Question 1

Traits are a more likely explanation of behavioral differences in which type of situation?

Accepted Answer

A) powerful 
B) weak 
C) job interview 
D) moderate 
A) powerful 
B) weak 
C) job interview 
D) moderate

Question 2

What type of situation (in a personality context) is the selection interview considered to be?

Accepted Answer

A) powerful 
B) weak 
C) moderate 
D) inconsistent 
A) powerful 
B) weak 
C) moderate 
D) inconsistent

Question 3

A recent study found that managers of small business were concerned more with personality characteristics such as honesty, integrity, and interest in the job than with an applicant's ability.

Accepted Answer

A) True 
 B)False

Question 4

In a weak situation it is assumed that individuals interpret the situation and act in accordance with personality traits.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a reasonable conclusion to be drawn concerning the use of personality measurements for predicting job performance?

Accepted Answer

A) Personality data can make an independent contribution to selection decisions. 
B) Personality data is not useful for making selection decisions. 
C) Personality data is the single most important information for making selection decisions. 
D) Research evidence is too inconsistent to make any reasonable judgments about the use of personality data in selection. 
A) Personality data can make an independent contribution to selection decisions. 
B) Personality data is not useful for making selection decisions. 
C) Personality data is the single most important information for making selection decisions. 
D) Research evidence is too inconsistent to make any reasonable judgments about the use of personality data in selection.

Question 6

Which of the following is TRUE about the validity of self-report inventories that measure the Big Five?

Accepted Answer

A) The conscientiousness dimension was a valid predictor for some, but not all, of the occupations. 
B) Conscientiousness was a valid predictor of overall work performance over all studies examined. 
C) Agreeableness and openness to experience demonstrated the highest validity. 
D) Conscientiousness was a valid predictor for only one of three criteria. 
A) The conscientiousness dimension was a valid predictor for some, but not all, of the occupations. 
B) Conscientiousness was a valid predictor of overall work performance over all studies examined. 
C) Agreeableness and openness to experience demonstrated the highest validity. 
D) Conscientiousness was a valid predictor for only one of three criteria.

Question 7

Forced-choice measures of personality require test-takers to choose the most liked item of two to four equally desirable items.

Accepted Answer

A) True 
 B)False

Question 8

Personality instruments for which appropriate responses are not apparent are preferable to those for which answers are apparent.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following personality variables is appropriately measured in the selection interview?

Accepted Answer

A) ambition 
B) aggressiveness 
C) work habits 
D) sociability 
A) ambition 
B) aggressiveness 
C) work habits 
D) sociability

Question 10

It is possible to infer personality traits from job analysis data in much the same way as WRCs are inferred.

Accepted Answer

A) True 
 B)False

Question 11

Socially appropriate answers are more likely to result from projective techniques than self-report questionnaires.

Accepted Answer

A) True 
 B)False

Question 12

Personality tests could be viewed as medical examinations and therefore must be constructed very carefully.

Accepted Answer

A) True 
 B)False

Question 13

In interviews the most frequently measured personality trait is:

Accepted Answer

A) agreeableness. 
B) conscientiousness. 
C) integrity. 
D) punctuality. 
A) agreeableness. 
B) conscientiousness. 
C) integrity. 
D) punctuality.

Question 14

Raters tend to interpret even the simplest behaviors as signs of underlying traits and motives.

Accepted Answer

A) True 
 B)False

Question 15

It would seemingly be more effective in selection to use traits that affected a narrow set of behaviors rather than a wide set.

Accepted Answer

A) True 
 B)False

Question 16

The most frequently used technique to assess personality is to ask for self-reports.

Accepted Answer

A) True 
 B)False

Question 17

Managers intuitively believe that personality traits matter at work

Accepted Answer

A) True 
 B)False

Question 18

Which of the following traits is NOT an element of Core Self Evaluation?

Accepted Answer

A) self-esteem 
B) self-efficacy 
C) need for power 
D) emotional stability 
A) self-esteem 
B) self-efficacy 
C) need for power 
D) emotional stability

Question 19

An employee's personality can predict all of the following EXCEPT:

Accepted Answer

A) performance. 
B) likelihood of stealing. 
C) likelihood of being a leader. 
D) long-term health. 
A) performance. 
B) likelihood of stealing. 
C) likelihood of being a leader. 
D) long-term health.

Traits are a more likely explanation of behavioral differences in which type of situation?

What type of situation (in a personality context) is the selection interview considered to be?

A recent study found that managers of small business were concerned more with personality characteristics such as honesty, integrity, and interest in the job than with an applicant's ability.

In a weak situation it is assumed that individuals interpret the situation and act in accordance with personality traits.

Which of the following is a reasonable conclusion to be drawn concerning the use of personality measurements for predicting job performance?

Which of the following is TRUE about the validity of self-report inventories that measure the Big Five?

Forced-choice measures of personality require test-takers to choose the most liked item of two to four equally desirable items.

Personality instruments for which appropriate responses are not apparent are preferable to those for which answers are apparent.

Which of the following personality variables is appropriately measured in the selection interview?

It is possible to infer personality traits from job analysis data in much the same way as WRCs are inferred.

Socially appropriate answers are more likely to result from projective techniques than self-report questionnaires.

Personality tests could be viewed as medical examinations and therefore must be constructed very carefully.

In interviews the most frequently measured personality trait is:

Raters tend to interpret even the simplest behaviors as signs of underlying traits and motives.

It would seemingly be more effective in selection to use traits that affected a narrow set of behaviors rather than a wide set.

The most frequently used technique to assess personality is to ask for self-reports.

Managers intuitively believe that personality traits matter at work

Which of the following traits is NOT an element of Core Self Evaluation?

An employee's personality can predict all of the following EXCEPT:

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

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 12: Personality Assessment for Selection

Traits are a more likely explanation of behavioral differences in which type of situation?

What type of situation (in a personality context) is the selection interview considered to be?

A recent study found that managers of small business were concerned more with personality characteristics such as honesty, integrity, and interest in the job than with an applicant's ability.

In a weak situation it is assumed that individuals interpret the situation and act in accordance with personality traits.

Which of the following is a reasonable conclusion to be drawn concerning the use of personality measurements for predicting job performance?

Which of the following is TRUE about the validity of self-report inventories that measure the Big Five?

Forced-choice measures of personality require test-takers to choose the most liked item of two to four equally desirable items.

Personality instruments for which appropriate responses are not apparent are preferable to those for which answers are apparent.

Which of the following personality variables is appropriately measured in the selection interview?

It is possible to infer personality traits from job analysis data in much the same way as WRCs are inferred.

Socially appropriate answers are more likely to result from projective techniques than self-report questionnaires.

Personality tests could be viewed as medical examinations and therefore must be constructed very carefully.

In interviews the most frequently measured personality trait is:

Raters tend to interpret even the simplest behaviors as signs of underlying traits and motives.

It would seemingly be more effective in selection to use traits that affected a narrow set of behaviors rather than a wide set.

The most frequently used technique to assess personality is to ask for self-reports.

Managers intuitively believe that personality traits matter at work

Which of the following traits is NOT an element of Core Self Evaluation?

An employee's personality can predict all of the following EXCEPT:

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

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters