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MGT 431 Exam 2 Questions with Complete Answers
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MGT 431 Exam 2 Questions with Complete Answers
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MGT 431 Exam 2 Questions withComplete Answers
Measurement - Answer-Involves the systematic application of rules for assigning
numbers to objects (usually people) to represent the quantities of a persons' attributes
or traits
Rules - Answer-- Suggest that the basis for assigning numbers is clearly specified and
consistently applied
- It is important that different users who use the test administer it under the same
conditions and score it in the same manner as all other users
Score Differences - Answer-- Should be due to individual differences in test
performances
- Should not be due to the way in which different users administered the test under
different test taking conditions or to how administers scored the test in a different
manner
Physical Attributes - Answer-Such as gender can be be assess through direct
observation
Psychological Attributes - Answer-- Or constructs, are not directly observable, such as
conscientiousness and intelligence
- Must be inferred from a score on a measure that represents an individual's standing on
these unobserved physiological attributes
What are indicators of how job candidates will behave on a job? - Answer-Psychological
Attributes
Numbers - Answer-- Represent attributes
- Play a useful role in summarizing and communicating the degree, amount, or
magnitude of an assessed attribute
- Provide a convenient means for characterizing and differentiating among job
applicants
Goal of Personnel Selection - Answer-Identify the individuals who should be offered a
position, these individuals are chosen because the selection measures predict that they
will best perform the job in question
Criterion - Answer-- Serves as a definition of what is meant by employee success on the
job, defined by thoroughly studying the jobs for which a selection system is being
developed to determine how to measure job success
- Must be important to the job and they must be appropriately measured
, The most frequently used performance criteria is? - Answer-Supervisory ratings of work
performance
Predictors - Answer-- Or selection procedures, represent the measures of those
employee attributes identified through a job or work analysis as being important for
predicting job success
- Used as a selection procedure if there is evidence to expect that the employee
attributes or WRCs assessed by the predictors will predict one or more of the criteria
that define job success
- Must be relevant to the job, must be appropriate ways to measure the employee
WRCs identified as representing job success
Scale of Measurment - Answer-Simply a means by which individuals can be
distinguished from one another on a variable of interest, whether that variable is a
predictor or a criterion
Trainability - Answer-Trainee success in a management training program
Nominal Scale - Answer-- One composed of two or more mutually exclusive categories
EX:
A. Applicant Gender
1. Male
2. Female
Ordinal Scale - Answer-- One that rank orders objects, such as individuals, from high to
low on some variable of interest, numerical values indicate the relative order of
individuals for the variable on which they are ranked, does not provide information on
the magnitude of the differences among ranks
EX:
1= Highest Quality
-
-
-
10= Lowest Quality
Interval Scale - Answer-- Differences between numbers take on meaning, uses constant
units of measurement, affording a meaningful expression of differences with respect to
a characteristic, the interval between scores can be interpreted, the magnitude of the
difference between rating points is assumed to be the same
EX:
- Raters using the forma are assumed to view the difference between points 1 and 2 on
the scale in the same way as they view the difference between points 4 and 5
Ratio Scale - Answer-- Has an absolute zero point, as on the interval scale, differences
between numerical values on a ratio scale have meaning
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