Deck 15: Measures of Job Performance

Question 1

Absenteeism,accidents,and turnover represent production data.

Answer 1

False

Question 2

The number of grievances filed is probably the best criterion measure for supervisor job performance.

Answer 2

False

Question 3

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

Answer 3

False

Question 4

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

Question 5

"Vertical" promotion is a commonly used measure in validation studies of managerial jobs.

Question 6

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

Question 7

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

Question 8

Voluntary turnover usually means resignation despite the opportunity for continued employment.

Question 9

An employee would have a voluntary absence as a result of a severe illness or accident.

Question 10

The training proficiency measure is influenced more by organizational factors than the workers' KSAs.

Question 11

Studies have found accident-proneness to be a stable worker characteristic and have concluded that a large proportion of accidents is due to worker causes.

Question 12

A grievance is an employee's complaint against some aspect of management's behavior.

Question 13

Training proficiency is a very desirable and frequently used criterion in measuring worker performance.

Question 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

In general,correlations between absences and other variables are raised due to differences in the shapes of their distributions.

Question 19

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

Question 20

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

Question 21

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 22

To be useful,absenteeism data should:

A)focus on the number of days missed.
B)focus on the frequency of instances.
C)focus on the reasons for missing work.
D)be accumulated over at least a year.

Question 23

It is not possible to perform an empirical validation study unless behavior on both the selection and the job performance measures can be quantified.

Question 24

Which of the following is a limitation with using HR personnel data in a validation study?

A)There are no alternative measures available for these criteria.
B)Since these data are not routinely collected, it requires additional time and expenses to obtain them.
C)It is common to find limited variance in the scores of employees on these measures.
D)These data are irrelevant to job performance.

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

Which of the following is NOT one of the three basic measures of training proficiency?

A)paper-and-pencil test
B)self-assessments made by the trainees
C)judgments made by the training instructor
D)work sample tests

Question 27

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 28

Which of the following is NOT categorized as a personnel/HR data criterion?

A)quality of output
B)absenteeism
C)grievances
D)turnover

Question 29

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

Question 30

Which of the following is a problem associated with turnover measures used as criteria in a validation study?

A)While voluntary turnover can be effectively measured, involuntary turnover measures can be confounded.
B)While involuntary turnover can be effectively measured, voluntary turnover measures can be confounded.
C)Measures of both voluntary and involuntary turnover can be confounded.
D)It is not possible to control for tenure differences in turnover measures.

Question 31

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 32

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 33

Intentional or inadvertent bias may be present in judgmental data.

Question 34

Which of the following statements concerning CARS and BARS rating scales is INCORRECT?

A)CARS have higher reliability than BARS.
B)CARS have higher validity than BARS.
C)BARS have more bias than CARS.
D)The major drawback with using CARS is the development of the computer program that is used in this technique.

Question 35

It is conceptually useless and statistically difficult to validate a selection program in cases in which there is a good deal of variance in worker performance levels.

Question 36

What is a common characteristic of Behaviorally Anchored Rating Scales (BARS),Behavioral Expectation Scales (BES)?

A)They all use critical incidents.
B)They all use similar wording in their final forms.
C)They all provide examples of actual work behavior.
D)Multiple scales are used to identify job dimensions to be rated by supervisors.

Question 37

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

Question 38

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

Question 39

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

Question 40

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

Question 41

The use of work diaries by supervisors has been found to increase the accuracy of job performance ratings.Devise a work diary format for a supervisor in a manufacturing plant that could be used to track 20 employees' job performance.Write instructions for the supervisor on how to use your format.Remember: the supervisor won't use it if it takes too much time to complete.

Question 42

If you wanted to increase your level of "legal defense comfort" associated with your performance appraisal system,what would you be sure you had done?

Question 43

What is the likely effect of criterion bias on the predictor-criterion relationship in a validation study?

A)It lowers the range of scores on the criteria measures, which mathematically lowers the magnitude of the validity coefficient.
B)It increases the range of scores on the criteria measures which mathematically balances out, having no effect on the validity coefficient.
C)It both increases and decreases the range of scores on the criteria measures which mathematically balances out, having no effect on the validity coefficient.
D)It increases the range of scores on the criteria measures, which mathematically lowers the effect of the validity coefficient.

Question 44

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

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

Question 45

Provide an example of a critical incident.Explain how your example conforms to the criteria of a "well-written" incident

Question 46

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

A)a composite criterion
B)multiple criteria
C)a single criterion
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.
B)measurability.
C)variance.
D)contamination.

Question 48

Identify examples of job and organization situations where the following criteria would be useful in a selection validation study:
a.quality of output
b.quantity of output
c.lateness
d.absenteeism
e.turnover
f. training proficiency

Question 49

Why are criterion measurement issues as important as predictor measurement issues in selection?

Question 50

What characteristics should useful selection criteria have? Briefly identify these characteristics and define them in a checklist format that could be used by a manager to assess the adequacy of his/her criteria measures.What is the general conclusion regarding how violations of these characteristics will likely affect the validity coefficient?

Question 51

Which of the following types of criteria is not explicitly described as acceptable according to the Uniform Guidelines on Employee Selection Procedures?

A)production data
B)HR data
C)training proficiency
D)judgmental data

Question 52

In validation studies,the cost and logistics of gathering data are related to the criterion measure characteristic:

A)practicality.
B)individualization.
C)controllability.
D)specificity for selection.

Question 53

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 54

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

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