PSYC Chapter 15
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. C) Aptitude tests measure prior learning; achievement tests measure present learning. D) Aptitude tests are administered by means of paper and pencil while achievement tests are computer-administered.
A) Aptitude tests tap a greater amount of informal learning.
OSS candidates were formally and informally assessed at the OSS assessment and training facility over the course of a total of _____. A) 3 days B) 5 days C) one week D) 10 days
A) 3 days
Which of the following is true of the Myers-Briggs Type Indicator (MBTI)? A) Despite weak psychometric qualities, the test remains popular. B) The test is really not a measure of type in the strict sense of that word. C) The test has strong validity. D) The test is widely used as an adjunct to random drug testing.
A) Despite weak psychometric qualities, the test remains popular.
Which is true of drug testing in work settings? A) Large companies are more likely to test than small companies. B) Random drug testing is uncommon in private companies. C) Companies involved in the manufacture and distribution of pharmaceuticals do the least testing. D) Small companies typically test more than large ones because of the higher stake they have in each employee.
A) Large companies are more likely to test than small companies.
Which of the following statements is true of the role of personality measures in business and organizational settings? 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 business and organizational settings. D) Personality tests are playing less and less of a role in business and organizational settings with every passing year.
A) The same personality test may not be equally suited for use in screening applicants for every variety of employment.
Which of the following statements is true about people who are part of a diary panel? A) They have to keep detailed records of their behavior. B) They take part in annual surveys in exchange for free stationery items. C) They have to meet once a year for a focus group survey. D) They are an exclusive panel dedicated to creating surveys for organizations.
A) They have to keep detailed records of their behavior.
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, Linked-In, and other sources. D) lack variance in the observational and writing skills of the letter writers.
A) are generally considered to be useful for quick screening.
Identifying candidates for OSS positions represented a "real-world" problem that would ultimately A) be addressed by means of a thoughtfully-devised psychological assessment program. B) a highly incentivized recruiting program. C) an imaginative but cost-effective advertising program. D) All of the answers are correct.
A) be addressed by means of a thoughtfully-devised psychological assessment program.
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.
A) intrinsic and extrinsic motivation.
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.
A) may take the form of a leaderless group situation.
A more complete picture of a job applicant's actual abilities can A) portfolio assessment. B) personal interview. C) detailed résumé. D) letter of recommendation.
A) portfolio assessment.
he 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 cross-sectional 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.
A) represented the first application of the assessment center concept in an industrial setting.
When hiring new personnel, the term that are accepted or rejected is A) selection. B) placement. C) classification. D) directed search.
A) selection.
The final decision regarding the status of an OSS was made by A) senior OSS staff officials. B) psychologists on-site at the training and assessment facility. C) senior Department of the Army officials. D) Harold "Hard Hal" Robertson.
A) senior OSS staff officials.
Which of the following is a commonly used paper-and-pencil measure of a test taker's ability to understand the relationship between physical forces and tools such as pulleys and gears, as well as other common objects such as carts and steps? A) the Bennet Mechanical Comprehension Test B) the Hand-tool Dexterity Test C) the Immunoassay Test D) the Gas Chromatography/Mass Spectrometry Test
A) the Bennet Mechanical Comprehension Test
Ultimately, psychologists evaluated OSS candidates on the basis of data derived from A) the full range of assessments, considered as a whole. B) a series of individual tests, each measuring a required ability. C) a single test with scales for each of the required abilities. D) a complex weighting of case history data and cognitive/behavioral tasks.
A) the full range of assessments, considered as a whole.
According to Vroom's expectancy theory of motivation, employees will expend energy A) to achieve an outcome they desire. B) to experience feelings of accomplishment. C) to satisfy a higher category of need. D) to receive recognition for performance.
A) to achieve an outcome they desire.
According to Mark F. Lenzenweger, which President requested General Donovan to create an intelligence service for the United States? A) Theodore Roosevelt B) Franklin D. Roosevelt C) Dwight D. Eisenhower D) John F. Kennedy
B) Franklin D. Roosevelt
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.
B) It requires the assessee to place names in alphabetical order.
Who developed a commonly-used set of interest inventories? A) Myers B) Strong C) Bray D) Briggs
B) Strong
Which statement best describes the current status of organizational culture measures? A) There is no shortage of highly reliable and valid instruments that measure organizational culture. B) There are very few instruments with demonstrated reliability and validity. C) Instruments to measure organizational culture are difficult to develop, given the differences that exist between large organizations. D) The term "organizational culture" is an elusive concept with many meanings so it has been difficult for test developers to come up with acceptable tests.
B) There are very few instruments with demonstrated reliability and validity.
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.
B) a current employee in a small service organization.
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 obtaining a more complete picture of a prospective employee. D) an occasion for face-to-face exchange of information.
B) a standardized procedure involving multiple assessment techniques.
Bizot and Goldman (1993) examined the predictive criterion validity of peoples' interest inventories and aptitudes measures 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 the answers are correct.
B) aptitude is predictive of job performance.
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.
B) are generally useful in the preliminary screening of applicants.
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.
B) construct validity.
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 and enthusiasm to respond quickly with accuracy. B) evaluating a worker's ability to physically manipulate materials within a time limit. C) finding the best employee for a position on an assembly line. D) increasing profit margins by increasing the utility of the selection tools.
B) evaluating a worker's ability to physically manipulate materials within a time limit.
An assumption underlying the development of the Strong Interest Inventory was 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.
B) if an assessee's interests match those of people already in the field, the assessee may be well-suited for the job.
Although not identified as such at the time of hire, there are employees who turn out to be "poor-fits" for their job or work place. According to Dr. Jed Yalof, such individuals A) will certainly succeed as entrepreneurs because they work better when they are their own boss. B) may be well-versed in impression management techniques, which is how they got the job. C) are trying to achieve self-actualization as all their lower-level needs have been satisfied. D) All of the answers are correct.
B) may be well-versed in impression management techniques, which is how they got the job.
As an alternative to analyzing OSS jobs into their component psychological attributes, the OSS Assessment Staff set what they characterized as _____ assessment as their objective. A) individualistic B) organismic C) orthogonal D) None of the answers is correct.
B) organismic
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.
B) performance assessment.
Computer simulations and video games have earned a place as a tool of vocational assessment. In addition, they are sometimes used as A) portfolio evaluations. B) performance tests. C) online interviews. D) cyberselection tools.
B) performance tests.
According to Maslow's hierarchy of needs, which need will employees seek to satisfy before striving for the satisfaction of their safety needs? A) cognitive needs B) physiological needs C) esteem needs D) self-actualization needs
B) physiological needs
Transfer or assignment to a group or a category on the basis of one, sole criterion is referred to as A) classification. B) placement. C) screening. D) selection.
B) placement.
According to white, a higher norm of stealing by employees sometimes results from the use of A) random drug testing. B) pre-employment honesty testing. C) job satisfaction tests. D) emotional intelligence tests.
B) pre-employment honesty testing.
A limitation of using ratings to measure productivity is the possibility of A) irresponsibility in rating. B) rater bias. C) low predictive efficiency. D) None of the answers is correct.
B) rater bias.
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) ratings and rankings by superiors is the most common method. 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.
B) ratings and rankings by superiors is the most common method.
Résumés and application forms are A) placement B) screening C) hiring D) classification
B) screening
What is the term used to describe two or more people in an organization who work together toward achieving a common and valued goal and who have each been assigned specific roles or functions to perform? A) cult B) team C) group D) norm
B) team
Candidates for the OSS would have to be all of the following A) resourceful. B) timid. C) emotionally resilient. D) creative.
B) timid.
The Strong Interest Inventory measures A) vocational aptitudes. B) vocational interests. C) vocational interests and aptitudes. D) vocational interests and general mental ability.
B) vocational interests.
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 Likert scale. D) An early draft of the OCQ was field-tested on 100 social workers.
C) The OCQ is a 15-item Likert scale.
A false-positive drug test result is best associated with which of the following conclusions about the test taker? A) The test taker is still affected by a drug even though the drug has actually left the person's system. B) An impaired test taker who has gone undetected by the test. C) The test taker consumed a poppy-seed bagel for breakfast. D) None of the answers is correct.
C) The test taker consumed a poppy-seed bagel for breakfast.
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 the answers are correct.
D) All of the answers are correct.
A false-negative drug test is best associated with which of the following conclusions about the test taker? A) The test taker is taking depression medication. B) The test taker consumed something with poppy-seeds in them recently. C) The test taker has taken drugs but the test does not indicate this. D) None of the answers is correct.
C) The test taker has taken drugs but the test does not indicate this.
The varied responsibilities of the OSS raised many questions for the OSS team of assessor psychologists. According to Mark F. Lenzenweger, the "bottom line" question for the assessors could best be phrased as, A) "What defines 'usefulness to the organization'?" B) "What psychological attributes can we reasonably assess in the space of a relatively short visit to the assessment facility?" C) "How do we select candidates who are a good fit and can meet the varied demands required of OSS intelligence officers?" D) "What specific aspects of personality should be the focus of our assessments?"
C) "How do we select candidates who are a good fit and can meet the varied demands required of OSS intelligence officers?"
Which is not a criticism of drug testing in the work place? A) It may violate the constitutional rights of employees. B) False positives and false negatives are always a possibility. C) Any benefits of drug testing tend to be outweighed by the costliness of the procedure. D) The most commonly-used methods do not yield specifics about when the drug was taken or how much impairment occurred.
C) Any benefits of drug testing tend to be outweighed by the costliness of the procedure.
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.
C) Application forms are more highly structured than résumés.
The Myers-Briggs Type Indicator (MBTI) was based on the theoretical writings of A) Sigmund Freud. B) B. F. Skinner. C) Carl Jung. D) Holland Opus.
C) Carl Jung.
The question of whether tests that measure cognitive skills and abilities 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 continued use of the GATB.
C) Congress passed the Civil Rights Act of 1991.
Mike was asked by his supervisor to take a random drug test at work. The result was a false negative. What does this result indicate? A) His test result shows that he had consumed drugs. B) His test result was negative as he has never consumed drugs. C) His test result was negative even though he has been consuming drugs. D) His test showed no result, which means he has to repeat the test.
C) His test result was negative even though he has been consuming drugs.
Which is true of the immunoassay method for detecting drug use? A) It determines the degree of impairment that occurred as a consequence of the drug use. B) It determines the precise amount of the drug that was ingested. C) It determines which drug in a particular category was taken. D) It determines the approximate hour of the day that the drug was taken.
C) It determines which drug in a particular category was taken.
OSS assessment and training was conducted at a location that was code-named _____, but was informally referred to as _____. A) the homestead; the farm B) Farm 44; the station C) Station S; the farm D) Dulles; the airport
C) Station S; the farm
Candidates for OSS training arrived at the OSS instructional facility for assessment and training from A) their homes throughout the United States. B) specially designated hotels in Roanoke, Virginia where they had been instructed to assemble. C) United States military bases. D) All of the answers are correct.
C) United States military bases.
A useful, quick-screening method that provides a biographical sketch of a job applicant is the A) focus group. B) portfolio. C) application form. D) home visit.
C) application form.
Tests designed to evaluate commitment to an organization include measures of A) loyalty. B) involvement. C) both loyalty and involvement. D) None of the answers is correct.
C) both loyalty and involvement.
According to Dr. Jed Yalof, in the workplace, the problems of one individual, such as chronic lateness or chronic moodiness, are likely to negatively impact the focus and productivity of A) that individual. B) other workers. C) both that individual and other workers. D) all workers in that office.
C) both that individual and other workers.
According to Mark F. Lenzenweger, the Office of Strategic Services (OSS) is viewed today as the forerunner to A) the Central Intelligence Agency (CIA). B) the US Army Special Forces. C) both the Central Intelligence Agency (CIA) and the US Army Special Forces. D) None of the answers is correct.
C) both the Central Intelligence Agency (CIA) and the US Army Special Forces.
The Civil Rights Act of 1991 stated that tests that measure cognitive abilities and skills for potential employees A) must no longer be administered. B) must produce equal mean scores for all races. C) could no longer be race-normed. D) violated the civil rights of minority groups.
C) could no longer be race-normed.
All of the following were objectives of America's first intelligence service except A) gathering information about the intentions and activities of this country's adversaries. B) executing operations aimed at disrupting foreign enemy actions. C) identifying domestic groups that represented a threat to the United States. D) sabotaging foreign enemy assets.
C) identifying domestic groups that represented a threat to the United States.
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
C) length of time with the organization
Which of the following is the least appropriate use of a physical test 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) checking a life guard's stamina for swimming
C) measuring the height and weight of a telephone operator
The longitudinal study by Bizot and Goldman showed that 8 years after their completion, interest inventories administered in high schoolhad predicted A) job performance. B) job satisfaction. C) neither job performance nor job satisfaction. D) the administrative level achieved.
C) neither job performance nor job satisfaction.
Maslow's hierarchical theory as it relates to worker motivation would suggest that A) employees expend energy in ways designed to achieve the outcome they desire. B) the more money a worker earns, the more money the worker strives to earn. C) once workers feel secure in their positions and accepted by their co-workers, they strive to earn recognition for their accomplishments. D) an extremely high-risk situation may not lead to feelings of accomplishment because of a high probability of failure.
C) once workers feel secure in their positions and accepted by their co-workers, they strive to earn recognition for their accomplishments.
Which of the following is the best example of intrinsic motivation? A) a bonus for making a specified quota B) recognition by one's peers in the form of an award C) one's satisfaction with one's own work products D) a short-order cook actually winning an episode of Iron Chef
C) one's satisfaction with one's own work products
The term used to represent the strength of one's loyalty to an organization is A) attitudinal fortitude. B) motivational alliance. C) organizational commitment. D) job satisfaction.
C) organizational commitment.
Letters of recommendation applicant's most typically provide detailed information about a job A) educational credentials. B) fantasy life. C) past performance. D) food preferences.
C) past performance.
In addition to measuring feeling states, measures of job satisfaction usually measure A) knowledge necessary for successful job performance. B) strength of one's loyalty to the organization. C) perception of one's role in the organization. D) All of the answers are correct.
C) perception of one's role in the organization.
Using video games to test coordination and reaction time has been proposed as a more acceptable way of measuring impairment than drug testing. This alternative to drug testing involves using A) auditory tests. B) physical-fitness tests. C) performance tests. D) aptitude tests.
C) performance tests.
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.
C) predictive of future job performance.
With regard to the validity of integrity tests, A) existing integrity tests have not been shown to be valid and should not be used in the workplace. B) the integrity of the developers of the most widely used integrity tests has been called into question. C) professionally-developed tests have the best chance of meeting acceptable validity standards. D) it has been proven to be biased against top management.
C) professionally-developed tests have the best chance of meeting acceptable validity standards.
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) require a job-related performance sample. D) are usually not standardized.
C) require a job-related performance sample.
The OSS assessments resulted in mounds of notes and other data about the candidates' suitability for intelligence work. All of this information was A) analyzed in triple-blind fashion by a panel of three psychologists. B) sent to OSS headquarters in Washington, D.C. for a preliminary recommendation. C) reviewed and debated at a staff conference. D) All of the answers are correct.
C) reviewed and debated at a staff conference.
The model of assessment and personnel selection devised by OSS personnel was A) generally consistent with the then-current practices. B) unreliable as a result of then-existing time pressures. C) revolutionary for its time and still in use today. D) has remained classified to the present day.
C) revolutionary for its time and still in use today.
The process of evaluation based on certain minimal criteria is referred to as A) classification. B) directed search. C) screening. D) interviewing.
C) screening.
An employee's level of organizational commitment is most closely tied to A) how the organization represents itself to the public at large. B) the physical setting in which the employee works. C) the involvement of the employee in the organization. D) the special privileges offered to the employee.
C) the involvement of the employee in the organization.
Employers use the résumé and the cover letter to assess all the following except A) the appropriateness of career objectives. B) perceived sincerity. C) work-related thought processes. D) prior job-related experience.
C) work-related thought processes.
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.
D) All of these are reflections of organizational culture.
According to Mark F. Lenzenweger, the team of psychologists that was assembled to create the novel assessment program for personnel selection for the Office of Strategic Services (OSS) could be characterized as A) "junior varsity." B) "recently licensed." C) "all over the map." D) "all-star."
D) "all-star."
A number of factors conspired to make the task of the OSS one of the most complicated behavioral prediction challenges ever encountered in the history of clinical psychology. These factors included A) identifying psychological attributes that corresponded to OSS duties. B) the novelty of the OSS function. C) the high variability across job descriptions. D) All of the answers are correct.
D) All of the answers are correct.
According to Dr. Jed Yalof, potential problems may arise with employees who misrepresented their credentials to gain employment. These employees may A) try to bend the rules at the workplace. B) downplay or disregard supervisory feedback. C) be inappropriately competitive with coworkers. D) All of the answers are correct.
D) All of the answers are correct.
According to Mark F. Lenzenweger, the legacy of the OSS assessment program A) is tied to its compelling demonstration of the utility of psychological testing and assessment. B) lives on in the modern day use of assessment centers for personnel selection in corporate America. C) continues to be a part of assessment centers conducted by today's governmental agencies. D) All of the answers are correct.
D) All of the answers are correct.
After arriving at the OSS training and assessment facility, the candidates A) were interviewed by psychologists, completed questionnaires, and sat for paper-and- pencil tests. B) had their performance evaluated on a highly stressful, but mock interrogation. C) were challenged to build a small wooden structure using "assistants" who deliberately provided little assistance. D) All of the answers are correct.
D) All of the answers are correct.
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 the answers are correct.
D) All of the answers are correct.
The term organizational culture refers to A) the structure of the organization. B) the types of people who work at the company. C) the formal and informal ceremonies and privileges within the organization. D) All of the answers are correct.
D) All of the answers are correct.
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) more direct way of assessing the impairment C) demonstrated effectiveness in reducing accidents D) All of the answers are correct.
D) All of the answers are correct.
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) It invariably results in the applicant being hired by the employer.
D) It invariably results in the applicant being hired by the employer.
While at the OSS assessment and training facility, the candidates A) were not allowed to verbally interact with each other. B) were encouraged to view Survivor re-runs on VHS. C) were seldom observed or evaluated by assessors. D) None of the answers are correct.
D) None of the answers are correct.
Which of the following best reflects a performance test administered by the Food Network in its search for a new host for a show called Bizarre Foods? A) Have the applicant fill out an application blank. B) Have the applicant solicit letters of reference. C) Review the applicant's video portfolio. D) Offer the applicant a breaded and fried grasshopper to eat.
D) Offer the applicant a breaded and fried grasshopper to eat.
According to Mark F. Lenzenweger, one of the major turning points in the history of psychological assessment came as the result of the forward-thinking action of a U.S. Army General named A) James "Big Jim" Thornton. B) Harold "Hard Hal" Robertson. C) Samuel "Secret Sammy" Sanders. D) William "Wild Bill" Donovan.
D) William "Wild Bill" Donovan.
Which of the following cannot be categorized as a work-related performance test? A) an "in-basket" task B) a computerized jet fighter simulation C) a word processing test D) a polygraph test
D) a polygraph test
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) aptitude test; job performance
D) aptitude test; job performance
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 forms B) letters of recommendation C) interviews D) aptitude tests
D) aptitude tests
As a result of legislation, which of the following tools of assessment may not be used in most employment settings? A) drug tests B) personality-based measures C) physical tests D) lie detectors
D) lie detectors
It has been estimated that drug testing is used by _____ in the United States. A) 80% of all major companies B) all of the major companies C) none of the major companies D) nearly half of all major companies
D) nearly half of all major companies
The typical objective of a performance test is to best be obtained from a 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.
D) obtain a job-related performance sample.
Random drug testing is least employed in A) government agencies. B) private companies. C) the military. D) small offices.
D) small offices.
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
D) the Strong Interest Inventory
Scores on the Strong Interest Inventory provide information about a test taker'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.
D) the interests of people actually employed in various occupations.
Which of the following is an example of an observable artifact of an organization's culture? A) the annual financial statement of the company B) the company's assets and debts C) potential customers of the company D) videos of the office holiday party
D) videos of the office holiday party
