Deck 4: Psychological Testing

Question 1

Validity refers to the consistency of responses.

Answer 1

False

Question 2

Web-based testing protects an organization from charges of adverse impact.

Answer 2

False

Question 3

A valid employment test may be declared discriminatory if adverse impact on minority groups can be shown.

Answer 3

True

Question 4

The first step in establishing a testing program is to conduct job and worker analyses.

Question 5

Race norming is specifically allowed by the Civil Rights Act of 1991

Question 6

Rational validity is established using predictive validity.

Question 7

In "Newsbreak: Too Smart For The Job," a judge found a police department had not discriminated against a rejected candidate, even though that candidate was rejected for having scored too highly on the admissions test.

Question 8

The two approaches to establishing criterion-related validity are predictive validity and content validity.

Question 9

Standardization involves accurate and consistent scoring unbiased by the scorer's personal characteristics and beliefs.

Question 10

Objectivity refers to the consistency of procedures and conditions under which people take tests.

Question 11

Validity generalization indicates that a test valid for one ethnic group may be valid for others.

Question 12

A higher test cutoff score indicates that the company is being less selective.

Question 13

Computer adaptive tests provide greater control than paper-and-pencil tests

Question 14

Rational validity relates to the nature, properties, and content of the test, independent of its relationship to measures of job performance.

Question 15

Psychological tests must be reliable, valid, and standardized.

Question 16

Many organizations today continue to use banding.

Question 17

Test norms are the scores of a group of people similar to persons taking the test.

Question 18

Reliability is concerned with how well a test measures what it is supposed to measure.

Question 19

Practical intelligence has been shown to be predictive of MBA gpa

Question 20

Face validity refers to how valid the test appears to the test taker.

Question 21

refer(s) to the distribution of scores of a large number of people similar to the job applicants being tested.

A)Standardization
B)Objectivity
C)Test norms
D)Reliability

Question 22

The Wonderlic is a personality test.

Question 23

Aptitude tests measure specific skills.

Question 24

Psychological tests differ in terms of how they are constructed and in the type of behavior they measure.

Question 25

A test which assesses how well a candidate for a supervisory position would respond to situations that involve making decisions about other people is one example of a situational judgment test.

Question 26

The type of test that has a scoring process that is free of personal judgment or bias is _.

A)Thematic Apperception Test (TAT)
B)objective
C)subjective
D)power test

Question 27

Interest tests assess a person's interest and preferences.

Question 28

refers primarily to the scoring of the test results.

A)Standardization
B)Objectivity
C)Test norms
D)Reliability

Question 29

A study by Brown, et al.(2006) found that people who scored highly on the Proactive Personality Scale were not more successful in finding satisfying employment than those who scored lower.(F, pp.97-98)

Question 30

Standardization is the responsibility of .

A)the test taker
B)the test designer
C)the people administering the test
D)none of the above

Question 31

Conscientiousness is a consistent predictor of job performance.

Question 32

Some tests may be criticized for the use of questions about personal and intimate issues.
LISTING/SHORT ANSWER

Question 33

Psychological tests are not easy to fake.

Question 34

Conscientiousness and extraversion are two of the "Big Five" personality types.

Question 35

Research by Marcus, Lee and Ashton (2007) indicates that the results of integrity tests are highly correlated with the Big Five factor of agreeableness.

Question 36

refers to the consistency or uniformity of the conditions and procedures for administering a psychological test.

A)Standardization
B)Objectivity
C)Test norms
D)Reliability

Question 37

scores serve as the point of comparison for determining the relative standing of the persons being tested.

A)Power test
B)Speed test
C)Test-retest
D)Standardization sample

Question 38

Cognitive ability tests are widely used for employee selection.

Question 39

Self-report inventories are used to assess personality.

Question 40

Those who have to retake a test to get a higher score tend not to do as well in training programs.

Question 41

The prohibits race norming.

A)Civil Rights Act of 1964
B)Civil Rights Act of 1991
C)EEOC Guidelines of 1978
D)Glass Ceiling Act of 1991

Question 42

EEOC Guidelines require when feasible.

A)race norming
B)banding
C)criterion-related validity
D)rational validity

Question 43

was/were suggested as a replacement when race norming was declared illegal.

A)Validity generalization
B)Banding
C)Cognitive ability tests
D)Personality tests

Question 44

is concerned with the relationship between test scores and subsequent job performance.

A)Concurrent validity
B)Content validity
C)Construct validity
D)Rational validity

Question 45

Predictive validity is a form of validity.

A)criterion-related
B)rational
C)concurrent
D)test-retest

Question 46

The first step of a testing program is to .

A)choose or develop appropriate tests
B)ensure test items are neither too difficult or too hard
C)establish a test group and a control group
D)investigate the nature of the job for which testing will be used

Question 47

involves testing current employees and correlating the results with job performance.

A)Predictive validity
B)Concurrent validity
C)Rational validity
D)Reliability

Question 48

A controversial practice of grouping test scores for minority job applicants to equalize hiring rates is known as _.

A)race norming
B)reverse discrimination
C)banding
D)unfair discrimination

Question 49

The principle that "tests valid in one situation may also be valid in another situation" is known as _.

A)reliability
B)standardization
C)rationalization
D)generalization

Question 50

Janice didn't think that being asked to re-type an essay about the Civil War was related to the job she was applying for as an administrative assistant at Hi-Tech, Inc.This suggests that she did not think this typing test had _.

A)objectivity
B)concurrent validity
C)reliability
D)face validity

Question 51

The consistency or stability of a response on a psychological test is known as _.

A)validity
B)standardization
C)test norms
D)reliability

Question 52

Which of the following offers information on reliability, validity, and norms for tests?

A)Mental Measurements Yearbook
B)O*NET
C)Society for Human Resource Management
D)AMA

Question 53

Bob Jordan, in "Newsbreak: Too Smart for the Job," was rejected as a candidate to be a police officer in New London, Connecticut, because he did not "fit the profile." Why?

A)His score was too low.
B)His score was too high.
C)He was too fat.
D)He was not tall enough.

Question 54

The technique is a way to determine the reliability by dividing the items of a test into two groups and correlating the two sets of scores.

A)test-retest
B)equivalent forms
C)split-halves
D)two-group

Question 55

Banding is most likely to be seen as an equitable technique by which class of individuals?

A)Current employees
B)Those applicants standing to benefit from banding
C)Union members
D)Non-union members

Question 56

A valid test may be declared discriminatory if _.

A)there is invasion of privacy
B)the test is reliable
C)fewer protected group members are selected than whites
D)adverse impact can be shown

Question 57

refers to whether a test measures what it's intended to measure.

A)Standardization
B)Validity
C)Reliability
D)Objectivity

Question 58

The most important test requirement is .

A)standardization
B)validity
C)reliability
D)objectivity

Question 59

validity relates to the nature, properties, and content of a test independent of job performance measures.

A)Predictive
B)Concurrent
C)Rational
D)General

Question 60

is the practice of adjusting the scores for minority applicants upward to avoid adverse impact.

A)Banding
B)Standardization
C)Race norming
D)Affirmative Action

Question 61

George and Zhou (2001) found that is the personality trait most closely correlated with creativity.

A)agreeableness
B)emotional stability
C)openness to experience
D)proactivity

Question 62

Which of the following is a way of administering tests to groups of people in which an applicant's response to one item determines the level of difficulty of succeeding items?

A)Individual tests
B)Group tests
C)Computerized adaptive testing
D)Power tests

Question 63

This test has no time limit.

A)speed
B)power
C)group
D)individual

Question 64

and are effective in predicting job performance, particularly jobs requiring autonomy.

A)Extraversion; agreeableness
B)Extraversion; conscientiousness
C)Conscientiousness; agreeableness
D)Conscientiousness; openness to experience

Question 65

A test that measures specific abilities is a(n) test.

A)aptitude
B)cognitive ability
C)interest
D)personality

Question 66

Which of the following have a fixed time limit, at which everyone taking the test must stop?

A)individual tests
B)group tests
C)computerized adaptive testing
D)speed tests

Question 67

Which type of test presents an ambiguous picture to which the test taker must give meaning?

A)projective test
B)objective test
C)subjective test
D)none of the above

Question 68

A meta-analysis by Judge, Bono, Ilies, and Gerhardt (2002) found that those scoring high in this personality trait were most likely to do well in leadership positions.

A)agreeableness
B)extraversion
C)conscientiousness
D)neuroticism

Question 69

requires a larger initial investment but is shown to be more effective in the long run.

A)Paper and pencil tests
B)Computerized adaptive testing
C)Cognitive ability tests
D)Interest tests

Question 70

Research on twelve occupational groups in Europe (Salgado, et al, 2003) concludes that cognitive ability tests are .

A)unreliable tests
B)invalid predictors of job performance
C)not of much use in selection
D)highly valid predictors of training and job success

Question 71

The presents participants with a series of 10 standardized but ambiguous images which they are asked to describe.

A)Thematic Apperception test
B)Guilford-Zimmerman Temperament survey
C)Rorschach Inkblot test
D)Minnesota Multiphasic Personality Inventory

Question 72

Which of the following includes questions dealing with situations, symptoms, and feelings?

A)interest surveys
B)cognitive ability test
C)aptitude tests
D)self-report inventories

Question 73

Which personality test, frequently used for employee selection and clinical work, consists of 567 True-False statements that cover such subjects as physical health and political attitudes?

A)California Personality Inventory
B)Big Five
C)Conscientiousness
D)Minnesota Multiphasic Personality Inventory

Question 74

The Wonderlic Personnel Test is an example of which of the following?

A)cognitive ability
B)interest
C)personality
D)integrity

Question 75

Which of the following is a limitation of computerized adaptive tests?

A)They often are not administered in a controlled environment
B)Ample opportunity for cheating exists
C)There is the possibility such testing could result in adverse impact
D)a and b only
E)a, b, and c

Question 76

Barrick, Stewart, and Piotrowski (2002) found that those scoring high in this personality trait were likely to do well in sales.

A)extraverts
B)openness to experience
C)conscientiousness
D)agreeableness

Question 77

Caligiuri (2000) found that is a highly valid predictor of successful performance for U.S.employees working for multinational corporations in other countries.

A)extraversion
B)agreeableness
C)conscientiousness
D)openness to experience

Question 78

The Big Five personality factors include all of the following except:

A)Extraversion
B)Openness to experience
C)Locus of control
D)Conscientiousness

Question 79

is a personality trait that includes such characteristics as being achievement oriented.

A)Extraversion
B)Openness to experience
C)Locus of control
D)Conscientiousness

Question 80

When determining supervisors should generally take into consideration the probability that a minimally competent person would answer each test item correctly.

A)Banding scores
B)Cutoff scores
C)Valid scores
D)Reliable scores