Deck 9: External Selection II

Question 1

Measures of specific cognitive abilities do not reflect general intelligence.

Answer 1

False

Question 2

Individuals who have higher levels of agreeableness tend to have lower-levels of career success and are less able to cope with conflicts.

Answer 2

True

Question 3

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Answer 3

False

Question 4

Extraversion is associated with higher levels of creativity and adaptability.

Question 5

Validities for cognitive ability tests appear to be culturally specific,with far lower validities in the European Union relative to the United States.

Question 6

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Question 7

The two major types of ability tests are aptitude and achievement.
17.80% of organizations use some sort of ability test in selection decisions.

Question 8

Conscientiousness is a trait that is associated with better job performance,higher job satisfaction,better leadership performance,and higher retention.

Question 9

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Question 10

Surveys are the most common means of assessing personality.

Question 11

The Wonderlic Personnel test is prohibitively expensive for most organizations,because it requires long face-to-face sessions with a trained psychologist.

Question 12

Personality tests and ability tests are examples of substantive assessment methods.

Question 13

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Question 14

Cognitive ability tests are excellent predictors for executive and professional jobs,but they are of no value for entry level,clerical,or blue collar jobs.

Question 15

Socially desirable responding,or presenting oneself in a favorable light,doesn't end once someone takes a job.

Question 16

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments,and not by genetics.

Question 17

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Question 18

There is little controversy over the use of personality measures in personnel selection.

Question 19

Substantive assessment methods are used to reduce the applicant pool to candidates.

Question 20

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Question 21

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions),other aware (good at recognizing others' emotions),and good at making use of or managing this awareness.

Question 22

The true validity of measures of general cognitive ability is roughly .50.

Question 23

Some critics argue that because emotional intelligence (EI)is so closely related to intelligence and personality,once you control for these factors,EI has nothing unique to offer.

Question 24

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Question 25

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations,and the latter explicitly taps the content of the job.

Question 26

Measures of emotional intelligence are a valuable supplement to personality tests in a selection context,because they have little similarity to personality.

Question 27

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Question 28

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Question 29

Performance tests are a useful indicator of some job skills,but they need to be supplemented with other predictors because they do not have high content validity.

Question 30

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Question 31

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

Question 32

Although applicants probably do sometimes fake their answers on integrity tests,the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Question 33

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Question 34

Interviewer evaluations of applicant integrity are usually very good,and experts like judges and psychologists can detect lying most of the time.

Question 35

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Question 36

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries,such as carpal tunnel syndrome.

Question 37

The construct of "integrity" is well understood.

Question 38

The Meyers-Briggs Type Inventory (MBTI)is an example of an interest inventory.

Question 39

Performance tests and work samples are readily accepted by applicants as job relevant.

Question 40

Performance tests and work samples assess applicants' underlying capacities and dispositions.

Question 41

Interest inventories tend to be more tied to the occupation,rather than the organization or the job.

Question 42

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

Question 43

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Question 44

Federal law prohibits drug testing for a majority of jobs.

Question 45

Applicant appearance may be a source of error or bias in an unstructured interview.

Question 46

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Question 47

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

Question 48

A medical examination for employees is defined the same way as for job applicants.

Question 49

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Question 50

Applicants tend to react very negatively to the interview.

Question 51

The starting point for the structured interview is the job rewards matrix.

Question 52

When developing structured interviews,one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.

Question 53

Contingent assessment methods are always used in the selection process.

Question 54

A typical unstructured interview often contains highly speculative questions.

Question 55

The interview is the central means through which an applicant can learn about the job and organization.

Question 56

Drug test results can be very accurate with low error rates,if the proper procedures are followed.

Question 57

Some organizations have begun to screen out those who smoke tobacco.

Question 58

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Question 59

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Question 60

Interest inventories play a key role in organizational selection decisions.

Question 61

Which of the following is true regarding the use of personality tests in the selection process?

A) Emotional stability is a much more valid predictor of job performance when it is measured narrowly.
B) The aspect of emotional stability that is more relevant to job performance is stress proneness.
C) The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance.
D) None of these.

Question 62

Which of the following cognitive abilities appear to reflect general intelligence?

A) verbal abilities
B) quantitative abilities
C) reasoning abilities
D) All of these are correct

Question 63

It is unlawful to screen out individuals with disabilities,unless the selection procedure is job-related and consistent with business necessity.

Question 64

The UGESP addresses the need to determine if a selection procedure is causing adverse impact,and if so,the validation requirements for the procedure.

Question 65

There three types of validity studies considered acceptable by the UGESP include face validity,construct validity,and administrative validity.

Question 66

This personality trait is associated with more creativity,effective leadership,and a lower commitment to one's employer.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 67

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

Question 68

An organization may not require medical exams of an applicant,nor make a job offer,conditional,pending the results of a medical exam.

Question 69

What are the most useful personality traits,in order,for selection contexts?

A) Conscientiousness,emotional stability,extraversion
B) Emotional stability,conscientiousness,openness to experience
C) Agreeableness,openness to experience,extraversion
D) Extraversion,conscientiousness,emotional stability

Question 70

There are some jobs for which drug and alcohol testing is mandated by law.

Question 71

________ assessment methods are used to reduce the candidate pool to finalists for a job.

A) Initial
B) Substantive
C) Discretionary
D) Contingent

Question 72

Which of the following is true regarding the Big Five personality factors?

A) They are reasonably valid in predicting job performance.
B) They represent emotional traits.
C) They represent cognitive abilities.
D) None of these.

Question 73

This personality trait is associated with more helping behaviors,teamwork,and difficulty in coping with conflicts.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 74

The most widely used test of general mental ability for selection decisions is the ______.

A) MMPI
B) Myers-Briggs
C) Wonderlic Personnel Test
D) Job Characteristics Inventory

Question 75

Which of the following statements is false?

A) There is little evidence that people fake their scores on personality tests in the hiring contexts
B) When individuals believe their scores are being used for selection,their observed scores tend to increase
C) Faking has a negative impact on the validity of personality tests
D) None of these statements is false

Question 76

Which of the following is not one of the five-factor model personality traits?

A) Conscientiousness
B) Extroversion
C) General mental ability
D) Neuroticism

Question 77

Records for medical exams of established employees must be kept in relative confidence,although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.
Multiple Choice Questions

Question 78

This personality trait is associated with better performance,higher job satisfaction,and lower adaptability on the job.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 79

Which of the following is true regarding research on the validity of personality tests?

A) Conscientiousness predicts performance across occupational groups.
B) Openness to experience does not predict training performance.
C) Extraversion predicts job performance for most jobs.
D) All of these are true.

Question 80

Measures which assess an individual's capacity to function in a certain way are called _______.

A) interest inventories
B) ability tests
C) personality tests
D) knowledge tests