Question 1

A "smart test" is

Accepted Answer

A)  a cognitive ability test. 
B)  a test with a fixed time limit. 
C)  a test that adjusts the level of item difficulty. 
D)  any test administered by a computer. 
A)  a cognitive ability test. 
B)  a test with a fixed time limit. 
C)  a test that adjusts the level of item difficulty. 
D)  any test administered by a computer.

Question 2

Compare and contrast content validity and criterion-related validity.

Accepted Answer

Content validity and criterion-related v

Question 3

Briefly discuss the advantages and disadvantages of the use of hiring interviews in employee selection.

Accepted Answer

Hiring interviews are a common method us

Question 4

Assessment centers attempt to measure

Accepted Answer

A)  applicants' ability to get along with others. 
B)  applicants' readiness for on-the-job training. 
C)  specific managerial skills and characteristics. 
D)  computer and technological skills. 
A)  applicants' ability to get along with others. 
B)  applicants' readiness for on-the-job training. 
C)  specific managerial skills and characteristics. 
D)  computer and technological skills.

Question 5

Discuss the use of letters of recommendation and references in hiring.

Accepted Answer

Letters of recommendation and references

Question 6

Test utility refers to how easily a particular screening strategy can be used.

Accepted Answer

A) True 
 B)False

Question 7

A power test is one that

Accepted Answer

A)  tests the individual's physical strength. 
B)  allows the test-taker sufficient time to complete the entire test. 
C)  has a fixed time limit. 
D)  is always administered to a group. 
A)  tests the individual's physical strength. 
B)  allows the test-taker sufficient time to complete the entire test. 
C)  has a fixed time limit. 
D)  is always administered to a group.

Question 8

The two approaches to criterion-related validity are

Accepted Answer

A)  predictive validity and internal consistency. 
B)  content validity and concurrent validity. 
C)  predictive validity and concurrent validity. 
D)  content validity and predictive validity. 
A)  predictive validity and internal consistency. 
B)  content validity and concurrent validity. 
C)  predictive validity and concurrent validity. 
D)  content validity and predictive validity.

Question 9

Research has shown that the information on a job application that most consistently predicts job success usually deals with

Accepted Answer

A)  age and future goals. 
B)  intelligence and willingness to work hard. 
C)  level of education and prior work experience. 
D)  the number of positions held up until that point. 
A)  age and future goals. 
B)  intelligence and willingness to work hard. 
C)  level of education and prior work experience. 
D)  the number of positions held up until that point.

Question 10

A standardized test is one that

Accepted Answer

A)  is available through published sources. 
B)  has been researched. 
C)  has established reliability and validity. 
D)  All of the above 
A)  is available through published sources. 
B)  has been researched. 
C)  has established reliability and validity. 
D)  All of the above

Question 11

A power test is one that has a fixed time limit for applicants to complete the test.

Accepted Answer

A) True 
 B)False

Question 12

The greatest source of problems affecting hiring interview validity is

Accepted Answer

A)  the nervousness of most candidates who are being interviewed. 
B)  interviewer biases and snap judgments. 
C)  the amount of time typically given to the interview process. 
D)  the fact that most candidates get help from career counselors. 
A)  the nervousness of most candidates who are being interviewed. 
B)  interviewer biases and snap judgments. 
C)  the amount of time typically given to the interview process. 
D)  the fact that most candidates get help from career counselors.

Question 13

A test that validly predicts performance in more than one setting is said to have

Accepted Answer

A)  predictive validity. 
B)  high validity generalization. 
C)  high test utility. 
D)  high reliability 
A)  predictive validity. 
B)  high validity generalization. 
C)  high test utility. 
D)  high reliability

Question 14

For the most part, utility analyses of standardized employee testing programs indicate that

Accepted Answer

A)  the use of tests to assist in employee selection is usually cost-effective. 
B)  the only area where tests are cost-effective is with the hiring of management employee. 
C)  considering legal costs connected with defending new hires, tests are too expensive to use. 
D)  tests are not nearly predictive enough to be of any real value. 
A)  the use of tests to assist in employee selection is usually cost-effective. 
B)  the only area where tests are cost-effective is with the hiring of management employee. 
C)  considering legal costs connected with defending new hires, tests are too expensive to use. 
D)  tests are not nearly predictive enough to be of any real value.

Question 15

The ability to understand, regulate, and communicate emotions and to use them to inform thinking is called

Accepted Answer

A)  emotional intelligence. 
B)  self-esteem. 
C)  conscientiousness. 
D)  ego strength. 
A)  emotional intelligence. 
B)  self-esteem. 
C)  conscientiousness. 
D)  ego strength.

Question 16

Polygraphs, or lie detectors, are routinely used throughout industry to select "honest" employees for a wide range of jobs.

Accepted Answer

A) True 
 B)False

Question 17

Polygraphs may be used

Accepted Answer

A)  by all organizations for any purpose deemed relevant. 
B)  only for specific incidents and in screening for some government positions. 
C)  in the hiring of high-level executives. 
D)  to determine if job applicants lied on the application form. 
E)  All of the above 
A)  by all organizations for any purpose deemed relevant. 
B)  only for specific incidents and in screening for some government positions. 
C)  in the hiring of high-level executives. 
D)  to determine if job applicants lied on the application form. 
E)  All of the above

Question 18

An objective of the hiring interview should be to

Accepted Answer

A)  help fill in gaps in the information that has already been obtained. 
B)  serve as a realistic job preview. 
C)  serve an important public relations function for the company. 
D)  All of the above 
A)  help fill in gaps in the information that has already been obtained. 
B)  serve as a realistic job preview. 
C)  serve an important public relations function for the company. 
D)  All of the above

Question 19

Explain why job skills tests may be more useful in screening applicants than personality tests.

Accepted Answer

Job skills tests may be more useful in s

Question 20

An intelligence test is a type of

Accepted Answer

A)  cognitive ability test. 
B)  mechanical ability test. 
C)  motor and sensory ability test. 
D)  personality test. 
A)  cognitive ability test. 
B)  mechanical ability test. 
C)  motor and sensory ability test. 
D)  personality test.

A "smart test" is

Compare and contrast content validity and criterion-related validity.

Briefly discuss the advantages and disadvantages of the use of hiring interviews in employee selection.

Assessment centers attempt to measure

Discuss the use of letters of recommendation and references in hiring.

Test utility refers to how easily a particular screening strategy can be used.

A power test is one that

The two approaches to criterion-related validity are

Research has shown that the information on a job application that most consistently predicts job success usually deals with

A standardized test is one that

A power test is one that has a fixed time limit for applicants to complete the test.

The greatest source of problems affecting hiring interview validity is

A test that validly predicts performance in more than one setting is said to have

For the most part, utility analyses of standardized employee testing programs indicate that

The ability to understand, regulate, and communicate emotions and to use them to inform thinking is called

Polygraphs, or lie detectors, are routinely used throughout industry to select "honest" employees for a wide range of jobs.

Polygraphs may be used

An objective of the hiring interview should be to

Explain why job skills tests may be more useful in screening applicants than personality tests.

An intelligence test is a type of

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 5: Methods for Assessing and Selecting Employees

A "smart test" is

Compare and contrast content validity and criterion-related validity.

Briefly discuss the advantages and disadvantages of the use of hiring interviews in employee selection.

Assessment centers attempt to measure

Discuss the use of letters of recommendation and references in hiring.

Test utility refers to how easily a particular screening strategy can be used.

A power test is one that

The two approaches to criterion-related validity are

Research has shown that the information on a job application that most consistently predicts job success usually deals with

A standardized test is one that

A power test is one that has a fixed time limit for applicants to complete the test.

The greatest source of problems affecting hiring interview validity is

A test that validly predicts performance in more than one setting is said to have

For the most part, utility analyses of standardized employee testing programs indicate that

The ability to understand, regulate, and communicate emotions and to use them to inform thinking is called

Polygraphs, or lie detectors, are routinely used throughout industry to select "honest" employees for a wide range of jobs.

Polygraphs may be used

An objective of the hiring interview should be to

Explain why job skills tests may be more useful in screening applicants than personality tests.

An intelligence test is a type of

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters