Exam 2: Job Performance Concepts and Measures

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

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

The main difference between BARS and BES is:

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

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.

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

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

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

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

Intentional or inadvertent bias may be present in judgmental data.

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.

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

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

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

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

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

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

Which of the following is NOT a method to combine different performance measures into one?