Ch. 14 T/F
A personality-based measure of integrity directly asks for information about attitudes toward theft and the occurrence of previous theft behaviors.
False
All drug tests that assess urine are based upon the assumption that what enters the body through ingestion, injection, or inhalation, remains in the system for several weeks.
False
An advantage of integrity tests is that applicants are unable to fake their responses.
False
An overt integrity test does not ask about theft behaviors directly.
False
Drug testing is an adequate substitute for more expensive programs, such as drug education, counseling, and assistance
False
Evidence indicates that integrity tests are valid predictors of overall job satisfaction.
False
It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.
False
More legal risk is associated with using drug tests to screen job applicants than using drug tests to screen job incumbents.
False
Most polygraph examiners make an overall judgment of lying based solely on the polygraph information.
False
Most selection tests have the same social implications as integrity tests.
False
Organizations have less risk in using drug tests for existing employees than for pre-employment selection.
False
Pre-employment overt-type tests in which applicants indicate their use of legal and illegal drugs are the simplest but most controversial drug tests.
False
Research has shown that the "typical" employee-thief does not engage in many of the common rationalizations for theft.
False
Research has shown that the "typical" employee-thief does not show inner-thief loyalty.
False
Research has shown that the "typical" employee-thief is not more vulnerable to peer pressure to steal than is an honest employee.
False
Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.
False
The assumption underlying polygraph (or lie detector tests) is that lying can be detected by the specialist through the detection of changes in the subject's voice modulation pattern.
False
The major drawback of using the polygraph in employment is the frequency of false negatives.
False
The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964.
False
With respect to drug testing, "use" and "impairment" refer to the same construct.
False
All integrity tests show a great deal of similarity in what is being measured.
True
All selection tests have false positives.
True
Current employees can be given a polygraph (lie detector) test in conjunction with a workplace theft investigation if the employer has a "reasonable suspicion" that the employee was involved in the incident.
True
Determining the validity of integrity tests is difficult because of the problems of measuring a criterion variable.
True
Drug tests should be kept confidential, especially from supervisors of existing employees, unless there is a defined need-to-know.
True
Evidence indicates that integrity tests are valid predictors of general counterproductive behaviors.
True
Evidence indicates that integrity tests are valid predictors of theft.
True
Examinees with high lability are more likely to have physiological reactions that may be interpreted as lying behavior than are respondents with low lability
True
From an employer's perspective, individuals identified as false negatives resulting from the administration of a polygraph (lie detector) test are more costly than individuals identified as false positives.
True
General-purpose drug tests are really just adaptations of personality inventories.
True
It is advisable to use both screening and confirmatory drug tests so that the testing results will be highly valid.
True
It is more appropriate to think of integrity tests as measuring counterproductive work behaviors rather than just predictors of theft.
True
Only those applicants who possess a satisfactory level of WRCs necessary for the job should be given an integrity test.
True
Overt integrity tests correlate more highly with integrity attitudes than personality tests.
True
Paper-and-pencil tests have been developed to accomplish the same objectives as polygraph examinations.
True
Physical activity during a polygraph (lie detector) examination (such as tensing muscles or biting the tongue) can affect the interpretation of the readings.
True
Reactions besides guilt can trigger an emotional response in a polygraph examinee.
True
Research has shown that the "typical" employee-thief attributes more theft to others.
True
Research has shown that the "typical" employee-thief is more tempted to steal.
True
Research has shown that the "typical" employee-thief would punish thieves less.
True
Self-reported statistics for drug use among employees probably underestimate the actual usage.
True
The Equal Employment Opportunity Commission (EEOC) has specifically commented that integrity tests, even personality based ones, should not be considered a medical examination because such tests only assess the propensity for dishonest behavior.
True
The Hogan Personality Inventory (HPI) is useful for predicting several undesirable behaviors that are costly to organizations.
True
The most used drug test is the urine test.
True
The organization should obtain the written consent of the individual before testing and provide the individual with the results afterward.
True
The relationship between integrity measures and cognitive ability may depend on which factors of integrity are measured by a test.
True
Theoretically, because of the growth rate of scalp hair, hair analysis can detect drug use over a longer past time period than can urine testing.
True
Unless a polygraph test has perfect validity, a large number of false positive identifications can occur when the device is used to test for a behavior that has a low incidence in the general population.
True
