Deck 2: Job Performance Concepts and Measures

Question 1

Measuring production by sales volume is a valid way to measure performance.

Answer 1

False

Question 2

In the development of a 360 assessment system, the content of items should be about the individual's skill, knowledge or style.

Answer 2

True

Question 3

When production data need to be corrected, a manger makes a judgment about how to correct the raw data.

Answer 3

True

Question 4

In judging the scale ratings of critical incidents in BARS or BES, a low standard deviation represents more agreement among the raters.

Question 5

One type of OCB is assisting other workers.

Question 6

In nonjudgmental performance measures, both quantity and quality of production have been used.

Question 7

The Simple Behavioral Scale is not recommended to rate employees, due to its simplicity.

Question 8

If judgmental data are based on production data then judgment data is superfluous.

Question 9

Trait rating scales are measures of personal characteristics that are thought to be necessary for good work performance.

Question 10

The only problem with judgmental scales is that of intentional bias.

Question 11

There is no relationship between judgmental measures and production measures of job performance.

Question 12

Trait rating scales are a preferred way of judging the performance of employees.

Question 13

The adequacy of the criterion measure used in a validation study is less important than the adequacy of predictor measures.

Question 14

Production data for individuals are easy to gather because these data are collected for business operations.

Question 15

With production data, the evaluation is based on the opinion or judgment of the supervisor of the worker.

Question 16

Research has shown that the most appropriate behaviors to use as scale points are those representative of desired social behaviors.

Question 17

The beneficial behaviors of OCBs are regularly included as statements in job analysis; hence their importance

Question 18

The main difference between BARS and BES is in the wording of incidents.

Question 19

Production data consists of the things that can be counted, seen, and compared directly from one worker to another.

Question 20

If accurate individual worker data cannot be gathered, validation is difficult to carry out.

Question 21

Intentional or inadvertent bias may be present in judgmental data.

Question 22

An employee's peers do, but the employee's superiors do not, provide performance data in 360-Degree Feedback.

Question 23

For validation, one should always use multiple criteria.

Question 24

The concept of job performance became more complex and difficult to measure because of all of these EXCEPT:

A)The transition from a manufacturing to a service economy.
B)The transition to working in teams.
C)The rise of computer technology in the workplace.
D)The complexity of .

Question 25

The history of selection argues that the dimensions used in performance criteria be fairly broad statements of performance or job behaviors.

Question 26

Frame changing is the ability to alternate between multiple ways of performing the tasks of one's job.

Question 27

Selection instruments correlate less well with broad, encompassing job dimensions than with specific, narrow dimensions.

Question 28

Assisting other workers and teaching new workers are both examples of:

A)WRCs
B)CWBs
C)OCBs
D)BARS

Question 29

When using judgmental performance appraisal scales, the recommendation is for supervisors to make one judgment of the overall job dimension or, if she/he is asked to rate the more specific dimensions, they should all be combined into one single score.

Question 30

Which of the following is TRUE about the use of production data in validation studies?

A)The data are easy to gather because they are collected routinely for business operations such as production, planning, and budgeting.
B)The importance of such measures is obvious and easily understood.
C)These data are not usually challenged and easily accepted by workers.
D)These measures are often limited and must be corrected.

Question 31

BARS are superior to other appraisal formats for reducing rater errors.

Question 32

It is disappointing, but no studies have demonstrated positive effects from training programs designed to overcome rater bias.

Question 33

The movement from individual jobs to teams poses problems for selection specialists in terms of collecting data appropriate for validation work.

Question 34

Which of the following is NOT a type of judgmental data?

A)Trait rating scales
C)BARS
B)CARS
D)BES

Question 35

A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.

Question 36

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples:

A)Judgmental data.
B)Task performance
C)Production data.
D)Job behaviors.

Question 37

The main difference between BARS and BES is:

A)The underlying assumptions.
B)The wording.
C)The source of the data.
D)BARS can be used across jobs; BES cannot.

Question 38

Regarding OCBs, which of the following statements is TRUE?

A)Workers' OCBs have no influence on managers' judgments of their job performance.
B)Workers' OCBs influence managers' judgments of their job performance.
C)OCBs account for limited variance in the scores of workers.
D)OCBs are always a positive influence on job performance ratings.

Question 39

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:

A)The items should be specific job behaviors.
B)The items should be administered by paper and pencil.
C)A trained evaluator should provide an interpretation of survey results to the manager.
D)The items should be about the individual's skill, knowledge or style.

Question 40

Selection specialists generally prefer to use job performance data in validation that are collected primarily for other personnel/human resource management purposes, since they are likely to be less biased.

Question 41

A halo error occurs when:

A)a large number of subordinates receives ratings in the middle of the scale.
B)a subordinate is rated equally on different performance scales because of a general impression of the worker.
C)a subordinate is rated differently on different performance scales because of a general impression of the worker.
D)a disproportionate number of workers receives high ratings.

Question 42

Which of the following is not one of the common forms of rater error in performance appraisal?

A)halo
C)central tendency
B)leniency
D)criterion contamination

Question 43

Intentional bias is displayed when the rater deliberately distorts the ratings:

A)To be favorable.
B)To be unfavorable.
C)To reflect in advertent bias.
D)Either A or B.

Question 44

Which of the following is NOT a method to combine different performance measures into one?

A)factor analysis
C)expert judgment
B)dollar criterion
D)behavioral analysis

Question 45

Which of the following is NOT a likely promoter of OCBs?

A)Employee characteristics
C)Task characteristics
B)Environmental characteristics
D)Leadership behaviors

Question 46

When a validity study is done for research purposes, the recommendation is to use which of the following?

A)a composite criterion
C)a single criterion
B)multiple criteria
D)a qualitative criterion

Question 47

All of the following are characteristics that help ensure that the criterion has the information that is necessary for conducting a sound validation study EXCEPT:

A)relevance.
C)variance.
B)measurability.
D)contamination.

Question 48

One study found that OCBs accounted for _____% f the variance in judgmental performance evaluations:

A)9.5%.
C)42.9%.
B)61.2%.
D)2%.