Multiple Choice
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
Correct Answer:
Verified
Correct Answer:
Verified
Q1: Integrity tests include items that refer to<br>A)
Q2: Job-related interviews structured around discussions of past
Q3: Information about the time that a worker
Q4: The Minnesota Clerical Test is a good
Q6: In general, selection tests lead to the
Q7: Interviews<br>A) always have good validity<br>B) always have
Q8: One reason that objective performance indices have
Q9: Written tests are more commonly used as
Q10: Behaviorally Anchored Rating Scales appear to provide
Q11: The tendency of a rater to allow