Deck 16: Assessment, Careers, and Business References

Question 1

Mention was made in Chapter 16 of a burgeoning number of studies involving the measurement of implicit attitudes,including one such study that focused on

A) George Clooney.
B) Lindsay Lohan.
C) Newt Gingrich.
D) Barack Obama.

Answer 1

D

Question 2

Ideally,a resume should

A) be constructed in APA style.
B) contain a listing of references.
C) be as unique as its writer.
D) include mention of shortcomings.

Answer 2

C

Question 3

In October,2011,the scholarly journal Psychology & Marketing devoted a special issue to the topic of

A) implicit measures.
B) portfolio assessment.
C) personality and work performance.
D) dimensional qualitative research.

Answer 3

D

Question 4

In Chapter 16's Everyday Psychometrics,we learned about the Discussion of Organizational Culture (DOC).Which of the following is NOT one of the topic areas listed for discussion in the DOC:

A) First Impressions
B) Physical Space
C) Interpersonal Proximity
D) Corporate Structure and Roles

Question 5

Research has suggested that online survey methods may be particularly useful for learning about health-related behaviors that are known to

A) negatively impact on one's personal health.
B) positively impact on one's personal health.
C) increase health insurance premiums.
D) decrease health insurance premiums.

Question 6

A widely used measure of organizational commitment is the Organizational Commitment Questionnaire.But as noted in your textbook,questions have been raised regarding this instrument's

A) test-retest reliability
B) construct validity
C) face validity
D) split-half reliability

Question 7

The AT&T Management Progress Study was the first large scale study to use which of the following?

A) drug testing
B) implicit measures
C) assessment center
D) dimensional qualitative research

Question 8

In Chapter 16's Meet an Assessment Professional,Dr.Chris Gee cited a recent trend regarding increased corporate use of

A) productivity measures.
B) measures of job satisfaction.
C) measures of implicit attitude.
D) integrity measures.

Question 9

In the original Management Progress Study,the dimensions referred to as tolerance for uncertainty and resistance to stress were grouped under

A) administrative skills.
B) cognitive skills.
C) stability of performance.
D) career orientation.

Question 10

Burnout has been shown to be

A) predictive of the frequency and duration of sick leave.
B) significantly evident in postal workers on the job for ten years or more.
C) negatively correlated with insomnia.
D) All of the above

Question 11

Juan chooses a career as an elementary school teacher because he wants to play a meaningful role in the lives of developing children.Esmerelda chooses a career as an elementary school teacher because of the good pay and the fact that she has her summer off.Which is MOST likely TRUE:

A) Juan exhibited extrinsic motivation and Esmerelda exhibited intrinsic motivation.
B) Esmerelda exhibited extrinsic motivation, and Juan exhibited intrinsic motivation.
C) The deciding factor in both decisions was probably the actual location of the school to which they were assigned.
D) Juan will most likely experience burnout before Esmerelda does

Question 12

A large corporation wishes to measure the productivity of is employees.Which of the following is LEAST likely to be used:

A) semantic differential technique
B) forced distribution technique
C) critical incidents technique
D) peer appraisal technique

Question 13

A film producer seeks to hire an experienced special effects director.Which variety of assessment would most likely best suit this purpose?

A) authentic assessment
B) actuarial assessment
C) portfolio assessment
D) dynamic assessment

Question 14

A difference between selection and classification is that in classification,personnel are

A) accepted or rejected.
B) pigeon-holed.
C) subjected to screening.
D) stereotyped.

Question 15

The photo in Chapter 16 of your textbook that featured a group of psychologists using Tinkertoy parts was an illustration of

A) authentic assessment
B) performance assessment
C) virtual assessment
D) curriculum-based measurement

Question 16

Individual interviews and focus groups are two examples of

A) productivity evaluation methods
B) methods used to increase diversity in the workplace.
C) motivational research methods.
D) techniques employed to measure burnout.

Question 17

In the book,Choosing the Right Stuff: The Psychological Selection of Astronauts and Cosmonauts,the author

A) recounted the mistakes made in selecting Lisa Nowack for the astronaut program.
B) presented research on new MMPI scales that could be used to select astronauts.
C) argued that NASA should give more weight to psychological factors in selection.
D) urged NASA to consider using more mental health professionals as astronauts.

Question 18

The image in Chapter 16 of your textbook of Steve Martin as a dentist in Little Shop of Horrors was used to illustrate a point about occupational choice and

A) interests.
B) job satisfaction.
C) productivity.
D) drug testing in the workplace.

Question 19

The GCMS

A) is used to test for drugs in the urine.
B) was first employed in the AT&T Management Progress Study.
C) was developed by Heshy Goodenough.
D) All of the above

Question 20

"RIASEC" is an abbreviation for

A) the Big 6.
B) a popular integrity measure.
C) Dr. Chris Gee's consulting firm.
D) a type of corporate culture.

Question 21

Used together,the terms Realistic,Investigative,Artistic,Social,Enterprising,and Conventional are perhaps BEST known as the

A) big six.
B) golden rules of employee selection.
C) six steps of corporate advancement.
D) magnificent seven less one.

Question 22

Realistic,Investigative,Artistic,Social,Enterprising,and Conventional are categories of personality types that are measured by the

A) NEO-PI-R.
B) Myers-Briggs Type Indicator.
C) Maslow Hierarchy of Needs Inventory.
D) Self-Directed Search.

Question 23

In the context of business settings,which of the following BEST exemplifies a process related to validity generalization?

A) validating a projective personality technique for use in determining leadership ability and integrity
B) selecting standardized instruments that include validity scales for use in recruiting new trainees for a local police department
C) determining whether validity evidence for a test that taps aptitude for secretarial work can be meaningfully applied to the work of a truck driver
D) creating situational performance samples that more closely simulate actual job requirements of clerical and assembly-line workers

Question 24

Vocational assessment that entails performance samples

A) may take the form of a leaderless group situation.
B) generally take the form of paper-and-pencil tasks.
C) have been heavily criticized for their use in measuring problem solving and decision making.
D) are used extensively in the hiring of valets.

Question 25

A "real time,live action" approach to assessment that requires assessees to demonstrate abilities that typically are characteristic of those they might encounter on-the-job is referred to as:

A) portfolio assessment.
B) performance assessment.
C) curriculum-based assessment.
D) authentic assessment.

Question 26

Application forms used in employment settings

A) are generally considered to be useful for quick screening.
B) have been shown to have poor validity and reliability in numerous research studies.
C) are frequently unnecessary, since they usually duplicate information that can be later obtained through interviews, tests, Facebook, and other sources.
D) Both b and c

Question 27

The term that BEST applies to accept or reject with regard to the hiring of new personnel is

A) selection.
B) placement.
C) classification.
D) directed search.

Question 28

Which LEAST represents a benefit of portfolio assessment in the workplace?

A) It can yield insights into how employees or prospective employees think about work-related things.
B) The prospective employer can view samples of the applicant's work product.
C) It potentially allows the employer entry into a side of the employee's world that would otherwise be private.
D) Use of such methods by prospective employers in certain economically depressed areas carries with it federal tax benefits.

Question 29

Scores on the Strong Interest Inventory provide information about a testtaker's interests relative to

A) the skills required for a particular job.
B) the educational level required for a particular job.
C) the probability of success at a particular job based on academic achievement.
D) the interests of people actually employed in various occupations.

Question 30

Letters of recommendation used in employment settings

A) are generally not very useful since they are all typically favorable.
B) are generally useful in the preliminary screening of applicants.
C) have been demonstrated to be valid and reliable tools for employee selection.
D) are more useful if they are open-ended rather than structured.

Question 31

The General Aptitude Test Battery (GATB)

A) is administered only by licensed counseling psychologists.
B) was developed by the military to assist veterans in their job search.
C) taps cognitive, perceptual, and psychomotor skills.
D) Both a and b

Question 32

The practice of adjusting test scores to reflect an individual's level of performance within a racial group is referred to as

A) racial bias.
B) discrimination.
C) race-norming.
D) intercept bias.

Question 33

In the evaluation of worker productivity

A) final course grades in job training classes are highly predictive of future worker production and job tenure.
B) peer ratings have proven to be a valuable method of identifying talent.
C) peer ratings tend to be lower and more critical than ratings by superiors.
D) the leniency effect and the halo effect rarely result in rating errors.

Question 34

From the perspective of an employer,psychological assessment tools can provide assistance in

A) personnel selection.
B) placement of employees in job assignments.
C) screening of new applicants for positions.
D) All of these

Question 35

Race-norming entails

A) including items that pertain to various racial groups on a test.
B) adjusting an individual testtaker's score to reflect that person's standing in his or her own racial group.
C) Both a and b
D) None of these

Question 36

Which of the following is LEAST likely to be used in pre-employment screening of job applicants for unskilled positions in a large corporation?

A) application blanks
B) letters of recommendation
C) interviews
D) aptitude measures

Question 37

Performance assessments

A) provide an opportunity for potential employees to candidly discuss their strengths and weaknesses.
B) involve a thorough background check with previous employers.
C) provide a job-related sample of behavior.
D) are usually not standardized.

Question 38

Computer simulations and video games have earned a place in vocational assessment and are sometimes referred to as

A) portfolio evaluations.
B) performance tests.
C) online interviews.
D) cyberselection tools.

Question 39

The process of selection based on an evaluation of certain minimal criteria is referred to as

A) classification.
B) directed search.
C) screening.
D) interviewing.

Question 40

Which of the following does NOT belong?

A) an "in-basket" task
B) a computerized jet fighter simulation
C) a word processing test
D) a polygraph test

Question 41

The Civil Rights Act of 1991 stated that tests like the General Aptitude Test Battery

A) must no longer be administered.
B) must produce equal mean scores for all races.
C) could no longer be race-normed.
D) violate the civil rights of minority groups.

Question 42

One is LEAST likely to undergo drug testing if one is

A) a new employee in a large company.
B) a current employee in a small service organization.
C) completing military service.
D) a current employee in a large company.

Question 43

The Work Preference Inventory (WPI)is designed to assess

A) intrinsic and extrinsic motivation.
B) ability to work with people and ability to work alone.
C) interest in intellectually demanding work as opposed to routine, non-demanding work.
D) active managerial style as distinct from passive managerial style.

Question 44

A false-negative drug test is BEST associated with which conclusion?

A) The testtaker is taking depression medication.
B) The testtaker consumed something with poppy-seeds in them recently.
C) The testtaker is probably impaired but the test does not indicate this.
D) None of these

Question 45

The question of whether the General Aptitude Test Battery (GATB)should be race-normed was resolved when

A) the National Academy of Sciences issued a report on the test.
B) the Department of Labor stopped offering the test for employers.
C) Congress passed the Civil Rights Act of 1991.
D) there was a public outcry against the use of the GATB.

Question 46

Criterion validity of the General Aptitude Test Battery (GATB)tends to be low,probably because of:

A) the low test-retest reliability of the GATB.
B) the low reliability of supervisory ratings.
C) a limitation of the Taylor-Russell tables.
D) scoring that is based in part on the race of the test-taker.

Question 47

Bizot and Goldman (1993)examined the predictive criterion validity of interest inventories and ability tests in relation to future job performance and job satisfaction.They concluded that

A) interest is predictive of job performance.
B) aptitude is predictive of job performance.
C) interest is predictive of job satisfaction.
D) All of these

Question 48

Using video games to test coordination and reaction time has been proposed as a more acceptable way of measuring impairment than drug testing.The use of video games in such a way would BEST be characterized by assessment psychologists as

A) drug testing.
B) authentic assessment.
C) performance assessment.
D) aptitude testing.

Question 49

Bizot and Goldman (1993)found that ________________ scores in high school are predictive of _______________ in adulthood.

A) interest test/job satisfaction
B) interest test/job performance
C) ability test/job satisfaction
D) ability test/job performance

Question 50

The Work Preference Inventory (WPI)is designed to assess two characteristics.Factor analysis indicates that two factors are in fact present on the test and correspond to the two types of motivation postulated by the test developers.Given these facts,it seems reasonable to conclude that the test has documented evidence of its

A) internal consistency.
B) construct validity.
C) face validity.
D) test-retest reliability.

Question 51

Employees who are subjected to drug testing have expressed concerns about

A) the accuracy of the drug testing.
B) unconstitutional search and seizure.
C) violation of privacy rights.
D) All of these

Question 52

Race-norming of the General Aptitude Test (GATB)was viewed as appropriate by the National Academy of Sciences because

A) the criterion-related validity of the test for Blacks and Whites is represented by different regression lines.
B) Blacks and Whites are being held to the same standards.
C) Blacks are more likely than Whites to come from disadvantaged backgrounds, and race-norming the test compensates to some degree for that disadvantage.
D) so few minority group members take the test that the net effect of the race-norming was deemed inconsequential.

Question 53

Using video games to test coordination and reaction time has been proposed as a more acceptable way than drug testing to detect impairment.Which is an advantage of the use of video games in this way?

A) immediate feedback concerning impairment
B) improved employee satisfaction
C) demonstrated effectiveness in reducing accidents
D) All of these

Question 54

In the late 1980s,there was a nationwide controversy regarding the race-norming of the:

A) Mooney Faces Test.
B) General Aptitude Test Battery (GATB).
C) Mooney Problem Checklist.
D) Strong Interest Inventory (SII).

Question 55

The Strong Interest Inventory measures

A) vocational aptitudes.
B) vocational interests.
C) vocational interests and aptitudes.
D) vocational interests and general mental ability.

Question 56

Who developed a commonly used set of interest inventories?

A) Myers
B) Strong
C) Bray
D) Mooney

Question 57

It has been estimated that drug testing is used by approximately ________% of companies in the United States.

A) 5
B) 15
C) 30
D) 45

Question 58

A false-positive drug test result is BEST associated with which conclusion?

A) The testtaker is still affected by a drug even though the drug has actually left the person's system.
B) An impaired testtaker who has gone undetected by the test.
C) The testtaker consumed a poppy-seed bagel for breakfast.
D) None of these

Question 59

Which of the following statements is TRUE of the Strong Interest Inventory as the use of this test relates to respondents from diverse cultural backgrounds?

A) The evidence supports the use of Strong with college-educated respondents from diverse cultural backgrounds.
B) The evidence does NOT support the use of Strong with respondents from diverse backgrounds.
C) The question of the use of Strong with respondents from diverse backgrounds has only begun to be investigated and no findings have yet been reported.
D) The question of the use of Strong with respondents from diverse backgrounds is moot as the test publisher has made highly specific recommendations regarding which testtakers from which cultures the test is appropriate for use with.

Question 60

Items such as "I get along well with others" and "I enjoy math" are representative of the types of items presented on which of the following vocational assessment instruments?

A) the Myers-Briggs Type Indicator
B) the General Aptitude Test Battery
C) the Minnesota Clerical Test
D) the Strong Interest Inventory

Question 61

Which of the following statements is TRUE of the role of personality measures in industrial/organizational (I/O)psychology?

A) The same personality test may not be equally suited for use in screening applicants for every variety of employment.
B) The distinction between task-related and people-related aspects of a job is irrelevant to personality measurement.
C) The MMPI-2-RF has quickly become the most widely used measure of personality in I/O settings.
D) Personality tests are playing less and less a role in I/O settings with every passing year.

Question 62

Which of the following is NOT a reflection of organizational culture?

A) the role of a manager in the organization
B) a parking spot close to the building awarded to the "employee of the month"
C) the annual holiday party
D) All of these are reflections of organizational culture

Question 63

Résumés and application forms are BEST classified as ________ instruments.

A) placement
B) screening
C) hiring
D) classification

Question 64

According to your textbook,a ___________ is defined as "a task,an undertaking,or an activity performed for pay."

A) career
B) occupation
C) job
D) vocation

Question 65

Tests designed to evaluate commitment to an organization include measures of

A) loyalty
B) attendance
C) Both a and b
D) None of these

Question 66

According to your textbook,the most complete picture of a job applicant's actual abilities can BEST be obtained from a

A) portfolio assessment.
B) personal interview.
C) detailed résumé.
D) letter of recommendation.

Question 67

The 1956 Management Progress Study (MPS)at American Telephone and Telegraph (AT&T)

A) represented the first application of the assessment center concept in an industrial setting.
B) was a longitudinal study with assessments of both management and non-management employees.
C) was headed by Donald Super who was later honored by the NFL when it re-named its championship "Bowl" game in his honor.
D) was sponsored by IBM and a dozen or so other companies known by three-letter acronyms.

Question 68

Which of the following are typically variables reviewed when evaluating organizational commitment?

A) absenteeism
B) supervisory complaints regarding work ethic or other ethics-related issues
C) quality of work
D) All of these

Question 69

The Hand-Tool Dexterity Test and the O'Connor Tweezer Dexterity Test would most likely be used by an employer interested in

A) understanding a worker's motivation to respond quickly with accuracy.
B) evaluating a worker's ability to physically manipulate materials.
C) finding the best employee for a position on an assembly line.
D) increasing profit margins by lowering expenses.

Question 70

According to your text,the Strong Interest Inventory was developed primarily on the assumption that

A) if an assessee has many outside interests, he or she will experience less on-the-job stress.
B) if an assessee's interests match those of people already in the field, the assessee may be well suited for the job.
C) all people in a particular field will work well together if they share similar interests.
D) the more interests an assessee has, the more adaptable he or she will be to various job-related situations.

Question 71

Which is NOT true of the Minnesota Clerical Test (MCT)?

A) It is often used as a screening tool.
B) It requires the assessee to place names in alphabetical order.
C) It measures both speed and accuracy.
D) It can be administered and scored quickly.

Question 72

Which is NOT a key component of organizational commitment?

A) loyalty and involvement in the organization
B) a value system consistent with that of the organization
C) length of time with the organization
D) the amount of special effort one would exert on behalf of the organization

Question 73

Productivity ratings made by peers tend to be

A) invalid due to factors such as jealousy.
B) more strict than ratings made by supervisors.
C) predictive of future job performance.
D) poorly correlated with self-ratings.

Question 74

An assessment center is

A) a specific place in an organization staffed by the industrial/organizational psychologist.
B) a standardized procedure involving multiple assessment techniques.
C) a method of assessment used for selection, classification, and promotion.
D) Both b and c

Question 75

The longitudinal study by Bizot and Goldman showed that 8 years after their completion,interest inventories administered in high school

A) had predicted job performance.
B) had predicted job satisfaction.
C) had predicted neither job performance nor job satisfaction.
D) had predicted neither the number of promotions received, nor the final administrative level achieved.

Question 76

Which of the following is the LEAST appropriate use of a physical measure for the purpose of employee screening?

A) testing an industrial worker's hearing
B) testing a police officer's speed and agility
C) measuring the height and weight of a telephone operator
D) using a polygraph test to assess a cashier's integrity and honesty

Question 77

Which of the following is TRUE of the Organizational Commitment Questionnaire (OCQ)?

A) The OCQ was developed in China.
B) The OCQ has not demonstrated construct validity but this may be an artifact of the variables measured.
C) The OCQ is a 15-item Guttman scale.
D) None of these are true of the OCQ

Question 78

How do application forms differ from résumés?

A) Application forms are often used for screening purposes; résumés are used for selection.
B) Application forms offer relevant background information regarding education and employment history; résumés typically do not.
C) Application forms are more highly structured than résumés.
D) Application forms are often used as a basis for later interviewing; résumés are not.

Question 79

According to your textbook,the typical objective of a performance test is to

A) compare an employee's performance with that of other employees.
B) assess the speed of an employee in completing a job-related task.
C) determine the accuracy of an employee's performance under stressful conditions.
D) obtain a job-related performance sample.

Question 80

How are aptitude tests different from achievement tests?

A) Aptitude tests tap a greater amount of informal learning.
B) Aptitude tests are typically more limited and focused in the content of the presented.
C) Aptitude tests measure prior learning; achievement tests measure present learning.
D) Most aptitude tests are administered by means of paper and pencil while most achievement tests are computer-administered.