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

$20.00

Pay And Download

 

Complete Test Bank With Answers

 

 

 

Sample Questions Posted Below

 

 

 

 

 

CHAPTER 5: ASSESSMENT METHODS FOR SELECTION AND PLACEMENT

 

Learning Objectives

 

After studying this chapter, students should be able to:

 

  1. Define KSAOs.

 

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

 

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

 

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

 

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

 

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

 

  1. 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

 

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

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

 

  1. 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
  2. knowledge.
  3. skill.
  4. ability.
  5. other personal characteristics.

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

 

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

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

 

  1. A standardized series of problems or questions that assesses a particular individual characteristic is a
  2. psychological test.
  3. validation study.
  4. job analysis.
  5. performance appraisal.

Answer: a                               Learning Objectives: 2                     Page: 106

 

  1. Psychological tests usually contain multiple items rather than a single item. Why?
  2. To improve reliability.
  3. To improve utility.
  4. To conceal the purpose of the test.
  5. To enhance emotional intelligence

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

 

  1. The reliability and validity of a single-item test is similar to that of a multiple-item test.
  2. true
  3. false

Answer: b                              Learning Objectives: 2                     Page: 106

 

  1. 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?
  2. a group test
  3. an individual test
  4. an open-ended test
  5. a performance test

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

 

  1. The four distinguishing characteristics of tests do NOT include which of the following?
  2. Group vs. individually administered tests
  3. Objective vs. open-ended tests
  4. Power vs. speed tests
  5. In-basket test versus leaderless group discussion

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

 

  1. 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?
  2. a performance test
  3. an open-ended test
  4. a paper-and-pencil power test
  5. a group speed test

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

 

  1. 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?
  2. an individual ability test
  3. an open-ended performance test
  4. an open-ended power test
  5. a power performance test

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

 

  1. 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?
  2. An open-ended group test
  3. A group performance test
  4. An individual performance test
  5. A group pencil-and-paper test

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

 

  1. Which of the following CANNOT be assessed with a psychological test?
  2. Cognitive ability
  3. Hand-eye coordination
  4. Honesty
  5. All of the above can be assessed by a psychological test.

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

 

  1. Which of the following tests is a valid predictor of performance across a large number of different kinds of jobs?
  2. Cognitive ability tests
  3. Psychomotor ability tests
  4. Emotional intelligence tests
  5. Vocational interest tests

Answer: a                               Learning Objectives: 2                     Page: 110

 

  1. 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.
  2. cognitive ability
  3. in-basket
  4. personality
  5. psychomotor ability

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

 

  1. You are given a test that measures your mathematical ability. This is one type of
  2. cognitive ability test.
  3. personality test.
  4. biographical inventory.
  5. skill test.

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

 

  1. A test that measures how well a person can type is best described as a(n) _________ test.
  2. subjective
  3. performance
  4. power
  5. integrity

Answer: b                              Learning Objectives: 2                     Page: 108

 

  1. 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)
  2. EI test.
  3. intelligence test.
  4. achievement test.
  5. personality test.

Answer: c                               Learning Objectives: 2                     Page: 112

 

  1. A test designed to measure both knowledge and skill is known as a(n)
  2. vocational interest test.
  3. achievement test.
  4. cognitive ability test.
  5. integrity test.

Answer: b                              Learning Objectives: 2                     Page: 112

 

  1. Which type of test will most likely have the largest problem with applicants faking responses?
  2. Ability tests
  3. EI tests
  4. Personality tests
  5. Biographical inventory

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

 

  1. 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?
  2. An ability test
  3. A personality test
  4. A biographical inventory
  5. An EI test

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

 

  1. One of the major concerns with using personality tests for employee selection is that:
  2. personality does not predict performance.
  3. applicant faking can undermine the validity of the test.
  4. they are time consuming to administer.
  5. few practitioners and organizations are willing to use them.

 

  1. One concern with using personality tests is that they might lack job relevance. The concept of “job relevance” is most similar to
  2. test-retest reliability.
  3. face validity.
  4. inter-rater reliability.
  5. criterion-related validity.

Answer: b                              Learning Objectives: 2                     Page: 114

 

  1. Which of the following statements about emotional intelligence (EI) tests is correct?
  2. EI is one of the most important characteristics of job success.
  3. Researchers agree on the definition of EI.
  4. EI tests can predict job performance.
  5. EI ability tests correlate more strongly with performance compared to EI trait tests.

Answer: c                               Learning Objectives: 2                     Page: 117

 

  1. 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.
  2. organizational delinquency
  3. overt integrity
  4. work sample
  5. personality integrity

Answer: b                              Learning Objectives: 2                     Page: 115

 

  1. 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?
  2. They predict both counterproductive behavior and job performance.
  3. Integrity tests have been shown to predict theft in white-collar employees, but not blue-collar employees.
  4. Organizational delinquency can detract from job performance.
  5. Integrity tests are excellent predictors of theft

Answer: a                               Learning Objectives: 2                     Page: 115

 

  1. Personality integrity tests are obvious assessments of honesty and integrity.
  2. true
  3. false

Answer: b                              Learning Objectives: 2                     Page: 115

 

  1. Integrity tests predict theft better than they do general counterproductive behavior and job performance.
  2. true
  3. false

Answer: b                              Learning Objectives: 2                     Page: 115

 

  1. What type of test matches the personality of the test taker to those of people in a variety of different occupations and occupational categories?
  2. An assessment inventory
  3. A biographical inventory
  4. An occupational ability test
  5. A vocational interest test

Answer: d                              Learning Objectives: 2                     Page: 116

 

  1. 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:
  2. An assessment inventory
  3. A biographical inventory
  4. An occupational ability test
  5. A vocational interest test

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

 

 

  1. 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
  2. Vocational interest tests.
  3. Occupational ability tests.
  4. Biographical inventories.
  5. Emotional intelligence tests.

Answer: a                               Learning Objectives: 2                     Page: 116

 

  1. You are given the Self-Directed Search test. What is this test assessing?
  2. Your integrity
  3. The match between your personality type and particular occupations
  4. Your personality
  5. Your emotional intelligence

Answer: b                              Learning Objectives  2                     Page: 116

 

  1. Some researchers suggest that emotional intelligence is partly a blend of cognitive ability and a personality trait.
  2. true
  3. false

Answer: a                               Learning Objectives  2                     Page: 114

 

  1. Individuals low on emotional intelligence are socially skilled, enabling them to work smoothly with their colleagues at work.
  2. true
  3. false

Answer: b                              Learning Objectives  2                     Page: 114

 

  1. The ________ type assesses emotional intelligence as a personality characteristic that is accessible to a person’s awareness.
  2. information processing
  3. trait
  4. personality integrity
  5. overt

Answer: b                              Learning Objectives  2                     Page: 114

 

  1. Which of the following is FALSE about drug testing?
  2. Drug testing is a means of controlling drug use at work.
  3. Drug testing is decreasing in popularity because it is controversial.
  4. Drug tests are criticized on the basis of invasion of privacy.
  5. Drug testing is considered more acceptable for safety-sensitive jobs.

Answer: b                              Learning Objectives  2                     Page: 117

 

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

Answer: b                              Learning Objectives: 3                     Page: 118

 

  1. One strength of biographical inventories is that
  2. They predict performance.
  3. They are less likely to invade the respondent’s privacy.
  4. They are quite generalizable.
  5. All items are closely related to KSAOs.

Answer: a                               Learning Objectives: 3                     Page: 118

 

  1. The biggest criticism of biographical inventories is that they:
  2. include items that are not linked to job-relevant KSAOs.
  3. do a poor job of predicating performance.
  4. are easy for applicants to fake.
  5. take too long to complete.

Answer: a                               Learning Objectives: 3                     Page: 118

 

  1. The _______ biographical inventory is developed by writing items that assess the KSAOs required for a particular job.
  2. empirical
  3. rational
  4. KSAO-based
  5. person-oriented

Answer: b                              Learning Objectives: 3                     Page: 118

 

  1. “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?
  2. personality test
  3. integrity test
  4. biographical inventory
  5. vocational interest test

Answer: c                               Learning Objectives: 3                     Page: 118

 

  1. When the interviewer asks whatever questions come to mind, we say s/he is using a(n) _______ interview.
  2. unstructured
  3. panel
  4. behavior-based
  5. inferential

Answer: a                                                                                                   Learning Objectives: 4                  Page: 119

 

  1. Bias is less of a concern in a(n) _________ then in a(n) ____________.
  2. Unstructured interview; structured interview
  3. Biographical inventory; structured interview
  4. Structured interview; biographical inventory
  5. Structured interview; unstructured interview

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

 

  1. 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?
  2. An unstructured interview
  3. A biographical interview
  4. A structured interview
  5. A situational interview

Answer: c                               Learning Objectives: 4                     Page: 119

 

  1. In which of the following assessment methods is the person who administers the test most likely to affect the responses?
  2. Cognitive ability test
  3. Biographical inventory
  4. Integrity test
  5. Interview

Answer: d                              Learning Objectives: 4                     Page: 120

 

  1. 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?
  2. The interviewer should have detailed information about the job before beginning the interview.
  3. The interviewer should have detailed information about the applicant’s psychological test scores before beginning the interview.
  4. The interviewer should be trained in how to conduct a structured interview.
  5. The interviewer should make an evaluation of the applicant before completing the interview.

Answer: b                              Learning Objectives: 4                     Page: 122

 

  1. The interviewer cannot affect the answers of an interviewee in a structured interview.
  2. true
  3. false

Answer: b                              Learning Objectives: 4                     Page: 120

 

  1. Structured telephone interviews yield the same ratings as face-to-face- structured interviews.
  2. true
  3. false

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

 

  1. Candidates who are given a __________ interview are likely to have an advantage during a job search.
  2. face-to-face
  3. telephone
  4. structured
  5. unstructured

Answer: b                              Learning Objectives: 4                     Page: 122

 

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

Answer: a                               Learning Objectives: 4                     Page: 122

 

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

Answer: c                               Learning Objectives: 5                     Page: 123

 

  1. 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
  2. An in-basket exercise.
  3. A work sample.
  4. A personality test.
  5. An assessment center.

Answer: b                              Learning Objectives: 5                     Page: 123

 

  1. Work samples have been found to be _______ predictors of future job performance.
  2. poor
  3. mediocre
  4. good
  5. perfect

Answer: c                               Learning Objectives: 5                     Page: 123

 

  1. In the United States the assessment center is used primarily for
  2. hiring and promoting decisions.
  3. assessing training needs.
  4. downsizing decisions.
  5. salary decisions.

Answer: a                               Learning Objectives: 6                     Page: 124

 

  1. For which of the following positions is an organization most likely to use an assessment center when determining whom to hire?
  2. Secretary
  3. Clerk
  4. Carpenter
  5. Manager

Answer: d                              Learning Objectives: 6                     Page: 124

 

  1. Which assessment center exercise would provide the most information about an applicant’s ability to cooperate with others?
  2. the in-basket exercise
  3. the leaderless group exercise
  4. the problem-solving simulation
  5. the role-play exercise

Answer: b                              Learning Objectives: 6                     Page: 125

 

  1. 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
  2. leaderless group.
  3. role play.
  4. in-basket.
  5. inferential.

Answer: c                               Learning Objectives: 6                     Page: 125

 

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

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

 

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

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

 

  1. The use of computers in assessment has been limited to the
  2. Development of personality profiles.
  3. Minimization of the extent to which applicants present themselves in a more favorable fashion.
  4. Scoring and administration of tests.
  5. administration of structured interviews.

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

 

  1. 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
  2. Objective testing.
  3. Tailored testing.
  4. Standardized testing.
  5. Adaptive testing.

Answer: b                              Learning Objectives: 7                     Page: 130

 

  1. In the future, the biggest changes in the area of assessment will involve
  2. The use of the computer as an assessment tool.
  3. The development of more reliable psychological tests.
  4. Removing personal bias from an interviewer’s ratings.
  5. Improving the use of assessment centers for identifying the best employees.

Answer: a                               Learning Objectives: 7                     Page: 128

 

  1. Scores from computerized tests are equivalent to those from paper and pencil tests.
  2. true
  3. false

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

 

  1. Due to the lack of construct validity plaguing assessment center dimension scores
  2. Employees should be given specific feedback on dimension scores.
  3. Hiring decisions should be based on dimension scores.
  4. Hiring decisions should not be based on an overall assessment center score.
  5. Employees should not be given specific feedback on dimension scores.

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

 

  1. An advantage of administering tests electronically (e.g., via computer) is that:
  2. Computerized tests are equivalent to printed tests.
  3. Computerized tests can be scored automatically.
  4. The strategies that people use when taking computerized tests are similar to those used for paper-and-pencil tests.
  5. 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)

 

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

 

  1. 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)

 

  1. 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)

 

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

 

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

 

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

 

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

 

  1. 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)

 

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

 

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

 

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

 

  1. 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)

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

  1. Explain how tailored testing works. (Page 130)
  2. 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

 

 

There are no reviews yet.

Add a review

Be the first to review “Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector – Test Bank”

Your email address will not be published. Required fields are marked *

Category:
Updating…
  • No products in the cart.