Deck 3: Psychological Testing, Selection, and Appraisal

Question 1

A test that can be used to forecast what a person can attain with training is called:

A)An achievement test
B)An aptitude test
C)An intelligence test
D)A personality test

Answer 1

An aptitude test

Question 2

Which of the following is not an advantage of personality tests?

A)Tests are fair because they prevent corruption
B)Tests enable a comparison of people on the same criteria
C)Test questions cannot be misread by subjects
D)Tests are comprehensive and embrace the basic features of personality

Answer 2

Test questions cannot be misread by subjects

Question 3

One way to prevent subjects from faking in personality tests is:

A)Putting the subject under time pressure
B)Observing the subject
C)Administering the test on a computer
D)Introducing lie scales

Answer 3

Introducing lie scales

Question 4

Reliability refers to the extent to which a test:

A)Gives the same profile on a repeated basis in the same condition
B)Measures what it is supposed to be measuring
C)Is understood by the subject
D)Is in line with the reasons motivating the subject to take the test

Question 5

Validity refers to the extent to which a test:

A)Contributes to the overall assessment of a subject
B)Gives the same profile on a repeated basis in the same condition
C)Measures what it is supposed to be measuring
D)Is free from items that are hard to understand

Question 6

Within psychological testing, one can distinguish:

A)Intelligence tests, aptitude and achievement tests, and personality tests
B)General intelligence tests and emotional intelligence tests
C)Personality tests and aptitude tests
D)General intelligence tests, specific intelligence tests, achievement tests, and personal-ity tests

Question 7

In personnel selection, recruitment and selection techniques should be preceded by:

A)Creating a shortlist of candidates
B)Human resource management
C)Job analysis
D)None of these

Question 8

Which of the following could serve as a source for job analysis?

A)Direct observation
B)Job holder's reports
C)Colleagues' reports
D)All of these

Question 9

Which of the following statements about the job interview is not true?

A)Negative information is given an unduly high weighting
B)Interviewers make perceptual judgements that are often inaccurate
C)Interviewers are poor at reaching agreement when rating interviewees
D)Interviewers have little faith and confidence in their judgement in interview selection

Question 10

Psychometric tests that can be used in personnel selection to predict performance are:

A)Integrity tests
B)Personality tests
C)Cognitive tests
D)All of these

Question 11

Tests in which the applicant is required to perform a task or set of tasks that are considered to have direct relevance to the job in question are called:

A)Psychometric tests
B)Assessment tests
C)Work sample tests
D)Games

Question 12

Third-generation assessment centres:

A)Are comparable to work sample tests
B)Are used solely for assessment purposes
C)Form part of a larger, performance-enhancing process
D)None of these

Question 13

In the biodata approach:

A)Candidates are selected on the basis of information such as age, previous develop-ment, education, training, and personal history
B)Candidates are selected on the basis of both psychometric and biometric information
C)Candidates provide information on their physical condition
D)Peers and colleagues provide information on the candidate

Question 14

Polygraphy refers to:

A)Handwriting analysis
B)The use of a lie detector
C)A combination of handwriting analysis and telephone screening
D)The construction of a candidate profile using multiple sources such as peers, col-leagues, and references

Question 15

The tendency to treat all applicants alike and to provide them with an equal oppor-tunity to gain employment is referred to as:

A)Egalitarianism
B)Construct validity
C)Equality
D)Fairness

Question 16

The strength of the relationship between the predictor and the criterion is called:

A)Face validity
B)Criterion-related validity
C)Content validity
D)Predictive validity

Question 17

When a selection method gives the appearance of measuring whatever is intended to be measured, this is referred to as:

A)Face validity
B)Content validity
C)Predictive validity
D)Construct validity

Question 18

A good measuring instrument:

A)Should be both reliable and valid
B)Should be either reliable or valid
C)Must be valid and may be reliable
D)Must be reliable and may be valid

Question 19

Which of the following is not considered an emergent trend in selection?

A)Emphasize the individual-organizational culture fit, not just the job-person fit
B)Arrest the growth of the use of the Internet in selection
C)Make greater use of computer-based systems for job analysis, profiling, etc.
D)Guard against the potential for adverse impact

Question 20

Three main categories of appraisal techniques exist, namely:

A)Individual evaluation, comparative evaluation, and multi-rater comparative evaluation
B)Comparative evaluation, ranking, and paired comparison
C)Individual evaluation, assessment centres, and essays
D)Graphic rating scales, essays, and ranking

Question 21

A multi-rater system, in which ratings of several people who are familiar with the employee's performance are used, is also described as:

A)Peer rating
B)Circular appraisal
C)360-degree feedback
D)The objective judgement quotient method

Question 22

Which of the following issues are sometimes problematic with appraisal?

A)Discriminant validity
B)Validity
C)Reliability
D)All of these

Question 23

When evaluators show a tendency to rate performance at a consistently high level amounting to overstatement, this is called:

A)Extremity
B)Severity
C)Leniency
D)Central tendency

Question 24

When evaluators place special emphasis on the qualities of the person appraised that resemble those seen in themselves, this is called:

A)Similarity error
B)Timing error
C)Leniency
D)Self-centred tendency

Question 25

When an evaluator has the tendency to allow an assessment of an individual on one trait to influence his or her evaluation of that person on other criteria, this is called:

A)Central tendency
B)Severity
C)Similarity error
D)Halo error

Question 26

If an employee's performance is evaluated by more than one evaluator, the process is referred to as:

A)Inter-rater reliability
B)Test-retest reliability
C)Split-half reliability
D)Consistent reliability