Question 1

In judging the scale ratings of critical incidents in BARS or BES, a low standard deviation represents more agreement among the raters.

Accepted Answer

A) True 
 B)False

Question 2

Regarding OCBs, which of the following statements is TRUE?

Accepted Answer

A) Workers' OCBs have no influence on managers' judgments of their job performance. 
B) Workers' OCBs influence managers' judgments of their job performance. 
C) OCBs account for limited variance in the scores of workers. 
D) OCBs are always a positive influence on job performance ratings. 
A) Workers' OCBs have no influence on managers' judgments of their job performance. 
B) Workers' OCBs influence managers' judgments of their job performance. 
C) OCBs account for limited variance in the scores of workers. 
D) OCBs are always a positive influence on job performance ratings.

Question 3

All of the following are characteristics that help ensure that the criterion has the information that is necessary for conducting a sound validation study EXCEPT:

Accepted Answer

A) relevance. 
B) measurability. 
C) variance. 
D) contamination. 
A) relevance. 
B) measurability. 
C) variance. 
D) contamination.

Question 4

Selection instruments correlate less well with broad, encompassing job dimensions than with specific, narrow dimensions.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is not one of the common forms of rater error in performance appraisal?

Accepted Answer

A) halo 
B) leniency 
C) central tendency 
D) criterion contamination 
A) halo 
B) leniency 
C) central tendency 
D) criterion contamination

Question 6

For validation, one should always use multiple criteria.

Accepted Answer

A) True 
 B)False

Question 7

Trait rating scales are measures of personal characteristics that are thought to be necessary for good work performance.

Accepted Answer

A) True 
 B)False

Question 8

If accurate individual worker data cannot be gathered, validation is difficult to carry out.

Accepted Answer

A) True 
 B)False

Question 9

The history of selection argues that the dimensions used in performance criteria be fairly broad statements of performance or job behaviors.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is NOT a type of judgmental data?

Accepted Answer

A) Trait rating scales 
B) CARS 
C) BARS 
D) BES 
A) Trait rating scales 
B) CARS 
C) BARS 
D) BES

Question 11

Intentional bias is displayed when the rater deliberately distorts the ratings:

Accepted Answer

A) To be favorable. 
B) To be unfavorable. 
C) To reflect in advertent bias. 
D) Either A or B. 
A) To be favorable. 
B) To be unfavorable. 
C) To reflect in advertent bias. 
D) Either A or B.

Question 12

Intentional or inadvertent bias may be present in judgmental data.

Accepted Answer

A) True 
 B)False

Question 13

The only problem with judgmental scales is that of intentional bias.

Accepted Answer

A) True 
 B)False

Question 14

The concept of job performance became more complex and difficult to measure because of all of these EXCEPT:

Accepted Answer

A) The transition from a manufacturing to a service economy. 
B) The transition to working in teams. 
C) The rise of computer technology in the workplace. 
D) The complexity of . 
A) The transition from a manufacturing to a service economy. 
B) The transition to working in teams. 
C) The rise of computer technology in the workplace. 
D) The complexity of .

Question 15

The adequacy of the criterion measure used in a validation study is less important than the adequacy of predictor measures.

Accepted Answer

A) True 
 B)False

Question 16

The movement from individual jobs to teams poses problems for selection specialists in terms of collecting data appropriate for validation work.

Accepted Answer

A) True 
 B)False

Question 17

With production data, the evaluation is based on the opinion or judgment of the supervisor of the worker.

Accepted Answer

A) True 
 B)False

Question 18

The Simple Behavioral Scale is not recommended to rate employees, due to its simplicity.

Accepted Answer

A) True 
 B)False

Question 19

In nonjudgmental performance measures, both quantity and quality of production have been used.

Accepted Answer

A) True 
 B)False

Question 20

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:

Accepted Answer

A) The items should be specific job behaviors. 
B) The items should be administered by paper and pencil. 
C) A trained evaluator should provide an interpretation of survey results to the manager. 
D) The items should be about the individual's skill, knowledge or style. 
A) The items should be specific job behaviors. 
B) The items should be administered by paper and pencil. 
C) A trained evaluator should provide an interpretation of survey results to the manager. 
D) The items should be about the individual's skill, knowledge or style.

In judging the scale ratings of critical incidents in BARS or BES, a low standard deviation represents more agreement among the raters.

Regarding OCBs, which of the following statements is TRUE?

All of the following are characteristics that help ensure that the criterion has the information that is necessary for conducting a sound validation study EXCEPT:

Selection instruments correlate less well with broad, encompassing job dimensions than with specific, narrow dimensions.

Which of the following is not one of the common forms of rater error in performance appraisal?

For validation, one should always use multiple criteria.

Trait rating scales are measures of personal characteristics that are thought to be necessary for good work performance.

If accurate individual worker data cannot be gathered, validation is difficult to carry out.

The history of selection argues that the dimensions used in performance criteria be fairly broad statements of performance or job behaviors.

Which of the following is NOT a type of judgmental data?

Intentional bias is displayed when the rater deliberately distorts the ratings:

Intentional or inadvertent bias may be present in judgmental data.

The only problem with judgmental scales is that of intentional bias.

The concept of job performance became more complex and difficult to measure because of all of these EXCEPT:

The adequacy of the criterion measure used in a validation study is less important than the adequacy of predictor measures.

The movement from individual jobs to teams poses problems for selection specialists in terms of collecting data appropriate for validation work.

With production data, the evaluation is based on the opinion or judgment of the supervisor of the worker.

The Simple Behavioral Scale is not recommended to rate employees, due to its simplicity.

In nonjudgmental performance measures, both quantity and quality of production have been used.

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:

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

In judging the scale ratings of critical incidents in BARS or BES, a low standard deviation represents more agreement among the raters.

Regarding OCBs, which of the following statements is TRUE?

All of the following are characteristics that help ensure that the criterion has the information that is necessary for conducting a sound validation study EXCEPT:

Selection instruments correlate less well with broad, encompassing job dimensions than with specific, narrow dimensions.

Which of the following is not one of the common forms of rater error in performance appraisal?

For validation, one should always use multiple criteria.

Trait rating scales are measures of personal characteristics that are thought to be necessary for good work performance.

If accurate individual worker data cannot be gathered, validation is difficult to carry out.

The history of selection argues that the dimensions used in performance criteria be fairly broad statements of performance or job behaviors.

Which of the following is NOT a type of judgmental data?

Intentional bias is displayed when the rater deliberately distorts the ratings:

Intentional or inadvertent bias may be present in judgmental data.

The only problem with judgmental scales is that of intentional bias.

The concept of job performance became more complex and difficult to measure because of all of these EXCEPT:

The adequacy of the criterion measure used in a validation study is less important than the adequacy of predictor measures.

The movement from individual jobs to teams poses problems for selection specialists in terms of collecting data appropriate for validation work.

With production data, the evaluation is based on the opinion or judgment of the supervisor of the worker.

The Simple Behavioral Scale is not recommended to rate employees, due to its simplicity.

In nonjudgmental performance measures, both quantity and quality of production have been used.

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:

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