Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector - Test Bank

Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector – Test Bank

 

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CHAPTER 5: ASSESSMENT METHODS FOR SELECTION AND PLACEMENT

 

Learning Objectives

 

After studying this chapter, students should be able to:

 

1. Define KSAOs.

 

2. Describe and discuss the advantages and disadvantages of psychological tests.

 

3. Describe and discuss the advantages and disadvantages of biographical information.

 

4. Describe and discuss the advantages and disadvantages of interviews.

 

5. Describe and discuss the advantages and disadvantages of work samples.

 

6. Describe and discuss the advantages and disadvantages of assessment centers.

 

7. Explain the current and future role of technology in assessment.

 

TESTBANK

Multiple Choice Questions

 

1. Jobs require individuals with specific knowledge, skills, abilities and other personal characteristics. These KSAOs are identified by a detailed study called a
2. job assessment study.
3. job analysis.
4. job evaluation.
5. tailored job assessment.

Answer: b                              Learning Objectives: 1                     Page: 105

 

2. Applicants for secretarial positions at ABC Publishing Co. must take a typing test. This typing test measures the applicant’s
3. knowledge.
4. skill.
5. ability.
6. other personal characteristics.

Answer: b                              Learning Objectives: 1                     Page: 105-106

 

3. Students who apply to graduate school must take the GRE, which is designed to indicate how much potential the student has to learn new information. The GRE is designed to measure
4. knowledge.
5. skill.
6. ability.
7. other personal characteristics.

Answer: c                               Learning Objectives: 1                     Page: 105-106

 

4. Assessment methods of potential candidates for a specific job do NOT include the use of:
5. Interviews
6. Psychological tests
7. work samples
8. Family information

Answer: d                              Learning Objectives: 1                     Page: 105-106

 

5. A standardized series of problems or questions that assesses a particular individual characteristic is a
6. psychological test.
7. validation study.
8. job analysis.
9. performance appraisal.

Answer: a                               Learning Objectives: 2                     Page: 106

 

6. Psychological tests usually contain multiple items rather than a single item. Why?
7. To improve reliability.
8. To improve utility.
9. To conceal the purpose of the test.
10. To enhance emotional intelligence

Answer: a                               Learning Objectives: 2                     Page: 106-107

 

7. The reliability and validity of a single-item test is similar to that of a multiple-item test.
8. true
9. false

Answer: b                              Learning Objectives: 2                     Page: 106

 

8. Daiymo car company has 100,000 applicants for 3,000 jobs. What types of tests can it use to cut down the number of applicants quickly and inexpensively?
9. a group test
10. an individual test
11. an open-ended test
12. a performance test

Answer: a                               Learning Objectives: 2                     Page: 107-108

 

9. The four distinguishing characteristics of tests do NOT include which of the following?
10. Group vs. individually administered tests
11. Objective vs. open-ended tests
12. Power vs. speed tests
13. In-basket test versus leaderless group discussion

Answer: d                              Learning Objectives: 2                     Page: 106-107

 

10. Assume your next exam in this class contains 300 multiple choice questions, and that you have only 30 minutes to complete it. What type of test is this?
11. a performance test
12. an open-ended test
13. a paper-and-pencil power test
14. a group speed test

Answer: d                              Learning Objectives: 2                     Page: 107-108

 

11. Assume your next exam in this class contains two essay questions and that you have three hours to complete it. What type of test is this?
12. an individual ability test
13. an open-ended performance test
14. an open-ended power test
15. a power performance test

Answer: c                               Learning Objectives: 2                     Page: 107-108

 

12. 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?
13. An open-ended group test
14. A group performance test
15. An individual performance test
16. A group pencil-and-paper test

Answer: d                              Learning Objectives: 2                     Page: 107-108

 

13. Which of the following CANNOT be assessed with a psychological test?
14. Cognitive ability
15. Hand-eye coordination
16. Honesty
17. All of the above can be assessed by a psychological test.

Answer: d                              Learning Objectives: 2                     Page: 109-114

 

14. Which of the following tests is a valid predictor of performance across a large number of different kinds of jobs?
15. Cognitive ability tests
16. Psychomotor ability tests
17. Emotional intelligence tests
18. Vocational interest tests

Answer: a                               Learning Objectives: 2                     Page: 110

 

15. You are hiring assembly workers for your new factory. To discover whether they can use small tools to do detailed work you give them a __________ test.
16. cognitive ability
17. in-basket
18. personality
19. psychomotor ability

Answer: d                              Learning Objectives: 2                     Page: 110-111

 

16. You are given a test that measures your mathematical ability. This is one type of
17. cognitive ability test.
18. personality test.
19. biographical inventory.
20. skill test.

Answer: a                               Learning Objectives: 2                     Page: 109-110

 

17. A test that measures how well a person can type is best described as a(n) _________ test.
18. subjective
19. performance
20. power
21. integrity

Answer: b                              Learning Objectives: 2                     Page: 108

 

18. 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)
19. EI test.
20. intelligence test.
21. achievement test.
22. personality test.

Answer: c                               Learning Objectives: 2                     Page: 112

 

19. A test designed to measure both knowledge and skill is known as a(n)
20. vocational interest test.
21. achievement test.
22. cognitive ability test.
23. integrity test.

Answer: b                              Learning Objectives: 2                     Page: 112

 

20. Which type of test will most likely have the largest problem with applicants faking responses?
21. Ability tests
22. EI tests
23. Personality tests
24. Biographical inventory

Answer: c                               Learning Objectives: 2                     Page: 113-114

 

21. 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?
22. An ability test
23. A personality test
24. A biographical inventory
25. An EI test

Answer: b                              Learning Objectives: 2                     Page: 112-113

 

22. One of the major concerns with using personality tests for employee selection is that:
23. personality does not predict performance.
24. applicant faking can undermine the validity of the test.
25. they are time consuming to administer.
26. few practitioners and organizations are willing to use them.

 

23. One concern with using personality tests is that they might lack job relevance. The concept of “job relevance” is most similar to
24. test-retest reliability.
25. face validity.
26. inter-rater reliability.
27. criterion-related validity.

Answer: b                              Learning Objectives: 2                     Page: 114

 

24. Which of the following statements about emotional intelligence (EI) tests is correct?
25. EI is one of the most important characteristics of job success.
26. Researchers agree on the definition of EI.
27. EI tests can predict job performance.
28. EI ability tests correlate more strongly with performance compared to EI trait tests.

Answer: c                               Learning Objectives: 2                     Page: 117

 

25. You are responsible for hiring police officers for your city. You want to make sure they are honest, so you ask them if they have ever broken each of 20 laws. This is an example of a(n) _____ test.
26. organizational delinquency
27. overt integrity
28. work sample
29. personality integrity

Answer: b                              Learning Objectives: 2                     Page: 115

 

26. 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?
27. They predict both counterproductive behavior and job performance.
28. Integrity tests have been shown to predict theft in white-collar employees, but not blue-collar employees.
29. Organizational delinquency can detract from job performance.
30. Integrity tests are excellent predictors of theft

Answer: a                               Learning Objectives: 2                     Page: 115

 

27. Personality integrity tests are obvious assessments of honesty and integrity.
28. true
29. false

Answer: b                              Learning Objectives: 2                     Page: 115

 

28. Integrity tests predict theft better than they do general counterproductive behavior and job performance.
29. true
30. false

Answer: b                              Learning Objectives: 2                     Page: 115

 

29. What type of test matches the personality of the test taker to those of people in a variety of different occupations and occupational categories?
30. An assessment inventory
31. A biographical inventory
32. An occupational ability test
33. A vocational interest test

Answer: d                              Learning Objectives: 2                     Page: 116

 

30. 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:
31. An assessment inventory
32. A biographical inventory
33. An occupational ability test
34. A vocational interest test

Answer: d                              Learning Objectives: 2                     Page: 118-119

 

 

31. 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
32. Vocational interest tests.
33. Occupational ability tests.
34. Biographical inventories.
35. Emotional intelligence tests.

Answer: a                               Learning Objectives: 2                     Page: 116

 

32. You are given the Self-Directed Search test. What is this test assessing?
33. Your integrity
34. The match between your personality type and particular occupations
35. Your personality
36. Your emotional intelligence

Answer: b                              Learning Objectives  2                     Page: 116

 

33. Some researchers suggest that emotional intelligence is partly a blend of cognitive ability and a personality trait.
34. true
35. false

Answer: a                               Learning Objectives  2                     Page: 114

 

34. Individuals low on emotional intelligence are socially skilled, enabling them to work smoothly with their colleagues at work.
35. true
36. false

Answer: b                              Learning Objectives  2                     Page: 114

 

35. The ________ type assesses emotional intelligence as a personality characteristic that is accessible to a person’s awareness.
36. information processing
37. trait
38. personality integrity
39. overt

Answer: b                              Learning Objectives  2                     Page: 114

 

36. Which of the following is FALSE about drug testing?
37. Drug testing is a means of controlling drug use at work.
38. Drug testing is decreasing in popularity because it is controversial.
39. Drug tests are criticized on the basis of invasion of privacy.
40. Drug testing is considered more acceptable for safety-sensitive jobs.

Answer: b                              Learning Objectives  2                     Page: 117

 

37. How do biographical inventories differ from application forms?
38. The application form is more detailed and directly related to the specific position.
39. The biographical inventory asks about specific experiences at school or work.
40. Application forms focus more on past experiences and reactions.
41. Application forms are more likely to ask “Did you attend your high school prom” than biographical inventories

Answer: b                              Learning Objectives: 3                     Page: 118

 

38. One strength of biographical inventories is that
39. They predict performance.
40. They are less likely to invade the respondent’s privacy.
41. They are quite generalizable.
42. All items are closely related to KSAOs.

Answer: a                               Learning Objectives: 3                     Page: 118

 

39. The biggest criticism of biographical inventories is that they:
40. include items that are not linked to job-relevant KSAOs.
41. do a poor job of predicating performance.
42. are easy for applicants to fake.
43. take too long to complete.

Answer: a                               Learning Objectives: 3                     Page: 118

 

40. The _______ biographical inventory is developed by writing items that assess the KSAOs required for a particular job.
41. empirical
42. rational
43. KSAO-based
44. person-oriented

Answer: b                              Learning Objectives: 3                     Page: 118

 

41. “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?
42. personality test
43. integrity test
44. biographical inventory
45. vocational interest test

Answer: c                               Learning Objectives: 3                     Page: 118

 

42. When the interviewer asks whatever questions come to mind, we say s/he is using a(n) _______ interview.
43. unstructured
44. panel
45. behavior-based
46. inferential

Answer: a                                                                                                   Learning Objectives: 4                  Page: 119

 

43. Bias is less of a concern in a(n) _________ then in a(n) ____________.
44. Unstructured interview; structured interview
45. Biographical inventory; structured interview
46. Structured interview; biographical inventory
47. Structured interview; unstructured interview

Answer: d                              Learning Objectives: 4                     Page: 119-120

 

44. 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?
45. An unstructured interview
46. A biographical interview
47. A structured interview
48. A situational interview

Answer: c                               Learning Objectives: 4                     Page: 119

 

45. In which of the following assessment methods is the person who administers the test most likely to affect the responses?
46. Cognitive ability test
47. Biographical inventory
48. Integrity test
49. Interview

Answer: d                              Learning Objectives: 4                     Page: 120

 

46. The text listed six factors that can contribute to the validity of structured interviews. Which of the following is NOT one of these six factors?
47. The interviewer should have detailed information about the job before beginning the interview.
48. The interviewer should have detailed information about the applicant’s psychological test scores before beginning the interview.
49. The interviewer should be trained in how to conduct a structured interview.
50. The interviewer should make an evaluation of the applicant before completing the interview.

Answer: b                              Learning Objectives: 4                     Page: 122

 

47. The interviewer cannot affect the answers of an interviewee in a structured interview.
48. true
49. false

Answer: b                              Learning Objectives: 4                     Page: 120

 

48. Structured telephone interviews yield the same ratings as face-to-face- structured interviews.
49. true
50. false

Answer: b                              Learning Objectives: 4                     Page: 122-123

 

49. Candidates who are given a __________ interview are likely to have an advantage during a job search.
50. face-to-face
51. telephone
52. structured
53. unstructured

Answer: b                              Learning Objectives: 4                     Page: 122

 

50. The text listed six factors that can contribute to the validity of structured interviews. Which of the following IS one of the six factors?
51. The interviewer should have detailed information about the job before beginning the interview.
52. The interviewer should have detailed information about the applicant before beginning the interview.
53. The interviewer should make a global rating of suitability for the job rather than specific ratings on individual dimensions.
54. The interviewer should evaluate the applicant at regular intervals during the interview.

Answer: a                               Learning Objectives: 4                     Page: 122

 

51. Which of the following is NOT an example of a work sample test?
52. The applicant for a faculty position is asked to give a talk.
53. The applicant for a secretarial position is asked to type a letter.
54. The applicant for a sales position is asked what products he or she has sold before.
55. The applicant for a chauffeur’s position is asked to drive to the limo.

Answer: c                               Learning Objectives: 5                     Page: 123

 

52. 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
53. An in-basket exercise.
54. A work sample.
55. A personality test.
56. An assessment center.

Answer: b                              Learning Objectives: 5                     Page: 123

 

53. Work samples have been found to be _______ predictors of future job performance.
54. poor
55. mediocre
56. good
57. perfect

Answer: c                               Learning Objectives: 5                     Page: 123

 

54. In the United States the assessment center is used primarily for
55. hiring and promoting decisions.
56. assessing training needs.
57. downsizing decisions.
58. salary decisions.

Answer: a                               Learning Objectives: 6                     Page: 124

 

55. For which of the following positions is an organization most likely to use an assessment center when determining whom to hire?
56. Secretary
57. Clerk
58. Carpenter
59. Manager

Answer: d                              Learning Objectives: 6                     Page: 124

 

56. Which assessment center exercise would provide the most information about an applicant’s ability to cooperate with others?
57. the in-basket exercise
58. the leaderless group exercise
59. the problem-solving simulation
60. the role-play exercise

Answer: b                              Learning Objectives: 6                     Page: 125

 

57. 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
58. leaderless group.
59. role play.
60. in-basket.
61. inferential.

Answer: c                               Learning Objectives: 6                     Page: 125

 

58. An advantage of assessment centers is that:
59. they have a high level of realism.
60. researchers have a firm understanding of the dimensions assessment centers measure.
61. scores given to assesses within an exercise are highly correlated.
62. research indicates that each exercise measures multiple dimensions rather than single traits.

Answer: a                               Learning Objectives: 6                     Page: 127-128

 

59. Which of the following is NOT a weakness of assessment devices?
60. They have been shown to be invalid for selection purposes.
61. Poor correlations among dimension scores across exercises.
62. Dimensions score within an exercise are too highly correlated.
63. They are expensive relative to psychological tests.

Answer: a                               Learning Objectives: 6                     Page: 124-127

 

60. The use of computers in assessment has been limited to the
61. Development of personality profiles.
62. Minimization of the extent to which applicants present themselves in a more favorable fashion.
63. Scoring and administration of tests.
64. administration of structured interviews.

Answer: c                               Learning Objectives: 7                     Page: 128-129

 

61. 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
62. Objective testing.
63. Tailored testing.
64. Standardized testing.
65. Adaptive testing.

Answer: b                              Learning Objectives: 7                     Page: 130

 

62. In the future, the biggest changes in the area of assessment will involve
63. The use of the computer as an assessment tool.
64. The development of more reliable psychological tests.
65. Removing personal bias from an interviewer’s ratings.
66. Improving the use of assessment centers for identifying the best employees.

Answer: a                               Learning Objectives: 7                     Page: 128

 

63. Scores from computerized tests are equivalent to those from paper and pencil tests.
64. true
65. false

Answer: b                              Learning Objectives: 7                     Page: 128-129

 

60. Due to the lack of construct validity plaguing assessment center dimension scores
61. Employees should be given specific feedback on dimension scores.
62. Hiring decisions should be based on dimension scores.
63. Hiring decisions should not be based on an overall assessment center score.
64. Employees should not be given specific feedback on dimension scores.

Answer: d                              Learning Objectives: 6                     Page: 124-127

 

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

Answer: b                              Learning Objectives: 6                     Page: 130-131

 

Essay Questions

 

1. Assume good performance at job X depends on knowledge about A, skill B, and ability C. You can only afford to assess one of these three things. Which will you assess?  Why?  (Page 105-106)

 

2. What are the four distinguishing characteristics of tests? (Page 110-111)

 

3. Assume you have hundreds of applicants for a few positions. You want to begin the selection process by eliminating most of the applicants.  Would you use group tests or individual tests? Objective tests or open-ended tests?  Paper-and-pencil tests or performance tests?  Explain your answers.  (Page 107-108)

 

4. An essay exam is an example of what type of test? A multiple-choice exam is an example of what type of test?  (Page 107-108)

 

5. A test that is timed and allows barely enough time to finish is called what type of test? (Page 108)
6. Explain why organizations so frequently use cognitive ability tests when deciding whom to hire. (Page 109-110)

 

7. What is the purpose of an achievement test? Give two examples of achievement tests. (Page 114-115)

 

8. A test that involves the coordination of the senses and movement is referred to as what type of test? (Page 110-111)

 

9. What are the two types of integrity tests that are used to predict counterproductive or dishonest employee behavior? (Page 115-116)

 

10. If one uses a personality test to predict performance, what can one do to maximize the criterion-related validity of the test? (Page 112-114)

 

11. Discuss the limitations associated with the use of personality tests in selection. (Page 115-116)

 

12. 12. What is the difference between an ability test and an achievement test? (Page 112)

 

13. What is the difference between an overt integrity test and a personality integrity test? (Page 115-116)

 

14. Explain how vocational interest tests are used to place new employees into jobs and to advise people about the types of jobs they might like. (Page 116-117)

 

15. What is the purpose of a biographical inventory? Discuss the strengths and weaknesses of this type of assessment device. (Page 117-118)

 

16. Explain the difference between empirical and rational biographical inventories. (Page 130)

 

17. Discuss three factors that can enhance the reliability and validity of a structured interview. (Page 122)

 

18. Which type of interview has been found to be most valid? (Page 119)

 

19. Discuss the advantages and disadvantages of using an interview rather than an application form. (Page 120)

 

20. According to research, what do interviews actually assess? (Page 124)

 

21. Do work samples do a good job of predicting performance? How has this been explained?  (Page 123)

 

22. Which property of work samples makes them most acceptable as a selection device? (Page 123)

 

23. Describe the “in-basket exercise.” Explain what the assessee must do, and how the responses are scored. (Page 125)

 

24. What has been the major validity problem with assessment centers? (Page 126-128)

 

25. Explain why there is some question about the construct validity of individual dimension scores in assessment centers. (Page 126-128)

 

26. A computer administered test that selects items according to a person’s ability level is called what type of testing? (Page 130)

 

27. Explain how tailored testing works. (Page 130)
28. Describe recent developments in the electronic administration of psychological tests. (Page 128-129)

 

Key Terms

 

• Psychological test
• Group test
• Objective test
• Paper-and-pencil test
• Performance test
• Power test
• Speed test
• Cognitive ability test
• Psychomotor ability test
• Knowledge and skill test/achievement test
• Personality trait
• Personality test
• Emotional intelligence
• Integrity test
• Vocational interest test
• Biographical inventory
• Empirical biographical inventory
• Rational biographical inventory
• Structured interview
• Work sample
• Assessment center
• In-basket exercise
• Leaderless group exercise
• Tailored testing