Question 1

Based on the Frone study of drug use in the U.S., one can conclude that:

Accepted Answer

A) cocaine is the most widely used illegal drug. 
B) drug usage is rampant in the U.S.workforce. 
C) drug usage is not rampant in the U.S.workforce. 
D) the U.S.is a nation of stoners. 
A) cocaine is the most widely used illegal drug. 
B) drug usage is rampant in the U.S.workforce. 
C) drug usage is not rampant in the U.S.workforce. 
D) the U.S.is a nation of stoners.

Question 2

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

Accepted Answer

A) True 
 B)False

Question 3

An overt integrity test does not ask about theft behaviors directly.

Accepted Answer

A) True 
 B)False

Question 4

Overt integrity tests correlate more highly with integrity attitudes than personality tests.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following can be determined from a positive result of a drug test?

Accepted Answer

A) how much of the drug was used 
B) how frequently the drug was used 
C) when the drug was used 
D) presence of the drug above the threshold level 
A) how much of the drug was used 
B) how frequently the drug was used 
C) when the drug was used 
D) presence of the drug above the threshold level

Question 6

All selection tests have false positives.

Accepted Answer

A) True 
 B)False

Question 7

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

Accepted Answer

A) True 
 B)False

Question 8

Pre-employment overt-type tests in which applicants indicate their use of legal and illegal drugs are the simplest but most controversial drug tests.

Accepted Answer

A) True 
 B)False

Question 9

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Accepted Answer

A) medical examination. 
B) valid predictor of job success. 
C) right to privacy violation. 
D) two-fer. 
A) medical examination. 
B) valid predictor of job success. 
C) right to privacy violation. 
D) two-fer.

Question 10

Evidence indicates that integrity tests are valid predictors of theft.

Accepted Answer

A) True 
 B)False

Question 11

Research has shown that the "typical" employee-thief does not engage in many of the common rationalizations for theft.

Accepted Answer

A) True 
 B)False

Question 12

The relationship between integrity measures and cognitive ability may depend on which factors of integrity are measured by a test.

Accepted Answer

A) True 
 B)False

Question 13

General-purpose drug tests are really just adaptations of personality inventories.

Accepted Answer

A) True 
 B)False

Question 14

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Accepted Answer

A) True 
 B)False

Question 15

Research has shown that the "typical" employee-thief would punish thieves less.

Accepted Answer

A) True 
 B)False

Question 16

All integrity tests show a great deal of similarity in what is being measured.

Accepted Answer

A) True 
 B)False

Question 17

Research has shown that the "typical" employee-thief is more tempted to steal.

Accepted Answer

A) True 
 B)False

Question 18

Estimates of the amount of theft in American business are unverifiable, but a common opinion is that theft amounts to ____ percent of each sales dollar.

Accepted Answer

A) less than one 
B) two to five 
C) six to ten 
D) over 10 
A) less than one 
B) two to five 
C) six to ten 
D) over 10

Question 19

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Accepted Answer

A) True 
 B)False

Question 20

Most polygraph examiners make an overall judgment of lying based solely on the polygraph information.

Accepted Answer

A) True 
 B)False

Based on the Frone study of drug use in the U.S., one can conclude that:

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

An overt integrity test does not ask about theft behaviors directly.

Overt integrity tests correlate more highly with integrity attitudes than personality tests.

Which of the following can be determined from a positive result of a drug test?

All selection tests have false positives.

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

Pre-employment overt-type tests in which applicants indicate their use of legal and illegal drugs are the simplest but most controversial drug tests.

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Evidence indicates that integrity tests are valid predictors of theft.

Research has shown that the "typical" employee-thief does not engage in many of the common rationalizations for theft.

The relationship between integrity measures and cognitive ability may depend on which factors of integrity are measured by a test.

General-purpose drug tests are really just adaptations of personality inventories.

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Research has shown that the "typical" employee-thief would punish thieves less.

All integrity tests show a great deal of similarity in what is being measured.

Research has shown that the "typical" employee-thief is more tempted to steal.

Estimates of the amount of theft in American business are unverifiable, but a common opinion is that theft amounts to ____ percent of each sales dollar.

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Most polygraph examiners make an overall judgment of lying based solely on the polygraph information.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Strategies for Selection Decision Making

Filters

Exam 14: Testing for Counterproductive Work Behaviors

Based on the Frone study of drug use in the U.S., one can conclude that:

Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability.

An overt integrity test does not ask about theft behaviors directly.

Overt integrity tests correlate more highly with integrity attitudes than personality tests.

Which of the following can be determined from a positive result of a drug test?

All selection tests have false positives.

A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.

Pre-employment overt-type tests in which applicants indicate their use of legal and illegal drugs are the simplest but most controversial drug tests.

The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:

Evidence indicates that integrity tests are valid predictors of theft.

Research has shown that the "typical" employee-thief does not engage in many of the common rationalizations for theft.

The relationship between integrity measures and cognitive ability may depend on which factors of integrity are measured by a test.

General-purpose drug tests are really just adaptations of personality inventories.

Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.

Research has shown that the "typical" employee-thief would punish thieves less.

All integrity tests show a great deal of similarity in what is being measured.

Research has shown that the "typical" employee-thief is more tempted to steal.

Estimates of the amount of theft in American business are unverifiable, but a common opinion is that theft amounts to ____ percent of each sales dollar.

Reactions besides guilt can trigger an emotional response in a polygraph examinee.

Most polygraph examiners make an overall judgment of lying based solely on the polygraph information.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Strategies for Selection Decision Making

Filters