Question 1

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 2

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 3

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

Accepted Answer

A) True 
 B)False

Question 4

A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.

Accepted Answer

A) True 
 B)False

Question 5

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 6

For validation, one should always use multiple criteria.

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

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

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

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

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

A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.

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

For validation, one should always use multiple criteria.

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

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

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

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

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

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

A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.

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

For validation, one should always use multiple criteria.

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

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

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