Question 1

There are several methods for measuring job performance directly. List and explain three such methods.

Accepted Answer

Work samples and simulations measure job

Question 2

Which law prohibits employers from making pre-employment inquiries into the existence, nature, or severity of a disability?

Accepted Answer

A) Freedom of Information Act 
B) Buckley Amendment 
C) Fair Credit Reporting Act of 2130 
D) Americans with Disabilities Act 
E) Privacy Act of 2134 
A) Freedom of Information Act 
B) Buckley Amendment 
C) Fair Credit Reporting Act of 2130 
D) Americans with Disabilities Act 
E) Privacy Act of 2134

Question 3

While some personality characteristics are associated with success in different types of jobs, which one characteristic tends to be associated with job performance across types?

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 4

There are six steps in the validation process beginning with analyze the job and concluding with revalidation.

Accepted Answer

A) True 
 B)False

Question 5

Employers may conduct background investigations and reference checks to verify a candidate's .

Accepted Answer

A) legal eligibility 
B) marital status 
C) age 
D) ethnic background 
E) all of the above 
A) legal eligibility 
B) marital status 
C) age 
D) ethnic background 
E) all of the above

Question 6

A rejected minority job candidate has shown that the selection rate for the applicant's racial group was less than four-fifths that for the group with the highest selection rate. The candidate has shown .

Accepted Answer

A) disparate impact 
B) affirmative action 
C) adverse impact 
D) discrimination 
E) negligent hiring 
A) disparate impact 
B) affirmative action 
C) adverse impact 
D) discrimination 
E) negligent hiring

Question 7

Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional?

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 8

The American Psychological Association's standards for educational and psychological tests are legally enforceable.

Accepted Answer

A) True 
 B)False

Question 9

A(n)aims to measure an array of possible predictors for job performance.

Accepted Answer

A) test battery 
B) assessment rating 
C) test criterion 
D) job analysis 
E) test validity 
A) test battery 
B) assessment rating 
C) test criterion 
D) job analysis 
E) test validity

Question 10

Which of the following describes using an internal comparison estimate to assess reliability?

Accepted Answer

A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 
B) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together 
C) administer a test with content based on what a person actually needs to know to do the job in question well 
D) administer different tests to different people and compare test scores of the different people 
E) administer the same test to different people and compare test scores of the different people 
A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 
B) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together 
C) administer a test with content based on what a person actually needs to know to do the job in question well 
D) administer different tests to different people and compare test scores of the different people 
E) administer the same test to different people and compare test scores of the different people

Question 11

Most prospective employees prove their eligibility for employment in the United States by showing a U.S. passport.

Accepted Answer

A) True 
 B)False

Question 12

Why is it important to select the right employees for a position?

Accepted Answer

First, a manager's own performance depen

Question 13

Psychologists qualified to develop, validate, and use selection standards such as selection tests are .

Accepted Answer

A) usually holders of a Ph.D. degree 
B) familiar with state equal rights laws 
C) licensed by their respective state 
D) familiar with federal equal rights laws 
E) all of the above 
A) usually holders of a Ph.D. degree 
B) familiar with state equal rights laws 
C) licensed by their respective state 
D) familiar with federal equal rights laws 
E) all of the above

Question 14

Which of the following is not a possible motivation for a current employer to give an incorrect reference to an employee who is applying for a different position with another company?

Accepted Answer

A) desire to improve employee's chances for a new job 
B) desire to remove employee from company 
C) respect for employee privacy 
D) fear of legal consequences 
E) all are possible motivations 
A) desire to improve employee's chances for a new job 
B) desire to remove employee from company 
C) respect for employee privacy 
D) fear of legal consequences 
E) all are possible motivations

Question 15

Which of the following is an indirect method for predicting job performance during the selection process?

Accepted Answer

A) video-based simulation technique 
B) work sampling technique 
C) management assessment center 
D) intelligence tests 
E) miniature job training and evaluation 
A) video-based simulation technique 
B) work sampling technique 
C) management assessment center 
D) intelligence tests 
E) miniature job training and evaluation

Question 16

Which personality characteristic refers to the tendency for one to be trusting, compliant, caring, and gentle?

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 17

Rejected applicants who receive bad references could sue the source of a reference for defamation of character.

Accepted Answer

A) True 
 B)False

Question 18

If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically.

Accepted Answer

A) True 
 B)False

Question 19

What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

Accepted Answer

A) graphology 
B) handwriting analysis 
C) interest inventories 
D) personality tests 
E) paper-and-pencil honesty tests 
A) graphology 
B) handwriting analysis 
C) interest inventories 
D) personality tests 
E) paper-and-pencil honesty tests

Question 20

Test validity answers the question, "Does this test measure what it's supposed to measure?"

Accepted Answer

A) True 
 B)False

There are several methods for measuring job performance directly. List and explain three such methods.

Which law prohibits employers from making pre-employment inquiries into the existence, nature, or severity of a disability?

While some personality characteristics are associated with success in different types of jobs, which one characteristic tends to be associated with job performance across types?

There are six steps in the validation process beginning with analyze the job and concluding with revalidation.

Employers may conduct background investigations and reference checks to verify a candidate's .

A rejected minority job candidate has shown that the selection rate for the applicant's racial group was less than four-fifths that for the group with the highest selection rate. The candidate has shown .

Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional?

The American Psychological Association's standards for educational and psychological tests are legally enforceable.

A(n)aims to measure an array of possible predictors for job performance.

Which of the following describes using an internal comparison estimate to assess reliability?

Most prospective employees prove their eligibility for employment in the United States by showing a U.S. passport.

Why is it important to select the right employees for a position?

Psychologists qualified to develop, validate, and use selection standards such as selection tests are .

Which of the following is not a possible motivation for a current employer to give an incorrect reference to an employee who is applying for a different position with another company?

Which of the following is an indirect method for predicting job performance during the selection process?

Which personality characteristic refers to the tendency for one to be trusting, compliant, caring, and gentle?

Rejected applicants who receive bad references could sue the source of a reference for defamation of character.

If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically.

What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

Test validity answers the question, "Does this test measure what it's supposed to measure?"

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

Exam 6: Employee Testing and Selection

There are several methods for measuring job performance directly. List and explain three such methods.

Which law prohibits employers from making pre-employment inquiries into the existence, nature, or severity of a disability?

While some personality characteristics are associated with success in different types of jobs, which one characteristic tends to be associated with job performance across types?

There are six steps in the validation process beginning with analyze the job and concluding with revalidation.

Employers may conduct background investigations and reference checks to verify a candidate's .

A rejected minority job candidate has shown that the selection rate for the applicant's racial group was less than four-fifths that for the group with the highest selection rate. The candidate has shown .

Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional?

The American Psychological Association's standards for educational and psychological tests are legally enforceable.

A(n)aims to measure an array of possible predictors for job performance.

Which of the following describes using an internal comparison estimate to assess reliability?

Most prospective employees prove their eligibility for employment in the United States by showing a U.S. passport.

Why is it important to select the right employees for a position?

Psychologists qualified to develop, validate, and use selection standards such as selection tests are .

Which of the following is not a possible motivation for a current employer to give an incorrect reference to an employee who is applying for a different position with another company?

Which of the following is an indirect method for predicting job performance during the selection process?

Which personality characteristic refers to the tendency for one to be trusting, compliant, caring, and gentle?

Rejected applicants who receive bad references could sue the source of a reference for defamation of character.

If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically.

What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

Test validity answers the question, "Does this test measure what it's supposed to measure?"

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