Question 1

Utility theory has not been widely used for making personnel decisions because

Accepted Answer

A)  it is not as reliable as the Taylor-Russell table. 
B)  the equations are difficult to apply. 
C)  hit rates are low. 
D)  variables must be dichotomous. 
A)  it is not as reliable as the Taylor-Russell table. 
B)  the equations are difficult to apply. 
C)  hit rates are low. 
D)  variables must be dichotomous.

Question 2

A work situation is described as follows: hot,high pressure for production,little reinforcement for production,and low pay.This description employs which approach to assessment?

Accepted Answer

A)  personality 
B)  environmental classification 
C)  persons-situation interaction 
D)  job stress 
A)  personality 
B)  environmental classification 
C)  persons-situation interaction 
D)  job stress

Question 3

If a test were available that could identify those persons most likely to suffer heart attacks,it would be more costly and dangerous to have a

Accepted Answer

A)  hit. 
B)  low cutting score. 
C)  false positive. 
D)  false error. 
A)  hit. 
B)  low cutting score. 
C)  false positive. 
D)  false error.

Question 4

Which of the following is needed for Taylor-Russell tables?

Accepted Answer

A)  determination of the reliability 
B)  definition of false negatives 
C)  identification of false positives 
D)  a definition of success 
A)  determination of the reliability 
B)  definition of false negatives 
C)  identification of false positives 
D)  a definition of success

Question 5

The Myers-Briggs Type Indicator is based on the theory of psychology types proposed by

Accepted Answer

A)  Isabel Myers. 
B)  Carl Jung. 
C)  Henry Murray. 
D)  Carl Rogers. 
A)  Isabel Myers. 
B)  Carl Jung. 
C)  Henry Murray. 
D)  Carl Rogers.

Question 6

A classification system that includes six characteristics of environments was developed by

Accepted Answer

A)  Roe. 
B)  Barker. 
C)  Stokols. 
D)  Moos. 
A)  Roe. 
B)  Barker. 
C)  Stokols. 
D)  Moos.

Question 7

Which of the following methods of job analysis involves the observation of behaviors that differentiate successful from unsuccessful employees?

Accepted Answer

A)  checklists 
B)  observation 
C)  questionnaires 
D)  critical incidents 
A)  checklists 
B)  observation 
C)  questionnaires 
D)  critical incidents

Question 8

Recent research shows that people are able to self-predict how they will behave in particular situations

Accepted Answer

A)  very accurately. 
B)  very inaccurately. 
C)  unreliably. 
D)  less accurately than trained observer. 
A)  very accurately. 
B)  very inaccurately. 
C)  unreliably. 
D)  less accurately than trained observer.

Question 9

Which test attempts to measure temperament?

Accepted Answer

A)  WPT 
B)  MBTI 
C)  MEAP 
D)  CPI 
A)  WPT 
B)  MBTI 
C)  MEAP 
D)  CPI

Question 10

When there has been one unfavorable impression in an interview,____ of the interviewees are rejected; when there have been only positive impressions,____ are rejected.

Accepted Answer

A)  50%; 50% 
B)  75%; 25% 
C)  75%; 10% 
D)  90%; 25% 
A)  50%; 50% 
B)  75%; 25% 
C)  75%; 10% 
D)  90%; 25%

Question 11

Jason had worked very hard to accurately and quickly perform every task assigned to him.Still,his supervisor gave him a low rating.Research indicates that supervisors

Accepted Answer

A)  are the most accurate judge of an employee's performance. 
B)  are not influenced by petty concerns such as their own job security. 
C)  are known to be inaccurate raters. 
D)  give lower performance ratings if they are conflicted about their own role. 
A)  are the most accurate judge of an employee's performance. 
B)  are not influenced by petty concerns such as their own job security. 
C)  are known to be inaccurate raters. 
D)  give lower performance ratings if they are conflicted about their own role.

Question 12

The Wonderlic Personnel Test is based on the

Accepted Answer

A)  Porteus Maze Test. 
B)  Otis Self-Administering Tests of Mental Ability. 
C)  General Aptitude Test. 
D)  Bennett Mechanical Comprehension Test. 
A)  Porteus Maze Test. 
B)  Otis Self-Administering Tests of Mental Ability. 
C)  General Aptitude Test. 
D)  Bennett Mechanical Comprehension Test.

Question 13

The percentage of applicants who are hired or admitted to a program is known as the

Accepted Answer

A)  base rate. 
B)  reliability coefficient. 
C)  selection ratio. 
D)  validity coefficient. 
A)  base rate. 
B)  reliability coefficient. 
C)  selection ratio. 
D)  validity coefficient.

Question 14

Incremental validity

Accepted Answer

A)  is less valuable than face validity. 
B)  defines the base rate in utility theory. 
C)  is an estimate of the hit rate. 
D)  tells you what you can gain by using a particular test. 
A)  is less valuable than face validity. 
B)  defines the base rate in utility theory. 
C)  is an estimate of the hit rate. 
D)  tells you what you can gain by using a particular test.

Question 15

Students selected on the basis of a test for a graduate training program frequently leave prior to completion because of poor grades.This is an example of a

Accepted Answer

A)  false negative. 
B)  high cutting score. 
C)  high base rate. 
D)  false positive. 
A)  false negative. 
B)  high cutting score. 
C)  high base rate. 
D)  false positive.

Question 16

Ryan was fired last week,but he looked still confident as usual.As opposed to Ryan,Jason looked less confident due to the lay off.This illustrates a

Accepted Answer

A)  person-situation interaction. 
B)  trait. 
C)  state. 
D)  personality. 
A)  person-situation interaction. 
B)  trait. 
C)  state. 
D)  personality.

Question 17

If an applicant is selected on the basis of test performance,but fails on the job,the situation is described as a

Accepted Answer

A)  hit. 
B)  false negative. 
C)  false positive. 
D)  high cutting score. 
A)  hit. 
B)  false negative. 
C)  false positive. 
D)  high cutting score.

Question 18

In structured interviews,candidates who work hard at impression management

Accepted Answer

A)  have no advantage. 
B)  receive higher ratings. 
C)  are seen as manipulative. 
D)  pay less attention to the questions. 
A)  have no advantage. 
B)  receive higher ratings. 
C)  are seen as manipulative. 
D)  pay less attention to the questions.

Question 19

Many studies have demonstrated that the characteristics of other people in a person's environment

Accepted Answer

A)  serve as an example of what not to do. 
B)  fail to have any impact on behavior. 
C)  affect one's own behavior. 
D)  only have an effect on the weak-minded. 
A)  serve as an example of what not to do. 
B)  fail to have any impact on behavior. 
C)  affect one's own behavior. 
D)  only have an effect on the weak-minded.

Question 20

When a false negative rate is high,test makers may

Accepted Answer

A)  re-norm the test. 
B)  add items to the test. 
C)  lower the cutoff. 
D)  increase reliability. 
A)  re-norm the test. 
B)  add items to the test. 
C)  lower the cutoff. 
D)  increase reliability.

Exam 18: Testing in Industrial and Business Settings

Utility theory has not been widely used for making personnel decisions because

A work situation is described as follows: hot,high pressure for production,little reinforcement for production,and low pay.This description employs which approach to assessment?

If a test were available that could identify those persons most likely to suffer heart attacks,it would be more costly and dangerous to have a

Which of the following is needed for Taylor-Russell tables?

The Myers-Briggs Type Indicator is based on the theory of psychology types proposed by

A classification system that includes six characteristics of environments was developed by

Which of the following methods of job analysis involves the observation of behaviors that differentiate successful from unsuccessful employees?

Recent research shows that people are able to self-predict how they will behave in particular situations

Which test attempts to measure temperament?

When there has been one unfavorable impression in an interview,____ of the interviewees are rejected; when there have been only positive impressions,____ are rejected.

Jason had worked very hard to accurately and quickly perform every task assigned to him.Still,his supervisor gave him a low rating.Research indicates that supervisors

The Wonderlic Personnel Test is based on the

The percentage of applicants who are hired or admitted to a program is known as the

Incremental validity

Students selected on the basis of a test for a graduate training program frequently leave prior to completion because of poor grades.This is an example of a

Ryan was fired last week,but he looked still confident as usual.As opposed to Ryan,Jason looked less confident due to the lay off.This illustrates a

If an applicant is selected on the basis of test performance,but fails on the job,the situation is described as a

In structured interviews,candidates who work hard at impression management

Many studies have demonstrated that the characteristics of other people in a person's environment

When a false negative rate is high,test makers may

Introduction

Norms and Basic Statistics for Testing

Correlation and Regression

Reliability

Validity

Writing and Evaluating Test Items

Test Administration

Interviewing Techniques

Theories of Intelligence and the Binet Scales

The Wechsler Intelligence Scales: Wais-Iv, wisc-Iv, and Wppsi-Iii

Other Individual Tests of Ability in Education and Special Education

Standardized Tests in Education, civil Service, and the Military

Applications in Clinical and Counseling Settings

Projective Personality Tests

Computers and Basic Psychological Science in Testing

Testing in Counseling Psychology

Testing in Health Psychology and Health Care

Test Bias

Testing and the Law

Ethics and the Future of Psychological Testing

Filters

When there has been one unfavorable impression in an interview, of the interviewees are rejected; when there have been only positive impressions, are rejected.