Deck 9: External Selection II

Question 1

Surveys are the most common means of assessing personality.

Answer 1

True

Question 2

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Answer 2

False

Question 3

Extraversion is associated with higher levels of creativity and adaptability.

Answer 3

False

Question 4

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Question 5

There is little controversy over the use of personality measures in personnel selection.

Question 6

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Question 7

80% of organizations use some sort of ability test in selection decisions.

Question 8

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

Question 9

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Question 10

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

Question 11

The two major types of ability tests are aptitude and achievement.

Question 12

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

Question 13

Substantive assessment methods are used to reduce the applicant pool to candidates.

Question 14

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

Question 15

Measures of specific cognitive abilities do not reflect general intelligence.

Question 16

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Question 17

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Question 18

Personality tests and ability tests are examples of substantive assessment methods.

Question 19

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Question 20

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

Question 21

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.

Question 22

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Question 23

Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.

Question 24

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

Question 25

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Question 26

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Question 27

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

Question 28

Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control for these factors, EI has nothing unique to offer.

Question 29

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

Question 30

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

Question 31

The true validity of measures of general cognitive ability is roughly .50.

Question 32

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

Question 33

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

Question 34

Performance tests and work samples are readily accepted by applicants as job relevant.

Question 35

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Question 36

The construct of "integrity" is well understood.

Question 37

Performance tests and work samples assess applicants' underlying capacities and dispositions.

Question 38

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Question 39

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Question 40

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Question 41

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Question 42

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

Question 43

The interview is the central means through which an applicant can learn about the job and organization.

Question 44

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

Question 45

Federal law prohibits drug testing for a majority of jobs.

Question 46

Some organizations have begun to screen out those who smoke tobacco.

Question 47

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Question 48

Interest inventories play a key role in organizational selection decisions.

Question 49

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Question 50

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Question 51

Applicant appearance may be a source of error or bias in an unstructured interview.

Question 52

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Question 53

When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.

Question 54

The starting point for the structured interview is the job rewards matrix.

Question 55

A typical unstructured interview often contains highly speculative questions.

Question 56

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

Question 57

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

Question 58

Applicants tend to react very negatively to the interview.

Question 59

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Question 60

Contingent assessment methods are always used in the selection process.

Question 61

It is unlawful to screen out individuals with disabilities, unless the selection procedure is job-related and consistent with business necessity.

Question 62

Which of the following is true regarding the use of personality tests in the selection process?

A) Emotional stability is a much more valid predictor of job performance when it is measured narrowly.
B) The aspect of emotional stability that is more relevant to job performance is stress proneness.
C) The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance.
D) None of the above.

Question 63

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 64

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

Question 65

What are the most useful personality traits, in order, for selection contexts?

A) Conscientiousness, emotional stability, extraversion
B) Emotional stability, conscientiousness, openness to experience
C) Agreeableness, openness to experience, extraversion
D) Extraversion, conscientiousness, emotional stability

Question 66

Which of the following is not one of the five-factor model personality traits?

A) Conscientiousness
B) Extroversion
C) General mental ability
D) Neuroticism

Question 67

There are some jobs for which drug and alcohol testing is mandated by law.

Question 68

A medical examination for employees is defined the same way as for job applicants.

Question 69

There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Question 70

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 71

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Question 72

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

A) Neuroticism
B) Extraversion
C) Agreeableness
D) Conscientiousness
E) Openness to experience

Question 73

________ assessment methods are used to reduce the candidate pool to finalists for a job.

A) Initial
B) Substantive
C) Discretionary
D) Contingent

Question 74

Which of the following is true regarding research on the validity of personality tests?

A) Conscientiousness predicts performance across occupational groups.
B) Openness to experience does not predict training performance.
C) Extraversion predicts job performance for most jobs.
D) All of the above are true.

Question 75

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

Question 76

Which of the following statements is false?

A) There is little evidence that people fake their scores on personality tests in the hiring contexts
B) When individuals believe their scores are being used for selection, their observed scores tend to increase
C) Faking has a negative impact on the validity of personality tests
D) None of the above statements is false

Question 77

Which of the following cognitive abilities appear to reflect general intelligence?

A) verbal abilities
B) quantitative abilities
C) reasoning abilities
D) All of the above are correct

Question 78

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

Question 79

Measures which assess an individual's capacity to function in a certain way are called ________.

A) interest inventories
B) ability tests
C) personality tests
D) knowledge tests

Question 80

Which of the following is true regarding the Big Five personality factors?

A) They are reasonably valid in predicting job performance.
B) They represent emotional traits.
C) They represent cognitive abilities.
D) None of the above.