Question 1

Describe two ways in which reliability of a test can be determined.

Accepted Answer

The reliability of a test can be determi

Question 2

A researcher wants to know if a test measures the characteristics necessary to perform a specific job. The researcher is concerned with the test's

Accepted Answer

A)  internal consistency. 
B)  content validity. 
C)  criterion-related validity. 
D)  concurrent validity. 
A)  internal consistency. 
B)  content validity. 
C)  criterion-related validity. 
D)  concurrent validity.

Question 3

Assessment centers are very low-cost and easy to use in assessing employee skills and abilities.

Accepted Answer

A) True 
 B)False

Question 4

Discuss how the effectiveness of employee screening tests is determined.

Accepted Answer

The effectiveness of employee screening

Question 5

Antoinette applies for a job and spends a full day in discussions with other applicants and doing samples of work tasks, all the while being observed and rated. Antoinette is undergoing

Accepted Answer

A)  an assessment center. 
B)  a test battery. 
C)  a "smart test." 
D)  a situational interview. 
A)  an assessment center. 
B)  a test battery. 
C)  a "smart test." 
D)  a situational interview.

Question 6

Which of the following personality characteristics has been indicated by research to be a good predictor of employee job performance?

Accepted Answer

A)  ego strength 
B)  self-esteem 
C)  conscientiousness 
D)  assertiveness 
A)  ego strength 
B)  self-esteem 
C)  conscientiousness 
D)  assertiveness

Question 7

Biographical information concerning education and previous work experience is believed to be the most consistent predictor of future job performance.

Accepted Answer

A) True 
 B)False

Question 8

Research indicates that hiring interviews are overall the best assessment tool for use in selecting top-rate employees.

Accepted Answer

A) True 
 B)False

Question 9

It is important that all questions on a standard application form

Accepted Answer

A)  cover all details of the applicant's personal life that the supervisor feels are relevant. 
B)  be clearly job related. 
C)  relate to basic information like age, ethnic background, marital status, etc. 
D)  All of the above 
A)  cover all details of the applicant's personal life that the supervisor feels are relevant. 
B)  be clearly job related. 
C)  relate to basic information like age, ethnic background, marital status, etc. 
D)  All of the above

Question 10

Even when using standardized tests, it is critical that the tests' abilities to predict job success be established for the particular position in question.

Accepted Answer

A) True 
 B)False

Question 11

Discuss how organizations can avoid making subjective judgments in hiring decisions.

Accepted Answer

Organizations can avoid making subjectiv

Question 12

The reliability method which involves administering a test to the same individual at two different points in time is called

Accepted Answer

A)  the parallel forms method. 
B)  the test-retest method. 
C)  the split-half method. 
D)  internal consistency. 
A)  the parallel forms method. 
B)  the test-retest method. 
C)  the split-half method. 
D)  internal consistency.

Question 13

The use of employee testing

Accepted Answer

A)  has declined since World War II. 
B)  is confined only to upper-level management positions. 
C)  is increasing in public, but not in private, sector organizations. 
D)  is quite widespread in organizations today. 
A)  has declined since World War II. 
B)  is confined only to upper-level management positions. 
C)  is increasing in public, but not in private, sector organizations. 
D)  is quite widespread in organizations today.

Question 14

The reliability method which involves correlating scores on two different but equivalent versions of the same instrument is called

Accepted Answer

A)  the parallel forms method. 
B)  the test-retest method. 
C)  the split-half method. 
D)  criterion-related. 
A)  the parallel forms method. 
B)  the test-retest method. 
C)  the split-half method. 
D)  criterion-related.

Question 15

If, after hire, applicants who score high on a test do well and applicants who score low do poorly, the test can be said to have

Accepted Answer

A)  good predictive validity. 
B)  good content validity. 
C)  good concurrent validity. 
D)  good reliability. 
A)  good predictive validity. 
B)  good content validity. 
C)  good concurrent validity. 
D)  good reliability.

Question 16

Recent meta-analytic reviews suggest that certain personality tests can be quite good predictors of job performance.

Accepted Answer

A) True 
 B)False

Question 17

A standardized typing test is an example of a

Accepted Answer

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

Question 18

Cognitive ability tests assess constructs that are similar to intelligence.

Accepted Answer

A) True 
 B)False

Question 19

Research has clearly shown that the characteristic that best predicts future job performance is the length of time the applicant stayed in his or her previous job.

Accepted Answer

A) True 
 B)False

Question 20

The most effective use of screening tests involves

Accepted Answer

A)  a number of instruments used in combination. 
B)  hiring interviews before tests are administered. 
C)  personality tests. 
D)  administering tests in an assessment center. 
A)  a number of instruments used in combination. 
B)  hiring interviews before tests are administered. 
C)  personality tests. 
D)  administering tests in an assessment center.

Describe two ways in which reliability of a test can be determined.

A researcher wants to know if a test measures the characteristics necessary to perform a specific job. The researcher is concerned with the test's

Assessment centers are very low-cost and easy to use in assessing employee skills and abilities.

Discuss how the effectiveness of employee screening tests is determined.

Antoinette applies for a job and spends a full day in discussions with other applicants and doing samples of work tasks, all the while being observed and rated. Antoinette is undergoing

Which of the following personality characteristics has been indicated by research to be a good predictor of employee job performance?

Biographical information concerning education and previous work experience is believed to be the most consistent predictor of future job performance.

Research indicates that hiring interviews are overall the best assessment tool for use in selecting top-rate employees.

It is important that all questions on a standard application form

Even when using standardized tests, it is critical that the tests' abilities to predict job success be established for the particular position in question.

Discuss how organizations can avoid making subjective judgments in hiring decisions.

The reliability method which involves administering a test to the same individual at two different points in time is called

The use of employee testing

The reliability method which involves correlating scores on two different but equivalent versions of the same instrument is called

If, after hire, applicants who score high on a test do well and applicants who score low do poorly, the test can be said to have

Recent meta-analytic reviews suggest that certain personality tests can be quite good predictors of job performance.

A standardized typing test is an example of a

Cognitive ability tests assess constructs that are similar to intelligence.

Research has clearly shown that the characteristic that best predicts future job performance is the length of time the applicant stayed in his or her previous job.

The most effective use of screening tests involves

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

Describe two ways in which reliability of a test can be determined.

A researcher wants to know if a test measures the characteristics necessary to perform a specific job. The researcher is concerned with the test's

Assessment centers are very low-cost and easy to use in assessing employee skills and abilities.

Discuss how the effectiveness of employee screening tests is determined.

Antoinette applies for a job and spends a full day in discussions with other applicants and doing samples of work tasks, all the while being observed and rated. Antoinette is undergoing

Which of the following personality characteristics has been indicated by research to be a good predictor of employee job performance?

Biographical information concerning education and previous work experience is believed to be the most consistent predictor of future job performance.

Research indicates that hiring interviews are overall the best assessment tool for use in selecting top-rate employees.

It is important that all questions on a standard application form

Even when using standardized tests, it is critical that the tests' abilities to predict job success be established for the particular position in question.

Discuss how organizations can avoid making subjective judgments in hiring decisions.

The reliability method which involves administering a test to the same individual at two different points in time is called

The use of employee testing

The reliability method which involves correlating scores on two different but equivalent versions of the same instrument is called

If, after hire, applicants who score high on a test do well and applicants who score low do poorly, the test can be said to have

Recent meta-analytic reviews suggest that certain personality tests can be quite good predictors of job performance.

A standardized typing test is an example of a

Cognitive ability tests assess constructs that are similar to intelligence.

Research has clearly shown that the characteristic that best predicts future job performance is the length of time the applicant stayed in his or her previous job.

The most effective use of screening tests involves

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