PeopleAnswers Science and Validation 4

Question 1

Which of the following best describes 'faking' on a personality-based pre-employment assessment?

Accepted Answer

Intentionally responding to appear more desirable to employers

Answer

Faking (impression management) occurs when candidates deliberately distort responses to present a socially desirable profile rather than an accurate self-description.

Question 2

What is the primary advantage of using a forced-choice item format in behavioral assessments?

Accepted Answer

It reduces social desirability responding and faking

Answer

Forced-choice formats require candidates to choose between equally desirable options, making it harder to identify and select the 'best-looking' answer.

Question 3

In validity generalization research, meta-analysis is used to:

Accepted Answer

Combine validity coefficients across many studies to estimate true validity

Answer

Meta-analysis aggregates validity coefficients from multiple studies, correcting for sampling error and artifacts to reveal the underlying true validity of a construct.

Question 4

Which concept explains why the observed correlation between an assessment and job performance is typically lower than the true relationship?

Accepted Answer

Range restriction

Answer

Range restriction occurs because organizations only hire a subset of applicants, truncating the score distribution and artificially lowering observed validity coefficients.

Question 5

A concurrent validity study differs from a predictive validity study primarily because:

Accepted Answer

Criterion data are collected at the same time as assessment data, using current employees

Answer

In a concurrent study, current employees complete the assessment and performance data are collected at the same time, avoiding the lengthy wait of a predictive design.

PeopleAnswers Practice Test

PeopleAnswers Practice Test

PeopleAnswers Science and Validation 4