_______ is the type of validity that examines how well a test outcome is consistent with a criterion that occurs in the future.
a.Content validity
b.Test–retest validity
c.Concurrent criterion validity
d.Predictive validity
ANS:D
You might also like to view...
Indicate whether each of the following statements about financial statement analysis is true or false.Meaningful comparisons between two companies generally should be made using percentage analysis or ratio analysis, not absolute amounts. ______The materiality of accounting information refers to whether it is viewed as favorable (good news) or unfavorable (bad news). ______Companies must account for immaterial items in compliance with generally accepted accounting principles. ______To judge the materiality of an absolute financial statement amount, one must consider the size of the company reporting it. ______Comparing percentages derived from financial statement analysis has the drawback of varying materiality levels. ______
What will be an ideal response?
Normally, depreciation calculations are based on the exact number of days the asset is held during the period
Indicate whether the statement is true or false
Companies that are responsible and concerned about local residents should lead by doing what's appropriate and then communicate what they did — not the other way around
Indicate whether the statement is true or false
Answer the following statement(s) true (T) or false (F)
1. A researcher surveyed 480 Australian law enforcement senior managers. The researcher speculates that clarification comes after rewarding behaviors because subordinates use the leaders’ history of rewarding extra work to form their perceptions of the current deal—if past promises of rewards have not been kept, then the clarification level in the current negotiation is likely to be low. 2. The Hersey-Blanchard Situational Leadership®1 Model has a leadership style called the telling style, which consists of highly directive, low-supportive leadership in which leaders give detailed instructions and use close monitoring with relatively little emotional support. 3. According to path-goal theory, it’s not the job of the leader to banish these nagging doubts from the minds of their followers and make them confident they can get the job done and receive the rewards they deserve. Followers need to be self-motivated and self-confident, so leaders should focus on selecting confident, capable employees. 4. For several years, Welch (former CEO of General Electric), had a forced distribution performance appraisal system that resulted in the bottom 10% of managers being fired (Welch, 2003). Welch personally fired many managers that he felt were not passionate enough about their jobs.