Question 1

When a validity study is done for research purposes, the recommendation is to use which of the following?

Accepted Answer

A) a composite criterion 
B) multiple criteria 
C) a single criterion 
D) a qualitative criterion 
A) a composite criterion 
B) multiple criteria 
C) a single criterion 
D) a qualitative criterion B

Question 2

BARS are superior to other appraisal formats for reducing rater errors.

Accepted Answer

A) True 
 B)False  True

Question 3

One study found that OCBs accounted for _____% f the variance in judgmental performance evaluations:

Accepted Answer

A) 9.5%. 
B) 61.2%. 
C) 42.9%. 
D) 2%. 
A) 9.5%. 
B) 61.2%. 
C) 42.9%. 
D) 2%. C

Question 4

If judgmental data are based on production data then judgment data is superfluous.

Accepted Answer

A) True 
 B)False

Question 5

One type of OCB is assisting other workers.

Accepted Answer

A) True 
 B)False

Question 6

The main difference between BARS and BES is in the wording of incidents.

Accepted Answer

A) True 
 B)False

Question 7

Measuring production by sales volume is a valid way to measure performance.

Accepted Answer

A) True 
 B)False

Question 8

Trait rating scales are a preferred way of judging the performance of employees.

Accepted Answer

A) True 
 B)False

Question 9

There is no relationship between judgmental measures and production measures of job performance.

Accepted Answer

A) True 
 B)False

Question 10

Selection specialists generally prefer to use job performance data in validation that are collected primarily for other personnel/human resource management purposes, since they are likely to be less biased.

Accepted Answer

A) True 
 B)False

Question 11

When using judgmental performance appraisal scales, the recommendation is for supervisors to make one judgment of the overall job dimension or, if she/he is asked to rate the more specific dimensions, they should all be combined into one single score.

Accepted Answer

A) True 
 B)False

Question 12

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples:

Accepted Answer

A) Judgmental data. 
B) Task performance 
C) Production data. 
D) Job behaviors. 
A) Judgmental data. 
B) Task performance 
C) Production data. 
D) Job behaviors.

Question 13

Research has shown that the most appropriate behaviors to use as scale points are those representative of desired social behaviors.

Accepted Answer

A) True 
 B)False

Question 14

The beneficial behaviors of OCBs are regularly included as statements in job analysis; hence their importance

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is NOT a likely promoter of OCBs?

Accepted Answer

A) Employee characteristics 
B) Environmental characteristics 
C) Task characteristics 
D) Leadership behaviors 
A) Employee characteristics 
B) Environmental characteristics 
C) Task characteristics 
D) Leadership behaviors

Question 16

An employee's peers do, but the employee's superiors do not, provide performance data in 360-Degree Feedback.

Accepted Answer

A) True 
 B)False

Question 17

Frame changing is the ability to alternate between multiple ways of performing the tasks of one's job.

Accepted Answer

A) True 
 B)False

Question 18

It is disappointing, but no studies have demonstrated positive effects from training programs designed to overcome rater bias.

Accepted Answer

A) True 
 B)False

Question 19

Production data consists of the things that can be counted, seen, and compared directly from one worker to another.

Accepted Answer

A) True 
 B)False

Question 20

Assisting other workers and teaching new workers are both examples of:

Accepted Answer

A) WRCs 
B) CWBs 
C) OCBs 
D) BARS 
A) WRCs 
B) CWBs 
C) OCBs 
D) BARS

When a validity study is done for research purposes, the recommendation is to use which of the following?

BARS are superior to other appraisal formats for reducing rater errors.

One study found that OCBs accounted for _____% f the variance in judgmental performance evaluations:

If judgmental data are based on production data then judgment data is superfluous.

One type of OCB is assisting other workers.

The main difference between BARS and BES is in the wording of incidents.

Measuring production by sales volume is a valid way to measure performance.

Trait rating scales are a preferred way of judging the performance of employees.

There is no relationship between judgmental measures and production measures of job performance.

Selection specialists generally prefer to use job performance data in validation that are collected primarily for other personnel/human resource management purposes, since they are likely to be less biased.

When using judgmental performance appraisal scales, the recommendation is for supervisors to make one judgment of the overall job dimension or, if she/he is asked to rate the more specific dimensions, they should all be combined into one single score.

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples:

Research has shown that the most appropriate behaviors to use as scale points are those representative of desired social behaviors.

The beneficial behaviors of OCBs are regularly included as statements in job analysis; hence their importance

Which of the following is NOT a likely promoter of OCBs?

An employee's peers do, but the employee's superiors do not, provide performance data in 360-Degree Feedback.

Frame changing is the ability to alternate between multiple ways of performing the tasks of one's job.

It is disappointing, but no studies have demonstrated positive effects from training programs designed to overcome rater bias.

Production data consists of the things that can be counted, seen, and compared directly from one worker to another.

Assisting other workers and teaching new workers are both examples of:

An Introduction to Selection

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

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 2: Job Performance Concepts and Measures

When a validity study is done for research purposes, the recommendation is to use which of the following?

BARS are superior to other appraisal formats for reducing rater errors.

One study found that OCBs accounted for _____% f the variance in judgmental performance evaluations:

If judgmental data are based on production data then judgment data is superfluous.

One type of OCB is assisting other workers.

The main difference between BARS and BES is in the wording of incidents.

Measuring production by sales volume is a valid way to measure performance.

Trait rating scales are a preferred way of judging the performance of employees.

There is no relationship between judgmental measures and production measures of job performance.

Selection specialists generally prefer to use job performance data in validation that are collected primarily for other personnel/human resource management purposes, since they are likely to be less biased.

When using judgmental performance appraisal scales, the recommendation is for supervisors to make one judgment of the overall job dimension or, if she/he is asked to rate the more specific dimensions, they should all be combined into one single score.

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples:

Research has shown that the most appropriate behaviors to use as scale points are those representative of desired social behaviors.

The beneficial behaviors of OCBs are regularly included as statements in job analysis; hence their importance

Which of the following is NOT a likely promoter of OCBs?

An employee's peers do, but the employee's superiors do not, provide performance data in 360-Degree Feedback.

Frame changing is the ability to alternate between multiple ways of performing the tasks of one's job.

It is disappointing, but no studies have demonstrated positive effects from training programs designed to overcome rater bias.

Production data consists of the things that can be counted, seen, and compared directly from one worker to another.

Assisting other workers and teaching new workers are both examples of:

An Introduction to Selection

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

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters