Question 1

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

Accepted Answer

The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities in employment, including screening out candidates based on their disability status. Employers are required to make reasonable accommodations for qualified individuals with disabilities to enable them to perform essential job functions. However, if a selection procedure is job-related and consistent with business necessity, then an employer may use it, even if it screens out individuals with disabilities.

Question 2

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

Accepted Answer

None of the options provided are true regarding the use of personality tests in the selection process. It is important to note that while personality tests can provide useful information, they should not be the sole determinant of hiring decisions and should be used in conjunction with other measures, such as interviews and work samples. Additionally, the specific personality traits that are relevant to job performance may vary depending on the job and industry.

Question 3

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

Accepted Answer

Openness to experience has been shown to be positively correlated with creativity and effective leadership. It is also associated with a lower commitment to one's employer, as individuals high in openness may be more likely to explore different job opportunities or pursue non-traditional career paths.

Question 4

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.

Accepted Answer

Medical exam records of employees are considered confidential and are protected under laws such as the Health Insurance Portability and Accountability Act (HIPAA) in the United States. They cannot be shared with supervisors or work group members without the employee's explicit consent.

Question 5

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

Accepted Answer

Conscientiousness is highly valued in selection contexts as it indicates responsibility and reliability. Emotional stability is also important as it indicates the ability to handle stress and perform well under pressure. Extraversion can be advantageous in certain roles, but it is not as universally valuable as conscientiousness and emotional stability.

Question 6

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

Accepted Answer

General mental ability is not one of the five-factor model personality traits. The five-factor model includes openness, conscientiousness, extraversion, agreeableness, and neuroticism.

Question 7

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

Accepted Answer

Certain jobs that involve safety-sensitive positions, such as commercial drivers, pilots, and individuals operating heavy machinery, are required to undergo drug and alcohol testing under federal law.

Question 8

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

Accepted Answer

A medical examination for employees is defined the same way as for job applicants, according to the Equal Employment Opportunity Commission (EEOC). Both employees and job applicants can only be required to undergo a medical exam if it is job-related and consistent with business necessity, and the exam must be uniformly applied to all employees or job applicants in the same job category.

Question 9

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

Accepted Answer

The three types of validity studies considered acceptable by the Uniform Guidelines on Employee Selection Procedures (UGESP) are criterion-related validity, content validity, and construct validity.

Question 10

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

Accepted Answer

Agreeableness is commonly associated with being cooperative and empathetic, which can lead to higher levels of helping behavior and a preference for teamwork. However, individuals high in agreeableness may struggle with conflict resolution due to their tendency to prioritize harmony and avoid confrontation.

Question 11

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

Accepted Answer

An organization can require medical exams after making a job offer, as long as this requirement is applied equally to all entering employees in similar jobs and the information obtained is kept confidential and separate from other employment records.

Question 12

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

Accepted Answer

Conscientiousness is associated with better performance and job satisfaction due to traits such as being responsible, dependable, and organized. However, individuals high in conscientiousness may have difficulty adapting to new situations or changes on the job as they prefer structure and routine.

Question 13

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

Accepted Answer

Substantive assessment methods are designed to narrow down the large pool of applicants to a smaller group of finalists by assessing their qualifications and potential fit for the job more deeply than initial screening methods.

Question 14

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

Accepted Answer

Research has consistently found that conscientiousness is a strong predictor of job performance across a variety of occupational groups. This finding has been replicated in multiple studies, making it one of the most robust and reliable findings in personality research. While openness to experience and extraversion may also have some predictive power in certain contexts, they are not as consistently associated with job performance as conscientiousness.

Question 15

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

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures (UGESP) state that any selection procedure that has an adverse impact is presumed to be discriminatory unless it has been shown to be valid. Therefore, any selection procedure must be shown to be valid before it can be deemed non-discriminatory.

Question 16

Which of the following statements is false?

Accepted Answer

The answer of Which of the following statements is false?
...

Question 17

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

Accepted Answer

Verbal abilities, quantitative abilities, and reasoning abilities are all considered to be key indicators of general intelligence, as they are correlated with performance across a variety of cognitive tasks. These skills also tend to be highly predictive of academic and professional success, suggesting that they play an important role in overall cognitive functioning.

Question 18

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

Accepted Answer

The UGESP (Uniform Guidelines on Employee Selection Procedures) provide guidelines on determining adverse impact and the validation requirements for selection procedures.

Question 19

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

Accepted Answer

Ability tests are specifically designed to assess an individual's capacity or potential to perform a certain task or function, whereas interest inventories measure an individual's preferences and interests, personality tests measure traits and characteristics, and knowledge tests measure an individual's acquired knowledge on a particular topic.

Question 20

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

Accepted Answer

The Big Five personality factors (OCEAN) have been found to be reasonably valid in predicting job performance. They are not emotional traits or cognitive abilities.

Quiz 9: External Selection II