicants and allowing the government to suspend all business while investigation is ongoing
executive orders 11246
15
it issues guidelines and monitors compliance
office of federal contract compliance
16
it is defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment
interviews
17
it confronts applicants on specific issues, questions, or problems that are likely to arise on the job. it is consists of experience-based questions and future-oriented questions.
situational interview
18
It gathers background information on candidates.
references and biographical data
19
are relevant for predicting not only job performance but also occupational injuries and disabilities.
physical ability test
20
it differentiates candidates on mental ability.
cognitive ability test
21
it refers to a person's capacity to understand and use written and spoken language.
verbal comprehension
22
it concerns the speed and accurancy with which one can solve arithmetic problems of all kinds
quantitative ability
23
it refers to a person's capacity to invent solutions to many diverse problems
reasoning ability
24
it categorizes individuals by their personality characteristics
personality inventories
25
stimulate the job miniaturized form
work samples
26
it is banned the use of polygraph tests for private companies except for pharmaceutical and security guard suppliers
polygraph act of 19888
27
it attempts to assess the likelihood that employees will steal.
paper and pencil honesty testing
28
use the test tent to be reliable and valid
drug
29
all selection methods must conform to existing laws and legal precedents
legality