Industrial Organizational Psychology An Applied Approach 8th Edition by Michael G. Aamodt - Test Bank Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below Multiple Choice 1. In psychology, it is commonly believed that the best predictor of future performance is: a. results from a psychological …
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Industrial Organizational Psychology An Applied Approach 8th Edition by Michael G. Aamodt – Test Bank
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Sample Questions Are Posted Below
| Multiple Choice |
1. In psychology, it is commonly believed that the best predictor of future performance is:
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2. The process of confirming the accuracy of information provided by the applicant is called a:
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3. Because it is not uncommon for applicants to engage in resume fraud, references and letters of recommendation are used to:
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4. Which of the following is good advice in asking for a letter of recommendation?
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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:
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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:
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7. Which of the following is NOT a factor contributing to reference leniency?
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8. 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:
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9. 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:
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10. Increasing the ______ of references seems to increase validity.
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11. Which of the following is NOT an ethical practice in providing references or writing letter of recommendation?
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12. Which of the following is NOT true regarding the use of grade point average for employee selection?
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13. Tests that are designed to measure how much someone already knows rather than how much someone is capable of knowing are referred to as:
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14. The major disadvantage to job knowledge tests is that even though they do a good job of predicting performance, they often result in _______.
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15. 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.
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16. The _________ is a potential breakthrough in cognitive ability tests as it has high validity and lower levels of adverse impact.
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17. Color discrimination, glare sensitivity, and speech recognition are examples of ______ abilities.
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18. Tests of ______ ability might contain measures of finger dexterity and manual dexterity aptitudes.
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19. Jobs such as police officer, fire fighter, and lifeguard, which require physical strength and stamina, often use _______tests.
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20. Which of the following is NOT a concern about using physical ability tests?
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21. A job in which an employee continually lifts 25 pound boxes from 9:00 a.m. to 5:00 p.m. requires:
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22. Though work samples are excellent selection tools for several reasons, the main reason for not using them is that they can be:
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23. Which of the following selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks?
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24. Which of the following is NOT a requirement for an assessment center?
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25. The first step in creating an assessment center is to:
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26. Which assessment center technique is designed to simulate the types of daily information that appear on a manager’s or employee’s desk?
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27. Which of the following assessment center techniques allows the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others?
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28. The first step in the development of a biodata instrument is to:
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29. The traditionally used method to compare each piece of employee information with criterion group membership in the biodata process is the:
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30. 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?
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31. Which of the following are criticisms of biodata?
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32. Gandy and Dye (1989) believe that proper biodata items must:
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33. The 16PF is a personality inventory whose 16 dimensions were determined by a factor analysis. The 16PF is an example of a(n) ______ test.
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34. Though there is some disagreement, psychologists today agree there are _______ main personality dimensions.
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35. Which of the following is NOT one of the “Big 5” personality dimensions?
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36. Tests of _______ determine if individuals have serious psychological problems such as depression and bipolar disorder.
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37. 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.
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38. 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:
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39. Of the four choices below, which is the worst predictor of employee performance?
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40. _______ are designed to tell an employer the probability that an applicant would steal money or merchandise.
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41. ____ are legal and scores on these tests are often compared to self-admissions of theft and the amount of goods lost by an organization.
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42. _______ are based on the premise that peoples’ attitudes about theft as well as their previous theft behavior will accurately predict their future honesty.
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43. 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.
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44. Though handwriting analysts are consistent in their judgment about script features, they are not consistent in:
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45. _______ testing certainly is one of the most controversial testing methods used by personnel professionals.
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46. Which of the following is NOT true about drug testing?
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47. In recent years, the percentage of applicants failing drug tests has:
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48. Most drugs can be detected for ______ after use.
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49. When personnel professionals are concerned with adverse impact or invasion of privacy associated with a test, they are assessing the:
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50. Which of the following is the least useful predictor of future performance?
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51. Which of the following is the best predictor of training proficiency?
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52. Which of the following has both high validity and low adverse impact?
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53. Which of the Big 5 personality dimensions is the best predictor of employee performance?
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54. Which of the following have the highest level of adverse impact?
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| Objective Short Answer |
55. What are the reasons for using references and recommendations?
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56. What are the problems associated with using references to predict performance?
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57. What are the three main reasons for leniency in references?
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58. What are the common types of psychological tests used in employee selection?
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59. What are the Big 5 personality dimensions?
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60. What are the three major aptitude categories?
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61. What are five common assessment center exercises?
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62. What are the four standards to use when considering biodata items?
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Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
