Reference no: EM13524431
True / False Questions
1. Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
True False
2. The true validity of measures of general cognitive ability is roughly .50.
True False
3. The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.
True False
4. A concern regarding the use of cognitive ability tests is adverse impact against African Americans.
True False
5. Most experts agree that cognitive ability cannot be measured accurately by standardized tests.
True False
6. Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.
True False
7. Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
True False
8. Research suggests that job knowledge tests have relatively poor validity in predicting job performance.
True False
9. Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.
True False
10. Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control these factors, EI has nothing unique to offer.
True False
11. Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.
True False
12. Performance tests and work samples assess applicants' underlying capacities and dispositions.
True False
13. Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.
True False
14. Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.
True False
15. The construct of "integrity" is well understood.
True False
16. Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.
True False
17. The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.
True False
18. Interest inventories play a key role in organizational selection decisions.
True False
19. Interest inventories tend to be more tied to the occupation, rather than the organization or the job.
True False
20. A typical unstructured interview often contains highly speculative questions.
True False
|
Substantive assessment methods
: Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.
|
|
Interest inventories are designed to improve person job
: Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories
|
|
Discretionary and contingent assessment methods
: The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure
|
|
This personality trait is associated with better performance
: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
|
|
Predictors for executive and professional jobs
: Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
|
|
Substantive assessment methods
: The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
|
|
Most valid predictor of performance
: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
|
|
Logic of prediction to work in practice for selecting employ
: Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
|
|
The laws in most states provide employers
: The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.
|