This personality trait is associated with better performance

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Reference no: EM13524432

Multiple Choice

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

A. Initial

B. Substantive

C. Discretionary

D. Contingent

2. Which of the following is not one of the five-factor model personality traits?

A. Conscientiousness

B. Extroversion

C. General mental ability

D. Neuroticism

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

A. They are reasonably valid in predicting job performance.

B. They represent emotional traits.

C. They represent cognitive abilities.

D. None of the above.

4. This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

A. Neuroticism

B. Extraversion

C. Agreeableness

D. Conscientiousness

E. Openness to experience

5. This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

A. Neuroticism

B. Extraversion

C. Agreeableness

D. Conscientiousness

E. Openness to experience

6. This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

A. Neuroticism

B. Extraversion

C. Agreeableness

D. Conscientiousness

E. Openness to experience

7. What are the most useful personality traits, in order, for selection contexts?

A. Concientiousness, emotional stability, extraversion

B. Emotional stability, conscientiousness, openness to experience

C. Agreeableness, openness to experience, extraversion

D. Extraversion, conscientiousness, emotional stability

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

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

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

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

D. None of the above.

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

A. Conscientiousness predicts performance across occupational groups.

B. Openness to experience does not predict training performance.

C. Extraversion predicts job performance for most jobs.

D. All of the above are true.

10. Which of the following is a typical justification of a BFOQ involving sex that employers use?

A. One sex has an inability to perform the work.

B. Personal contact with others requires same sex.

C. Customers have a preference for dealing with one sex.

D. All of the above are potential justifications.

11. Which of the following statements is false?

A. There is little evidence that people fake their scores on personality tests in the hiring contexts

B. When individuals believe their scores are being used for selection, their observed scores tend to increase

C. Faking has a negative impact on the validity of personality tests

D. None of the above statements is false

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

A. interest inventories

B. ability tests

C. personality tests

D. knowledge tests

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

A. verbal abilities

B. quantitative abilities

C. reasoning abilities

D. All of the above are correct

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

A. MMPI

B. Myers-Briggs

C. Wonderlic Personnel Test

D. Job Characteristics Inventory

15. Which of the following is true regarding cognitive ability tests?

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

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

C. There is reason to believe cognitive ability tests will be associated with positive financial returns.

D. All of the above are true.

16. Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.

A. job knowledge

B. presentation skills

C. social networking capacity

D. diligence

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

A. they are too expensive

B. they are too time-consuming

C. they are difficult to administer

D. they have an adverse impact on minorities

18. The difference between black and white test takers on cognitive ability tests has been _____.

A. demonstrated to be an artifact of question wording

B. decreasing over time

C. lower when tests are given in an open-ended format

D. both b and c

19. Research studies have found ___________ support for the validity of job knowledge tests.

A. relatively strong

B. no support

C. very weak

D. some

20. 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 _____________.

A. situational judgment tests

B. behavioral implementation tests

C. work sample tests

D. Job simulation tests

Reference no: EM13524432

Questions Cloud

Performance and deviant workplace behavior : 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.

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?

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