Question 11 pts 

 

Applicant's reactions to interviews tend to be __________. 
 

 

 

very favorable 

 

 

somewhat favorable 

 

 

neutral 

 

 

somewhat unfavorable 

 

  

 

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Question 21 pts 

 

A recent research study found ___________ support for the validity of job knowledge tests? 
 

 

 

relatively strong 

 

 

no support 

 

 

very weak 

 

 

some 

 

  

 

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Question 31 pts 

 

________ assessment methods are used to reduce the candidate pool to finalists for a job. 
 

 

 

Initial 

 

 

Substantive 

 

 

Discretionary 

 

 

Contingent 

 

  

 

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Question 41 pts 

 

Historically, the validity of personality tests was found to be ________. 
 

 

 

.00 

 

 

.10-.15 

 

 

.40-.50 

 

 

.70-.80 

 

  

 

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Question 51 pts 

 

In comparison with other types of assessment methods, which of the following 
statements about discretionary assessments is false? 
 

 

 

These methods are used to select finalists who will receive job offers. 

 

 

These methods may not be used at all when all finalists are to receive a job 
offer. 

 

 

These methods are fairly objective in nature. 

 

 

These methods may focus on organizational citizenship behavior. 

 

  

 

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Question 61 pts 

 

In the past, the most commonly used personality test for selection decisions was the ___________. 
 

 

 

Job Description Survey 

 

 

Myer-Briggs 

 

 

MMPI 

 

 

HenemanandHenemanPersonality Inventory 

 

  

 

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Question 71 pts 

 

Measures which assess an individual's capacity to function in a certain way are called _______. 
 

 

 

interest inventories 

 

 

ability tests 

 

 

personality tests 

 

 

knowledge tests 

 

  

 

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Question 81 pts 

 

Selection in total quality management environments should be revised in 
terms of __________. 
 

 

 

types of skills assessed. 

 

 

specificity of skills assessed 

 

 

the processes by which selection decisions are made 

 

 

all of the above 

 

  

 

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Question 91 pts 

 

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test. 
 

 

 

job knowledge 

 

 

psychomotor 

 

 

high fidelity 

 

 

low fidelity 

 

  

 

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Question 101 pts 

 

The best description of UGESP is that they are ______. 
 

 

 

regulations for drug testing in the workplace 

 

 

a set of federal regulations related to selection systems as covered by the Civil Rights Act 

 

 

a set of regulations relating only to disabled individuals 

 

 

regulations that deal only with gender equity and job selection 

 

  

 

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Question 111 pts 

 

The biggest reason why cognitive ability tests are not more widely used is 
______________. 
 

 

 

they are too expensive. 

 

 

they are too time-consuming. 

 

 

they are difficult to administer. 

 

 

they have an adverse impact on minorities. 

 

  

 

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Question 121 pts 

 

The correlation between structured interviews and cognitive ability tests is  
_____________. 
 

 

 

highly positive 

 

 

moderately positive 

 

 

zero 

 

 

moderately negative 

 

  

 

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Question 131 pts 

 

The first step of the structured interview process is ___________. 
 

 

 

selecting and training interviewers 

 

 

developing the selection plan 

 

 

consulting the job requirements matrix 

 

 

developing selection goals 

 

  

 

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Question 141 pts 

 

The most widely used test of general mental ability for selection decisions is the ______. 
 

 

 

MMPI 

 

 

Myers-Briggs 

 

 

WonderlicPersonnel Test 

 

 

Job Characteristics Inventory 

 

  

 

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Question 151 pts 

 

The person who is most likely to conduct a clinical assessment of a job applicant 
is a(n)__________. 
 

 

 

supervisor 

 

 

employee 

 

 

psychologist 

 

 

HR professional 

 

  

 

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Question 161 pts 

 

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called ______________. 
 

 

 

situational judgment tests 

 

 

behavioral implementation tests 

 

 

work sample tests 

 

 

Job simulation tests 

 

  

 

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Question 171 pts 

 

The reliability of most substantive assessment methods is _________. 
 

 

 

extremely low 

 

 

moderate or high 

 

 

low or moderate 

 

 

extremely high 

 

  

 

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Question 181 pts 

 

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview. 
 

 

 

situational 

 

 

experience-based 

 

 

projective 

 

 

KSAO-based 

 

  

 

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Question 191 pts 

 

To determine if adverse impact is occurring, an organization should compute and compare selection rates in terms of ________. 
 

 

 

the 4/5 rule 

 

 

the 2/3 rule 

 

 

the 1/2 rule 

 

 

the 100% rule 

 

  

 

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Question 201 pts 

 

Which of the following is true regarding the Big Five personality factors? 
 

 

 

They are reasonably valid in predicting job performance. 

 

 

They represent emotional traits. 

 

 

They represent emotional traits. 

 

 

None of the above. 

 

  

 

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Question 211 pts 

 

Which of the following is true regarding selection in a team environment? 
 

 

 

The first step is to understand the rewards associated with the job. 

 

 

Interpersonal KSAs should be assessed. 

 

 

Individual intelligence should be assessed. 

 

 

All of the above are correct. 

 

  

 

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Question 221 pts 

 

Which of the following is true regarding drug testing? 
 

 

 

Applicants were twice as likely to be tested for alcohol use as drug use. 

 

 

Most of the alcohol tests were "for cause." 

 

 

Upper-level employees are more likely to be tested than lower-level employees. 

 

 

All of the above are true. 

 

  

 

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Question 231 pts 

 

Which of the following is a recommendation for the use of drug testing programs? 
 

 

 

Drug testing should be done with all jobs. 

 

 

Do not inform applicants of the test results. 

 

 

Provide rejected applicants with an opportunity to appeal. 

 

 

All of the above 

 

  

 

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Question 241 pts 

 

Which of the following statements regarding the relationship between intelligence and job performance is supported by research? 
 

 

 

The effect of cognitive ability on job performance is non-linear. 

 

 

Smart workers are more likely to quit their jobs than other workers. 

 

 

Intelligence and job satisfaction are unrelated to each other. 

 

 

None of the above. 

 

  

 

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Question 251 pts 

 

Which of the following is true regarding research on the validity of personality tests? 
 

 

 

Conscientiousness predicted performance across all occupational groups studies. 

 

 

Openness to experience failed to predict training performance. 

 

 

Extraversion predicted job performance. 

 

 

All of the above are true. 

 

  

 

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Question 261 pts 

 

Which of the following cognitive abilities appear to reflect general intelligence? 
 

 

 

verbal abilities 

 

 

quantitative abilities 

 

 

reasoning abilities 

 

 

All of the above are correct 

 

  

 

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Question 271 pts 

 

Which of the following is true regarding cognitive ability tests? 
 

 

 

Cognitive ability tests are among the least valid methods of selection. 

 

 

Cognitive ability tests do not generalize to a wide range of organizations and jobs. 

 

 

Organizations that use cognitive ability tests reap large economic gains as a result. 

 

 

All of the above are true. 

 

  

 

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Question 281 pts 

 

Which of the following is true regarding integrity tests? 
 

 

 

Their use has declined in the past decade. 

 

 

They are used to reduce employee accidents. 

 

 

They are usually paper-and-pencil measures. 

 

 

The construct of integrity is well understood. 

 

  

 

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Question 291 pts 

 

Which of the following is true regarding the use of personality tests in the selection 
process? 
 

 

 

Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 

 

 

The aspect of emotional stability that is more relevant to job performance is stress proneness. 

 

 

The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 

 

 

None of the above. 

 

  

 

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Question 301 pts 

 

Which of the following is a characteristic of a typical unstructured interview? 
 

 

 

It is usually carefully planned. 

 

 

The interviewer makes a quick and final evaluation of the candidate 

 

 

It consists of formal, objective questioning. 

 

 

The interviewer is highly prepared. 

 

  

 

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Question 311 pts 

 

Which of the following is a source of error or bias in unstructured interviews? 
 

 

 

Low reliability between interviewers. 

 

 

Nonverbal cues from interviewees influence interview ratings. 

 

 

Primacy effects. 

 

 

All of the above are true. 
 

 

  

 

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Question 321 pts 

 

Which of the following is(are) true based on research regarding interviews? 
 

 

 

The validity of structured interviews is low. 

 

 

Situational interviews are less valid than job-related interviews. 

 

 

Panel interviews were less valid than individual interviews. 

 

 

All of the above are true.