Answer:
Validity generalization.
Explanation:
This is a principle that guidance
and computed relations between individual-company which also measures of cognitive ability and how job performance are hampered by a number of methodological limitations that artificially affect the resulting validity coefficient.
There are different ways to validate pre-employment tests, but many validation procedures can be cost prohibitive or may require a lot of information to build on it. Example is demonstrating a predictive validity for a particular position, an organization needs to perform a local validity study on its own employees and applicants. However, these amount of data from this form of study would only be meaningful if the data sample was cumbersome. Small or medium-sized companies that don’t already have a large number of employees occupying a certain position would be unable to perform these types of studies on their own populations.
Answer: The audience that receives the persuasive message must have some characteristics:
d. the thoughtfulness of the person the gullibility of the person and their level of intelligence.
Explanation: 1. The thoughtfulness of the person would impact how well the message would be received. If the person is less thoughtful means that there would not be a positive feedback.
2. The Gullibility of the person. If the person is easily gullible, the message would be easily received and the reverse is the case also.
3. The level of intelligence of the individual. If the person is less or moderately intelligent, there would be easy access unlike when the person is highly intelligent, it would take alot of convincing for the person to accept.
