Chat with AIExam 14: Testing for Counterproductive Work Behaviors
Exam 1: An Introduction to Selection66 Questions
Exam 2: Job Performance Concepts and Measures48 Questions
Exam 3: Job Analysis in Human Resource Selection53 Questions
Exam 4: Legal Issues in Selection93 Questions
Exam 5: Recruitment of Applicants44 Questions
Exam 6: Human Resource Measurement in Selection55 Questions
Exam 7: Reliability of Selection Measures64 Questions
Exam 8: Validity of Selection Procedures76 Questions
Exam 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks78 Questions
Exam 10: The Selection Interview58 Questions
Exam 11: Ability Tests for Selection42 Questions
Exam 12: Personality Assessment for Selection39 Questions
Exam 13: Simulation Tests53 Questions
Exam 14: Testing for Counterproductive Work Behaviors65 Questions
Exam 15: Strategies for Selection Decision Making79 Questions
Select questions type
Organizations have less risk in using drug tests for existing employees than for pre-employment selection.
(True/False)
4.8/5 
(37)
(37) The Hogan Personality Inventory (HPI) is useful for predicting several undesirable behaviors that are costly to organizations.
(True/False)
4.9/5 (37)
(37) Determining the validity of integrity tests is difficult because of the problems of measuring a criterion variable.
(True/False)
4.9/5 (39)
(39) With respect to drug testing, "use" and "impairment" refer to the same construct.
(True/False)
4.9/5 (38)
(38) Self-reported statistics for drug use among employees probably underestimate the actual usage.
(True/False)
4.8/5 (40)
(40) 
Filters
- Essay(0)
- Multiple Choice(0)
- Short Answer(0)
- True False(0)
- Matching(0)