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chap 6
  • Heart Valenzuela

  • 問題数 29 • 9/24/2023

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    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