Question 1

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Accepted Answer

A) True 
 B)False

Question 2

The use of a neutral-appearing selection method that damages a protected group is _____.

Accepted Answer

A)  legal if the employer has a turnover of less than $100,000 
B)  legal if the company using the selection method has 100 or more employees 
C)  legal if the employer can show that there is a business necessity for using that method 
D)  illegal and prohibited under all circumstances 
E)  legal if the company using the selection method operates in the software industry 
A)  legal if the employer has a turnover of less than $100,000 
B)  legal if the company using the selection method has 100 or more employees 
C)  legal if the employer can show that there is a business necessity for using that method 
D)  illegal and prohibited under all circumstances 
E)  legal if the company using the selection method operates in the software industry

Question 3

Usually a supervisor makes the final employee selection decision.

Accepted Answer

A) True 
 B)False

Question 4

What does a correlation coefficient of 0 indicate?

Accepted Answer

A)  A perfect positive relationship 
B)  A perfect negative relationship 
C)  A partial correlation 
D)  No correlation 
E)  An indefinite correlation 
A)  A perfect positive relationship 
B)  A perfect negative relationship 
C)  A partial correlation 
D)  No correlation 
E)  An indefinite correlation

Question 5

Describe the different types of interviews that can be used for employee selection.

Accepted Answer

The different types of interviews that c

Question 6

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

Accepted Answer

A)  The employer can ask preemployment questions to investigate disabilities. 
B)  The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. 
C)  The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. 
D)  The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. 
E)  Employers are required to make "reasonable accommodation" to disabled individuals. 
A)  The employer can ask preemployment questions to investigate disabilities. 
B)  The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. 
C)  The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. 
D)  The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. 
E)  Employers are required to make "reasonable accommodation" to disabled individuals.

Question 7

Predictive validation is less time consuming and the easiest to administer.

Accepted Answer

A) True 
 B)False

Question 8

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Accepted Answer

Providing information as references for

Question 9

Interviewing is considered the most accurate basis for making a selection decision.

Accepted Answer

A) True 
 B)False

Question 10

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

Accepted Answer

A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  dependability 
A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  dependability

Question 11

Achievement tests assess how well a person can acquire skills and abilities

Accepted Answer

A) True 
 B)False

Question 12

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Accepted Answer

A) True 
 B)False

Question 13

Aptitude tests measure a person's existing knowledge and skills.

Accepted Answer

A) True 
 B)False

Question 14

A construction firm is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.The firm administers a construction-error recognition test,where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected.What type of validity is being established in this case?

Accepted Answer

A)  Concurrent validity 
B)  Construct validity 
C)  Content validity 
D)  Representative validity 
E)  Predictive 
A)  Concurrent validity 
B)  Construct validity 
C)  Content validity 
D)  Representative validity 
E)  Predictive

Question 15

Which of the following traits describe conscientiousness?

Accepted Answer

A)  Sociable, gregarious, assertive, talkative 
B)  Dependable, organized, persevering, achievement-oriented 
C)  Courteous, trusting, good-natured, tolerant 
D)  Emotionally stable, nondepressed, secure, content 
E)  Curious, imaginative, artistically sensitive, broad-minded 
A)  Sociable, gregarious, assertive, talkative 
B)  Dependable, organized, persevering, achievement-oriented 
C)  Courteous, trusting, good-natured, tolerant 
D)  Emotionally stable, nondepressed, secure, content 
E)  Curious, imaginative, artistically sensitive, broad-minded

Question 16

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

Accepted Answer

A) True 
 B)False

Question 17

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Accepted Answer

A)  contacts many references 
B)  relies exclusively on the list provided by the applicant 
C)  avoids direct contact with the reference 
D)  restricts contact with the references through e-mails 
E)  receives positive opinions about the employee from the reference 
A)  contacts many references 
B)  relies exclusively on the list provided by the applicant 
C)  avoids direct contact with the reference 
D)  restricts contact with the references through e-mails 
E)  receives positive opinions about the employee from the reference

Question 18

Generally,the organization checks references _____.

Accepted Answer

A)  only if it believes the information provided by the applicant is incorrect 
B)  immediately after the applicant submits a résumé 
C)  after it has determined that the applicant is a finalist for the job 
D)  because it is a legal requirement under EEO laws 
E)  of all applicants to a job 
A)  only if it believes the information provided by the applicant is incorrect 
B)  immediately after the applicant submits a résumé 
C)  after it has determined that the applicant is a finalist for the job 
D)  because it is a legal requirement under EEO laws 
E)  of all applicants to a job

Question 19

An assessment center:

Accepted Answer

A)  is a place where job applicants for manufacturing jobs undergo physical ability tests. 
B)  conducts a single test for all job applicants to test their technical potential. 
C)  uses multiple selection methods to rate applicants on their management potential. 
D)  is a selection method generally used for unskilled employees. 
E)  has the lowest validity because it combines several assessment methods. 
A)  is a place where job applicants for manufacturing jobs undergo physical ability tests. 
B)  conducts a single test for all job applicants to test their technical potential. 
C)  uses multiple selection methods to rate applicants on their management potential. 
D)  is a selection method generally used for unskilled employees. 
E)  has the lowest validity because it combines several assessment methods.

Question 20

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Accepted Answer

A)  job performance 
B)  cognitive ability 
C)  physical ability 
D)  personality inventories 
E)  emotional intelligence 
A)  job performance 
B)  cognitive ability 
C)  physical ability 
D)  personality inventories 
E)  emotional intelligence

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

The use of a neutral-appearing selection method that damages a protected group is _____.

Usually a supervisor makes the final employee selection decision.

What does a correlation coefficient of 0 indicate?

Describe the different types of interviews that can be used for employee selection.

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

Predictive validation is less time consuming and the easiest to administer.

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Interviewing is considered the most accurate basis for making a selection decision.

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

Achievement tests assess how well a person can acquire skills and abilities

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Aptitude tests measure a person's existing knowledge and skills.

Which of the following traits describe conscientiousness?

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Generally,the organization checks references _____.

An assessment center:

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters

Exam 6: Selecting Employees and Placing Them in Jobs

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

The use of a neutral-appearing selection method that damages a protected group is _____.

Usually a supervisor makes the final employee selection decision.

What does a correlation coefficient of 0 indicate?

Describe the different types of interviews that can be used for employee selection.

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

Predictive validation is less time consuming and the easiest to administer.

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Interviewing is considered the most accurate basis for making a selection decision.

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

Achievement tests assess how well a person can acquire skills and abilities

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Aptitude tests measure a person's existing knowledge and skills.

Which of the following traits describe conscientiousness?

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Generally,the organization checks references _____.

An assessment center:

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters