Exam 12: Personality Assessment for Selection

Responses to projective techniques may be biased by specific skills (such as verbal or test-taking) of those people being assessed.

Research evidence uniformly rejects the use of projective techniques in selection.

Personality seems clearly related to job performance for those jobs that rely more on specific knowledge and procedures and have few acceptable ways to produce desired performance.

When selecting effective leaders from ineffective ones, research shows that those candidates high in extroversion, openness to experience, and emotional stability experience the greatest success on the job.

All of the following are components of the Five Factor Model EXCEPT?

Two large-sample studies have concluded that distortion of self-report personality inventories is a large problem.

When the application of knowledge and predetermined actions are critical to successful job performance, cognitive based WRCs are more important for selection than personality traits.

Emotional intelligence reflects a dispositional approach toward taking initiative at work and effecting environmental changes.

In powerful situations, individual behavior is more attributable to the known situational roles than to individual traits.

Performance in jobs that are very structured in terms of work behaviors would seem to be less related to personality than those that are unstructured.

Which of the following is true about the concept of a trait?

Observer ratings of personality reflect the way we are perceived by others.

What do projective techniques and self-report questionnaires have in common?

Personality is highly correlated to other useful selection tools.

Which of the following is a major conclusion from the field of personality psychology and the use of personality in organizations?

The scores derived from projective techniques generally have high reliabilities.

Projective techniques could be classified as "powerful testing situations."

Which of the following is TRUE about self-report questionnaires in personality measurement?

When co-workers rate their colleagues, these ratings add incremental validity to predictions solely based on self-reports of personality.

Self-reports of personality (from self-report inventories) likely produce overestimates of the true predictive validity of the traits.