Deck 19: Psychological Measurement in Industry

Question 1

Evidence on the use of personality measures as predictors of job performance has indicated that

A) their validity does not support their use as selection instruments
B) personality is not relevant to job performance
C) certain personality characteristics are consistently related to job performance
D) response distortion typically decreases the validity of personality inventories as predictors of performance

Answer 1

C

Question 2

A typist who performs a typing test has performed a

A) paper-and-pencil test
B) work sample test
C) cognitive abilities test
D) sign test

Answer 2

B

Question 3

Behaviorally Anchored Rating Scales appear to provide _______ ratings than other types of rating scales.

A) less accurate
B) more accurate
C) more consistent
D) no more accurate

Answer 3

D

Question 4

Biographical information blanks are often empirically scored. Statistical difficulties with the empirical scoring approach necessitates __________.

A) content validity
B) discriminant validity
C) construct validation
D) cross validation

Question 5

Assessment Centers often use

A) assessment by groups
B) assessment in groups
C) situational tests
D) all of the above

Question 6

Interviews

A) always have good validity
B) always have poor validity
C) can have good validity
D) have very low face validity

Question 7

One reason that objective performance indices have not fared well as measures of job performance is that

A) these measures reflect a broad range of group- and individually-oriented aspects of performance
B) these measures focus on group-oriented aspects of performance only
C) these measures focus on individually-oriented aspects of performance only
D) these work samples are hard to develop

Question 8

_________ is a voluntary program instituted by organizations, while ________ is a federal guideline outlining procedures to ensure fairness.

A) Affirmative Action; Equal Employment Opportunity
B) Equal Employment Opportunity; Affirmative Action
C) Affirmative Action; Adverse Impact
D) Equal Employment Opportunity; Adverse Impact

Question 9

The tendency of a rater to allow his or her overall evaluation of each worker to affect the evaluation of each specific aspect of each worker's performance dimensions is

A) halo error
B) leniency error
C) range restriction
D) ceiling error

Question 10

Information about the time that a worker lost due to injury can be obtained through

A) production data
B) personnel data
C) judgmental data
D) subjective data

Question 11

Job-related interviews structured around discussions of past behavior on the job typically

A) have the highest validity of all types of interviews
B) have higher validity than situational interviews, but lower validity than hypothetical interviews
C) have higher validity than semi-structured interviews, but lower validity than unstructured interviews
D) have higher validity than unstructured interviews, but lower validity than situational interviews

Question 12

Integrity tests include items that refer to

A) admissions of theft
B) reactions to hypothetical situations involving dishonest behavior
C) personality traits thought to be related to dishonest or questionable behavior
D) all of the above

Question 13

A technique which requires a supervisor to designate a fixed number of workers in each of several performance categories is a(n)

A) full ranking
B) forced distribution
C) paired comparison
D) objective placement

Question 14

When validating empirically scored biographical blanks, concerns arise over

A) stability of the scoring keys
B) insufficient sampling
C) lack of theoretical basis
D) all of the above

Question 15

Tests are used by the military to

A) place recruits
B) assess aptitudes and skills
C) select recruits
D) all of the above

Question 16

Production counts are problematic in that

A) the unit to be counted is not standardized
B) production is not always under the control of the worker
C) most products cannot be accurately counted
D) both a and b

Question 17

One of the best, if not the best, predictors of job performance is

A) interview performance
B) perceptual speed
C) background data
D) mechanical aptitude

Question 18

The idea that true validities are larger and less variable than traditionally believed grows out of research on

A) validity generalization
B) range restriction
C) work samples
D) content validity

Question 19

Written tests are more commonly used as selection devices by _______ than by ________.

A) the private sector; the government
B) the government; the military
C) the government; the private sector
D) the private sector; the military

Question 20

The Minnesota Clerical Test is a good example of a(n)

A) power test
B) speed test
C) quick test
D) abilities test

Question 21

When a supervisor indicates that all of his or her workers are top performers, _______ is likely occurring.

A) leniency error
B) severity error
C) halo error
D) both a and b

Question 22

In general, selection tests lead to the greatest gain when

A) the value of performance does not vary greatly from worker to worker
B) the value of performance varies greatly from worker to worker
C) superior workers produce goods less valuable than those produced by average workers
D) the base rate is high