Applying Psychology to Work International Edition 7Th Edition by Michael G Aamodt - Test Bank
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Applying Psychology to Work International Edition 7Th Edition by Michael G Aamodt - Test Bank

Applying Psychology to Work International Edition 7Th Edition by Michael G Aamodt - Test Bank   Instant Download - Complete Test Bank With Answers     Sample Questions Are Posted Below   Chapter 5: References and Testing MULTIPLE CHOICE 1.In psychology, it is commonly believed that the best predictor of future performance is: a. results …

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Applying Psychology to Work International Edition 7Th Edition by Michael G Aamodt – Test Bank

 

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Sample Questions Are Posted Below

 

Chapter 5: References and Testing
MULTIPLE CHOICE
1.In psychology, it is commonly believed that the best predictor of future performance is:
a. results from a psychological test
b. present performance
c. past performance
d. asking the person if they can do the job
ANS: C PTS: 1
2.The process of confirming the accuracy of information provided by the applicant is called a:
a. reference c. letter of recommendation
b. reference check d. trait evaluation
ANS: B PTS: 1
3.Because it is not uncommon for applicants to engage in resume fraud, references and letters of recommendation are used to:
a. confirm details on a resume
b. check for outside interests and habits
c. check for discipline problems
d. discover new applicant information
ANS: A PTS: 1
4.Which of the following is good advice in asking for a letter of recommendation?
a. Provide your reference with a copy of your resume
b. Give your reference plenty of advance notice before the letter is due
c. Choose references who can provide information from multiple perspectives
d. All three are good advice
ANS: D PTS: 1
5.If an employer does not check an applicant’s references and the applicant molests a child after being hired, the employer could be charged with:
a. negligent reference c. tort reform
b. defamation d. negligent hiring
ANS: D PTS: 1
6.Even though references are commonly used to screen and select employees, they have not been successful in predicting future employee success.  The average uncorrected validity coefficient for references and performance is:
a. .00 c. .32
b. .18 d. .57
ANS: B PTS: 1
7.A factor contributing to the low validity between references and performance is “leniency.”  Which of the following factors does NOT contribute to leniency of references?
a. Length of the letter of reference
b. Applicants choose their own references
c. Confidentiality of the reference
d. Fear of legal ramifications
ANS: A PTS: 1 MSC: WWW
8.Which of the following is NOT a factor contributing to reference leniency?
a. Applicants choose their own references
b. Employers fear legal ramifications
c. Most applicants are highly skilled
d. All three contribute to leniency
ANS: C PTS: 1
9.In a reference check over the telephone, Bob says that his former employee Ted was a real jerk and couldn’t be trusted.  Ted might sue Bob for:
a. negligent hiring c. negligent reference
b. libel d. slander
ANS: D PTS: 1
10.A problem associated with letters of recommendation is the lack of agreement between two people who provide references for the same person.  This lack of agreement is related to the issue of:
a. reliability c. leniency
b. knowledge of the applicant d. extraneous factors
ANS: A PTS: 1
11.Increasing the ______ of references seems to increase validity.
a. length c. structure
b. scoring complexity d. psychometric depth
ANS: C PTS: 1
12.Which of the following is NOT an ethical practice in providing references or writing letter of recommendation?
a. State the nature of your relationship with the applicant
b. Provide an honest appraisal of the applicant
c. Always write a positive letter of recommendation
d. Let the applicant see a copy of your reference before you send it
ANS: C PTS: 1
13.Which of the following is NOT true regarding the use of grade point average for employee selection?
a. GPA predicts job performance
b. GPA predicts best in the first years after graduation
c. GPA has low adverse impact
d. All three are true
ANS: C PTS: 1 MSC: WWW
14.Tests that are designed to measure how much someone already knows rather than how much someone is capable of knowing are referred to as:
a. knowledge tests c. personality tests
b. interest inventories d. aptitude tests
ANS: A PTS: 1
15.The major disadvantage to job knowledge tests is that even though they do a good job of predicting performance, they often result in _______.
a. high costs c. invasion of privacy issues
b. misdiagnosis d. adverse impact
ANS: D PTS: 1
16.Most general ability tests place the many specific aptitudes into one of three main dimensions.  The _______ dimension includes verbal, numerical, logic, and general learning aptitudes.
a. cognitive c. perceptual
b. developmental d. psychomotor
ANS: A PTS: 1
17.Cognitive ability tests are excellent predictors of employee performance, but because they almost always result in _______, they should be used with caution.
a. high costs c. invasion of privacy issues
b. misdiagnosis d. adverse impact
ANS: D PTS: 1 MSC: WWW
18.The _________ is a potential breakthrough in cognitive ability tests as it has high validity and lower levels of adverse impact.
a. Miller Revised Intelligence Scale c. Cognitive Styles Assessment Test
b. Siena Reasoning Test d. Employee Knowledge Scale
ANS: B PTS: 1
19.Color discrimination, glare sensitivity, and speech recognition are examples of ______ abilities.
a. cognitive c. perceptual
b. developmental d. psychomotor
ANS: C PTS: 1
20.Tests of ______ ability might contain measures of  finger dexterity and manual dexterity aptitudes.
a. cognitive c. perceptual
b. developmental d. psychomotor
ANS: D PTS: 1
21.Jobs such as police officer, fire fighter, and lifeguard, which require physical strength and stamina, often use _______tests.
a. physical ability c. general aptitude
b. mental ability d. job knowledge
ANS: A PTS: 1
22.Which of the following is NOT a concern about using physical ability tests?
a. Job relatedness c. Passing scores
b. Reliability d. When the ability must be present
ANS: B PTS: 1
23.A job in which an employee continually lifts 25 pound boxes from 9:00 a.m. to 5:00 p.m. requires:
a. trunk strength c. dynamic strength
b. gross body equilibrium d. static strength
ANS: C PTS: 1
24.A selection method that requires data-entry clerk applicants to actually enter information into a computer using a particular software package is MOST accurately referred to as:
a. an assessment center c. job knowledge testing
b. a work sample d. a cognitive ability test
ANS: B PTS: 1 MSC: WWW
25.Though work samples are excellent selection tools for several reasons, the main reason for not using them is that they can be:
a. expensive to construct c. neither are important reasons
b. expensive to administer d. both are important reasons
ANS: D PTS: 1
26.Which of the following selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks?
a. Work samples c. Psychological testing
b. Assessment centers d. job-knowledge testing
ANS: B PTS: 1
27.Which of the following is NOT a requirement for an assessment center?
a. Multiple assessors c. Use of an interview
b. Multiple assessment exercices d. At least one simulation exercise
ANS: C PTS: 1
28.The first step in creating an assessment center is to:
a. conduct a job analysis c. develop the necessary exercises
b. find  a location to hold the center d. restructure the company budget
ANS: A PTS: 1
29.Which assessment center technique is designed to simulate the types of daily information that appear on a manager’s or employee’s desk?
a. simulation c. leaderless group discussion
b. work sample d. in-basket technique
ANS: D PTS: 1
30.Which of the following assessment center techniques allows the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others?
a. Business games c. Simulations
b. Out-basket technique d. In-basket technique
ANS: A PTS: 1 MSC: WWW
31.The first step in the development of a biodata instrument is to:
a. obtain information about employees
b. analyze group differences
c. choose an appropriate criterion
d. split employees into two criterion groups
ANS: A PTS: 1
32.The traditionally used method to compare each piece of employee information with criterion group membership in the biodata process is the:
a. questionnaire approach c. vertical percentage method
b. rare response scoring d. composite scoring
ANS: C PTS: 1
33.In constructing a biodata instrument, John asks his employees to answer a series of questions about their background. John then compares these answers to the employees’ job performance. John is using which of the following methods?
a. rare response scoring c. vertical percentage method
b. questionnaire approach d. composite scoring
ANS: B PTS: 1
34.Which of the following are criticisms of biodata?
a. The validity of biodata may not be stable
b. Some biodata items may not be legal
c. Both are criticisms
d. Neither are criticisms of biodata
ANS: C PTS: 1
35.Gandy and Dye (1989)  believe that proper biodata items must:
a. be job related
b. deal with events under a person’s control
c. have answers that are verifiable
d. all three of these are item standards
ANS: D PTS: 1
36.The 16PF is a personality inventory whose 16 dimensions were determined by a factor analysis.  The 16PF is an example of a(n) ______ test.
a. theory-based c. parapsychology-based
b. empirically-keyed based d. statistically-based
ANS: D PTS: 1 MSC: WWW
37.Though there is some disagreement, psychologists today agree there are _______ main personality dimensions.
a. two c. five
b. three d. seven
ANS: C PTS: 1
38.Which of the following is NOT one of the “Big 5” personality dimensions?
a. openness to experience c. conscientiousness
b. agreeableness d. vigor
ANS: D PTS: 1
39.Tests of _______ determine if individuals have serious psychological problems such as depression and bipolar disorder.
a. psychopathology c. character
b. psychometrics d. integrity
ANS: A PTS: 1
40.Because they are expensive, time-consuming to score and administer, and lack reliability and validity,  _______ tests such as the Rorschach Ink Blot Test are seldom used by I/O psychologists.
a. objective c. projective
b. subjective d. multi-modal
ANS: C PTS: 1
41.A job applicant is given a set of questions in which she is asked to rate the extent to which she is outgoing, anxious, optimistic, careful, and loyal.  She is probably taking:
a. a personality inventory c. a cognitive ability test
b. an interest inventory d. an assessment center
ANS: A PTS: 1
42.Which of the following psychological tests or selection methods is LEAST likely to predict the criterion with which it has been paired?
a. Biodata / tenure
b. Personality inventories / sales
c. Cognitive ability / performance ratings
d. Interest inventories / employee performance
ANS: D PTS: 1 MSC: WWW
43.Of the four choices below, which is the worst predictor of employee performance?
a. Biodata c. Vocational interest
b. Cognitive ability d. Assessment centers
ANS: C PTS: 1
44._______ are designed to tell an employer the probability that an applicant would steal money or merchandise.
a. Creativity tests c. Integrity tests
b. Social desirability tests d. Theft analysis inventory
ANS: C PTS: 1
45.____ are legal and scores on these tests are often compared to self-admissions of theft and the amount of goods lost by an organization.
a. Polygraph tests c. Voice stress analyzers
b. Pencil-paper integrity tests d. Electronic honesty tests
ANS: B PTS: 1
46._______ are based on the premise that peoples’ attitudes about theft as  well as their previous theft behavior will accurately predict their future honesty.
a. Personality based integrity tests c. Voice stress analyzer
b. Overt integrity tests d. Interest inventories
ANS: B PTS: 1
47.The manager of a retail store notices that 7% of the inventory is missing.  She doesn’t know if the merchandise was stolen, lost, or broken.  This missing inventory is called ______ and is one of the criteria used to validate integrity tests.
a. a loss leader c. product pilferage
b. inventory obsolescence d. shrinkage
ANS: D PTS: 1
48._____ are difficult to fake and were developed to measure a person’s tendency to be aggressive.
a. Realistic job previews c. Interest inventories
b. Conditional reasoning tests d. Polygraphs
ANS: A PTS: 1 MSC: WWW
49.Though handwriting analysts are consistent in their judgment about script features, they are not consistent in:
a. their analysis of what these features mean
b. their selection success rate
c. their use of handwriting analysis
d. any of these
ANS: A PTS: 1
50._______ testing certainly is one of the most controversial testing methods used by personnel professionals.
a. Personality c. Drug
b. Ability d. Agility
ANS: C PTS: 1
51.Which of the following is NOT true about drug testing?
a. Most organizations use drug testing
b. Illegal drug users are absent more often
c. Drug testing is not accurate
d. Applicants consider drug testing to be fair
ANS: C PTS: 1
52.Which of the following tests in used to confirm an initial positive reading for drugs?
a. EMIT c. Radioimmunoassay
b. RIA d. Thin layer chromatography
ANS: D PTS: 1
53.Most drugs can be detected for ______ after use.
a. 8 hours c. 2-3 weeks
b. 2-3 days d. 2-3 months
ANS: B PTS: 1
54.When personnel professionals are concerned with adverse impact or invasion of privacy associated with a test, they are assessing the:
a. cost c. reliability
b. scoring methods d. potential for legal problems
ANS: D PTS: 1
55.Which of the following is the least useful predictor of future performance?
a. Biodata c. Assessment centers
b. Interest inventories d. Cognitive ability tests
ANS: B PTS: 1
56.Which of the following is the best predictor of training proficiency?
a. Cognitive ability c. Education
b. Experience d. Vocational interest
ANS: A PTS: 1
57.Which of the following has both high validity and low adverse impact?
a. Cognitive ability tests c. Education
b. Integrity tests d. Personality inventories
ANS: B PTS: 1
58.Which of the Big 5 personality dimensions is the best predictor of employee performance?
a. Openness c. Conscientiousness
b. Agreeableness d. Emotional stability
ANS: C PTS: 1
59.Which of the following have the highest level of adverse impact?
a. Cognitive ability and GPA
b. Cognitive ability and integrity tests
c. Integrity tests and personality inventories
d. Integrity tests and GPA
ANS: A PTS: 1
60.The human resource manager at Robson Machinery is looking for a method to hire employees that will predict future performance and have little adverse impact.  Which of the following would you most recommend?
a. Cognitive ability tests c. Graphology
b. Personality inventories d. Integrity tests
ANS: D PTS: 1 MSC: WWW
SHORT ANSWER
1.What are the reasons for using references and recommendations?
ANS:
confirm details on the resume, check for discipline problems, discover new information about the applicant, predict future performance
PTS: 1
2.What are the problems associated with using references to predict performance?
ANS:
leniency, lack of knowledge about the applicant, low reliability
PTS: 1
3.What are the three main reasons for leniency in references?
ANS:
applicants choose their own references, references are not always confidential, fear of legal ramifications
PTS: 1
4.What are the common types of psychological tests used in employee selection?
ANS:
personality inventories, interest inventories, ability tests, job knowledge tests, integrity tests
PTS: 1
5.What are the Big 5 personality dimensions?
ANS:
Openness to experience, conscientiousness, extroversion, agreeableness, neuroticism (emotional stability)
PTS: 1
6.What are the three major aptitude categories?
ANS:
cognitive, psychomotor, perceptual
PTS: 1
7.What are five common assessment center exercises?
ANS:
in-basket, simulations, work samples, leaderless group discussions, business games
PTS: 1
8.What are the four standards to use when considering biodata items?
ANS:
item must deal with events under the applicant’s control, item must be job related, the answer to the item must be verifiable, item must not invade applicant’s privacy
PTS: 1

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