Question 1

The Wonderlic Employee Test is an example of a

Accepted Answer

A)  cognitive ability test. 
B)  mechanical ability test. 
C)  motor and sensory ability test. 
D)  personality test. 
A)  cognitive ability test. 
B)  mechanical ability test. 
C)  motor and sensory ability test. 
D)  personality test. A

Question 2

According to research, which of the following screening methods is the best predictor of job performance?

Accepted Answer

A)  Interviews 
B)  Biodata 
C)  References 
D)  Job-related employee tests 
A)  Interviews 
B)  Biodata 
C)  References 
D)  Job-related employee tests D

Question 3

A situational interview

Accepted Answer

A)  asks interviewees how they would deal with hypothetical job situations. 
B)  asks interviewees to draw on past work incidents to deal with hypothetical future work situations. 
C)  asks interviewees to perform simulations of work-related behaviors. 
D)  is a basic part of assessment centers. 
A)  asks interviewees how they would deal with hypothetical job situations. 
B)  asks interviewees to draw on past work incidents to deal with hypothetical future work situations. 
C)  asks interviewees to perform simulations of work-related behaviors. 
D)  is a basic part of assessment centers. A

Question 4

The Minnesota Multiphasic Personality Inventory is best used to

Accepted Answer

A)  assess normal personality characteristics which are necessary to perform any job. 
B)  predict which employees would make the best managers. 
C)  screen out applicants who possess some psychopathology. 
D)  select applicants to be given polygraph tests. 
A)  assess normal personality characteristics which are necessary to perform any job. 
B)  predict which employees would make the best managers. 
C)  screen out applicants who possess some psychopathology. 
D)  select applicants to be given polygraph tests.

Question 5

The validity of handwriting analysis as a screening device is supported by research results.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is the least valid employee screening tool?

Accepted Answer

A)  Integrity tests 
B)  Personality tests 
C)  Handwriting analysis 
D)  Work samples 
A)  Integrity tests 
B)  Personality tests 
C)  Handwriting analysis 
D)  Work samples

Question 7

Letters of recommendation and references may have limited value because

Accepted Answer

A)  they are almost always slanted in a positive direction. 
B)  for legal reasons, many companies are refusing to provide them. 
C)  candidates may select which references are to be contacted. 
D)  All of the above 
A)  they are almost always slanted in a positive direction. 
B)  for legal reasons, many companies are refusing to provide them. 
C)  candidates may select which references are to be contacted. 
D)  All of the above

Question 8

Computer-adaptive tests are also referred to as "smart tests."

Accepted Answer

A) True 
 B)False

Question 9

Describe realistic job previews and consequences of their use.

Accepted Answer

Realistic job previews (RJPs) are a recr

Question 10

With legal restrictions on the use of polygraphs, organizations have turned increasingly to __________ as alternative screening tools.

Accepted Answer

A)  personality tests 
B)  cognitive ability tests 
C)  meta-analyses 
D)  integrity tests 
A)  personality tests 
B)  cognitive ability tests 
C)  meta-analyses 
D)  integrity tests

Question 11

Letters of recommendation are most commonly used

Accepted Answer

A)  in selecting workers for lower-level positions. 
B)  instead of hiring interviews. 
C)  in applications to graduate school. 
D)  for hiring managers. 
A)  in selecting workers for lower-level positions. 
B)  instead of hiring interviews. 
C)  in applications to graduate school. 
D)  for hiring managers.

Question 12

Explain how organizations can conduct more effective hiring interviews.

Accepted Answer

Organizations can conduct more effective

Question 13

Validity refers to

Accepted Answer

A)  the stability of a measure over time. 
B)  the accuracy of a measure (or accuracy of inferences drawn from measurements). 
C)  the ability of a measure to predict work behavior. 
D)  the cost-effectiveness of a measure. 
A)  the stability of a measure over time. 
B)  the accuracy of a measure (or accuracy of inferences drawn from measurements). 
C)  the ability of a measure to predict work behavior. 
D)  the cost-effectiveness of a measure.

Question 14

Research on hiring interviews indicates that

Accepted Answer

A)  they are one of the most effective selection tools available. 
B)  they are sometimes not a very effective means for selecting people for jobs. 
C)  they are the most cost-effective selection strategy. 
D)  they have higher predictive validity than most screening tests. 
A)  they are one of the most effective selection tools available. 
B)  they are sometimes not a very effective means for selecting people for jobs. 
C)  they are the most cost-effective selection strategy. 
D)  they have higher predictive validity than most screening tests.

Question 15

The internal consistency of a test refers to whether or not an individual would get similar scores on the test with repeated administrations.

Accepted Answer

A) True 
 B)False

Question 16

Reliability refers to

Accepted Answer

A)  the stability of a measure over time. 
B)  the accuracy of a measure. 
C)  the ability of a measure to predict work behavior. 
D)  the cost-effectiveness of a measure. 
A)  the stability of a measure over time. 
B)  the accuracy of a measure. 
C)  the ability of a measure to predict work behavior. 
D)  the cost-effectiveness of a measure.

Question 17

The most widely used employee screening and selection device is

Accepted Answer

A)  cognitive ability and job skills tests. 
B)  hiring interviews. 
C)  assessment centers. 
D)  personality and managerial skills tests. 
A)  cognitive ability and job skills tests. 
B)  hiring interviews. 
C)  assessment centers. 
D)  personality and managerial skills tests.

Question 18

Applicants for positions operating or repairing machinery, for construction jobs, and for certain engineering positions are most likely to be given mechanical ability tests.

Accepted Answer

A) True 
 B)False

Question 19

Concurrent validity of a test is determined by comparing scores on the test before hire with performance measures after hire.

Accepted Answer

A) True 
 B)False

Question 20

A dozen job applicants are seated at word processors that allow the applicants to type for exactly 10 minutes, while their typing speed and accuracy is automatically measured. What type of test was administered?

Accepted Answer

A)  Group; speed; performance 
B)  Group; power; performance 
C)  Individual; speed; performance 
D)  Group; speed; pencil-and-paper 
A)  Group; speed; performance 
B)  Group; power; performance 
C)  Individual; speed; performance 
D)  Group; speed; pencil-and-paper

The Wonderlic Employee Test is an example of a

According to research, which of the following screening methods is the best predictor of job performance?

A situational interview

The Minnesota Multiphasic Personality Inventory is best used to

The validity of handwriting analysis as a screening device is supported by research results.

Which of the following is the least valid employee screening tool?

Letters of recommendation and references may have limited value because

Computer-adaptive tests are also referred to as "smart tests."

Describe realistic job previews and consequences of their use.

With legal restrictions on the use of polygraphs, organizations have turned increasingly to __________ as alternative screening tools.

Letters of recommendation are most commonly used

Explain how organizations can conduct more effective hiring interviews.

Validity refers to

Research on hiring interviews indicates that

The internal consistency of a test refers to whether or not an individual would get similar scores on the test with repeated administrations.

Reliability refers to

The most widely used employee screening and selection device is

Applicants for positions operating or repairing machinery, for construction jobs, and for certain engineering positions are most likely to be given mechanical ability tests.

Concurrent validity of a test is determined by comparing scores on the test before hire with performance measures after hire.

A dozen job applicants are seated at word processors that allow the applicants to type for exactly 10 minutes, while their typing speed and accuracy is automatically measured. What type of test was administered?

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 5: Methods for Assessing and Selecting Employees

The Wonderlic Employee Test is an example of a

According to research, which of the following screening methods is the best predictor of job performance?

A situational interview

The Minnesota Multiphasic Personality Inventory is best used to

The validity of handwriting analysis as a screening device is supported by research results.

Which of the following is the least valid employee screening tool?

Letters of recommendation and references may have limited value because

Computer-adaptive tests are also referred to as "smart tests."

Describe realistic job previews and consequences of their use.

With legal restrictions on the use of polygraphs, organizations have turned increasingly to __________ as alternative screening tools.

Letters of recommendation are most commonly used

Explain how organizations can conduct more effective hiring interviews.

Validity refers to

Research on hiring interviews indicates that

The internal consistency of a test refers to whether or not an individual would get similar scores on the test with repeated administrations.

Reliability refers to

The most widely used employee screening and selection device is

Applicants for positions operating or repairing machinery, for construction jobs, and for certain engineering positions are most likely to be given mechanical ability tests.

Concurrent validity of a test is determined by comparing scores on the test before hire with performance measures after hire.

A dozen job applicants are seated at word processors that allow the applicants to type for exactly 10 minutes, while their typing speed and accuracy is automatically measured. What type of test was administered?

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters