mgt 315

A performance measure is said to be contaminated when it does not measure all aspects of performance. it evaluates irrelevant aspects of performance. it is a subjective supervisory measure of job performance. it is not reliable over time. the overlap between actual job performance and the measure of job performance is maximized.

it evaluates irrelevant aspects of performance

Which one of the following is an individual outcome of interest to organizational behavior researchers? diversity motivation leader power decision making job performance

job performance

Talent Publishing Co. is a trade publishing company that wants to hire more technical experts to handle the software requirements in the publishing process. However, the test given to the programmers assesses not only their technical knowledge but also their communication skills, language abilities, and understanding of client services. The test conducted by Talent Publishing Co. is high on reliability. low on strategic congruence. high on specificity. high on acceptability. low on validity.

low on validity

When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information. peers managers subordinates employees themselves customers

managers

________ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. Organizational behavior Strategic management Economic research Resource management Financial management

organizational behavior

When making the decision to hire a new employee, which selection method has low reliability and validity? personality inventory cognitive ability test reference check drug test work-sample test

reference check

O'Quinn Inc. is a firm that holds frequent reviews and feedback sessions for its employees. It demands that the same person review the employees of a team to ensure that the performance evaluation is consistent; tests-retests are conducted periodically to make sure the evaluation is consistent. These two steps taken by O'Quinn Inc. focus on the ________ of performance management. reliability strategic congruence specificity acceptability

reliability

________ is the degree to which a measure is free from random error. Reliability Validity Generalizability Utility Correlation

reliability

raimundo is known for keeping calm and controlled. ________ is the ability to keep disruptive emotions in check. Social skill Empathy Self-motivation Self-awareness Self-regulation

self-regulation

Patrick has changed his interview techniques to include questions that ask employees to explain how they would solve real-life workplace problems. He feels that this type of interviewing has increased his probability of making the best choice. Patrick is employing the ________ interview technique. situational panelIncorrect knowledge-based stress-test informational

situational

________ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy, goals, and culture. Specificity Reliability Validity Strategic congruence Acceptability

strategic congruence

The degree to which the information provided by selection methods enhance the bottom-line effectiveness of the organization is known as the selection method's reliability. validity. generalizability. utility. legality.

utility

The extent to which performance on a measure is related to performance on the job is called reliability. validity. generalizability. utility. authenticity.

validity

Which of the following HRM practices involves helping employees understand how their jobs contribute to the finished product? work design performance management training staffing compensation

work design

A(n) ________ test attempts to simulate the job in a prehiring context to observe how the applicant performs in the simulated job. work-sample honesty personality projective cognitive ability

work sample

Which of the following correlation coefficients indicates a perfect negative relationship? −10 −6.67 +1.0 −1.0 0.0

-1.0

________ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability. Cognitive ability tests Thematic apperception tests Personality inventories Raven's Progressive Matrices Rorschach inkblot tests

Cognitive ability tests

Which of the following statements is true of situational interviews? Future-oriented interviews are less valid than experience-based interviews. Future-oriented items reduce some forms of impression management, such as ingratiation, better than experience-based items. Situational interviews require the candidate to perform a piece of work or accomplish a task. Digitally taped interviews enable employers to better understand how candidates interact under specific conditions. Using multiple interviewers in such interviews leads to more subjective errors than using one interviewer.

Future-oriented interviews are less valid than experience-based interviews.

Which of the following is an example of an experience-based situational interview? Ernesto was asked about how he would respond to racist behaviour in the workplace. Shoshani was asked how she would handle scope creep on a project. Ming was asked to describe a situation where her creativity led to effective problem solving. Renee was asked what steps she would take in case of a warning light in the electrical system. Deondree was asked to describe how he would sell a new marketing strategy to his boss.

Ming

A study shows that the high turnover rate at a company is only caused by the domineering attitude of a middle manager. What criteria of causal inference does this example show? The study was conducted in an open environment. No alternative explanation exists for the correlation. The presumed effect precedes the presumed cause in time. The two variables are not correlated. The sample size is large enough.

No alternative explanation exists for the correlation.

Which of the following acts sets strict rules for businesses, especially for accounting practices that require more open and consistent disclosure of financial data and CEOs' assurance that the data is completely accurate? Gramm-Leach-Bliley Act Glass-Steagall Act Sarbanes-Oxley ActCorrect Dodd-Frank Act McCarran-Ferguson Act

Sarbanes-Oxley ActCorrect

With technology constantly changing and employers attempting to keep talented employees away from their competition, which legal issue may be on the rise in the United States? Workplace safety will receive less attention. HR professionals will work independently without legal counsel. There will be no penalty for not providing health care coverage. Reporting and inspection requirements will decrease. Security of intellectual property will receive more attention.

Security of intellectual property will receive more attention.

Which of the following statements is true about the composition of the U.S. labor force in the next decade? Immigration will cease to affect the size and diversity of the workforce. The largest proportion of the labor force is expected to be in the age group of 16-24 years. The percentage of highly skilled immigrants will continue to remain lower than the percentage of low-skilled immigrants. The median age of the labor force will increase to the highest number ever.

The median age of the labor force will increase to the highest number ever.

Which of the following is true about the results approach to performance management? The results approach relies primarily on a combination of the attribute and results approaches to performance measurement. The results approach virtually eliminates problems of leniency, central tendency, and strictness. The techniques of the results approach usually have very little congruence with the company's strategy. The results approach is usually highly unacceptable to both managers and employees. The results approach minimizes subjectivity, relying on objective, quantifiable indicators of performance.

The results approach minimizes subjectivity, relying on objective, quantifiable indicators of performance.

The Container Store, a retailer based out of Texas, wants to increase the motivation of its employees. Which of the following examples would most likely achieve this? a performance-based incentive system for its employees in which workers' pay will be based on their productivity a reduction of insurance benefits for employees who have been working at the company for less than five years the implementation of a new computer system that will enable employees to do more work for the same pay a more hands-on managerial style in which all employees would have to fill out time cards the consolidation of two departments into one, thereby reducing overhead expenses

a performance-based incentive system for its employees in which workers' pay will be based on their productivity

The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it is known as its acceptability. reliability. validity. specificity. strategy.

acceptability

________ is a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential. Optimal discriminant analysis Assessment center Test anchoring Work simulation Factor analysis

assessment center

Which performance management technique initially involves the identification of a large number of critical incidents, followed by the classification of these incidents into performance dimensions, and finally ranking these incidents into levels of performance? behaviorally anchored rating scale graphic rating scale comparative rating scale organizational behavior modification a competency model

behaviorally anchored rating scale

The Right Fit, Inc. has come up with a new technical test to assess the knowledge of interviewees. To assess the validity of the test, it requests that its present employees take the test and match it with their performance in the organization. Which of the following types of validation has The Right Fit Inc. used to test the validity of its new technical test? predictive validation content validation concurrent validation face validation logical validation

concurrent validation

lamination Co., a manufacturer of flooring, is looking to hire several maintenance engineers. Lamination's HR department checks with the company's engineering department to confirm that the scenarios mentioned in the test are plausible real-world scenarios that maintenance engineers might face. Which of the following types of validation is Lamination's HR team performing? concurrent validation predictive validation content validation criterion-related validation

content validation

A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards. This is an example of a ________ rater error. contrast distributional halo similar to me horns

contrast

________ summarize the statistical relationships between variables. hypotheses Correlations Observations Collections Theories

correlations

If there is a substantial correlation between test scores and job-performance scores, ________ validity has been established. criterion-related content construct procedural subject

criterion-related

A person who is conscientious will be talkative, emotionally stable, and unorganized. dependable, organized, persevering, thorough, and achievement-oriented. sociable, content, and intolerant. gregarious, secure, and uncooperative. assertive, nondepressed, and unforgiving.

dependable, organized, persevering, thorough, and achievement-oriented.

Carrie is a talkative, social employee who makes sure that all feel welcome and part of the team while at work. She most likely has a high level of ________ when she takes a personality test. adjustment extroversion agreeableness conscientiousness openness to experience

extroversion

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance, it is trying to prove the test's reliability. utility. variance. generalizability legality.

generalizability

Which of the following attribute approaches to performance management is most commonly used? behaviorally anchored rating scales mixed standard scales behavior observation scales graphic rating scales simple ranking scales

graphic rating scales

Personality inventories tend to have moderate reliability, moderate criterion validity, and moderate utility. high validity, high generalizability, and high utility. high reliability, low to moderate criterion validity, and low generalizability. moderate utility, low generalizability, and moderate criterion validity. low reliability, low validity, and low generalizability.

high reliability, low to moderate criterion validity, and low generalizability.

________ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance. Total quality management Financial management Human resource management Production and operations management Competency management

human resource management

The utility of any test generally ________ as the selection ratio gets lower. increases decreases remains the same becomes zero becomes negative

increases