Question 1

Graphology, a tool for assessing basic personality traits, is also called .

Accepted Answer

A) numerology 
B) reasoning analysis 
C) astrology 
D) handwriting analysis 
E) polygraph output assessment 
A) numerology 
B) reasoning analysis 
C) astrology 
D) handwriting analysis 
E) polygraph output assessment

Question 2

Most employers report favoring written references to telephone references because written letters provide a permanent record for the employer's files.

Accepted Answer

A) True 
 B)False

Question 3

Which statistical tool is used to determine if a significant relationship exists between the predictor scores and the performance criterion?

Accepted Answer

A) discriminant analysis 
B) confirmatory factor analysis 
C) correlation analysis 
D) canonical correlational analysis 
E) regression analysis 
A) discriminant analysis 
B) confirmatory factor analysis 
C) correlation analysis 
D) canonical correlational analysis 
E) regression analysis

Question 4

What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Accepted Answer

A management assessment center is a 2-3

Question 5

Which method of test validation is considered more dependable?

Accepted Answer

A) concurrent validation 
B) content validation 
C) criterion validation 
D) predictive validation 
E) face validation 
A) concurrent validation 
B) content validation 
C) criterion validation 
D) predictive validation 
E) face validation

Question 6

Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing. List and explain the meaning of the big five dimensions. What do the dimensions tell us about applicants as it relates to job success?

Accepted Answer

The "big five" personality dimensions ar

Question 7

Typical simulated exercises used in management assessment centers include all of the following except .

Accepted Answer

A) tests of motor abilities 
B) interviews 
C) the in basket 
D) leaderless group discussion 
E) management games 
A) tests of motor abilities 
B) interviews 
C) the in basket 
D) leaderless group discussion 
E) management games

Question 8

An employer's selection process is likely to include any of the following methods except

Accepted Answer

A) honesty testing 
B) reference checks 
C) substance abuse screening 
D) testing 
E) all of the above may be included in an employer's selection process 
A) honesty testing 
B) reference checks 
C) substance abuse screening 
D) testing 
E) all of the above may be included in an employer's selection process

Question 9

Effective selection depends to a large degree on the concept of validity but not reliability.

Accepted Answer

A) True 
 B)False

Question 10

To use , one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

Accepted Answer

A) correlation analysis 
B) concurrent validation 
C) test batteries 
D) predictive validation 
E) expectancy assessment 
A) correlation analysis 
B) concurrent validation 
C) test batteries 
D) predictive validation 
E) expectancy assessment

Question 11

How can employers protect themselves against claims of negligent hiring?

Accepted Answer

Employers can take the following steps t

Question 12

If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is .

Accepted Answer

A) invalid 
B) inconsistent 
C) valid 
D) unreliable 
E) reliable 
A) invalid 
B) inconsistent 
C) valid 
D) unreliable 
E) reliable

Question 13

What are the advantages of using the work sampling technique for employee selection?

Accepted Answer

The work sampling technique measures how

Question 14

When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

Accepted Answer

A) equivalent form 
B) test validity 
C) internal consistency 
D) retest estimate 
E) criterion validity 
A) equivalent form 
B) test validity 
C) internal consistency 
D) retest estimate 
E) criterion validity

Question 15

Developing, validating, and using selection standards including selection tests generally require a qualified psychologist.

Accepted Answer

A) True 
 B)False

Question 16

Traditionally female professions are referred to as jobs.

Accepted Answer

A) pink collar 
B) white collar 
C) blue collar 
D) purple collar 
E) none of the above 
A) pink collar 
B) white collar 
C) blue collar 
D) purple collar 
E) none of the above

Question 17

represents a tendency to be sociable, assertive, active, and to experience positive effects such as energy and zeal.

Accepted Answer

A) Neuroticism 
B) Extraversion 
C) Conscientiousness 
D) Agreeableness 
E) Openness to experience 
A) Neuroticism 
B) Extraversion 
C) Conscientiousness 
D) Agreeableness 
E) Openness to experience

Question 18

Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except .

Accepted Answer

A) polygraph tests 
B) paper-and-pencil honesty tests 
C) drug tests 
D) credit checks 
E) background checks 
A) polygraph tests 
B) paper-and-pencil honesty tests 
C) drug tests 
D) credit checks 
E) background checks

Question 19

represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility.

Accepted Answer

A) Neuroticism 
B) Extraversion 
C) Conscientiousness 
D) Agreeableness 
E) Openness to experience 
A) Neuroticism 
B) Extraversion 
C) Conscientiousness 
D) Agreeableness 
E) Openness to experience

Question 20

Which of the following is not a reason that a test might be unreliable?

Accepted Answer

A) tests used to estimate equivalence may not have been equivalent 
B) questions may not represent material 
C) the test may not predict actual performance 
D) testing conditions could vary 
E) all are reasons for unreliable tests 
A) tests used to estimate equivalence may not have been equivalent 
B) questions may not represent material 
C) the test may not predict actual performance 
D) testing conditions could vary 
E) all are reasons for unreliable tests

Graphology, a tool for assessing basic personality traits, is also called .

Most employers report favoring written references to telephone references because written letters provide a permanent record for the employer's files.

Which statistical tool is used to determine if a significant relationship exists between the predictor scores and the performance criterion?

What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Which method of test validation is considered more dependable?

Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing. List and explain the meaning of the big five dimensions. What do the dimensions tell us about applicants as it relates to job success?

Typical simulated exercises used in management assessment centers include all of the following except .

An employer's selection process is likely to include any of the following methods except

Effective selection depends to a large degree on the concept of validity but not reliability.

To use , one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

How can employers protect themselves against claims of negligent hiring?

If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is .

What are the advantages of using the work sampling technique for employee selection?

When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

Developing, validating, and using selection standards including selection tests generally require a qualified psychologist.

Traditionally female professions are referred to as jobs.

represents a tendency to be sociable, assertive, active, and to experience positive effects such as energy and zeal.

Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except .

represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility.

Which of the following is not a reason that a test might be unreliable?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

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Exam 6: Employee Testing and Selection

Graphology, a tool for assessing basic personality traits, is also called .

Most employers report favoring written references to telephone references because written letters provide a permanent record for the employer's files.

Which statistical tool is used to determine if a significant relationship exists between the predictor scores and the performance criterion?

What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Which method of test validation is considered more dependable?

Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing. List and explain the meaning of the big five dimensions. What do the dimensions tell us about applicants as it relates to job success?

Typical simulated exercises used in management assessment centers include all of the following except .

An employer's selection process is likely to include any of the following methods except

Effective selection depends to a large degree on the concept of validity but not reliability.

To use , one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

How can employers protect themselves against claims of negligent hiring?

If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is .

What are the advantages of using the work sampling technique for employee selection?

When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

Developing, validating, and using selection standards including selection tests generally require a qualified psychologist.

Traditionally female professions are referred to as jobs.

represents a tendency to be sociable, assertive, active, and to experience positive effects such as energy and zeal.

Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except .

represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility.

Which of the following is not a reason that a test might be unreliable?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters