Exam 2 Study Set

Which of the following statements about realistic job previews (RJPs) is correct? 1) RJPs decrease expectations regarding the salary 2) RJPs decrease the proportion of employees who accept job offers 3) RJPs decrease turnover, but only a small amount 4) RJPs decrease perceptions of the organization's honesty

3) RJPs decrease turnover, but only a small amount

The test you are currently taking is designed to measure your present level of proficiency in this course. This test would be considered a(n) 1) EI test. 2) intelligence test. 3) achievement test. 4) personality test.

3) achievement test.

When trainees consolidate new knowledge such that they can use what they have learned with little thought, _________________ has occurred. 1) autoinstruction 2) modeling 3) automaticity 4) feedback

3) automaticity

"During high school, what grades did you get in your chemistry class?" This question is most likely to appear on what kind of assessment device? 1) personality test 2) integrity test 3) biographical inventory 4) vocational interest test

3) biographical inventory

According to Maslow's hierarchy of needs, which is the most basic need? 1) love 2) safety 3) food 4) self-actualization

3) food

Which need is at the top of Maslow's hierarchy? 1) love 2) physiological 3) self-actualization 4) esteem

3) self-actualization

As a test administrator it is important to you that the test is easy to score and can be efficiently administered to a large number of people. Which of the following tests would be your best choice? 1) An open-ended group test 2) A group performance test 3) An individual performance test 4) A group pencil-and-paper test

4) A group pencil-and-paper test

You are a counselor at a large university who helps students select careers that match their interests. What kind of test are you likely to use: 1) An assessment inventory 2) A biographical inventory 3) An occupational ability test 4) A vocational interest test

4) A vocational interest test

Why is it beneficial to begin a validation study with a job analysis? 1) To learn the criteria, or KSAOs, needed for the job. 2) To help select predictors for the KSAOs. 3) To help with validity generalization. 4) All of the above.

4) All of the above.

In which of the following assessment methods is the person who administers the test most likely to affect the responses? 1) Cognitive ability test 2) Biographical inventory 3) Integrity test 4) Interview

4) Interview

For which of the following positions is an organization most likely to use an assessment center when determining whom to hire? 1) Secretary 2) Clerk 3) Carpenter 4) Manager

4) Manager

Audiovisual instruction has the added advantage over traditional lecture because a. often they use a variety of techniques to present the material. b. they can be presented to a large group of trainees at once. c. they are self-paced and do not use an instructor. d. the trainee pretends to do the task

a. often they use a variety of techniques to present the material.

Often, because the job being trained is a difficult one, the training program will break the job into components, which are learned one at a time. This type of training is called a. part training. b. whole training. c. spaced training. d. massed training.

a. part training.

Often employees do not use the skills they learned in a training session once they go back to their job. This may occur because a. supervisors may not support the application of skills learned in training. b. they encounter many opportunities to apply their new skills on the job. c. training sessions are always too short and do not allow for enough time to practice the new skills. d. the organization failed to implement a pretest-posttest design

a. supervisors may not support the application of skills learned in training.

The text discusses five steps to developing an effective training program, all but one step falls within the domain of I/O psychology. Which of the following does NOT usually fall within the domain of 1/0 psychology? a. Conduct a training needs assessment b. Design the training c. Deliver training d. Evaluate training

b. Design the training

statement describing how the training objectives can be assessed is known as a a. performance criterion. b. learning criterion. c. training criterion. d. results criterion.

c. training criterion

Which of the following describes training criteria? a. They serve as the basis for the design of organizational training. b. They serve as the standards against which training programs can be evaluated. c. They should be based on the results of a needs assessment. d. All of the above

d. All of the above

Which of the following information is gathered during the needs assessment phase of designing an organizational training program? a. The goals of the organization. b. The abilities of the employees in the organization. c. The tasks required to complete all of the jobs in the organization. d. All of the above

d. All of the above

Which training method provides the highest level of feedback? a. audiovisual instruction b. conference c. lecture d. role playing

d. role playing

Training objectives should be based on: a. higher level management opinion. b. the results of the training evaluation. c. the expertise of the trainer. d. the results of the needs assessment.

d. the results of the needs assessment.

Which of the following selection devices is popular, but not universally utilized internationally? 1) interview 2) psychological tests 3) application form 4) former employer reference check

psychological tests

An internal state that induces a person to engage in specific behaviors is defined as 1) intensity. 2) stress. 3) motivation. 4) persistence.

3) motivation.

A selection procedure is used and all male applicants are hired, but only 40% of all female applicants are hired. According to the Uniform Guidelines, _______ has occurred a. adverse impact b. discriminatory impact c. protected class impact d. affirmative action

Answer: a

What type of training involves the presentation of materials using an audio or videotape? a. Audiovisual instruction b. Autoinstruction c. Modeling d. Simulation

a. Audiovisual instruction

At which criteria level is it most important to observe a significant change in order to conclude that a training program is effective? a. Performance b. Learning c. Reactions d. Training

a. Performance

People's preferences for different types of training are considered a a. trainee characteristic. b. factor that affects training design. c. work environment factor. d. results criteria

a. trainee characteristic.

Recruitment is only concerned with finding good applicants. a. true b. false

b. false

3. Employers can take a variety of approaches to deal with the shifting nature of jobs and job requirements. The ______ approach would maintain current employees, providing them with instruction on the newly required skills, whereas the _____ approach would replace the under-skilled employees with new, skilled employees. a. selection; training b. training; selection c. hiring; training d. training; hiring

b. training; selection

The last step in developing an effective training program is: a. Deliver the training. b. Design the training. c. Evaluate the training. d. Conduct needs assessment.

c. Evaluate the training

Which statistic should be used to analyze data from a pretest-posttest design or a control-group study? a. the Mean b. a Correlation c. a T-test d. an ANOVA

c. a T-test

An apprenticeship is an example of what type of training? a. conference b. modeling c. on-the-job d. role playing

c. on-the-job

Bill's Computer Software Development Company needs to hire some skilled employees knowledgeable in a specific computer language. The unemployment rate is relatively high. How should Bill get access to possible applicants? a. Newspaper advertising b. School recruiters c. Employment agencies d. Referrals from existing employees

d. Referrals from existing employees

Which type of training method has the advantage of giving the trainees the most immediate practice of new skills? a. audiovisual instruction b. autoinstruction c. conference d. simulation

d. simulation

Which of the following statements about recruiting is correct? 1) Recruiting efforts should specify the KSAOs for the job in advance. 2) According to Breaugh and Starke (2000), recruitment is simply a matter of collecting applications and conducting assessments. 3) Compared to more traditional methods, web-based recruiting is more expensive. 4) Most of the applicants companies get from web-based recruiting are highly suitable for the job.

1) Recruiting efforts should specify the KSAOs for the job in advance.

After doing a validation study I repeat it a second time. This time I use a different set of subjects. This is called 1) cross-validation. 2) repeated validation. 3) validity generalization. 4) selective validation

1) cross-validation.

The major disadvantage of the pretest-posttest design is that 1) the observed changes may be due to factors other than the training. 2) it is hard to get enough people to train. 3) nobody wants to be in the control group. 4) reactions criteria don't tell you what the trainees learned.

1) the observed changes may be due to factors other than the training.

Adverse impact is demonstrated when 1) the selection ratio for a minority group is substantially less than 80% of the selection ratio for the majority group. 2) unqualified minorities are hired to meet quotas. 3) an assessment method being used by a company is not valid. 4) when members of a protected class feel they have been discriminated against and file a formal grievance.

1) the selection ratio for a minority group is substantially less than 80% of the selection ratio for the majority group

You have applied for a position as a proofreader at PDQ Publishing. Before being hired you are given a manuscript and asked to indicate any errors. This type of assessment is an example of 1) An in-basket exercise. 2) A work sample. 3) A personality test. 4) An assessment center.

2) A work sample.

The concept of reasonable accommodation was introduced in the 1) Civil Rights Act of 1964. 2) Americans with Disabilities Act. 3) Age Discrimination Act of 1978. 4) Uniform Guidelines on Employee Selection.

2) Americans with Disabilities Act.

Which of the following is an example of massed training? 1) Practicing your musical instrument daily for 1 hour at a time. 2) Cramming for a test. 3) Reading a few pages of your textbook each night. 4) Learning to play tennis in half hour increments for three weeks.

2) Cramming for a test.

Which of the following is NOT a federally protected class? 1) race. 2) sexual orientation. 3) religion. 4) age.

2) sexual orientation.

Before being hired by New Millennium Enterprises, you are asked to participate in an exercise in which you are told to pretend that it is your first day on the job and you are faced with numerous items on your desk, including memos, letters, e-mails, and phone messages. You must deal with each of them appropriately and efficiently. This is called a(n) ____________ exercise 1) leaderless group. 2) role play. 3) in-basket. 4) inferential.

3) in-basket.

An apprenticeship is an example of what type of training? 1) conference 2) modeling 3) on-the-job 4) role playing

3) on-the-job

The phrase "If at first you don't succeed, try, try again," expresses the need for 1) intensity of behavior. 2) direction of behavior. 3) persistence of behavior. 4) self-efficacy regarding behavior.

3) persistence of behavior.

A baserate of ________ results in maximum utility. a. 30% b. 50% c. 60% d. 100%

Answer: b

Which of the following statements about mentoring is true? a. Assigned mentorships don't always work as well as those that develop naturally. b. Mentors tend to have lower job performance and satisfaction. c. In general, female mentors are more likely to give career assistance than male mentors. d. Men and women are equally likely to receive emotional support from a mentor

a. Assigned mentorships don't always work as well as those that develop naturally.

Which of the following statements about recruiting is correct? a. Recruiting efforts should specify the KSAOs for the job in advance. b. According to Breaugh and Starke (2000), recruitment is simply a matter of collecting applications and conducting assessments. c. Compared to more traditional methods, web-based recruiting is more expensive. d. Most of the applicants companies get from web-based recruiting are highly suitable for the job.

a. Recruiting efforts should specify the KSAOs for the job in advance.

If an organization makes special attempts to increase the number of Hispanic employees by recruiting in Spanish-language newspapers, we say the company has taken a. affirmative action. b. adverse impact action. c. anti-discriminatory action. d. a reasonable accommodation.

a. affirmative action

Without __________ it is doubtful that learning can occur at all because trainees can't tell if they are learning the correct material. a. feedback. b. overlearning. c. identical elements. d. automaticity

a. feedback.

It has been suggested that organizations should teach employees the underlying principles for tasks rather than the tasks themselves to facilitate adaptation to future changes in the job. a. true b. false

a. true

Which of the following is NOT a federally protected class? a. race. b. sexual orientation. c. religion. d. age.

b. sexual orientation.

Which of the following is FALSE about using credit checks as a selection measure? 1) Many studies have shown credit checks are not valid predictors of performance. 2) Credit checks disadvantage minority group members, thus credit checks are vulnerable to legal challenges. 3) Applicants view credit checks as unfair so highly qualified candidates are more likely to turn down an offer from a company that uses credit checks. 4) Applicants view credit checks as unfair so rejected candidates are more likely to file a legal challenge.

1) Many studies have shown credit checks are not valid predictors of performance.

It is not necessarily illegal to use a selection device that has adverse impact as long as the device is job relevant. 1) True 2) False

1) True

Which of the following statements is correct about designs used to evaluate training? 1) The pretest-posttest design is superior to the control group design. 2) The control group design is superior to the pretest-posttest design. 3) The pretest-posttest and control group designs are both worthless. 4) The pretest-posttest and control group designs are equally effective.

2) The control group design is superior to the pretest-posttest design.

You are given the Self-Directed Search test. What is this test assessing? 1) Your integrity 2) The match between your personality type and particular occupations 3) Your personality 4) Your emotional intelligence

2) The match between your personality type and particular occupations

If all applicants for a job can do the job successfully, we say the ________ equals 100%. 1) selection ratio 2) baserate 3) validity 4) utility rate

2) baserate

Candidates who are given a __________ interview are likely to have an advantage during a job search. 1) face-to-face 2) telephone 3) structured 4) unstructured

2) telephone

One of the major concerns with using personality tests for employee selection is that: 1) personality does not predict performance. 2) applicant faking can undermine the validity of the test. 3) they are time consuming to administer. 4) few practitioners and organizations are willing to use them.

?

You are taking a test prior to your hiring at New Millennium Enterprises. The computer selects the specific items based on how well you perform on the previous items. This type of test is called 1) Objective testing. 2) Tailored testing. 3) Standardized testing. 4) Adaptive testing.

?

Adverse impact is demonstrated when a. the selection ratio for a minority group is substantially less than 80% of the selection ratio for the majority group. b. unqualified minorities are hired to meet quotas. c. an assessment method being used by a company is not valid. d. when members of a protected class feel they have been discriminated against and file a formal grievance.

Answer: a

After doing a validation study I repeat it a second time. This time I use a different set of subjects. This is called a. cross-validation. b. repeated validation. c. validity generalization. d. selective validation

Answer: a

As the cutoff score on the predictor decreases, a. the number of false positives increases. b. the number of true positives decreases. c. the number of false negatives increases. d. none of the above

Answer: a

It is not necessarily illegal to use a selection device that has adverse impact as long as the device is job relevant. a. True b. False

Answer: a

One problem with using a multiple regression approach to selection is that a. a low score on one predictor maybe compensated for by a high score on another. b. good applicants may be screened out because of poor performance on one of the criteria. c. the equation must be cross-validated. d. the cross validation study will often yield non-significant results.

Answer: a

When deciding whom to hire, the Slowchip Computer Company uses cognitive ability test scores to predict performance, and hires the applicants with the highest predicted performance. This is referred to as a ________ approach. a. simple regression b. multiple regression c. multiple hurdle d. predictive validation

Answer: a

When setting a cutoff for a predictor a company wants to maximize the number of a. true positives. b. true negatives. c. false positives. d. false negatives.

Answer: a

Amy has recently conducted a validation study; she claims that her selection tests and methods are useful in many other settings. She uses them to hire without conducting another validation study. She is relying on the concept of a. situation specificity. b. validity generalization. c. predictor validity. d. cross validation.

Answer: b

As the hiring manager for New Millennium Enterprises, you realize that it is important to give potential employees an honest view of the job and organization. This can be accomplished by using a a. RPJ. b. RJP. c. BARS. d. mentor.

Answer: b

Biographical inventories and interviews are most popular in _______, whereas tests are more popular in Belgium and Spain. a. the U.S. b. Greece c. Germany d. Canada

Answer: b

Employees who are hired under affirmative action are always thought to be as competent as those hired without affirmative action guidelines. a. true b. false

Answer: b

Goodie Foods hires half the applicants for a new sales position. Their _________ is 1/2. a. baserate b. selection ratio c. validity d. validity ratio

Answer: b

If all applicants for a job can do the job successfully, we say the ________ equals 100%. a. selection ratio b. baserate c. validity d. utility rate

Answer: b

In 1978, the U.S. government produced a set of rules for legal selection called the a. Civil Rights Guidelines. b. Uniform Guidelines on Employee Selection Procedures. c. Affirmative Action Guidelines. d. Equal Employment Guidelines.

Answer: b

Susan administers a psychological test to recently hired employees. One year later, she measures their performance and examines if test scores are related to job performance. She has done a _______study. a. concurrent validation b. predictive validation c. cross-validation d. validity generalization

Answer: b

The company correctly concluded that Charlie could not capably perform the job, so they did not hire him. Charlie is a a. true positive. b. true negative. c. false positive. d. false negative.

Answer: b

The concept of reasonable accommodation was introduced in the a. Civil Rights Act of 1964. b. Americans with Disabilities Act. c. Age Discrimination Act of 1978. d. Uniform Guidelines on Employee Selection.

Answer: b

The correlation between scores on the predictor and scores on the criterion is called the a. predictive coefficient. b. validity coefficient. c. reliability coefficient. d. concurrent coefficient.

Answer: b

The multiple hurdle approach to personnel decision-making involves a. combining various predictors of success in a statistical manner. b. an ordered sequence of screening devices after each of which a decision is made. c. designating a score on each predictor above which the candidate must score. d. using only those criteria on which the candidate scores very high.

Answer: b

The validity coefficient for predictive designs is larger than that for concurrent designs. a. true b. false

Answer: b

Validation studies can be costly and time consuming. An alternative approach is to a. hire a consulting firm to select applicants. b. rely on selection tools with established validity. c. conduct a job evaluation study. d. use the selection methods that other companies use.

Answer: b

When deciding whom to hire, the Slowchip Computer Company uses scores on a cognitive ability test and a motivation test to predict performance, and hires the applicants with the highest predicted performance. This is a ______approach. a. simple regression b. multiple regression c. multiple hurdle d. predictive validation

Answer: b

Which of the following selection devices is popular, but not universally utilized internationally? a. interview b. psychological tests c. application form d. former employer reference check

Answer: b

Which of the following selection situations will have the highest utility? a. The validity coefficient is .20, the baserate is 50%, and the selection ratio is 1/3. b. The validity coefficient is .40, the baserate is 50%, and the selection ratio is 1/100. c. The validity coefficient is .30, the baserate is 30%, and the selection ratio is 1/2. d. The validity coefficient is .40, the baserate is 70%, and the selection ratio is 1/2.

Answer: b

Your Human Resources manager argues that developing a good selection procedure will save money in the long run. She is arguing that developing a good selection procedure has positive a. reliability. b. utility. c. validity. d. accuracy.

Answer: b

Cindy was hired by New Millennium Enterprises, but subsequently failed at the job. She would be known as a a. true positive. b. true negative. c. false positive. d. false negative.

Answer: c

Groups of individuals who have been the target of discrimination in the past and are protected against discrimination by federal laws are known as a. civil rights classes. b. adversely impacted classes. c. protected classes. d. discriminated classes.

Answer: c

John's application for a job with the L.J. Company was rejected. John, however, would have been a successful employee if L.J. had hired him. John is an example of a a. false positive. b. true positive. c. false negative. d. true negative.

Answer: c

New Millennium Enterprises gets 200 applicants for two positions in the computer graphics department. The selection ratio is a. 1/1. b. 1/10. c. 1/100. d. 2/200.

Answer: c

Realistic job previews are NOT likely to a. give applicants detailed descriptions of the job. b. increase performance. c. increase the number of employees who accept job offers. d. increase job satisfaction.

Answer: c

Sam is conducting a validation study. He has identified cognitive ability tests and personality tests to use in the validation study. Which step of the validation study does this describe? a. Conduct a job analysis. b. Specify job performance criteria c. Choose predictors d. Validate the predictors

Answer: c

Successful College has begun to use scientific selection in the hiring of employees; you have been asked to study the effectiveness of these procedures as related to organizational functioning. This is called a(n) a. job analysis. b. regression analysis. c. utility analysis. d. cost/benefit analysis.

Answer: c

The baserate that offers the most room for improvement in accuracy of predictions is a. 0% b. 25% c. 50% d. 75%

Answer: c

The federal guidelines for legal selection that were originally intended to apply to government agencies and have now been adopted and accepted as acceptable legal practices for all organizations are known as the a. Civil Rights Guidelines. b. Equal Employment Guidelines. c. Uniform Guidelines on Employee Selection Procedures. d. Affirmative Action Guidelines.

Answer: c

Utility analysis provides a theoretical estimate of how much gain would occur in performance if more capable people were hired. However, this theoretical gain may never occur as a result of a. inaccurate mathematical calculations. b. too many false positives. c. organizational constraints. d. too many false negatives.

Answer: c

When deciding whom to hire, New Millennium Enterprises first eliminates all applicants who don't have college degrees in computer science. They then eliminate all applicants with IQ scores under 120. After this, they interview the remaining applicants. This is called a _________approach. a. simple regression b. multiple regression c. multiple hurdle d. predictive validation

Answer: c

Which of the following statements about realistic job previews (RJPs) is correct? a. RJPs increase initial expectations about the job and organization. b. RJPs only provide information about the unfavorable aspects of a job. c. RJPs reduce the number of employees who accept job offers. d. RJPs are associated with decreased turnover.

Answer: c

Although Sophia could have succeeded at the job, the company didn't hire her. Sophia is considered a a. true positive. b. true negative. c. false positive. d. false negative.

Answer: d

Cafeteria benefits refer to: a. giving employees a realistic assessment of benefits b. offering a benefits package that is competitive with other organizations c. assessing how satisfied current employees are with their benefits package d. allowing employees to choose their benefits from a long list of possibilities

Answer: d

For which of the following organizational practices could one use a utility analysis? a. Selection b. Training c. Performance feedback d. All of the above

Answer: d

In which of the following cases does adverse impact exist? a. 100% of male applicants are hired; 100% of female applicants are hired. b. 100% of male applicants are hired; 90% of female applicants are hired. c. 100% of male applicants are hired; 81% of female applicants are hired. d. 100% of male applicants are hired; 79% of female applicants are hired.

Answer: d

Reasons for differences in selection practices across countries include a. lack of communication across national borders. b. economic factors. c. cultural values. d. all of the above

Answer: d

Success University has conducted an extensive selection program for a new vice president and has identified a dynamic individual for the job. What is their next step? a. None, once the selection is made, the recruitment responsibilities are complete. b. Make sure that the salary offer is comparable to similar jobs at other organizations. c. Negotiate salary and benefit options. d. Both b and c are potential next steps.

Answer: d

The Realistic Job Preview can be best viewed as a strategy that allows for a. increased acceptance of job offers. b. accurate placement. c. decreased turnover. d. recruitment to increase worker satisfaction.

Answer: d

Which of the following statements about the utility of selection devices is true? a. A valid test is all one needs to demonstrate the utility of a selection device. b. Ideally, companies should aim to have the highest selection ratio possible. c. The biggest possible gain in forecasting the accuracy of selection is when the baserate is between 0% and 40%. d. The best situation occurs when the baserate is 50% and the selection ratio is low.

Answer: d

You are preparing to hire a new electrician for your construction company. Which of the following could be a criterion for a validation study? a. Number of circuits properly wired b. Absenteeism c. Accidents d. All of the above can be used as criteria.

Answer: d

Based on a job analysis, Bjorn believes cognitive ability will be related to managerial performance. Bjorn measures the cognitive ability of 100 existing managers, and also asks their supervisors to rate their performance. Bjorn has done a ________study. a. concurrent validation b. predictive validation c. validity generalization d. job evaluation

a. concurrent validation

1. The most frequent target of equal employment opportunity efforts has been the _______ process. a. hiring b. training c. performance appraisal d. firing

a. hiring

Behavior and results criteria are both examples of what level of criteria? a. performance-level b. training-level c. trainee-level d. organization-level

a. performance-level

14. What level of a needs assessment is concerned with how well job applicants or present employees are able to do job tasks? a. person b. task c. job d. organization

a. person

Our needs assessment reveals that few of our employees can deal with the new email system. What level of needs assessment have we conducted? a. person b. task c. job d. organization

a. person

Quick Burger, Inc. has been having problems with turnover because the supervisors are rude to the employees. Quick Burger institutes a training program that teaches supervisors how to treat employees with respect. At the end of the session, the trainer asks the participants how much they liked the training program. This is an example of what type of criteria? a. reactions b. learning c. behavior d. results

a. reactions

The major disadvantage of the pretest-posttest design is that a. the observed changes may be due to factors other than the training. b. it is hard to get enough people to train. c. nobody wants to be in the control group. d. reactions criteria don't tell you what the trainees learned.

a. the observed changes may be due to factors other than the training.

You sign up for a correspondence course that is self-paced and does not use an instructor. What type of training method is being used? a. Role play b. Autoinstruction c. Modeling d. Simulation

b. Autoinstruction

Cheryl was given preferential treatment in hiring as part of her company's affirmative action program. According to research, which of the following is most likely? a. Cheryl has positive views of other women in the workplace. b. Cheryl's male colleagues may see her as incompetent. c. Cheryl's self-confidence at work will increase. d. Cheryl will easily overcome the stigma of affirmative action.

b. Cheryl's male colleagues may see her as incompetent.

As the newly hired training coordinator for New Millennium Enterprises you are charged with making sure that all employees have the necessary skills to complete their jobs efficiently. Your first step in developing an organizational training program is to a. Design effective training sessions on a broad variety of skills. b. Conduct a needs assessment of the skills needed by the people and the organization. c. Deliver a set of pre-developed training sessions until you learn the company culture. d. Administer a test to trainees to determine what they learned in training.

b. Conduct a needs assessment of the skills needed by the people and the organization.

Which of the following is an example of massed training? a. Practicing your musical instrument daily for 1 hour at a time. b. Cramming for a test. c. Reading a few pages of your textbook each night. d. Learning to play tennis in half hour increments for three weeks

b. Cramming for a test

When the required responses in the training situation are identical to those in the job situation, we say the training program includes which of the following design factors? a. General principles b. Identical elements c. Overlearning d. Sequencing

b. Identical elements

You have conducted an evaluation study of the new training program at New Millennium Enterprises. You have measured all criteria levels. You can conclude that the training is effective if the evaluation shows that it works at which of the following levels? a. Reactions b. Performance c. Learning d. Training

b. Performance

Which of the following statements is correct about designs used to evaluate training? a. The pretest-posttest design is superior to the control group design. b. The control group design is superior to the pretest-posttest design. c. The pretest-posttest and control group designs are both worthless. d. The pretest-posttest and control group designs are equally effective.

b. The control group design is superior to the pretest-posttest design

Which of the following situations would be best suited for use of a lecture type of training session? a. Training secretaries on the use of a new e-mail system. b. Training doctors on new malpractice laws. c. Training someone on new glass blowing techniques. d. Training customer service technicians in the use of new computer software.

b. Training doctors on new malpractice laws.

A personnel specialist who is concerned about equal employment opportunity and fairness in hiring employees will likely consult the a. Civil Rights Act of 1964. b. Uniform Guidelines on Employee Selection Procedures. c. Occupational Information Network. d. Dictionary of Occupational Titles.

b. Uniform Guidelines on Employee Selection Procedures.

In evaluating the effectiveness of your training program you use a design that compares trainees with a group of employees who have not received the training. You have used what type of design to evaluate your training? a. pretest-posttest b. control group design c. posttest-only d. reactions criteria

b. control group design

The definition of a good employee is referred to as a(n) ____________. a. predictor b. criterion c. performance standard d. validation

b. criterion

According to research, which of the following sources of job applicants provides employees who perform better and remain on the job longer? a. web-based recruitment companies (e.g., Career Builder) b. employee referrals c. headhunters d. advertisements

b. employee referrals

As the HR director of NM Enterprises, you are charged with selection and hiring of hundreds of new service employees. Recently the other major competitor in town has laid off numerous employees. Which of the following recruitment methods would be the most beneficial (cost effective) for you to use? a. the web b. employee referrals c. newspaper advertisements d. employment agencies

b. employee referrals

A major identified concern surrounding executive coaching is that a. executives may become too dependent on their coaches b. executive coaches are not credentialed c. executive coaches may gain too much power within the organization. d. All of the above

b. executive coaches are not credentialed

5. The demand for unskilled and semiskilled jobs has remained the same in the U.S., whereas the demand for skilled technical jobs has increased. a. true b. false

b. false

Applicants from newspaper advertisements are the same quality as those who are referred by employees. a. true b. false

b. false

Electronic training has been shown to be better than other methods of training (e.g., lecture, conference, etc.). a. true b. false

b. false

Executive coaches primarily provide emotional support and inspiration to executives. a. true b. false

b. false

Formal mentoring programs have been found to work just as well as those that develop more naturally. a. true b. false

b. false

There are guidelines that dictate how far organizations must go to make reasonable accommodations for employees with disabilities. a. true b. false

b. false

Training is only necessary for new employees. a. true b. false

b. false

Success Community College has been having problems with turnover in its registration department because the supervisors are rude to the employees. SCC institutes a training program that teaches supervisors how to treat employees with respect. At the end of the session the supervisors are given an exam on the material. This is an example of what type of criteria? a. reactions b. learning c. behavior d. results

b. learning

In the 21st century, demand is expected to decline for jobs in ________, and increase in _____. a. heath related fields; technology b. manufacturing and mining; health-related fields and technology c. technology and health-related fields; manufacturing and mining d. skilled labor; unskilled labor

b. manufacturing and mining; health-related fields and technology

Before training begins, trainees are given a test to assess their knowledge and skills. At the end of training, they are given another test to assess their knowledge and skills. What evaluation design was used? a. control group b. pretest-posttest c. posttest only d. all of the above follow this basic design

b. pretest-posttest

Several benefits of electronic training, or e-learning, have been identified. Which of the following is NOT one of these benefits? a. E-learning allows the learner to have a lot of control over the training process. b. E-learning allows the organization to rapidly develop and modify training programs. c. E-learning allows employees to select which trainings will be best meet their needs and interests. d. E-learning allows training to be easily customized to the individual trainee's needs.

c. E-learning allows employees to select which trainings will be best meet their needs and interests.

In which of the following countries is it illegal to discriminate on the basis of a person's marital status? a. The United States b. Canada c. Ireland d. None of the above

c. Ireland

What is affirmative action? a. A hiring practice that requires that less qualified applicants be hired. b. A federal law requiring employers to hire a minimum number of employees in a protected class. c. Organizational practices for increasing the employment of members of protected classes in targeted jobs. d. A group of federal laws that requires the establishment of and adherence to hiring quotas.

c. Organizational practices for increasing the employment of members of protected classes in targeted jobs.

According to an I/O psychologist training is not complete until which of the following are completed? a. The trainee uses the trained skill efficiently and effectively 65 % of the time. b. The trainee's performance appraisal increases by 10 %. c. The training program has been evaluated. d. The training criteria have been established.

c. The training program has been evaluated.

Under affirmative action a. any protected group member must be hired over any majority group member. b. unqualified minority applicants are hired to filled quotas. c. a protected group member may be given preference over an equally qualified majority group member. d. white males cannot be hired until all protected group applicants are hired

c. a protected group member may be given preference over an equally qualified majority group member.

New Millennium Enterprises institutes a training program that teaches employees how to treat customers with respect. Three weeks later the trained employees are observed at work to see how they treat their customers. This is an example of a _________ criterion. a. reactions b. learning c. behavior d. results

c. behavior

Organizations that ________ are required by executive order to have an affirmative action program. a. have more than 50 employees b. have government contracts exceeding $50,000 c. both A and B d. None of the above

c. both A and B

You find that your training program is effective at the training level, but not the performance level. You should a. continue using the training program. b. eliminate the training program. c. modify the training program. d. do nothing

c. modify the training program

Mentoring has been associated with which of the following outcomes for protégés? a. better job performance b. quicker promotion c. better job attitudes d. All of the above

d. All of the above

Why is it beneficial to begin a validation study with a job analysis? a. To learn the criteria, or KSAOs, needed for the job. b. To help select predictors for the KSAOs. c. To help with validity generalization. d. All of the above.

d. All of the above.

The most recent piece of legislation which was passed to protect individuals from being discriminated against by work organizations is the: a. Civil Rights Act. b. Age Discrimination Act. c. Uniform Guidelines on Employee Selection. d. Americans with Disabilities Act.

d. Americans with Disabilities Act.

Which of the following describes a disadvantage of E-learning? a. It is difficult to customize e-learning to meet individual employee needs. b. Learners often have little control over when and where the training is delivered. c. Employees must be absent to attend the training. d. Because it is self-paced, it is difficult to motivate trainees who have little intrinsic interest

d. Because it is self-paced, it is difficult to motivate trainees who have little intrinsic interest

You must design a new training program to teach your co-workers a new task. Which of the following is the best way to present new material when trying to train a group of people? a. Use an oral presentation. b. Use written materials. c. Have them practice it. d. It depends on the content of training and on attributes of the trainees.

d. It depends on the content of training and on attributes of the trainees.

Which type of training method is best used when a large number of people must be trained at the same time? a. On the job training b. Role play c. Modeling d. Lecture

d. Lecture

In designing a new training session for the employees at New Millennium Enterprises you decide to have your trainees watch someone perform a task and then have them perform the same task. What type of training have you used? a. Autoinstruction b. Conference c. Simulation d. Modeling

d. Modeling

You are conducting a validation study prior to hiring a new technical manager. Which of the following accurately describes the steps you will follow? a. Perform job analysis, choose predictors, identify criteria, cross validate, validate predictors. b. Perform job analysis, identify criteria, cross validate, choose predictors, validate predictors. c. Perform job analysis, cross validate, choose predictors, validate predictors, identify criteria. d. Perform job analysis, identify criteria, choose predictors, validate predictors, cross validate.

d. Perform job analysis, identify criteria, choose predictors, validate predictors, cross validate.

2. Which of the following statements about human resource planning is correct? a. The selection approach does the least harm to current employees. b. The training approach is less expensive than the selection approach. c. Human resource plans should only consider the organization's needs for people. d. The training approach is necessary when there is an inadequate supply of people with necessary skills.

d. The training approach is necessary when there is an inadequate supply of people with necessary skills.

Which of the following would NOT be used to encourage positive transfer of training? a. The use of general principles. b. The use of identical elements. c. The use of overlearning. d. The use of pretest-posttest design

d. The use of pretest-posttest design

What is the last step in evaluating a training program? a. collect data b. choose a design c. choose measures d. analyze and interpret results

d. analyze and interpret results

The five steps for evaluating a training program do NOT include a. setting criteria. b. choosing a design. c. analyzing and interpreting results. d. conducting a performance appraisal of the trainees.

d. conducting a performance appraisal of the trainees.

Which is the first step in evaluating a training program? a. collect data b. choose a design c. choose measures d. develop criteria

d. develop criteria

Because Robert is deaf, the company he works for replaces the normal fire alarm in his office with a flashing light alarm. This is an example of a(n) a. affirmative action. b. essential function. c. adverse impact. d. reasonable accommodation.

d. reasonable accommodation.

New Millennium Enterprises (NME) has been having problems with turnover because the supervisors are rude to the employees. NME institutes a training program that teaches supervisors how to treat employees with respect. Six months later the organization checks to see if the rate of turnover has gone down. This is an example of what type of criteria? a. reactions b. learning c. behavior d. results

d. results

In the development of a selection program, which step involves making sure that you are actually selecting people who perform well on the job? a. job analysis. b. specifying the performance criteria. c. selecting predictors. d. validating the predictors.

d. validating the predictors.

The subjective probability that a person has about his or her ability to perform a particular behavior is 1) Self-efficacy. 2) Expectancy. 3) Valence. 4) Instrumentality.

not 1

Which training method provides the highest level of feedback? 1) audiovisual instruction 2) conference 3) lecture 4) role playing

not 2

The multiple hurdle approach to personnel decision-making involves 1) combining various predictors of success in a statistical manner. 2) an ordered sequence of screening devices after each of which a decision is made. 3) designating a score on each predictor above which the candidate must score. 4) using only those criteria on which the candidate scores very high.

not 3

Which of the following statements about recruiting is correct? 1) Recruiting efforts should specify the KSAOs for the job in advance. 2) According to Breaugh and Starke (2000), recruitment is simply a matter of collecting applications and conducting assessments. 3) Compared to more traditional methods, web-based recruiting is more expensive. 4) Most of the applicants companies get from web-based recruiting are highly suitable for the job.

1) Recruiting efforts should specify the KSAOs for the job in advance

As the Human Resources director of New Millennium Enterprises you are asked to justify your use of integrity tests. What can you tell your boss? 1) They predict both counterproductive behavior and job performance. 2) Integrity tests have been shown to predict theft in white-collar employees, but not blue-collar employees. 3) Organizational delinquency can detract from job performance. 4) Integrity tests are excellent predictors of theft.

1) They predict both counterproductive behavior and job performance.

Jamal is high in intelligence and self-control and low in extroversion and need for stimulation. Because many successful engineers have this same pattern, I recommend that Jamal become a computer engineer. This is the approach taken by 1) Vocational interest tests. 2) Occupational ability tests. 3) Biographical inventories. 4) Emotional intelligence tests.

1) Vocational interest tests.

One problem with using a multiple regression approach to selection is that 1) a low score on one predictor maybe compensated for by a high score on another. 2) good applicants may be screened out because of poor performance on one of the criteria. 3) the equation must be cross-validated. 4) the cross validation study will often yield non-significant results.

1) a low score on one predictor maybe compensated for by a high score on another.

Research suggests that self-efficacy might operate through 1) the setting of goals. 2) increasing instrumentalities. 3) the provision of feedback. 4) increasing justice.

1) the setting of goals.

New Millennium Enterprises gets 200 applicants for two positions in the computer graphics department. The selection ratio is 1) 1/1. 2) 1/10. 3) 1/100. 4) 2/200.

1/100

A baserate of ________ results in maximum utility. 1) 30% 2) 50% 3) 60% 4) 100%

2) 50%

You have applied for a job as Public Relations spokesperson for New Millennium Enterprises. As part of the hiring process you are required to take a test designed to measure your tendency to behave in an extroverted way. What type of test is this? 1) An ability test 2) A personality test 3) A biographical inventory 4) An EI test

2) A personality test

An advantage of administering tests electronically (e.g., via computer) is that: 1) Computerized tests are equivalent to printed tests. 2) Computerized tests can be scored automatically. 3) The strategies that people use when taking computerized tests are similar to those used for paper-and-pencil tests. 4) They are cheap and easy to develop.

2) Computerized tests can be scored automatically.

Which of the following is a proximal motivation theory? 1) Maslow's hierarchy theory 2) Goal setting theory 3) Herzberg's two factor theory 4) None of the above

2) Goal setting theory

How do biographical inventories differ from application forms? 1) The application form is more detailed and directly related to the specific position. 2) The biographical inventory asks about specific experiences at school or work. 3) Application forms focus more on past experiences and reactions. 4) Application forms are more likely to ask "Did you attend your high school prom" than biographical inventories.

2) The biographical inventory asks about specific experiences at school or work.

In 1978, the U.S. government produced a set of rules for legal selection called the 1) Civil Rights Guidelines. 2) Uniform Guidelines on Employee Selection Procedures. 3) Affirmative Action Guidelines. 4) Equal Employment Guidelines.

2) Uniform Guidelines on Employee Selection Procedures.

Although interviews are meant to measure job-related content (such as experience and job knowledge), interview evaluations are biased by other factors. What recommendations do you have for managers who want to avoid bias? 1) Use unstructured interviews to avoid making applicants feel too uncomfortable 2) Use structured interviews that focus on job knowledge and skills 3) Telephone interviews put attractive people at a disadvantage, so you should avoid those 4) Applicants prefer telephone interviews so you should use those

2) Use structured interviews that focus on job knowledge and skills

The most popular form of training involves an oral presentation by a trainer to a group of trainees, and is very efficient. This type of training is called 1) audiovisual instruction. 2) lecture. 3) autoinstruction. 4) modeling.

2) lecture.

Employees who are hired under affirmative action are always thought to be as competent as those hired without affirmative action guidelines. 1) True 2) False

2) False

The validity coefficient for predictive designs is larger than that for concurrent designs. 1) True 2) False

2) False

As the Human Resource manager for New Millennium Enterprises, you hold a face to face meeting with all potential employees in which you ask the applicant a series of preplanned questions. What type of selection method is this? 1) An unstructured interview 2) A biographical interview 3) A structured interview 4) A situational interview

3) A structured interview

You are conducting a validation study prior to hiring a new technical manager. Which of the following accurately describes the steps you will follow? 1) Perform job analysis, choose predictors, identify criteria, cross validate, validate predictors. 2) Perform job analysis, identify criteria, cross validate, choose predictors, validate predictors. 3) Perform job analysis, cross validate, choose predictors, validate predictors, identify criteria. 4) Perform job analysis, identify criteria, choose predictors, validate predictors, cross validate.

4) Perform job analysis, identify criteria, choose predictors, validate predictors, cross validate.

Goals affect behavior because they 1) direct attention and action. 2) mobilize effort. 3) increase persistence. 4) all of the above

4) all of the above

Cafeteria benefits refer to: 1) giving employees a realistic assessment of benefits 2) offering a benefits package that is competitive with other organizations 3) assessing how satisfied current employees are with their benefits package 4) allowing employees to choose their benefits from a long list of possibilities

4) allowing employees to choose their benefits from a long list of possibilities

What is the last step in evaluating a training program? 1) collect data 2) choose a design 3) choose measures 4) analyze and interpret results

4) analyze and interpret results

According to Equity Theory, which is NOT an action an employee will take in response to feelings of inequity? 1) change inputs 2) change outputs 3) withdraw from the work situation 4) change valence

4) change valence

According to psychologists the amount of effort a person expends at doing a task is 1) persistence. 2) direction. 3) motivation. 4) intensity.

4) intensity.

Training objectives should be based on: 1) higher level management opinion. 2) the results of the training evaluation. 3) the expertise of the trainer. 4) the results of the needs assessment.

4) the results of the needs assessment.

You are given an introduction to the principles of computer design during a computer training session. This information is included because of the importance of a. feedback. b. general principles. c. identical elements. d. overlearning.

b. general principles

Transfer of training a. usually only occurs when elaborate training methods have been used. b. is demonstrated when an employees uses a newly trained skill on the job. c. does not occur with cognitive abilities training. d. is part of needs assessment

b. is demonstrated when an employees uses a newly trained skill on the job.

The most popular form of training involves an oral presentation by a trainer to a group of trainees, and is very efficient. This type of training is called a. audiovisual instruction. b. lecture. c. autoinstruction. d. modeling.

b. lecture.

While training to be a manager, Sue pretends to give feedback to an employee. This is an example of what type of training? a. on-the-job b. role playing c. autoinstruction d. overlearning

b. role playing

Organizations hope that employees will apply to their jobs what they learn during training. This is called a. learning criteria. b. transfer of training. c. validity generalization. d. reactions criteria.

b. transfer of training.

Your instructor prefers to use a type of training that involves meetings of trainees with a trainer to discuss the material in question. A free flow of ideas between trainees and trainer then follows. What type of training does your instructor prefer? a. Modeling b. Autoinstruction c. Conference d. Simulation

c. Conference

training is more efficient, but is more effective in the long run. a. Part; whole b. Whole; part c. Massed; spaced d. Spaced; massed

c. Massed; spaced

Once we have conducted our needs assessment and know what training is needed, what must we do before we can design the training? a. Choose an evaluation design b. Set objectives c. Pick training methods d. Deliver training

c. Pick training methods

When trainees consolidate new knowledge such that they can use what they have learned with little thought, _________________ has occurred. a. autoinstruction b. modeling c. automaticity d. feedback

c. automaticity

Our needs assessment reveals that all employees must use electronic mail to communicate within and outside the organization. What level of needs assessment have we conducted? a. person b. task c. job d. organization

c. job

Goldstein (1993) claims that needs assessments should focus on three levels. What are the three levels? a. person, task, job b. task, job, organization c. job, organization, person d. organization, task, person

c. job, organization, person

The first step in developing an effective training program is: a. Deliver the training. b. Design the training. c. Evaluate the training. d. Conduct needs assessment.

d. Conduct needs assessment.

Your classmate claims he never studies the material in your psychology class until the day before the exam, and he then spends 20 hours cramming. This type of training is called _______ training. a. part b. whole c. spaced d. massed

d. massed

A _____________________needs assessment is concerned with the objectives of the organization and how they are addressed by the performance of employees. a. person level b. task level c. job level d. organization level

d. organization level

You are designing new training sessions for the employees of New Millennium Enterprises and are concerned about whether they will transfer the training to their jobs. Therefore as you design the training sessions you recall that you learned in your I/O psychology class that enhanced transfer of training is affected by numerous factors. Which of the following is NOT one of these factors? a. trainee characteristics. b. the design of the training. c. the type of work environment. d. reactions criteria

d. reactions criteria