Ch. 4 Quiz I/O Psych PSU
Objective criteria tend to be more appropriate for: a. non-managerial positions b. low-quality employees c. high-quality employees d. managerial positions
a. non-managerial positions
Juan is developing criteria for the job of a grocery store manager but he is unsure of what type of criteria to use. For this type of job, the most appropriate type of criteria for Juan to use are: a. subjective criteria b. static criteria c. ultimate criteria d. objective criteria
a. subjective criteria
Campbell's model of performance suggests that all jobs include at least ________ factors. a. 5 b. 8 c. 12 d. 2
b. 8
Which of these would be an example of an objective criteria? a. peer ratings b. accidents c. supervisor ratings d. effectiveness
b. accidents
Which of these is NOT an example of counterproductive behavior? a. abuse of others b. anger c. theft d. withdrawal behaviors
b. anger
According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical, and: a. objective b. fair c. formidable d. subjective
b. fair
According to Campbell's taxonomy of performance, if an off-duty pilot avoids excess alcohol in the event that he or she is needed in an emergency, that behavior exemplifies the performance factor known as: a. non-job-specific task proficiency b. maintaining personal discipline c. demonstrating effort d. job-specific task proficiency
b. maintaining personal discipline
In a statistical sense, the percentage of variance in the ultimate criterion that can be accounted for by the actual criterion is known as: a. practicality b. relevance c. sensitivity d. reliability
b. relevance
___________ is the condition in which a measure assesses something that is not part of the ultimate criterion. a. criterion relevance b. criterion sensitivity c. criterion contamination d. criterion deficiency
c. criterion contamination
The criterion problem is characterized by two elements. First, practitioners must decide between using multiple or composite criteria. Second, practitioners must determine how to address: a. criterion relevance b. counterproductive work behaviors c. dynamic criteria d. the lack of available objective criteria
c. dynamic criteria
In studying the productivity of National Hockey League players, Day, Shin, and Chen (2004) found that: a. performance declines when individuals are promoted to leadership roles b. performance is stable and generally remains the same over time c. performance levels appeared to change as a function of leadership responsibilities d. performance is unpredictable over time
c. performance levels appeared to change as a function of leadership responsibilities
A real-world representation of all aspects of performance that define success on the job is known as the: a. composite criterion b. ultimate criterion c. objective criterion d. actual criterion
d. actual criterion
Even though Emilana's job performance has not changed over the past year, she received a higher evaluation this year because she has become better friends with her boss. This is an example of _________, which leads to _________. a. measure reliability; criterion contamination b. bias; criterion deficiency c. measure reliability; criterion deficiancy d. bias; criterion contamination
d. bias; criterion contamination
Lorenzo assesses the performance of his managers by noting how many grievances their subordinates file each year. This would be an example of a(n) _________ criteria. a. contaminated b. subjective c. ultimate d. objective
d. objective
A supervisor is examining his sales representatives' sales numbers, and they seem to be random. Whoever is the top sales person one month might be the lowest the next month. This measure of performance lacks: a. sensitivity b. practicality c. relevance d. reliability
d. reliability
A manager decides to use days missed as a measure of performance. However, at the end of the year, he finds that only a few employees in the entire organization have missed a day at work. Because almost everyone has the same score on this measure of performance, it lacks: a. fairness b. practicality c. reliability d. sensitivity
d. sensitivity
According to Campbell, what is one problem with adding up multiple criteria to create a single composite criteria? a. such a criterion makes it too difficult to select the single best person for the job b. such a criterion is not typically used in organizations because it tends to be quite expensive c. such a criterion contains a great deal of data and is often too complex to be used for hiring decisions d. such a criterion treats performance as if it were a single construct
d. such a criterion treats performance as if it were a single construct
Which statement about performance is true? a. performance criterion usually consist of one dimension only b. I/O psychologists have identified several performance criteria that are perfect measures of performance c. all performance criteria are suitable for all organization decisions d. there is no performance criteria that is suitable for all organizational purposes
d. there is no performance criteria that is suitable for all organizational purposes
A recent meta-analysis has indicated that when groups engage in more organizational citizenship behaviors (OCBs): a. they also experience an increase in counterproductive work behaviors b. they tend to spend more time socializing and less time on task-related behaviors c. they tend to have lower performance and profit margins d. they tend to have better social processes, such as coordination and communication
d. they tend to have better social processes, such as coordination and communication
According to Schmidt and Kaplan (1971), composite scores should be used _______, while predictor scores should be used _______. a. for training purposes; for selection purposes b. for selection purposes; for training purposes c. to examine how individual predictors affect performance; to make a hiring decision d. to make hiring decisions; to examine how individual predictors affect performance
d. to make hiring decisions; to examine how individual predictors affect performance