Question 1

Evidence indicates that integrity tests are valid predictors of theft.

Accepted Answer

A) True 
 B)False

Question 2

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 3

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Accepted Answer

A) True 
 B)False

Question 4

Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.

Accepted Answer

A) True 
 B)False

Question 5

What does a "false positive" refer to in a polygraph test?

Accepted Answer

A) the identification of an individual as telling the truth who, in fact, is lying 
B) the identification of an individual as lying who, in fact, is not lying 
C) an individual who cannot lie effectively 
D) an individual who is not sure if they are lying 
A) the identification of an individual as telling the truth who, in fact, is lying 
B) the identification of an individual as lying who, in fact, is not lying 
C) an individual who cannot lie effectively 
D) an individual who is not sure if they are lying

Question 6

Unless a polygraph test has perfect validity, a large number of false positive identifications can occur when the device is used to test for a behavior that has a low incidence in the general population.

Accepted Answer

A) True 
 B)False

Question 7

General-purpose drug tests are really just adaptations of personality inventories.

Accepted Answer

A) True 
 B)False

Question 8

Drug testing is an adequate substitute for more expensive programs, such as drug education, counseling, and assistance.

Accepted Answer

A) True 
 B)False

Question 9

From an employer's perspective, individuals identified as false negatives resulting from the administration of a polygraph (lie detector) test are more costly than individuals identified as false positives.

Accepted Answer

A) True 
 B)False

Question 10

An overt integrity test does not ask about theft behaviors directly.

Accepted Answer

A) True 
 B)False

Question 11

It is more appropriate to think of integrity tests as measuring counterproductive work behaviors rather than just predictors of theft.

Accepted Answer

A) True 
 B)False

Question 12

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 13

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Accepted Answer

A) medical examination. 
B) valid predictor of job success. 
C) right to privacy violation. 
D) two-fer. 
A) medical examination. 
B) valid predictor of job success. 
C) right to privacy violation. 
D) two-fer.

Question 14

Based on the Frone study of drug use in the U.S., one can conclude that:

Accepted Answer

A) cocaine is the most widely used illegal drug. 
B) drug usage is rampant in the U.S.workforce. 
C) drug usage is not rampant in the U.S.workforce. 
D) the U.S.is a nation of stoners. 
A) cocaine is the most widely used illegal drug. 
B) drug usage is rampant in the U.S.workforce. 
C) drug usage is not rampant in the U.S.workforce. 
D) the U.S.is a nation of stoners.

Question 15

With respect to drug testing, "use" and "impairment" refer to the same construct.

Accepted Answer

A) True 
 B)False

Question 16

Research has shown that the "typical" employee-thief would punish thieves less.

Accepted Answer

A) True 
 B)False

Question 17

Only those applicants who possess a satisfactory level of WRCs necessary for the job should be given an integrity test.

Accepted Answer

A) True 
 B)False

Question 18

Self-reported statistics for drug use among employees probably underestimate the actual usage.

Accepted Answer

A) True 
 B)False

Question 19

"Liability" refers to:

Accepted Answer

A) the threshold level necessary to identify drug presence in a hair analysis 
B) the characteristic of urine samples that allows drugs to attach to cells at different speeds 
C) the genetic structure that allows some people to pass polygraph tests even when they are lying 
D) the autonomic arousal threshold that differs from individual to individual 
A) the threshold level necessary to identify drug presence in a hair analysis 
B) the characteristic of urine samples that allows drugs to attach to cells at different speeds 
C) the genetic structure that allows some people to pass polygraph tests even when they are lying 
D) the autonomic arousal threshold that differs from individual to individual

Question 20

All selection tests have false positives.

Accepted Answer

A) True 
 B)False

Evidence indicates that integrity tests are valid predictors of theft.

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

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.

What does a "false positive" refer to in a polygraph test?

Unless a polygraph test has perfect validity, a large number of false positive identifications can occur when the device is used to test for a behavior that has a low incidence in the general population.

General-purpose drug tests are really just adaptations of personality inventories.

Drug testing is an adequate substitute for more expensive programs, such as drug education, counseling, and assistance.

From an employer's perspective, individuals identified as false negatives resulting from the administration of a polygraph (lie detector) test are more costly than individuals identified as false positives.

An overt integrity test does not ask about theft behaviors directly.

It is more appropriate to think of integrity tests as measuring counterproductive work behaviors rather than just predictors of theft.

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

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Based on the Frone study of drug use in the U.S., one can conclude that:

With respect to drug testing, "use" and "impairment" refer to the same construct.

Research has shown that the "typical" employee-thief would punish thieves less.

Only those applicants who possess a satisfactory level of WRCs necessary for the job should be given an integrity test.

Self-reported statistics for drug use among employees probably underestimate the actual usage.

"Liability" refers to:

All selection tests have false positives.

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

Evidence indicates that integrity tests are valid predictors of theft.

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

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.

What does a "false positive" refer to in a polygraph test?

Unless a polygraph test has perfect validity, a large number of false positive identifications can occur when the device is used to test for a behavior that has a low incidence in the general population.

General-purpose drug tests are really just adaptations of personality inventories.

Drug testing is an adequate substitute for more expensive programs, such as drug education, counseling, and assistance.

From an employer's perspective, individuals identified as false negatives resulting from the administration of a polygraph (lie detector) test are more costly than individuals identified as false positives.

An overt integrity test does not ask about theft behaviors directly.

It is more appropriate to think of integrity tests as measuring counterproductive work behaviors rather than just predictors of theft.

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

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Based on the Frone study of drug use in the U.S., one can conclude that:

With respect to drug testing, "use" and "impairment" refer to the same construct.

Research has shown that the "typical" employee-thief would punish thieves less.

Only those applicants who possess a satisfactory level of WRCs necessary for the job should be given an integrity test.

Self-reported statistics for drug use among employees probably underestimate the actual usage.

"Liability" refers to:

All selection tests have false positives.

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