Question 1

Research has shown that the "typical" employee-thief does not show inner-thief loyalty.

Accepted Answer

A) True 
 B)False

Question 2

Most selection tests have the same social implications as integrity tests.

Accepted Answer

A) True 
 B)False

Question 3

The use of graphology in selection is increasing.

Accepted Answer

A) True 
 B)False

Question 4

Theoretically,because of the growth rate of scalp hair,hair analysis can detect drug use over a longer past time period than can urine testing.

Accepted Answer

A) True 
 B)False

Question 5

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 6

Graphologists use techniques similar to projective personality assessment devices to infer personality characteristics.

Accepted Answer

A) True 
 B)False

Question 7

The Equal Employment Opportunity Commission (EEOC)has specifically commented that integrity tests,even personality based ones,should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

Accepted Answer

A) True 
 B)False

Question 8

Evidence indicates that integrity tests are valid predictors of theft.

Accepted Answer

A) True 
 B)False

Question 9

How could handwriting analysis be integrated into a selection program? What alternative measurement devices could be used for assessing the same construct(s)? What choices would you make as a selection manager?

Accepted Answer

Handwriting analysis could be integrated

Question 10

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

Accepted Answer

A) True 
 B)False

Question 11

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 12

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

All of the following are types of questions used in a polygraph examination EXCEPT:

Accepted Answer

A) irrelevant. 
B) questions about the mental state of the examinee. 
C) emotional control. 
D) questions about the behavior of interest. 
A) irrelevant. 
B) questions about the mental state of the examinee. 
C) emotional control. 
D) questions about the behavior of interest.

Question 16

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Accepted Answer

A) True 
 B)False

Question 17

Scientific evidence supports the use of handwriting analysis for inferring personality traits.

Accepted Answer

A) True 
 B)False

Question 18

Organizations have less risk in using drug tests for existing employees than for preemployment selection.

Accepted Answer

A) True 
 B)False

Question 19

The assumption underlying polygraph (or lie detector tests)is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

Accepted Answer

A) True 
 B)False

Question 20

There are many studies assessing the validity of graphology,and they tend to support its use in human resource selection.

Accepted Answer

A) True 
 B)False

Research has shown that the "typical" employee-thief does not show inner-thief loyalty.

Most selection tests have the same social implications as integrity tests.

The use of graphology in selection is increasing.

Theoretically,because of the growth rate of scalp hair,hair analysis can detect drug use over a longer past time period than can urine testing.

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

Graphologists use techniques similar to projective personality assessment devices to infer personality characteristics.

The Equal Employment Opportunity Commission (EEOC)has specifically commented that integrity tests,even personality based ones,should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

Evidence indicates that integrity tests are valid predictors of theft.

How could handwriting analysis be integrated into a selection program? What alternative measurement devices could be used for assessing the same construct(s)? What choices would you make as a selection manager?

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

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

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

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

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

All of the following are types of questions used in a polygraph examination EXCEPT:

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Scientific evidence supports the use of handwriting analysis for inferring personality traits.

Organizations have less risk in using drug tests for existing employees than for preemployment selection.

The assumption underlying polygraph (or lie detector tests)is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

There are many studies assessing the validity of graphology,and they tend to support its use in human resource selection.

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

Research has shown that the "typical" employee-thief does not show inner-thief loyalty.

Most selection tests have the same social implications as integrity tests.

The use of graphology in selection is increasing.

Theoretically,because of the growth rate of scalp hair,hair analysis can detect drug use over a longer past time period than can urine testing.

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

Graphologists use techniques similar to projective personality assessment devices to infer personality characteristics.

The Equal Employment Opportunity Commission (EEOC)has specifically commented that integrity tests,even personality based ones,should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.

Evidence indicates that integrity tests are valid predictors of theft.

How could handwriting analysis be integrated into a selection program? What alternative measurement devices could be used for assessing the same construct(s)? What choices would you make as a selection manager?

Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.

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

It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.

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

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

All of the following are types of questions used in a polygraph examination EXCEPT:

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Scientific evidence supports the use of handwriting analysis for inferring personality traits.

Organizations have less risk in using drug tests for existing employees than for preemployment selection.

The assumption underlying polygraph (or lie detector tests)is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.

There are many studies assessing the validity of graphology,and they tend to support its use in human resource selection.

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