Question 1

When productivity can be measured directly, employers usually utilize a(n) ________ appraisal system.
A) objective
B) residual
C) subjective
D) interactive

Accepted Answer

An objective appraisal system measures performance based on directly observable and quantifiable criteria, such as sales numbers or number of tasks completed, making it the most appropriate choice for measuring productivity. Residual appraisal systems rely on remaining factors after all other sources of variance have been accounted for, subjective appraisal systems rely on individual or team opinions, and interactive appraisal systems involve discussions and negotiations between employees and managers.

Question 2

Of all the methods used in personnel selection, tests of cognitive ability have the ________ overall validity for predicting job performance, and the ________ financial cost associated with their use.
A) lowest; lowest
B) highest; highest
C) lowest; highest
D) highest; lowest

Accepted Answer

Tests of cognitive ability have been shown to have the highest overall validity for predicting job performance compared to other selection methods such as interviews or reference checks. Additionally, the financial cost associated with their use is relatively low compared to other selection methods such as assessment centers or work samples. Therefore, the best choice is option D.

Question 3

Conscientiousness is a valid predictor of job performance ________.
A) only in service professions
B) in all jobs
C) only in technical jobs
D) only among unskilled laborers

Accepted Answer

Conscientiousness is consistently found to be a reliable predictor of job performance across a wide range of jobs and industries, not just limited to specific professions or skill levels.

Question 4

The most frequently used method of personnel selection is a(n) ________.
A) structured interview
B) test of mental ability
C) application
D) integrity test

Accepted Answer

According to research, the most frequently used method of personnel selection is the application form or resume. This is likely because it is a quick and easy way to screen a large number of applicants before moving on to more time-consuming selection methods such as interviews or tests.

Question 5

In general, the most effective combination of predictors for job performance includes each of the following except a(n) ________.
A) test of conscientiousness
B) test of general mental ability
C) integrity test
D) structured interview

Accepted Answer

Integrity tests are generally less predictive of job performance compared to the other options listed, which are well-established predictors.

Question 6

A performance appraisal system is used to assess the ________.
A) quantity and quality of work contributed by each individual within an organization
B) appropriate scales of measurement to use in assessing sales figures
C) effectiveness of management training programs with older managers
D) best way to match employees with tasks that best suit their skills

Accepted Answer

A performance appraisal system is specifically designed to assess the quantity and quality of work contributed by each individual within an organization. It is a tool used by management to evaluate the performance of employees and identify areas where improvement is needed. It is not typically used to determine appropriate scales of measurement, evaluate training programs or determine the best way to match employees with specific tasks.

Question 7

Which of the following is not one of the three (out of five) personality traits measured by integrity tests?
A) conscientiousness
B) openness to new experience
C) emotional stability
D) agreeableness

Accepted Answer

The three personality traits measured by integrity tests are conscientiousness, emotional stability, and agreeableness. Openness to new experience is not typically measured by these tests.

Question 8

A method used to select high level managers that places applicants in a simulated and highly structured group setting where they are given personnel tests and extensive interviews and they engage in various role playing activities is a(n) ________.
A) role rehearsal evaluation
B) application blank
C) assessment center
D) subjective appraisal system

Accepted Answer

This method is called an assessment center.

Question 9

A method of appraisal based on quantitative measurement of the amount of work done is a(n) ________ appraisal system.
A) objective
B) residual
C) interactive
D) subjective

Accepted Answer

Objective appraisal systems are based on quantitative measures and are often preferred because they are more impartial and less susceptible to bias or personal opinions. Residual appraisal systems involve evaluating performance based on the difference between the results achieved and a predetermined standard, while interactive appraisal systems involve feedback and discussions between the evaluator and the employee. Subjective appraisal systems are based on personal opinions or judgments and can be more subjective and prone to errors or biases.

Question 10

People who score high on a test of conscientiousness turn out to be better workers than those who score low on the test. This test can be said to have high ________.
A) predictive reliability
B) a meta-analysis
C) intrinsic coherency
D) predictive validity

Accepted Answer

Predictive validity refers to the degree to which a test accurately predicts future outcomes, such as job performance in this case. Therefore, a test with high predictive validity would accurately predict the success of an employee in their job, based on their score on the test.

Question 11

An appraisal method that relies on judgments about the quality of work an employee contributes are known as a(n) ________ appraisal system.
A) interactive
B) objective
C) subjective
D) residual

Accepted Answer

A subjective appraisal system relies on the judgments of the appraiser, rather than quantifiable data or measurable outcomes. Therefore, it involves a more personal assessment of an employee's skills, abilities, and contributions to their job. It is subjective because it is based on personal opinions and interpretations, rather than objective data.

Question 12

Each of the following is true of employment tests except they ________.
A) are objective, greatly reducing the possibility of bias
B) allow companies to quickly screen many applicants
C) are less expensive than employment interviews
D) are not valid predictors of job performance

Accepted Answer

Employment tests are designed to assess the abilities, knowledge, and skills of job applicants, in order to determine their suitability for a particular job. However, no test can predict job performance with absolute accuracy, as other factors such as motivation, personality, and work environment also play a significant role. While tests can help to identify candidates who possess the necessary knowledge and skills for a job, it is important to also consider other factors such as past experience, references, and interview performance when making hiring decisions.

Question 13

A personnel director decides to use an objective test to measure which job applicants will be most likely to engage in counterproductive behavior in the workplace. She would be best served using a(n) ________.
A) integrity test
B) test of vocational ability
C) personality test
D) test of general mental ability

Accepted Answer

Integrity tests are specifically designed to measure an individual's tendency to engage in counterproductive behavior in the workplace. Personality tests and tests of general mental ability are not as directly related to counterproductive behavior, while tests of vocational ability are designed to measure an individual's potential for success in a particular career field.

Question 14

Of all the methods used in personnel selection, ________ have the highest overall validity for predicting job performance.
A) tests of cognitive abilities
B) work sample tests
C) job knowledge tests
D) reference checks

Accepted Answer

Tests of cognitive abilities have consistently been shown to be the best predictor of job performance across a wide range of occupations and industries. They measure a person's general mental ability, which is highly related to job performance. While work sample tests and job knowledge tests can also be useful, they are typically less valid than cognitive ability tests. Reference checks may provide valuable information, but they are limited by the fact that most references are positive and may not provide a complete picture of the candidate's strengths and weaknesses.

Question 15

Research has shown tests of cognitive ability to be ________ and tests of personality characteristics to be ________ predictors of job performance.
A) highly valid; highly valid
B) invalid; highly valid
C) invalid; invalid
D) highly valid; invalid

Accepted Answer

Research has consistently found tests of cognitive ability to be highly valid predictors of job performance, while tests of personality characteristics have shown lower but still significant levels of validity.

Question 16

Among the "Big Five" personality traits, the one that has been most closely linked to job performance is ________.
A) conscientiousness
B) emotional stability
C) extraversion
D) openness to experience

Accepted Answer

Conscientiousness has been consistently and strongly linked to job performance, particularly in roles that require a high degree of dependability, responsibility, and attention to detail. This trait is associated with goal-orientation, self-control, and dependability, all of which are valuable qualities in the workplace. Emotional stability, extraversion, and openness to experience are also important traits, but have been found to have weaker or more varied relationships with job performance.

Question 17

Which of the following is not a type of measure of previous performance?
A) a work sample test
B) a reference check
C) an application
D) an assessment center

Accepted Answer

An assessment center is a method used to evaluate potential future performance, not previous performance.

Question 18

Counting the number of goods produced, the number of pieces assembled, or the dollars of product sold, are examples of a(n) ________ appraisal system.
A) residual
B) objective
C) interactive
D) subjective

Accepted Answer

Counting the number of goods produced, the number of pieces assembled, or the dollars of product sold are all objective measures that can be accurately calculated and quantified. A residual appraisal system focuses on evaluating an employee's performance based on their achievements after subtracting factors outside of their control. An interactive appraisal system involves ongoing communication and feedback between an employee and their supervisor. A subjective appraisal system relies heavily on the opinions and judgments of the evaluator, which can be influenced by personal biases and preferences.

Question 19

The correlation between individual scores on a predictor variable and their subsequent performance on some criterion, such as job performance, is known as ________.
A) intrinsic coherency
B) predictive validity
C) predictive reliability
D) a meta-analysis

Accepted Answer

The correlation between individual scores on a predictor variable and their subsequent performance on some criterion is known as predictive validity. Option A (intrinsic coherency) is not a recognized term in psychology. Option C (predictive reliability) is also not a valid term as reliability refers to the consistency of measurements. Option D (meta-analysis) refers to a statistical method of combining the results of multiple studies.

Question 20

Formal methods used to assess the quantity and quality of work contributed by each individual within an organization are called ________.
A) a meta-analysis
B) a central tendency system
C) functional job analysis
D) a performance appraisal system

Accepted Answer

Formal methods used to assess the quantity and quality of work contributed by each individual within an organization are typically referred to as performance appraisal systems. Meta-analysis is a statistical technique used to synthesize data from multiple studies, central tendency systems are used to identify the central or average performance level of a group, and functional job analysis is a method used to assess the requirements of a job and the skills necessary to perform it.

Quiz 15: Measurement and Statistical Methods

When productivity can be measured directly, employers usually utilize a(n) ________ appraisal system.

Of all the methods used in personnel selection, tests of cognitive ability have the overall validity for predicting job performance, and the financial cost associated with their use.

Conscientiousness is a valid predictor of job performance ________.

The most frequently used method of personnel selection is a(n) ________.

In general, the most effective combination of predictors for job performance includes each of the following except a(n) ________.

A performance appraisal system is used to assess the ________.

Which of the following is not one of the three (out of five) personality traits measured by integrity tests?

A method used to select high level managers that places applicants in a simulated and highly structured group setting where they are given personnel tests and extensive interviews and they engage in various role playing activities is a(n) ________.

A method of appraisal based on quantitative measurement of the amount of work done is a(n) ________ appraisal system.

People who score high on a test of conscientiousness turn out to be better workers than those who score low on the test. This test can be said to have high ________.

An appraisal method that relies on judgments about the quality of work an employee contributes are known as a(n) ________ appraisal system.

Each of the following is true of employment tests except they ________.

A personnel director decides to use an objective test to measure which job applicants will be most likely to engage in counterproductive behavior in the workplace. She would be best served using a(n) ________.

Of all the methods used in personnel selection, ________ have the highest overall validity for predicting job performance.

Research has shown tests of cognitive ability to be and tests of personality characteristics to be predictors of job performance.

Among the "Big Five" personality traits, the one that has been most closely linked to job performance is ________.

Which of the following is not a type of measure of previous performance?

Counting the number of goods produced, the number of pieces assembled, or the dollars of product sold, are examples of a(n) ________ appraisal system.

The correlation between individual scores on a predictor variable and their subsequent performance on some criterion, such as job performance, is known as ________.

Formal methods used to assess the quantity and quality of work contributed by each individual within an organization are called ________.