Question 1

According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical, and:

Accepted Answer

A) formidable. 
B) objective. 
C) subjective. 
D) fair. 
A) formidable. 
B) objective. 
C) subjective. 
D) fair.

Question 2

Louisa assesses the performance of her manufacturing employees by having supervisors provide effectiveness ratings. This would be an example of a(n) _____ criterion.

Accepted Answer

A) objective 
B) composite 
C) dynamic 
D) subjective 
A) objective 
B) composite 
C) dynamic 
D) subjective

Question 3

Criterion contamination can occur when a rater allows something unrelated to performance, such as liking a ratee, to affect his or her ratings. This is known as:

Accepted Answer

A) criterion relevance. 
B) criterion bias. 
C) criterion desensitization. 
D) criterion deficiency. 
A) criterion relevance. 
B) criterion bias. 
C) criterion desensitization. 
D) criterion deficiency.

Question 4

Campbell's model of performance suggests that all jobs include at least _____ factors.

Accepted Answer

A) 2 
B) 5 
C) 8 
D) 12 
A) 2 
B) 5 
C) 8 
D) 12

Question 5

Lorenzo assesses the performance of his managers by noting how many grievances their subordinates file each year. This would be an example of a(n) _____ criteria.

Accepted Answer

A) contaminated 
B) objective 
C) ultimate 
D) subjective 
A) contaminated 
B) objective 
C) ultimate 
D) subjective

Question 6

In their classic article on handling criteria, Schmidt and Kaplan (1971) argue that when making hiring decisions most applied psychologists should:

Accepted Answer

A) use a weighted composite for hiring, and then examine the relationships between predictors and the various criteria. 
B) examine multiple criteria in light of predictor variables without combining them into a composite. 
C) treat performance as a single construct. 
D) weight the criterion dimensions the same as those used for termination decisions. 
A) use a weighted composite for hiring, and then examine the relationships between predictors and the various criteria. 
B) examine multiple criteria in light of predictor variables without combining them into a composite. 
C) treat performance as a single construct. 
D) weight the criterion dimensions the same as those used for termination decisions.

Question 7

Probably the most typical objective criterion is:

Accepted Answer

A) turnover. 
B) absence. 
C) effort. 
D) productivity. 
A) turnover. 
B) absence. 
C) effort. 
D) productivity.

Question 8

One of the major distinctions between task performance and contextual performance is that:

Accepted Answer

A) contextual performance is more likely to be formally instituted by the organization on a performance appraisal form. 
B) contextual behaviors vary greatly across jobs, whereas task behaviors are similar across jobs. 
C) contextual performance is not relevant to employees outside the United States. 
D) task activities have different antecedents than do contextual performance. 
A) contextual performance is more likely to be formally instituted by the organization on a performance appraisal form. 
B) contextual behaviors vary greatly across jobs, whereas task behaviors are similar across jobs. 
C) contextual performance is not relevant to employees outside the United States. 
D) task activities have different antecedents than do contextual performance.

Question 9

According to the text, it is important for criteria to be relevant, reliable, fair, practical, and:

Accepted Answer

A) substantive. 
B) objective. 
C) subjective. 
D) sensitive. 
A) substantive. 
B) objective. 
C) subjective. 
D) sensitive.

Question 10

According to Campbell, what is one problem with adding up multiple criteria to create a single composite criterion?

Accepted Answer

A) Such a criterion contains a great deal of data and is often too complex to be used for hiring decisions. 
B) Such a criterion treats performance as if it were a single construct. 
C) Such a criterion makes it too difficult to select the single best person for a job. 
D) Such a criterion is not typically used in organizations because it tends to be quite expensive. 
A) Such a criterion contains a great deal of data and is often too complex to be used for hiring decisions. 
B) Such a criterion treats performance as if it were a single construct. 
C) Such a criterion makes it too difficult to select the single best person for a job. 
D) Such a criterion is not typically used in organizations because it tends to be quite expensive.

Question 11

What is a composite criterion? What is an alternative to this method of dealing with criteria?

Accepted Answer

A composite criterion is a weighted comb

Question 12

Identify and describe the two conditions that limit the relevance of a criterion.

Accepted Answer

Criterion deficiency (what parts of the

Question 13

Employees at a dry cleaning service are evaluated on the number of shirts ironed per hour. All of the employees iron between 10 and 12 shirts per hour, so it is difficult to distinguish between effective and ineffective employees. There appears to be a problem with the performance criterion's:

Accepted Answer

A) sensitivity. 
B) fairness. 
C) practicality. 
D) reliability. 
A) sensitivity. 
B) fairness. 
C) practicality. 
D) reliability.

Question 14

Juan is developing criteria for the job of a grocery store manager but he is unsure what type of criteria to use. For this type of job, the most appropriate type of criteria for Juan to use are:

Accepted Answer

A) objective criteria. 
B) subjective criteria. 
C) static criteria. 
D) ultimate criteria. 
A) objective criteria. 
B) subjective criteria. 
C) static criteria. 
D) ultimate criteria.

Question 15

What is one advantage and one disadvantage of using an objective criterion to measure performance?

Accepted Answer

An objective criterion tends t

Question 16

Steven, a manager, is providing performance ratings for his employees. Chetana, one of his employees, has been doing a very poor job. However, Steven is worried her poor performance will reflect badly on him, so he rates her higher than she deserves. This undeserved high rating is an example of:

Accepted Answer

A) criterion relevance. 
B) criterion deficiency. 
C) criterion desensitization. 
D) criterion bias. 
A) criterion relevance. 
B) criterion deficiency. 
C) criterion desensitization. 
D) criterion bias.

Question 17

One contributing factor of criterion contamination is:

Accepted Answer

A) validity. 
B) fairness. 
C) random measurement error. 
D) contextual performance. 
A) validity. 
B) fairness. 
C) random measurement error. 
D) contextual performance.

Question 18

Campbell's model of performance includes a total of _____ factors, _____ of which are required for every job.

Accepted Answer

A) 12; 6 
B) 8; 5 
C) 12; 3 
D) 8; 3 
A) 12; 6 
B) 8; 5 
C) 12; 3 
D) 8; 3

Question 19

A supervisor is examining his sales representatives' sales numbers, and they seem to be random. Whoever is the top salesperson one month might be the lowest the next month. This measure of performance lacks:

Accepted Answer

A) reliability. 
B) practicality. 
C) sensitivity. 
D) relevance. 
A) reliability. 
B) practicality. 
C) sensitivity. 
D) relevance.

Question 20

What are the primary differences between objective and subjective criteria? Also, provide an example of each type.

Accepted Answer

Objective criteria can be obje

According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical, and:

Louisa assesses the performance of her manufacturing employees by having supervisors provide effectiveness ratings. This would be an example of a(n) _____ criterion.

Criterion contamination can occur when a rater allows something unrelated to performance, such as liking a ratee, to affect his or her ratings. This is known as:

Campbell's model of performance suggests that all jobs include at least _____ factors.

Lorenzo assesses the performance of his managers by noting how many grievances their subordinates file each year. This would be an example of a(n) _____ criteria.

In their classic article on handling criteria, Schmidt and Kaplan (1971) argue that when making hiring decisions most applied psychologists should:

Probably the most typical objective criterion is:

One of the major distinctions between task performance and contextual performance is that:

According to the text, it is important for criteria to be relevant, reliable, fair, practical, and:

According to Campbell, what is one problem with adding up multiple criteria to create a single composite criterion?

What is a composite criterion? What is an alternative to this method of dealing with criteria?

Identify and describe the two conditions that limit the relevance of a criterion.

Employees at a dry cleaning service are evaluated on the number of shirts ironed per hour. All of the employees iron between 10 and 12 shirts per hour, so it is difficult to distinguish between effective and ineffective employees. There appears to be a problem with the performance criterion's:

Juan is developing criteria for the job of a grocery store manager but he is unsure what type of criteria to use. For this type of job, the most appropriate type of criteria for Juan to use are:

What is one advantage and one disadvantage of using an objective criterion to measure performance?

Steven, a manager, is providing performance ratings for his employees. Chetana, one of his employees, has been doing a very poor job. However, Steven is worried her poor performance will reflect badly on him, so he rates her higher than she deserves. This undeserved high rating is an example of:

One contributing factor of criterion contamination is:

Campbell's model of performance includes a total of _ factors, _ of which are required for every job.

A supervisor is examining his sales representatives' sales numbers, and they seem to be random. Whoever is the top salesperson one month might be the lowest the next month. This measure of performance lacks:

What are the primary differences between objective and subjective criteria? Also, provide an example of each type.

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Performance Appraisal

Predictors

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 4: Criterion Measurement

According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical, and:

Louisa assesses the performance of her manufacturing employees by having supervisors provide effectiveness ratings. This would be an example of a(n) _____ criterion.

Criterion contamination can occur when a rater allows something unrelated to performance, such as liking a ratee, to affect his or her ratings. This is known as:

Campbell's model of performance suggests that all jobs include at least _____ factors.

Lorenzo assesses the performance of his managers by noting how many grievances their subordinates file each year. This would be an example of a(n) _____ criteria.

In their classic article on handling criteria, Schmidt and Kaplan (1971) argue that when making hiring decisions most applied psychologists should:

Probably the most typical objective criterion is:

One of the major distinctions between task performance and contextual performance is that:

According to the text, it is important for criteria to be relevant, reliable, fair, practical, and:

According to Campbell, what is one problem with adding up multiple criteria to create a single composite criterion?

What is a composite criterion? What is an alternative to this method of dealing with criteria?

Identify and describe the two conditions that limit the relevance of a criterion.

Employees at a dry cleaning service are evaluated on the number of shirts ironed per hour. All of the employees iron between 10 and 12 shirts per hour, so it is difficult to distinguish between effective and ineffective employees. There appears to be a problem with the performance criterion's:

Juan is developing criteria for the job of a grocery store manager but he is unsure what type of criteria to use. For this type of job, the most appropriate type of criteria for Juan to use are:

What is one advantage and one disadvantage of using an objective criterion to measure performance?

Steven, a manager, is providing performance ratings for his employees. Chetana, one of his employees, has been doing a very poor job. However, Steven is worried her poor performance will reflect badly on him, so he rates her higher than she deserves. This undeserved high rating is an example of:

One contributing factor of criterion contamination is:

Campbell's model of performance includes a total of _____ factors, _____ of which are required for every job.

A supervisor is examining his sales representatives' sales numbers, and they seem to be random. Whoever is the top salesperson one month might be the lowest the next month. This measure of performance lacks:

What are the primary differences between objective and subjective criteria? Also, provide an example of each type.

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Performance Appraisal

Predictors

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

Campbell's model of performance includes a total of _ factors, _ of which are required for every job.