Question 1

A more valid alternative to the traditional interview is the ______.
A) realistic interview
B) stress interview
C) structured behavioral interview
D) job analysis interview

Accepted Answer

The structured behavioral interview is a more valid alternative to the traditional interview because it focuses on past behavior and experiences, rather than hypothetical situations or personality traits. It is structured in a way that asks specific, job-related questions and uses a standardized scoring system, which reduces bias and increases reliability. The other options, such as the realistic interview, stress interview, and job analysis interview, may have some value in specific contexts but are not necessarily better alternatives to the traditional interview.

Question 2

Evidence of validity for the structured interview is established by developing questions using ______.
A) information from professional organizations
B) tests that measure skills required by the job
C) standardized tests
D) job analysis or competency modeling

Accepted Answer

Evidence of validity for the structured interview is established by developing questions using job analysis or competency modeling, which involves identifying the skills, knowledge, and abilities necessary for successful job performance. Professional organizations, tests that measure skills required by the job, and standardized tests may also be useful in developing interview questions, but they do not provide direct evidence of validity for the structured interview.

Question 3

Which one of the following traits is a factor suggested by the Five Factor Theory?
A) agreeableness
B) motivation
C) confidence
D) leadership

Accepted Answer

The Five Factor Theory, also known as the Big Five personality traits, suggests five factors: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Therefore, out of the given options, only agreeableness is a factor suggested by the theory.

Question 4

We describe the realism of a performance test in terms of its ______.
A) reliability
B) content validity
C) criterion-related validity
D) fidelity

Accepted Answer

Realism of a performance test refers to its fidelity, which refers to how closely the test environment and tasks resemble the actual job tasks and environment. Reliability, content validity, and criterion-related validity refer to other aspects of test quality.

Question 5

Evidence that the interview or test is job-related is especially important when ______.
A) choosing candidates for upper management positions
B) seeking to hire honest and motivated employees
C) the hiring employer is sued for adverse impact of their selection system
D) employees of the hiring organization belong to a union

Accepted Answer

When the hiring employer is sued for adverse impact of their selection system, evidence that the interview or test is job-related is necessary to prove that the selection process was not discriminatory. This is particularly important in cases of adverse impact, where the selection process has a disproportionate effect on a protected group of applicants. Evidence of job-relatedness can help to justify the use of certain selection criteria and defend against claims of discrimination.

Question 6

Which one of the following statements regarding low-fidelity simulations is NOT correct?
A) Low-fidelity simulations should not be used as part of an employee selection system.
B) Low-fidelity simulations can be as valid as high-fidelity simulation.
C) Low-fidelity simulations are expensive to use.
D) Low-fidelity simulations require the use of role players and assessors.

Accepted Answer

Low-fidelity simulations are actually less expensive than high-fidelity simulations. They may not require advanced technology and can be conducted in simple settings.

Question 7

What are assessment centers?
A) large-scale simulations of the job that require candidates to solve typical job problems
B) centrally located locations where employees receive training and assessment
C) departments within organizations that gather and analyze psychological testing data
D) testing locations equipped for computer-adapted testing and computerized simulations

Accepted Answer

Assessment centers are large-scale simulations of the job where candidates are evaluated on their ability to solve typical job problems, interact with others, and demonstrate their skills and knowledge. They are commonly used for employee selection and development programs. The other options, while related to assessment, do not accurately describe an assessment center.

Question 8

What is the Five Factor Theory?
A) a theory that suggests that there are five factors that make a good leader
B) a theory that suggests that there are five factors related to high performance
C) a theory that underlies the development of the 16 Factor Personality Questionnaire
D) a theory that suggests that there are five central personality dimensions

Accepted Answer

The Five Factor Theory, also known as the Big Five personality trait theory, suggests that there are five central personality dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. This theory is widely accepted in the field of psychology and has been supported by numerous studies.

Question 9

Situational judgment tests are considered to be a ______.
A) measurement construct
B) measurement method
C) biased device
D) high-fidelity simulation

Accepted Answer

Situational judgment tests are a method of measuring a person's ability to make decisions in real-life work-related situations, based on their responses to hypothetical scenarios or situations. They are not a measurement construct or a biased device, nor are they a high-fidelity simulation.

Question 10

Which one of the following two general categories do assessments for integrity fall into?
A) polygraphs and interviews
B) assessment centers and interviews
C) physiological measures and paper-and-pencil tests
D) simulations and polygraphs.

Accepted Answer

Assessments for integrity typically fall into two general categories: physiological measures and paper-and-pencil tests. Polygraphs and simulations are examples of physiological measures, while assessment centers and interviews are examples of paper-and-pencil tests. However, polygraphs are not considered a reliable measure of integrity and are often controversial. Therefore, the most accurate answer is C.

Question 11

Which one of the following is a benefit of providing job applicants with realistic expectations of the job during the hiring process?
A) Employees may be more loyal to the organization.
B) Employees may be more strongly motivated.
C) Employees may become higher performers.
D) Employees may remain on the job longer.

Accepted Answer

Providing job applicants with realistic expectations of the job during the hiring process can help reduce turnover rates as employees are less likely to become disillusioned with the job and leave quickly. This may not necessarily lead to increased motivation or performance, but it can promote greater loyalty to the organization, ultimately benefiting both the employee and the employer.

Question 12

Which one of the following traits did Barrick and Mount's (1991) meta-analysis show to be a valid predictor of job performance for all jobs in all occupational groups studied?
A) openness to experience
B) extroversion
C) conscientiousness
D) agreeableness

Accepted Answer

Barrick and Mount's meta-analysis showed conscientiousness to be a valid predictor of job performance for all jobs and occupational groups studied.

Question 13

Which one of the following is an example of a false positive?
A) mistakenly assuming guilty test takers are guilty
B) mistakenly assuming innocent test takers are innocent
C) mistakenly classifying guilty test takers as innocent
D) mistakenly classifying innocent test takers as guilty

Accepted Answer

A false positive occurs when a test falsely indicates the presence of a condition, characteristic, or result when it is actually absent. In this case, mistakenly classifying innocent test takers as guilty is an example of a false positive.

Question 14

Asking an applicant for a teaching job to teach a class would be an example of a(n) ______.
A) assessment center
B) semistructured interview
C) work sample
D) field test

Accepted Answer

Asking an applicant for a teaching job to teach a class is an example of a work sample, as it allows the employer to observe the candidate's actual teaching skills and abilities in a realistic setting. An assessment center involves a series of job-related exercises and evaluations, a semistructured interview involves a mix of structured and unstructured questions, and a field test involves testing the product in the actual field or environment to see how it performs.

Question 15

What is a polygraph?
A) the best-known physiological measure associated with evaluating truthfulness
B) the graph that shows the plots of multiple personality assessments for one test taker
C) a valid measure of truthfulness and honesty used for choosing job applicants for hire
D) a valid neuropsychological measure of truthfulness and honesty

Accepted Answer

A polygraph, also known as a lie detector, is the best-known physiological measure associated with evaluating truthfulness. It measures changes in a person's heart rate, blood pressure, respiration, and perspiration while they answer questions, which are then analyzed to determine if the person is lying. However, it is not a foolproof way to detect lies and is not considered a valid measure of truthfulness and honesty for job hiring purposes.

Question 16

What is the most popular type of assessment organizations use to hire new employees?
A) skills and abilities tests
B) personality tests
C) the traditional interview
D) integrity tests

Accepted Answer

The most popular type of assessment organizations use to hire new employees is the traditional interview. While other types of assessments, such as skills and abilities tests and personality tests, may also be used, the traditional interview remains the most widely used method of evaluating job candidates. This is because interviews can provide a wealth of information about a candidate's experience, communication skills, and overall fit with the organization. Additionally, interviews can be tailored to specific job requirements, making them a versatile tool for evaluating candidates in a variety of contexts.

Question 17

Many shortcomings of the traditional interview, including its low reliability and validity, can be overcome by ______.
A) asking different questions to each candidate
B) preparing the applicant for the interview
C) interviewing only one applicant for each job
D) structuring the interview and the interviewing procedure

Accepted Answer

Structuring the interview and the interviewing procedure can help to increase its reliability and validity. This can be done by using a standardized set of questions, having multiple interviewers who conduct each interview the same way, and using objective scoring criteria to evaluate candidates' responses. Asking different questions to each candidate and preparing the applicant for the interview may improve the interview experience but are unlikely to increase validity and reliability. Interviewing only one applicant for each job is not feasible in most cases.

Question 18

Which one of the following statements best describes structured behavioral interviews?
A) Structured behavioral interviews focus on questions that ask candidates to provide specific accounts of the behaviors they have used in the past.
B) Structured behavioral interviews are work samples that require the applicant to perform a task during the interview.
C) Structured behavioral interviews ask applicants to imagine how they would behave in situations they have never experienced in the past.
D) Structured behavioral interviews contain questions about what behaviors the applicant expects to perform on the job and why those behaviors are important or valuable.

Accepted Answer

Structured behavioral interviews are designed to elicit specific examples of past behavior, providing insight into how the candidate is likely to behave in the future. This approach allows interviewers to assess the candidate's skills, experience, and compatibility with the role in a systematic way. Option B is incorrect because work samples are a different type of assessment tool. Option C is incorrect because hypothetical scenarios can result in unreliable information. Option D is incorrect because it focuses on the applicant's expectations rather than their past behavior.

Question 19

Which one of the following statements about the polygraph is FALSE?
A) There is no scientific evidence that a specific "lie response" exists.
B) Polygraph interpreters and users may be making the "Othello error."
C) The major drawback to using polygraphs is that they generate a high rate of false positives.
D) The general discomfort and nervousness measured by the polygraph indicates that the person is hiding something.

Accepted Answer

This statement is false because general discomfort and nervousness measured by the polygraph do not necessarily indicate that the person is hiding something. Anxiety and stress can be caused by a variety of factors unrelated to deception, including fear of the polygraph itself or anxiety about the consequences of the test. Therefore, the polygraph is not a reliable indicator of deception based solely on physiological reactions.

Question 20

An interviewer may choose to ask probing questions in order to ______.
A) ask the interviewees to provide benchmarks for job performance
B) elicit more information from the interviewees
C) see how interviewees perform under pressure or stress
D) force interviewees to address topics they have been avoiding

Accepted Answer

Probing questions are designed to gather more information and go into greater depth on a topic. This can help the interviewer to gather more information and understand the interviewee's perspective more fully.

Quiz 14: How Are Tests Used in Organizational Settings

A more valid alternative to the traditional interview is the ______.

Evidence of validity for the structured interview is established by developing questions using ______.

Which one of the following traits is a factor suggested by the Five Factor Theory?

We describe the realism of a performance test in terms of its ______.

Evidence that the interview or test is job-related is especially important when ______.

Which one of the following statements regarding low-fidelity simulations is NOT correct?

What are assessment centers?

What is the Five Factor Theory?

Situational judgment tests are considered to be a ______.

Which one of the following two general categories do assessments for integrity fall into?

Which one of the following is a benefit of providing job applicants with realistic expectations of the job during the hiring process?

Which one of the following traits did Barrick and Mount's (1991) meta-analysis show to be a valid predictor of job performance for all jobs in all occupational groups studied?

Which one of the following is an example of a false positive?

Asking an applicant for a teaching job to teach a class would be an example of a(n) ______.

What is a polygraph?

What is the most popular type of assessment organizations use to hire new employees?

Many shortcomings of the traditional interview, including its low reliability and validity, can be overcome by ______.

Which one of the following statements best describes structured behavioral interviews?

Which one of the following statements about the polygraph is FALSE?

An interviewer may choose to ask probing questions in order to ______.