Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

Describe the basic features of a "good" drug testing program.What would make it legally defensible,acceptable to employees,and effective for producing desired results?

Accepted Answer

A "good" drug testing program should hav

Question 3

The most used drug test is the urine test.

Accepted Answer

A) True 
 B)False

Question 4

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

The major drawback of using the polygraph in employment is the frequency of false negatives.

Accepted Answer

A) True 
 B)False

Question 7

An advantage of integrity tests is that applicants are unable to fake their responses.

Accepted Answer

A) True 
 B)False

Question 8

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

Accepted Answer

A) True 
 B)False

Question 9

All of the following are examples of overt integrity tests EXCEPT:

Accepted Answer

A) the Personnel Selection Inventory 
B) the Reid Report 
C) the Stanton Survey 
D) the Farkman Bureau Project 
A) the Personnel Selection Inventory 
B) the Reid Report 
C) the Stanton Survey 
D) the Farkman Bureau Project

Question 10

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Accepted Answer

A) True 
 B)False

Question 11

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

Accepted Answer

A) True 
 B)False

Question 12

Overt integrity tests correlate more highly with honesty attitudes than personality tests.

Accepted Answer

A) True 
 B)False

Question 13

Current employees can be given a polygraph (lie detector)test in conjunction with a workplace theft investigation if the employer has a "reasonable suspicion" that the employee was involved in the incident.

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

Based upon current evidence,which of the following is an accurate conclusion about the use of honesty tests?

Accepted Answer

A) They consistently produce adverse impact leading to numerous unfair discrimination charges. 
B) All apparent validity in the tests is due to methodological artifact. 
C) Use of the tests results in a larger, more qualified applicant pool. 
D) Integrity tests are useful in predicting several important job behaviors. 
A) They consistently produce adverse impact leading to numerous unfair discrimination charges. 
B) All apparent validity in the tests is due to methodological artifact. 
C) Use of the tests results in a larger, more qualified applicant pool. 
D) Integrity tests are useful in predicting several important job behaviors.

Question 16

Which of the following is NOT true about how employees and applicants react to drug testing?

Accepted Answer

A) They are more favorable when an advance warning of the testing program is given. 
B) They are more favorable when the company uses rehabilitation rather than termination when the presence of drugs is detected. 
C) They are more favorable when the testing adheres to fair detection procedures and explanation of results 
D) They are more favorable to companies that have a drug testing program because it enhances perceived worker safety. 
A) They are more favorable when an advance warning of the testing program is given. 
B) They are more favorable when the company uses rehabilitation rather than termination when the presence of drugs is detected. 
C) They are more favorable when the testing adheres to fair detection procedures and explanation of results 
D) They are more favorable to companies that have a drug testing program because it enhances perceived worker safety.

Question 17

When the examinee is lying during a polygraph (lie detector)examination,the polygraph examiner is looking for autonomic disturbances associated with answers to which type of questions?

Accepted Answer

A) indirect questions about specific incidents 
B) emotional control questions 
C) irrelevant, nonemotional questions 
D) questions specifically about the behavior of interest 
A) indirect questions about specific incidents 
B) emotional control questions 
C) irrelevant, nonemotional questions 
D) questions specifically about the behavior of interest

Question 18

The Hogan Personality Inventory (HPI)is useful for predicting several undesirable behaviors that are costly to organizations.

Accepted Answer

A) True 
 B)False

Question 19

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 20

All selection tests have false positives.

Accepted Answer

A) True 
 B)False

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

Describe the basic features of a "good" drug testing program.What would make it legally defensible,acceptable to employees,and effective for producing desired results?

The most used drug test is the urine test.

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

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

The major drawback of using the polygraph in employment is the frequency of false negatives.

An advantage of integrity tests is that applicants are unable to fake their responses.

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

All of the following are examples of overt integrity tests EXCEPT:

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

Overt integrity tests correlate more highly with honesty attitudes than personality tests.

Current employees can be given a polygraph (lie detector)test in conjunction with a workplace theft investigation if the employer has a "reasonable suspicion" that the employee was involved in the incident.

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

Based upon current evidence,which of the following is an accurate conclusion about the use of honesty tests?

Which of the following is NOT true about how employees and applicants react to drug testing?

When the examinee is lying during a polygraph (lie detector)examination,the polygraph examiner is looking for autonomic disturbances associated with answers to which type of questions?

The Hogan Personality Inventory (HPI)is useful for predicting several undesirable behaviors that are costly to organizations.

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:

All selection tests have false positives.

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Measures of Job Performance

Filters

Exam 14: Integrity Testing, drug Testing, and Graphology

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

Describe the basic features of a "good" drug testing program.What would make it legally defensible,acceptable to employees,and effective for producing desired results?

The most used drug test is the urine test.

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

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

The major drawback of using the polygraph in employment is the frequency of false negatives.

An advantage of integrity tests is that applicants are unable to fake their responses.

Evidence indicates that integrity tests are valid predictors of overall job satisfaction.

All of the following are examples of overt integrity tests EXCEPT:

More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

Overt integrity tests correlate more highly with honesty attitudes than personality tests.

Current employees can be given a polygraph (lie detector)test in conjunction with a workplace theft investigation if the employer has a "reasonable suspicion" that the employee was involved in the incident.

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

Based upon current evidence,which of the following is an accurate conclusion about the use of honesty tests?

Which of the following is NOT true about how employees and applicants react to drug testing?

When the examinee is lying during a polygraph (lie detector)examination,the polygraph examiner is looking for autonomic disturbances associated with answers to which type of questions?

The Hogan Personality Inventory (HPI)is useful for predicting several undesirable behaviors that are costly to organizations.

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:

All selection tests have false positives.

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Measures of Job Performance

Filters