Question 1

Which question would be considered legally appropriate to ask in a job interview?

Accepted Answer

A) Do you plan on having children? 
B) How many days were you absent from work due to illness in the past year? 
C) Have you ever been arrested? 
D) Are you eligible to work in the United States? 
A) Do you plan on having children? 
B) How many days were you absent from work due to illness in the past year? 
C) Have you ever been arrested? 
D) Are you eligible to work in the United States?

Question 2

A _____ test contains relatively easy items that must be taken within a short amount of time.

Accepted Answer

A) psychomotor 
B) speed 
C) performance 
D) power 
A) psychomotor 
B) speed 
C) performance 
D) power

Question 3

Which two tools should one use in the selection process at a company? Why?

Accepted Answer

Responses will vary. The tests

Question 4

Compare and contrast unstructured and structured interviews. Which is better for selecting appropriate candidates, and why?

Accepted Answer

Structured interview

Question 5

There are two types of integrity tests: the personality-type integrity test, and the:

Accepted Answer

A) cognitive-type integrity test 
B) overt integrity test 
C) covert integrity test 
D) biologically based integrity test 
A) cognitive-type integrity test 
B) overt integrity test 
C) covert integrity test 
D) biologically based integrity test

Question 6

According to research, the most valid type of interview is:

Accepted Answer

A) a structured interview. 
B) an unstructured interview. 
C) a realistic interview. 
D) a global interview. 
A) a structured interview. 
B) an unstructured interview. 
C) a realistic interview. 
D) a global interview.

Question 7

A _____ contains relatively difficult items, but has no set time limit for completion.

Accepted Answer

A) power test 
B) speed test 
C) performance test 
D) psychomotor test 
A) power test 
B) speed test 
C) performance test 
D) psychomotor test

Question 8

If one does well on the first set of questions on the GRE, he or she will receive more difficult questions in the next set. If one does poorly on those first questions, he or she will receive easier questions. This type of testing is known as:

Accepted Answer

A) flexible testing. 
B) testing accommodations. 
C) computer adaptive testing. 
D) calibrated testing. 
A) flexible testing. 
B) testing accommodations. 
C) computer adaptive testing. 
D) calibrated testing.

Question 9

Calvin has to participate in a test during which he has to demonstrate that he can use a forklift correctly. This type of test is known as a(n):

Accepted Answer

A) procedural test. 
B) performance test. 
C) dexterity test. 
D) adaptive test. 
A) procedural test. 
B) performance test. 
C) dexterity test. 
D) adaptive test.

Question 10

Compare and contrast situational interview questions and behavioral description interview questions, and provide an example of each.

Accepted Answer

Situational interviews are abo

Question 11

An interviewer says, "Imagine you disagree with a decision your supervisor has made. What would you do?" This would be an example of a(n) _____ interview.

Accepted Answer

A) unstandardized 
B) prescriptive 
C) situational 
D) behavior description 
A) unstandardized 
B) prescriptive 
C) situational 
D) behavior description

Question 12

A candidate for the job of architect is asked to take a test requires him to mentally rotate a 3-dimensional figure. This test is tapping:

Accepted Answer

A) mechanical ability. 
B) spatial ability. 
C) clerical ability. 
D) general cognitive ability. 
A) mechanical ability. 
B) spatial ability. 
C) clerical ability. 
D) general cognitive ability.

Question 13

Which of these dimensions is typically rated in a leaderless group discussion?

Accepted Answer

A) physical disability 
B) listening skills 
C) mental health 
D) deviance 
A) physical disability 
B) listening skills 
C) mental health 
D) deviance

Question 14

Blake is the HR director for a professional sports team. She is looking for a test that measures general cognitive ability. Which of these would meet Blake's needs?

Accepted Answer

A) Mental Measurements Test 
B) Test of Mechanical Concepts 
C) Purdue Pegboard test 
D) Wonderlic Personnel Test 
A) Mental Measurements Test 
B) Test of Mechanical Concepts 
C) Purdue Pegboard test 
D) Wonderlic Personnel Test

Question 15

Recent research on interviews suggests that:

Accepted Answer

A) interviews are not affected by nonverbal factors such as physical attractiveness. 
B) interviews are free from rating biases such as halo error and similarity effects. 
C) structured interviews are better predictors of job performance than unstructured interviews. 
D) interviewers can predict when individuals will be hired 94% of the time. 
A) interviews are not affected by nonverbal factors such as physical attractiveness. 
B) interviews are free from rating biases such as halo error and similarity effects. 
C) structured interviews are better predictors of job performance than unstructured interviews. 
D) interviewers can predict when individuals will be hired 94% of the time.

Question 16

A potential concern about using integrity tests is that:

Accepted Answer

A) they are illegal in some states. 
B) they are vulnerable to faking. 
C) high-quality applicants are often screened out by them. 
D) they show no reliable relationship to useful criterion. 
A) they are illegal in some states. 
B) they are vulnerable to faking. 
C) high-quality applicants are often screened out by them. 
D) they show no reliable relationship to useful criterion.

Question 17

Items such as "I am the life of the party" and "I start conversations" MOST LIKELY measure which Big 5 personality trait?

Accepted Answer

A) neuroticism 
B) conscientiousness 
C) agreeableness 
D) extraversion 
A) neuroticism 
B) conscientiousness 
C) agreeableness 
D) extraversion

Question 18

An organization hires Lisette to develop a two-predictor selection system that will account for the greatest variance in job performance. She has identified general cognitive ability as one predictor. To demonstrate the greatest incremental validity she should choose:

Accepted Answer

A) integrity tests. 
B) unstructured interviews. 
C) application blanks. 
D) realistic job previews. 
A) integrity tests. 
B) unstructured interviews. 
C) application blanks. 
D) realistic job previews.

Question 19

Maggie wants to select applicants based on their predisposition to be dependable and hardworking across situations. Which selection test should she use for this purpose?

Accepted Answer

A) personality 
B) emotional intelligence 
C) general cognitive ability 
D) integrity 
A) personality 
B) emotional intelligence 
C) general cognitive ability 
D) integrity

Question 20

Research has shown that the validity coefficient for assessment centers is about:

Accepted Answer

A) .22. 
B) .40. 
C) .65. 
D) .70. 
A) .22. 
B) .40. 
C) .65. 
D) .70.

Which question would be considered legally appropriate to ask in a job interview?

A _____ test contains relatively easy items that must be taken within a short amount of time.

Which two tools should one use in the selection process at a company? Why?

Compare and contrast unstructured and structured interviews. Which is better for selecting appropriate candidates, and why?

There are two types of integrity tests: the personality-type integrity test, and the:

According to research, the most valid type of interview is:

A _____ contains relatively difficult items, but has no set time limit for completion.

If one does well on the first set of questions on the GRE, he or she will receive more difficult questions in the next set. If one does poorly on those first questions, he or she will receive easier questions. This type of testing is known as:

Calvin has to participate in a test during which he has to demonstrate that he can use a forklift correctly. This type of test is known as a(n):

Compare and contrast situational interview questions and behavioral description interview questions, and provide an example of each.

An interviewer says, "Imagine you disagree with a decision your supervisor has made. What would you do?" This would be an example of a(n) _____ interview.

A candidate for the job of architect is asked to take a test requires him to mentally rotate a 3-dimensional figure. This test is tapping:

Which of these dimensions is typically rated in a leaderless group discussion?

Blake is the HR director for a professional sports team. She is looking for a test that measures general cognitive ability. Which of these would meet Blake's needs?

Recent research on interviews suggests that:

A potential concern about using integrity tests is that:

Items such as "I am the life of the party" and "I start conversations" MOST LIKELY measure which Big 5 personality trait?

An organization hires Lisette to develop a two-predictor selection system that will account for the greatest variance in job performance. She has identified general cognitive ability as one predictor. To demonstrate the greatest incremental validity she should choose:

Maggie wants to select applicants based on their predisposition to be dependable and hardworking across situations. Which selection test should she use for this purpose?

Research has shown that the validity coefficient for assessment centers is about:

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Performance Appraisal

Selection Decisions and Personnel Law

Training and Development

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters

Exam 6: Predictors

Which question would be considered legally appropriate to ask in a job interview?

A _____ test contains relatively easy items that must be taken within a short amount of time.

Which two tools should one use in the selection process at a company? Why?

Compare and contrast unstructured and structured interviews. Which is better for selecting appropriate candidates, and why?

There are two types of integrity tests: the personality-type integrity test, and the:

According to research, the most valid type of interview is:

A _____ contains relatively difficult items, but has no set time limit for completion.

If one does well on the first set of questions on the GRE, he or she will receive more difficult questions in the next set. If one does poorly on those first questions, he or she will receive easier questions. This type of testing is known as:

Calvin has to participate in a test during which he has to demonstrate that he can use a forklift correctly. This type of test is known as a(n):

Compare and contrast situational interview questions and behavioral description interview questions, and provide an example of each.

An interviewer says, "Imagine you disagree with a decision your supervisor has made. What would you do?" This would be an example of a(n) _____ interview.

A candidate for the job of architect is asked to take a test requires him to mentally rotate a 3-dimensional figure. This test is tapping:

Which of these dimensions is typically rated in a leaderless group discussion?

Blake is the HR director for a professional sports team. She is looking for a test that measures general cognitive ability. Which of these would meet Blake's needs?

Recent research on interviews suggests that:

A potential concern about using integrity tests is that:

Items such as "I am the life of the party" and "I start conversations" MOST LIKELY measure which Big 5 personality trait?

An organization hires Lisette to develop a two-predictor selection system that will account for the greatest variance in job performance. She has identified general cognitive ability as one predictor. To demonstrate the greatest incremental validity she should choose:

Maggie wants to select applicants based on their predisposition to be dependable and hardworking across situations. Which selection test should she use for this purpose?

Research has shown that the validity coefficient for assessment centers is about:

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Performance Appraisal

Selection Decisions and Personnel Law

Training and Development

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters