Final answer:
A researcher should indeed be surprised by a validity coefficient of .95 for an employment test as it indicates an almost perfect correlation, which is highly uncommon. Such results may necessitate scrutiny for potential biases or methodological issues.
Step-by-step explanation:
Should a researcher be surprised to get a validity coefficient of .95 for a paper and pencil employment test when validated against supervisors' job performance ratings? In the field of psychometrics and employment testing, such a high validity coefficient is quite unusual. Generally, validity coefficients for employment tests range from .3 to .5, according to the Uniform Guidelines on Employee Selection Procedures.
Research, such as the meta-analysis conducted by McDaniel et al. (1994), often suggests that employment interviews have moderate validity, and tools like 360-degree feedback programs, referenced by Atkins and Wood (2002), show that self and peer ratings might not always correspond with supervisor assessments.