Your company is testing out a new structured job interview, and your validation study indicates that the interview has a predictive validity coefficient of 60 in predicting supervisory performance ratings. How much variance in performance ratings is explained by the interview scores? Select one: O a. 40% b. 36% O c. 30% O d. 100% e. 60% Meta-analytic research by Kuncel et al. (2013) on holistic and mechanical decision making found: Select one: a. that mechanical decision making was superior in predicting work criteria, but holistic was superior in predicting academic criteria. O b. that holistic decision making was superior in predicting work and academic criteria. Oc. that mechanical and holistic decision making were equally effective Od that mechanical decision making was superior in predicting work and academic criteria. O e. None of the above What are the steps in the process model for developing a training program? Select one: O a. affective, behavioral, and cognitive b. presentation, hands-on, and group-building c. organization, task, and person O d. assessment, development, investigation, and evaluation O e analysis, design, development, implementation, and evaluation are considered a "low-fidelity" simulation which present job candidates with a written or video-based work-relevant scenario, ask them to choose the best response from a series of alternatives, and have been shown to be valid predictors of performance. Select one: O a in-basket exercises O b. Situational judgment tests (SJT) Oc Behavioral interviews O d. Work samples O e Realistic job previews (RJP) Which of the following best describes the existing research on interviews? Select one: O a. Structured interviews are more valid in predicting job performance than unstructured interviews O b. Interviews are not predictive of job performance. Oc. Structured interviews and unstructured interviews are equally valid in predicting job performance. O d. Structured interviews are less reliable than unstructured interviews. None of the above _can include a broad spectrum of questions about an individual's background, such as asking pilot trainees in World War II if they had ever built and flown a model airplane. Though this approach may in some cases lack "face validity," actual validities typically range from 20 to 37. Select one: O a Assessment centers O b. Graphology O c. Situational judgment tests O d. Brain teasers O e. Biodata Salespeople at Acme Widgets typically generate $200,000 in sales, and the company wants to increase sales by $1 million dollars next year. Using ratio analysis, how many new salespeople should the company hire? Select one: O a. 5 O b. 6 c. 3 d. 10 e 4 Data collected from real organizations regarding their training evaluation practices found that _was the most commonly assessed measure, and _was the least commonly assessed. Select one: a results; behavior O b. training transfer; reactions Oc reactions; ROI Od ROI; reactions e learning, results Which of the following is true regarding research evidence on personality and job performance? Select one: O a Personality is a more valid predictor of task performance (.e., the technical aspects of a job) than citizenship behaviors (i.e., helping and being a good "team player") O b. Conscientiousness is a more valid predictor of task performance than cognitive ability tests Oc. Research shows that it is impossible to successfully fake one's responses to a personality test Od Personality tests are one of the best predictors of job performance, but unfortunately tend to show adverse impact O e. Personality is a more valid predictor of citizenship behaviors (i.e., helping and being a good "team player") than task performance (i.e., the technical aspects of a job) Which of the following groups does NOT typically experience adverse impact on physical ability tests? Select one: O a Racial minorities O b. Older individuals O c. Women Od. Individuals with disabilities e. All of the above experience adverse impact on physical ability tests