Staffing Final
What is the "Crown Prince Syndrome"?
When assessment center information is used for making managerial decisions it creates a self-fulfilling prophecy
The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest. These clusters are referred to as:
• Dimensions
The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest. These job clusters are referred to as
• Dimensions
Which of the following is NOT a legal argument advanced in opposition to drug testing?
• Drug tests yield significant false positive results
Based on the Frone study of drug use in the U.S., one can conclude that:
• Drug usage is not rampant in the U.S. workforce
Which of the following is TRUE about the relationship between dimensions and exercises in an assessment center?
• Each dimension must be measured by more than one exercise
An overt integrity test does not ask about the theft behaviors directly
• False
Assessment centers are usually administered to individuals one at a time rather than to groups of individuals
• False
In assessment centers, correlations among dimensions ratings are usually quite high
• False
Organizations have less risk in using drug tests for existing employees than for pre-employment selection
• False
Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions
• False
Performance tests should never serve as a realistic job preview
• False
Research has shown that the "typical" employee-thief seldom thinks about theft-related activities
• False
Research has shown that the "typical" employee-thief would punish thieves less
• False
Scientific evidence supports the use of handwriting analysis for inferring personality traits
• False
The major drawback of using the polygraph in employment is frequently of false negatives
• False
The use of graphology in selection is increasing
• False
The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964
• False
With respect to drug testing, "use" and "impairment" refer to the same construct
• False
Based upon current evidence, which of the following is an accurate conclusion about the honesty tests?
• Integrity tests are useful in predicting several important job behaviors
What are the two most often-used performance tests in assessment centers?
• Leaderless group discussion; in-basket
Which of the following is TRUE about the choice of standards for scoring a performance test?
• Learning time is a logical standard for tasks, which are characterized by having a variety of novel demands on the job incumbent.
The courts would be likely to consider any personality test that was designed to detect mental illness and that also is used to determine dishonesty as a:
• Medical examination
Which of the following is a limitation in the use of performance tests?
• Much care must be taken in the construction of work sample tests to ensure their representative of job activity
Which of the following can be determined from a positive result of a drug test?
• Presence of the drug about the threshold level
All of the following are types of questions in a polygraph examination EXCEPT:
• Questions about the mental state of the examinee
When the examinee is lying during a polygraph (lie detector) examination, the polygraph examiner is looking for autonomic disturbances associated with answers to which type of questions?
• Questions specifically about the behavior of interest
Which of the following are considered a "low-fidelity" simulation?
• Situational judgment tests
All of the following are examples of overt integrity tests EXCEPT:
• The Farkman Bureau Project
"Liability" refers to:
• The autonomic arousal threshold that differs from individual to individual
The frequency of a false positive depends upon the validity of the test and
• The base rate of the lying behavior in the population
What does a "false positive" refer to in a polygraph test?
• The identification of an individual as lying who, in fact, is not lying
What does a "false negative" refer to in a polygraph test?
• The identification of an individual as telling the truth who, in fact, is lying
Which of the following is TRUE in terms of about what we know about assessment centers?
• They work (i.e., are valid in predicting both job performance and career movement)
Why was the use of polygraph (lie detector tests) in employment severely restricted by federal legislation?
• Too many people were identified as false positives
All selection tests have false positives.
• True
Determining the validity of integrity tests is difficult because of the problem of measuring a criterion variable
• True
Drug tests should be kept confidential, especially from supervisors of existing employees, unless there is a defined need-to-know
• True
Evidence indicates that integrity tests are valid predictors of general counterproductive behaviors
• True
Evidence indicates that integrity tests are valid predictors of theft.
• True
Graphology is the science of inferring personality characteristics from handwriting
• True
In general, adverse impact has not been a problem associated with assessment centers
• True
In general, tasks chosen to be represented in a performance test are those that have a strong bearing on job performance
• True
Ordinarily, performance tests are much more expensive than other selection devices if many applicants are involved
• True
Performance tests commonly assume that the applicants already have the knowledge, ability, and skill to complete and job behavior required in the test.
• True
Personality tests, both paper-and-pencil and projective, are commonly being included in recent assessment centers
• True
Reactions besides guilt can trigger an emotional response in a polygraph examinee.
• True
Research has shown that the "typical" employee-thief attributes more theft to others
• True
Research shows that the adverse impact of the performance tests was less than that of written tests
• True
Studies that examine the results of using performance tests in selection have been universally positive and have identified several benefits
• True
The Hogan Personality Inventory (HPI) is useful for predicting several undesirable behaviors that are costly to organizations
• True
The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of job of interest
• True
The organization should obtain the written consent of the individual before testing and provide the individual with the results afterward
• True
Estimates of the amount of theft in American business are unverifiable, but a common opinion is that theft amounts to ___ percent of each sales dollar
• Two to five
Work sample tests have been classified as falling into 2 categories. What are those 2 categories?
• Verbal, Motor
Which of the following is a criticism of assessment centers?
• Very expensive to develop and maintain
The Minnesota Clerical Test has consistently resulted in disparate impact
False
The courts have consistently held that height and weight requirements are reasonable measures of strength
False
Which of the following employers would be exempt from the Employee Polygraph Protection Act of 1988?
Sam's Security (a family-owned security service for local businesses
Which of the following is a TRUE distinction between performance tests and other selection devices?
The focus is more on the test representing important job activities than on liking the test to specific KSAs
Which of the following is TRUE about the Wonderlic Personnel Test?
The primary factor measured is verbal comprehension
Validity studies the same job has found which of the following to be true?
The validity coefficient for the predictor and criterion measures is stable across organizations.
Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?
There have been many court cases and the decisions have not been consistent
Which of the following is NOT true about how employees and applicants react to drug testing?
They are more favorable to companies that have a drug testing program because it enhances perceived worker safety
Ability tests measure what a person has learned and can learn
True
Mental ability tests and I.Q. tests are the same type of test
True
Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex
True
Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups
True
One conclusion that can be drawn from mental ability validity generalization studies in that these tests are stable across organizations
True
Studies of the effects of coaching have found that it has a huge effect on test scores
True
While women score lower than men on strength and endurance test, they also demonstrate lower performance on jobs that require these abilities
True
When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):
Un-Proctored test
Participants' performance in Assessment Center is composed of:
• A General Performance Factor and Exercise Factor
Which of the following is a paper-and-pencil honesty test that does not directly ask about theft behaviors
• A personality-based honesty test
"Signs" and "samples" are categories of selection tests that both reply upon which of the following "principles" of human behavior?
• Behavioral Consistently
Which of the following benefits has NOT been associated with managers-assessors following their assessment center experience?
• Changes in self-perceived ability ratings
Which of the following is a behavioral dimension frequently measured in assessment centers?
• Decisiveness
A minimum reliability estimate of _______ is commonly thought to be necessary for selection use
85 to .9
Which of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:
Academic performance
Which of the following is NOT measured by mechanical ability tests?
Accuracy in processing verbal and numerical data
Which of the following is not measured by mechanical and ability tests?
Accuracy in processing verbal and numerical data
Research has consistently identified all but which of the following factors or components of physical abilities?
Anaerobic strength
In terms of validity, which of the following selection methods are approximately equal to cognitive ability tests?
Assessment Centers
Why did the growing of ability tests come to an abrupt halt during the late 1960s to 1970s?
Because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests
Which of the following is an inexpensive and easy to administer and score as a cognitive ability test?
Biodata
Which of physical ability test demonstrates relatively more adverse impact against females?
Cardiovascular endurance
What is the general conclusion of studies examining differential validity?
Differential validity does not exist
______________ is a technique for analyzing the interrelationship among several tests or set of tests
Factor analysis
Aptitude tests and achievement tests measure the same thing
False
Aptitude tests and achievement tests measures the same thing
False
Mental ability tests are among the least valid of all selection tools
False
Which of the following is NOT an ability that has been extensively used to select employees for physically demanding jobs?
Gross body mass
The following are steps in the development of performance tests. What is the correct order of steps to produce a performance test?
I. Training employees II. Perform job analysis III. Develop scoring procedures IV. Identification of tasks to be tested Develop testing procedures
It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs
It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs
Operating a machine is an example of a(n)_______ test.
Motor
Which of the following has been shown to result in the most claims of discrimination?
Physical ability tests
What is a useful way to differentiate among ability tests?
Physical, Mental
