Chapter 9

Which of the following is a "veiled purpose" test item in an integrity test?

Do you agree with the statement, "I don't feel I've had control over my life"? - Veiled purpose tests do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts.

Which of the following statements concerning personality and cultural values is not true?

Employees are the same anywhere in the world—responsible, easygoing employees from the United States act the same as responsible, easygoing employees in China. - All of these statements are true except that employees will not act the same in every country. Cultural values influence personality traits and how those traits are expressed in daily life. Employees in the United States will likely not act the same as employees in China.

Extraversion is the most difficult personality trait to judge in situations in which two people have only just met.

False - Of the Big Five, extraversion is the easiest to judge in zero-acquaintance situations—situations in which two people have only just met.

The principle of situational strength suggests that some situations provide cues that trigger the expression of a given trait.

False - The principle of situational strength suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues. Trait activation suggests that some situations provide cues that trigger the expression of a given trait.

Which of the following is true about "agreeableness"?

It reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality. - Agreeable people tend to prioritize communion striving, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality. Put differently, agreeable people focus on "getting along," but not necessarily on "getting ahead."

Which of the following is accurate with regard to the Myers-Briggs Type Indicator (MBTI) method of personality measurement?

Research on this model suggests that managers are more likely than the general population to be "thinking-judging" personality types. - The MBTI categorizes people into one of 16 different types on the basis of their preferences. Research on the MBTI suggests that managers are more likely than the general population to be "TJs" ("thinking-judging" personality types).

Agreeable people prioritize communion striving, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.

True - Agreeable people prioritize communion striving. Communion striving reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.

Lena took a test and found out she has an investigative personality type. According to the RIASEC model, Lena will probably enjoy ______ and tend to be ______.

abstract, analytical, theory-oriented tasks; analytical, intellectual, reserved, and scholarly - According to the RIASEC model, the investigative personality type enjoys abstract, analytical, theory-oriented tasks and tends to be analytical, intellectual, reserved, and scholarly.

Which of the Big Five personality traits has the greatest effect on typical performance?

conscientiousness - Conscientiousness is a key driver of what is referred to as typical performance, which reflects performance in the routine conditions that surround daily job tasks.

Dominique is at a leadership conference and has just met Brian for the first time. In this new situation, Dominique will most easily be able to judge if Brian has the personality trait of

extraversion - Extraversion is the easiest to judge in zero-acquaintance situations—situations in which two people have only just met.

The personality dimension of neuroticism is associated with the traits of being

moody and emotional. - Neurotic people tend to be nervous, moody, emotional, insecure, and jealous. Most jobs benefit from employees who are calm, steady, and secure.

One of the taxonomies used to describe cultural values is the

Hofstede Dimensions. - One tool used to describe cultural values is the Hofstede dimensions.

Suresh and Michelle both volunteered for a company project that involved cleaning and organizing their printing company's warehouse. Fifty people signed up in total, but when Suresh and Michelle arrived, there were few other volunteers in sight, and Gary, the supervisor in charge of directing volunteer assignments, was nowhere to be found. However, they did find two large brooms leaning against the wall. Michelle took a seat to wait for Gary and her assignment. Suresh grabbed one of the brooms and began sweeping. While he was sweeping, it occurred to Suresh that this was a good example of why his desk was so organized while Michelle's always looked like a disaster. Which of the following statements is likely true of this scenario?

In this weak situation, Michelle's laziness trait is activated. - This is a weak situation lacking behavioral expectations or instructions. Suresh and Michelle were told to report to the warehouse and meet with Gary, who would provide their assigned task. When Gary is unavailable, this weak situation triggers Michelle's laziness and Suresh's conscientious nature.

Conscientious employees prioritize accomplishment striving, which reflects a strong desire to accomplish task-related goals as a means of expressing personality.

True - Conscientious employees prioritize accomplishment striving, which reflects a strong desire to accomplish task-related goals as a means of expressing personality. People who are "accomplishment strivers" have a built-in desire to finish work tasks, channel a high proportion of their efforts toward those tasks, and work harder and longer on task assignments.

When using integrity tests, companies should set a cutoff score for making hiring decisions because it is impossible for applicants to "fake their way" across that cutoff.

True - It is possible for applicants to "fake their way" across a cutoff score. However, remember that because everyone fakes to some degree, correlations with outcomes like theft or other counterproductive behaviors are relatively unaffected.