Question 1

Employers cannot be held liable for sexual harassment allegations made by job applicants.

Accepted Answer

A) True 
 B)False  False

Question 2

____ examines how an applicant would react in certain hypothetical job-related situations.

Accepted Answer

A)  Situational information 
B)  Self-evaluative information 
C)  Behavior description information 
D)  Personality information 
A)  Situational information 
B)  Self-evaluative information 
C)  Behavior description information 
D)  Personality information A

Question 3

Validity is a technical term for effectiveness.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following is a step in the concurrent validation process?

Accepted Answer

A)  Administer the selection procedure to a group of applicants. 
B)  Administer the selection procedure to a group of job incumbents. 
C)  Disregard selection scores and randomly select applicants. 
D)  Disregard selection scores and select all applicants. 
A)  Administer the selection procedure to a group of applicants. 
B)  Administer the selection procedure to a group of job incumbents. 
C)  Disregard selection scores and randomly select applicants. 
D)  Disregard selection scores and select all applicants.

Question 5

In following a ____ strategy, the firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments.

Accepted Answer

A)  content-oriented 
B)  criterion-related 
C)  validity generalization 
D)  reliability 
A)  content-oriented 
B)  criterion-related 
C)  validity generalization 
D)  reliability

Question 6

When judging a claim of ____, the courts apply a standard called the de minimis principle.

Accepted Answer

A)  undue hardship 
B)  business necessity 
C)  BFOQ defense 
D)  job-relatedness 
A)  undue hardship 
B)  business necessity 
C)  BFOQ defense 
D)  job-relatedness

Question 7

Which of the following statements regarding amendments is not true?

Accepted Answer

A)  Amendments deem any form of unjustifiable discrimination unlawful. 
B)  Amendments are restricted to protected classifications. 
C)  Gay rights are protected under the Fifth and Fourteenth Amendments. 
D)  Fifth Amendment provides all citizens with equal protection under the law. 
A)  Amendments deem any form of unjustifiable discrimination unlawful. 
B)  Amendments are restricted to protected classifications. 
C)  Gay rights are protected under the Fifth and Fourteenth Amendments. 
D)  Fifth Amendment provides all citizens with equal protection under the law.

Question 8

Line managers are rarely involved in the EEOC investigation process associated with discrimination charges.

Accepted Answer

A) True 
 B)False

Question 9

The EEOC's Uniform Guidelines impose all but which of the following requirements on job analysis?

Accepted Answer

A)  The KSAs that can be readily learned on the job should be included. 
B)  The KSAs should be clearly defined in terms of observable work behaviors. 
C)  The KSAs should be prerequisites for important work behaviors. 
D)  The KSAs should be restricted to those which the applicant should possess at entry into the position. 
A)  The KSAs that can be readily learned on the job should be included. 
B)  The KSAs should be clearly defined in terms of observable work behaviors. 
C)  The KSAs should be prerequisites for important work behaviors. 
D)  The KSAs should be restricted to those which the applicant should possess at entry into the position.

Question 10

There is strong research evidence supporting the validity of personality tests for employee selection.

Accepted Answer

A) True 
 B)False

Question 11

When questions included on the biodata inventory are designed to cover a broad array of background information, the instrument is called a:

Accepted Answer

A)  weighted application blank. 
B)  background investigation. 
C)  biographical information blank. 
D)  job specification inventory. 
A)  weighted application blank. 
B)  background investigation. 
C)  biographical information blank. 
D)  job specification inventory.

Question 12

Information contained on the application blank can rarely be used to identify problem employees.

Accepted Answer

A) True 
 B)False

Question 13

The Employee Polygraph Protection Act of 1988:

Accepted Answer

A)  bans most private-sector employers from using the polygraph test. 
B)  bans most public-sector employers from using polygraph tests. 
C)  bans employers who provide security services from using the polygraph. 
D)  bans pharmaceutical companies from using the polygraph. 
A)  bans most private-sector employers from using the polygraph test. 
B)  bans most public-sector employers from using polygraph tests. 
C)  bans employers who provide security services from using the polygraph. 
D)  bans pharmaceutical companies from using the polygraph.

Question 14

The ____ model specifies that the best predictor of future job behavior is past behavior performed under similar circumstances.

Accepted Answer

A)  behavior consistency 
B)  value-added equity 
C)  job hierarchy 
D)  behavior motivation 
A)  behavior consistency 
B)  value-added equity 
C)  job hierarchy 
D)  behavior motivation

Question 15

When a ____ of r =.3 is attained, a firm can conclude that the inferences made during the selection process have been confirmed.

Accepted Answer

A)  predictor score 
B)  criterion score 
C)  validity coefficient 
D)  reliability coefficient 
A)  predictor score 
B)  criterion score 
C)  validity coefficient 
D)  reliability coefficient

Question 16

Describe the guidelines for giving references.

Accepted Answer

Guidelines for giving reference informat

Question 17

____ prohibits the government from unreasonably invading the physiological being of applicants for public sector jobs by taking urine or blood samples.

Accepted Answer

A)  The Second Amendment 
B)  The Fourth Amendment 
C)  The Fifth Amendment 
D)  The Fourteenth Amendment 
A)  The Second Amendment 
B)  The Fourth Amendment 
C)  The Fifth Amendment 
D)  The Fourteenth Amendment

Question 18

The Uniform Guidelines specify that if an employment decision such as selection, promotion, transfer, or retention results in disparate impact, the organization must eliminate the selection device causing the disparate impact or:

Accepted Answer

A)  reassess the validity of the selection device. 
B)  reassess the reliability of the selection device. 
C)  demonstrate the validity of the selection device. 
D)  demonstrate the reliability of the selection device. 
A)  reassess the validity of the selection device. 
B)  reassess the reliability of the selection device. 
C)  demonstrate the validity of the selection device. 
D)  demonstrate the reliability of the selection device.

Question 19

The Employee Polygraph Protection Act of 1988 bans most public-sector employers from using polygraph tests in the selection of candidates.

Accepted Answer

A) True 
 B)False

Question 20

The degree of self-consistency among the scores earned by an individual in a selection test is called ____.

Accepted Answer

A)  reliability 
B)  validity 
C)  accuracy 
D)  consistency 
A)  reliability 
B)  validity 
C)  accuracy 
D)  consistency

Employers cannot be held liable for sexual harassment allegations made by job applicants.

____ examines how an applicant would react in certain hypothetical job-related situations.

Validity is a technical term for effectiveness.

Which of the following is a step in the concurrent validation process?

In following a ____ strategy, the firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments.

When judging a claim of ____, the courts apply a standard called the de minimis principle.

Which of the following statements regarding amendments is not true?

Line managers are rarely involved in the EEOC investigation process associated with discrimination charges.

The EEOC's Uniform Guidelines impose all but which of the following requirements on job analysis?

There is strong research evidence supporting the validity of personality tests for employee selection.

When questions included on the biodata inventory are designed to cover a broad array of background information, the instrument is called a:

Information contained on the application blank can rarely be used to identify problem employees.

The Employee Polygraph Protection Act of 1988:

The ____ model specifies that the best predictor of future job behavior is past behavior performed under similar circumstances.

When a ____ of r =.3 is attained, a firm can conclude that the inferences made during the selection process have been confirmed.

Describe the guidelines for giving references.

____ prohibits the government from unreasonably invading the physiological being of applicants for public sector jobs by taking urine or blood samples.

The Uniform Guidelines specify that if an employment decision such as selection, promotion, transfer, or retention results in disparate impact, the organization must eliminate the selection device causing the disparate impact or:

The Employee Polygraph Protection Act of 1988 bans most public-sector employers from using polygraph tests in the selection of candidates.

The degree of self-consistency among the scores earned by an individual in a selection test is called ____.

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters

Exam 6: Selecting Applicants

Employers cannot be held liable for sexual harassment allegations made by job applicants.

____ examines how an applicant would react in certain hypothetical job-related situations.

Validity is a technical term for effectiveness.

Which of the following is a step in the concurrent validation process?

In following a ____ strategy, the firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments.

When judging a claim of ____, the courts apply a standard called the de minimis principle.

Which of the following statements regarding amendments is not true?

Line managers are rarely involved in the EEOC investigation process associated with discrimination charges.

The EEOC's Uniform Guidelines impose all but which of the following requirements on job analysis?

There is strong research evidence supporting the validity of personality tests for employee selection.

When questions included on the biodata inventory are designed to cover a broad array of background information, the instrument is called a:

Information contained on the application blank can rarely be used to identify problem employees.

The Employee Polygraph Protection Act of 1988:

The ____ model specifies that the best predictor of future job behavior is past behavior performed under similar circumstances.

When a ____ of r =.3 is attained, a firm can conclude that the inferences made during the selection process have been confirmed.

Describe the guidelines for giving references.

____ prohibits the government from unreasonably invading the physiological being of applicants for public sector jobs by taking urine or blood samples.

The Uniform Guidelines specify that if an employment decision such as selection, promotion, transfer, or retention results in disparate impact, the organization must eliminate the selection device causing the disparate impact or:

The Employee Polygraph Protection Act of 1988 bans most public-sector employers from using polygraph tests in the selection of candidates.

The degree of self-consistency among the scores earned by an individual in a selection test is called ____.

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters