Question 1

The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964.

Accepted Answer

A) True 
 B)False

Question 2

Physical activity during a polygraph (lie detector) examination (such as tensing muscles or biting the tongue) can affect the interpretation of the readings.

Accepted Answer

A) True 
 B)False

Question 3

The most used drug test is the urine test.

Accepted Answer

A) True 
 B)False

Question 4

Drug tests should be kept confidential, especially from supervisors of existing employees, unless there is a defined need-to-know.

Accepted Answer

A) True 
 B)False

Question 5

The Equal Employment Opportunity Commission (EEOC) has specifically commented that integrity tests, even personality based ones, should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

Accepted Answer

A) True 
 B)False

Question 6

The assumption underlying polygraph (or lie detector tests) is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

Accepted Answer

A) True 
 B)False

Question 7

All of the following are examples of overt integrity tests EXCEPT:

Accepted Answer

A) the Personnel Selection Inventory 
B) the Reid Report 
C) the Stanton Survey 
D) the Farkman Bureau Project 
A) the Personnel Selection Inventory 
B) the Reid Report 
C) the Stanton Survey 
D) the Farkman Bureau Project

Question 8

Theoretically, because of the growth rate of scalp hair, hair analysis can detect drug use over a longer past time period than can urine testing.

Accepted Answer

A) True 
 B)False

Question 9

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

Accepted Answer

A) True 
 B)False

Question 10

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is not a legal argument advanced in opposition to drug testing?

Accepted Answer

A) Testing represents an invasion of privacy. 
B) It constitutes an unreasonable search and seizure. 
C) Testing is a violation of due process. 
D) Drug tests yield significant false positive results. 
A) Testing represents an invasion of privacy. 
B) It constitutes an unreasonable search and seizure. 
C) Testing is a violation of due process. 
D) Drug tests yield significant false positive results.

Question 12

The organization should obtain the written consent of the individual before testing and provide the individual with the results afterward.

Accepted Answer

A) True 
 B)False

Question 13

It is advisable to use both screening and confirmatory drug tests so that the testing results will be highly valid.

Accepted Answer

A) True 
 B)False

Question 14

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

Accepted Answer

A) True 
 B)False

Question 15

The frequency of a false positive depends upon the validity of the test and

Accepted Answer

A) the reliability of the test 
B) the number of people tested 
C) the base rate of the lying behavior in the population 
D) the selection ratio used on the applicant pool 
A) the reliability of the test 
B) the number of people tested 
C) the base rate of the lying behavior in the population 
D) the selection ratio used on the applicant pool

Question 16

Based upon current evidence, which of the following is an accurate conclusion about the use of integrity tests?

Accepted Answer

A) They consistently produce adverse impact leading to numerous unfair discrimination charges. 
B) All apparent validity in the tests is due to methodological artifact. 
C) Use of the tests results in a larger, more qualified applicant pool. 
D) Integrity tests are useful in predicting several important job behaviors. 
A) They consistently produce adverse impact leading to numerous unfair discrimination charges. 
B) All apparent validity in the tests is due to methodological artifact. 
C) Use of the tests results in a larger, more qualified applicant pool. 
D) Integrity tests are useful in predicting several important job behaviors.

Question 17

Which of the following is NOT true about how employees and applicants react to drug testing?

Accepted Answer

A) They are more favorable when an advance warning of the testing program is given. 
B) They are more favorable when the company uses rehabilitation rather than termination when the presence of drugs is detected. 
C) They are more favorable when the testing adheres to fair detection procedures and explanation of results 
D) They are more favorable to companies that have a drug testing program because it enhances perceived worker safety. 
A) They are more favorable when an advance warning of the testing program is given. 
B) They are more favorable when the company uses rehabilitation rather than termination when the presence of drugs is detected. 
C) They are more favorable when the testing adheres to fair detection procedures and explanation of results 
D) They are more favorable to companies that have a drug testing program because it enhances perceived worker safety.

Question 18

Which of the following employers would be exempt from the Employee Polygraph Protection Act of 1988?

Accepted Answer

A) A-1 Supermarket (a large grocery store experiencing inventory shrinkage) 
B) Electro-Electronics (an electronic repair shop experiencing equipment theft) 
C) Sam's Security (a family-owned security service for local businesses) 
D) Brenda's Boutique (a manufacturer and distributor of gift items in a high crime neighborhood) 
A) A-1 Supermarket (a large grocery store experiencing inventory shrinkage) 
B) Electro-Electronics (an electronic repair shop experiencing equipment theft) 
C) Sam's Security (a family-owned security service for local businesses) 
D) Brenda's Boutique (a manufacturer and distributor of gift items in a high crime neighborhood)

Question 19

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

Accepted Answer

A) True 
 B)False

Question 20

All of the following are types of questions used in a polygraph examination EXCEPT:

Accepted Answer

A) irrelevant. 
B) questions about the mental state of the examinee. 
C) emotional control. 
D) questions about the behavior of interest. 
A) irrelevant. 
B) questions about the mental state of the examinee. 
C) emotional control. 
D) questions about the behavior of interest.

The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964.

Physical activity during a polygraph (lie detector) examination (such as tensing muscles or biting the tongue) can affect the interpretation of the readings.

The most used drug test is the urine test.

Drug tests should be kept confidential, especially from supervisors of existing employees, unless there is a defined need-to-know.

The Equal Employment Opportunity Commission (EEOC) has specifically commented that integrity tests, even personality based ones, should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

The assumption underlying polygraph (or lie detector tests) is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

All of the following are examples of overt integrity tests EXCEPT:

Theoretically, because of the growth rate of scalp hair, hair analysis can detect drug use over a longer past time period than can urine testing.

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Which of the following is not a legal argument advanced in opposition to drug testing?

The organization should obtain the written consent of the individual before testing and provide the individual with the results afterward.

It is advisable to use both screening and confirmatory drug tests so that the testing results will be highly valid.

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

The frequency of a false positive depends upon the validity of the test and

Based upon current evidence, which of the following is an accurate conclusion about the use of integrity tests?

Which of the following is NOT true about how employees and applicants react to drug testing?

Which of the following employers would be exempt from the Employee Polygraph Protection Act of 1988?

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

All of the following are types of questions used in a polygraph examination EXCEPT:

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Strategies for Selection Decision Making

Filters

Exam 14: Testing for Counterproductive Work Behaviors

The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964.

Physical activity during a polygraph (lie detector) examination (such as tensing muscles or biting the tongue) can affect the interpretation of the readings.

The most used drug test is the urine test.

Drug tests should be kept confidential, especially from supervisors of existing employees, unless there is a defined need-to-know.

The Equal Employment Opportunity Commission (EEOC) has specifically commented that integrity tests, even personality based ones, should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

The assumption underlying polygraph (or lie detector tests) is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

All of the following are examples of overt integrity tests EXCEPT:

Theoretically, because of the growth rate of scalp hair, hair analysis can detect drug use over a longer past time period than can urine testing.

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Which of the following is not a legal argument advanced in opposition to drug testing?

The organization should obtain the written consent of the individual before testing and provide the individual with the results afterward.

It is advisable to use both screening and confirmatory drug tests so that the testing results will be highly valid.

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

The frequency of a false positive depends upon the validity of the test and

Based upon current evidence, which of the following is an accurate conclusion about the use of integrity tests?

Which of the following is NOT true about how employees and applicants react to drug testing?

Which of the following employers would be exempt from the Employee Polygraph Protection Act of 1988?

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

All of the following are types of questions used in a polygraph examination EXCEPT:

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Strategies for Selection Decision Making

Filters