1. An organization begins using a new ability test to hire engineers. They soon find that the score on the test does not seem to correspond to how well someone does on-the-job. In other words, there is no relationship between a person's test score and their performance. The correlation between the test results and performance is closest to_______

   		0
   		.50
   		-1
   		1

2. The ______ selection method is very valid and generally predicts performance across a range of jobs. However, one downside is the increased chance of disparate impact.

   		Cognitive ability test
   		Job performance test
   		Honesty test
   		Personality test

3. A company using a leadership test to select upper-level managers soon realizes that the test has some problems. It is good in some ways: it is relevant to the job and high scores on the test do seem to be associated with good management skills. However, the test does not include items assessing how potential leaders would handle several very important problems that occur quite frequently in this job. This test does not have_____.

   		Reliability
   		Content validity
   		Criterion validity
   		Construct validity

4. Which of the following is an example of a VALID bona fide occupational qualification (BFOQ)?

   		A daycare prefers to hire women because of social norms associated with caregiving
   		A makeup store mostly shopped at by women only hires female employees
   		A bus company will not hire bus drivers over a certain age because of declining visual processing speed and visual attention associated with aging
   		A male clothing store only hires male employees

5. Pharmacists, programmers, physicians, engineers, and researchers are known for having rare skills and expertise in specific areas. These are best described as examples of______

   		Jobs with a high degree of autonomy
   		Jobs with psychological contracts
   		Empowered employees
   		Knowledge workers