Introduction To Industrial And Organizational Psychology, 6E Ronald E. Riggio – Test Bank
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CHAPTER 4
Employee Recruitment, Selection, and Placement
TEST BANK
Multiple Choice Test Items
1. FACTUAL:
Human Resource Planning ANSWER: a
Which of the following is NOT one of the four interrelated
processes described by Cascio’s (2003) human resource planning model?
1. Focus
group
2. Talent
inventory
3. Workforce
forecast
4. Control
and Evaluation
2. CONCEPTUAL:
Human Resource Planning ANSWER: c
Company X is a small environmental engineering firm. Which of
following actions best illustrates the process of “workforce forecast”, as
described by Cascio (2003)?
1. .Company
X hires an employee to create a Facebook page.
2. Company
X makes a list of current employees and their knowledge and responsibilities.
3. Company
X examines how many people graduated with a degree in environmental engineering
in the past 3 years.
4. Company
X creates a job plan for each of its employees.
3. FACTUAL:
Employee Recruitment ANSWER: c
The process by which organizations attract potential workers to
apply for jobs is called
1. selection.
2. advertisement.
3. recruitment.
4. screening.
4. FACTUAL:
Employee Recruitment ANSWER: d
Which of the following would a recruiter rely on in recruiting
applicants for a job?
1. Job
descriptions
2. Job
specifications
3. Job
analysis products
4. All
of the above
5. CONCEPTUAL:
Employee Recruitment ANSWER: c
According to the text, which of the following would probably be
the least successful method for recruiting applicants for a top-level
management position?
1. Word
of mouth
2. Employment
agency placements
3. Newspaper
ads
4. Employee
referrals
6. CONCEPTUAL:
Employee Recruitment ANSWER: d
One way to avoid overselling a particular job or the
organization is to
1. conduct
half-day interviews with job candidates.
2. only
hire candidates who are friends and relatives of other employees.
3. have
recruiters give candidates a “worst possible case” scenario when they discuss
the job and the company.
4. have
recruiters use “realistic job previews.”
7. CONCEPTUAL:
Employee Recruitment ANSWER: d
Providing applicants with realistic job previews
1. can
cut down on new employee turnover.
2. can
increase the satisfaction levels of new employees.
3. can
increase applicants’ rates of turning down employment offers.
4. All
of the above
8. FACTUAL:
Employee Recruitment ANSWER: a
To avoid unintentional discrimination against women, minorities,
the elderly, and the disabled in the recruitment process, organizations should
1. take
steps to attract these applicants in proportion to their numbers in the local
population.
2. begin
by only recruiting individuals from these groups.
3. first
consider relatives and friends of present employees.
4. use
only ads that would appeal to minority groups.
9. FACTUAL:
Employee Selection and Placement ANSWER: b
In employee selection, a measure of job success is referred to
as a
1. predictor.
2. criterion.
3. job
description.
4. job factor.
10.
FACTUAL: Employee Selection and Placement
ANSWER: a
In employee selection, a variable used to select a successful
job candidate is referred to as a
1. predictor.
2. criterion.
3. dependent
variable.
4. screener.
11.
FACTUAL: Employee Screening
ANSWER: a
Which of the following is the best definition of employee
screening?
1. It is
the process of reviewing information about job applicants to select individuals
for jobs.
2. It is
the process by which organizations attract potential employees to apply for
jobs.
3. It is
the process by which organizations evaluate current employees and their
performance.
4. It is
the process by which organizations eliminate job positions and fire workers for
work positions that become obsolete.
5. FACTUAL:
Employee Selection and Placement ANSWER: c
Making selection decisions by subjectively combining sources of
information according to the general impression of the hiring specialist is
often referred to as
1. the
psychological approach.
2. the subjective
approach.
3. the
clinical approach.
4. the
best approach.
13.
FACTUAL: Employee Selection and
Placement ANSWER: a
The multiple regression approach to employee selection involves
1. combining
various predictors of success in a statistical manner.
2. an
ordered sequence of screening devices after each of which a decision is made.
3. designating
a score on each predictor above which the candidate must score.
4. using
only those criteria on which the candidate scores either very high or very low.
14.
FACTUAL: Employee Selection and Placement ANSWER: d
The multiple regression model for employee selection
1. is a
compensatory type of model.
2. combines
scores on two or more predictors.
3. is a
statistically-based model.
4. All
of the above
15.
FACTUAL: Employee Selection and Placement ANSWER: c
The multiple cutoff approach to employee selection involves
1. combining
various predictors of success in a statistical manner.
2. an
ordered sequence of screening devices after each of which a decision is made.
3. designating
a score on each predictor above which the candidate must score.
4. using
only those criteria on which the candidate scores either very high or very low.
16.
FACTUAL: Employee Selection and Placement ANSWER: b
The multiple hurdle approach to employee selection involves
1. combining
various predictors of success in a statistical manner.
2. an
ordered sequence of screening devices after each of which a decision is made.
3. designating
a score on each predictor above which the candidate must score.
4. using
only those criteria on which the candidate scores either very high or very low.
17.
FACTUAL: Employee Selection and Placement ANSWER: a
The federal agency that protects against discrimination in
employment is called
1. the
Equal Employment Opportunity Commission.
2. the
Uniform Guidelines on Employee Selection.
3. the
Affirmative Action Coalition.
4. the
Civil Rights Commission of 1964.
18.
APPLICATION: Employee Selection and Placement ANSWER: b
A employee specialist who is concerned about equal employment
opportunity and fairness in hiring employees will likely consult the
1. Position
Analysis Questionnaire.
2. Uniform
Guidelines on Employee Selection Procedures.
3. multiple
regression employee selection model.
4. Dictionary
of Occupational Titles.
19.
FACTUAL: Employee Selection and Placement ANSWER: d
Which of the following is NOT a protected group?
1. African
Americans
2. Native
Americans
3. women
4. young
workers
20.
CONCEPTUAL: Employee Selection and Placement ANSWER: d
Adverse impact
1. refers
to intentional discrimination against a protected group.
2. refers
to unintentional discrimination against a protected group.
3. is
reflected in the four-fifths rule.
4. All
of the above
21.
CONCEPTUAL: Employee Selection and Placement ANSWER: c
Under affirmative action
1. any
protected group member must be hired over any majority group member.
2. only
employee hiring and firing are covered.
3. a
protected group member is given preference over an equally or lesser qualified
majority group member.
4. white
males can never be hired until all protected group applicants are hired.
22.
FACTUAL: Employee Selection and Placement ANSWER: b
The Americans with Disabilities Act (ADA) has impacted employee
testing because
1. tests
are invalid with disabled applicants.
2. disabilities
may adversely affect applicants’ test performance.
3. the
ADA makes the testing of disabled applicants unlawful.
4. test
scores are impossible to interpret for disabled applicants.
True/False Test Items
23.
FACTUAL: Human Resource Management
ANSWER: F
Human resource planning are primarily focused on short-term
goals within an organization.
24.
FACTUAL: Human Resource Management
ANSWER: T
A talent inventory is an assessment of the current knowledge,
skills, abilities, and other characteristics of current employees and how they
are used.
25.
FACTUAL: Employee Recruitment ANSWER: T
One of the primary objectives of a successful recruitment
program is to attract a large pool of qualified applicants.
26.
FACTUAL: Employee Recruitment ANSWER: T
Research shows that personal characteristics of recruiters can
cause applicants to accept or turn down job offers.
27.
FACTUAL: Employee Selection and
Placement ANSWER: F
The multiple cutoff selection model is a compensatory selection
model.
28.
FACTUAL: Employee Selection and Placement
ANSWER: T
The multiple regression and multiple cutoff selection models can
sometimes be used in combination.
29.
FACTUAL: Employee Selection and
Placement ANSWER: T
The Equal Employment Opportunity Commission is the federal
agency that protects against employment discrimination.
30.
FACTUAL: Employee Selection and Placement ANSWER: F
The Americans with Disabilities Act (ADA) explicitly forbids the
testing of disabled applicants when using performance-based tests.
31.
FACTUAL: A Model for Employee Selection
ANSWER: T
In hiring, the ultimate criterion for “job success” may never
actually be captured by screening devices.
Essay Test Items
32.
Describe different factors involved in Human Resources Planning.
33.
Describe the model of Human Resource Planning discussed in the
chapter from Cascio, 2003.
34.
List and briefly describe the different steps involved in the
employee selection process.
35.
What is a realistic job preview (RJP)? Why is it an important
part of the screening process?
36.
Describe how social networking sites (SNS) may be used in
pre-screening job applicants.
37.
Discuss the EEOC and what its role is.
38.
Describe examples of accommodations that could be provided to a
disabled applicant under the Americans with Disabilities Act.
39.
Describe adverse impact and how it is demonstrated.
40.
Describe how an organization might implement an affirmative
action plan.
CHAPTER 5
Methods for Assessing and Selecting Employees
TEST BANK
Multiple Choice Test Items
1. FACTUAL:
Evaluation of Written Materials ANSWER: b
It is important that all questions on a standard application
form
1. cover
all details of the applicant’s personal life that the supervisor feels are
relevant.
2. be
clearly job related.
3. relate
to basic information like age, ethnic background, marital status, etc.
4. All
of the above
2. FACTUAL:
Evaluation of Written Materials ANSWER: c
Research has shown that the information on a job application
that most consistently predicts job success usually deals with
1. age
and future goals.
2. intelligence
and willingness to work hard.
3. level
of education and prior work experience.
4. the
number of positions held up until that point.
3. CONCEPTUAL:
Evaluation of Written Materials ANSWER: d
Letters of recommendation and references may have limited value
because
1. they
are almost always slanted in a positive direction.
2. for
legal reasons, many companies are refusing to provide them.
3. candidates
may select which references are to be contacted.
4. All
of the above
4. FACTUAL:
Evaluation of Written Materials ANSWER: c
Letters of recommendation are most commonly used
1. in
selecting workers for lower-level positions.
2. instead
of hiring interviews.
3. in
applications to graduate school.
4. for
hiring managers.
5. FACTUAL:
Employment Testing ANSWER: d
The use of employee testing
1. has
declined since World War II.
2. is
confined only to upper-level management positions.
3. is
increasing in public, but not in private, sector organizations.
4. is
quite widespread in organizations today.
6. CONCEPTUAL:
Considerations in Development and Use of Personnel Screening and Testing
Methods ANSWER: a
Reliability refers to
1. the
stability of a measure over time.
2. the
accuracy of a measure.
3. the
ability of a measure to predict work behavior.
4. the
cost-effectiveness of a measure.
7. CONCEPTUAL:
Considerations in Development and Use of Personnel Screening and Testing
Methods ANSWER: b
Validity refers to
1. the
stability of a measure over time.
2. the
accuracy of a measure (or accuracy of inferences drawn from measurements).
3. the
ability of a measure to predict work behavior.
4. the
cost-effectiveness of a measure.
8. FACTUAL:
Considerations in Development and Use of Personnel Screening and Testing
Methods ANSWER: b
The reliability method which involves administering a test to
the same individual at two different points in time is called
1. the
parallel forms method.
2. the test-retest
method.
3. the
split-half method.
4. internal
consistency.
9. FACTUAL:
Considerations in Development and Use of Personnel Screening and Testing
Methods ANSWER: a
The reliability method which involves correlating scores on two
different but equivalent versions of the same instrument is called
1. the
parallel forms method.
2. the
test-retest method.
3. the
split-half method.
4. criterion-related.
10.
CONCEPTUAL: Considerations in Development and Use of
Personnel Screening and Testing Methods ANSWER: b
A researcher wants to know if a test measures the
characteristics necessary to perform a specific job. The researcher is
concerned with the test’s
1. internal
consistency.
2. content
validity.
3. criterion-related
validity.
4. concurrent
validity.
11.
CONCEPTUAL: Considerations in Development and Use of
Personnel Screening and Testing Methods ANSWER: a
If, after hire, applicants who score high on a test do well and
applicants who score low do poorly, the test can be said to have
1. good
predictive validity.
2. good
content validity.
3. good
concurrent validity.
4. good
reliability.
12.
FACTUAL: Considerations in Development and Use of
Personnel Screening and Testing Methods ANSWER: c
The two approaches to criterion-related validity are
1. predictive
validity and internal consistency.
2. content
validity and concurrent validity.
3. predictive
validity and concurrent validity.
4. content
validity and predictive validity.
13.
FACTUAL: Types of Employee Screening Tests ANSWER: d
A standardized test is one that
1. is
available through published sources.
2. has
been researched.
3. has
established reliability and validity.
4. All
of the above
14.
APPLICATION: Types of Employee Screening Tests
ANSWER: a
A dozen job applicants are seated at word processors that allow
the applicants to type for exactly 10 minutes, while their typing speed and
accuracy is automatically measured. What type of test was administered?
1. Group;
speed; performance
2. Group;
power; performance
3. Individual;
speed; performance
4. Group;
speed; pencil-and-paper
15.
FACTUAL: Types of Employee Screening Tests
ANSWER: b
A power test is one that
1. tests
the individual’s physical strength.
2. allows
the test-taker sufficient time to complete the entire test.
3. has a
fixed time limit.
4. is
always administered to a group.
16.
FACTUAL: Types of Employee Screening Tests ANSWER: a
The Wonderlic Employee Test is an example of a
1. cognitive
ability test.
2. mechanical
ability test.
3. motor
and sensory ability test.
4. personality
test.
17.
FACTUAL: Types of Employee Screening Tests ANSWER: a
An intelligence test is a type of
1. cognitive
ability test.
2. mechanical
ability test.
3. motor
and sensory ability test.
4. personality
test.
18.
FACTUAL: Types of Employee Screening Tests ANSWER: d
A standardized typing test is an example of a
1. mechanical
ability test.
2. motor
and sensory ability test.
3. personality
test.
4. job
skills test.
19.
FACTUAL: Types of Employee Screening Tests ANSWER: c
The Minnesota Multiphasic Personality Inventory is best used
to
1. assess
normal personality characteristics which are necessary to perform any job.
2. predict
which employees would make the best managers.
3. screen
out applicants who possess some psychopathology.
4. select
applicants to be given polygraph tests.
20.
FACTUAL: Types of Employee Screening Tests
ANSWER: c
Which of the following personality characteristics has been
indicated by research to be a good predictor of employee job performance?
1. ego
strength
2. self-esteem
3. conscientiousness
4. assertiveness
21.
FACTUAL: Types of Employee Screening Tests
ANSWER: a
The ability to understand, regulate, and communicate emotions
and to use them to inform thinking is called
1. emotional
intelligence.
2. self-esteem.
3. conscientiousness.
4. ego
strength.
22.
FACTUAL: Types of Employee Screening Tests ANSWER: b
Polygraphs may be used
1. by
all organizations for any purpose deemed relevant.
2. only
for specific incidents and in screening for some government positions.
3. in
the hiring of high-level executives.
4. to
determine if job applicants lied on the application form.
5. All
of the above
23.
FACTUAL: Types of Employee Screening Tests ANSWER: d
With legal restrictions on the use of polygraphs, organizations
have turned increasingly to __________ as alternative screening tools.
1. personality
tests
2. cognitive
ability tests
3. meta-analyses
4. integrity
tests
24.
CONCEPTUAL: Types of Employee Screening Tests
ANSWER: c
Which of the following is the least valid employee screening
tool?
1. Integrity
tests
2. Personality
tests
3. Handwriting
analysis
4. Work
samples
25.
FACTUAL: On the Cutting Edge: The Future of Employment
Testing ANSWER: c
A “smart test” is
1. a
cognitive ability test.
2. a
test with a fixed time limit.
3. a
test that adjusts the level of item difficulty.
4. any
test administered by a computer.
26.
CONCEPTUAL: The Effectiveness of Employee Screening
Tests ANSWER: d
According to research, which of the following screening methods
is the best predictor of job performance?
1. Interviews
2. Biodata
3. References
4. Job-related
employee tests
27.
CONCEPTUAL: The Effectiveness of Employee Screening
Tests ANSWER: a
The most effective use of screening tests involves
1. a
number of instruments used in combination.
2. hiring
interviews before tests are administered.
3. personality
tests.
4. administering
tests in an assessment center.
28.
FACTUAL: The Effectiveness of Employee Screening
Tests ANSWER: b
A test that validly predicts performance in more than one
setting is said to have
1. predictive
validity.
2. high validity
generalization.
3. high
test utility.
4. high
reliability
29.
CONCEPTUAL: The Effectiveness of Employee Screening
Tests ANSWER: a
For the most part, utility analyses of standardized employee
testing programs indicate that
1. the
use of tests to assist in employee selection is usually cost-effective.
2. the
only area where tests are cost-effective is with the hiring of management
employee.
3. considering
legal costs connected with defending new hires, tests are too expensive to
use.
4. tests
are not nearly predictive enough to be of any real value.
30.
APPLICATION: Assessment Centers ANSWER:
a
Antoinette applies for a job and spends a full day in
discussions with other applicants and doing samples of work tasks, all the
while being observed and rated. Antoinette is undergoing
1. an
assessment center.
2. a
test battery.
3. a
“smart test.”
d. a situational interview.
31.
FACTUAL: Assessment Centers ANSWER: c
Assessment centers attempt to measure
1. applicants’
ability to get along with others.
2. applicants’
readiness for on-the-job training.
3. specific
managerial skills and characteristics.
4. computer
and technological skills.
32.
FACTUAL: Hiring Interviews ANSWER:
a
A situational interview
1. asks
interviewees how they would deal with hypothetical job situations.
2. asks
interviewees to draw on past work incidents to deal with hypothetical future
work situations.
3. asks
interviewees to perform simulations of work-related behaviors.
4. is a
basic part of assessment centers.
33.
FACTUAL: Hiring Interviews ANSWER:
b
The most widely used employee screening and selection device is
1. cognitive
ability and job skills tests.
2. hiring
interviews.
3. assessment
centers.
4. personality
and managerial skills tests.
34.
FACTUAL: Hiring Interviews ANSWER:
b
Research on hiring interviews indicates that
1. they
are one of the most effective selection tools available.
2. they
are sometimes not a very effective means for selecting people for jobs.
3. they
are the most cost-effective selection strategy.
4. they
have higher predictive validity than most screening tests.
35.
FACTUAL: Hiring Interviews ANSWER:
d
An objective of the hiring interview should be to
1. help
fill in gaps in the information that has already been obtained.
2. serve
as a realistic job preview.
3. serve
an important public relations function for the company.
4. All
of the above
36.
CONCEPTUAL: Hiring Interviews
ANSWER: b
The greatest source of problems affecting hiring interview
validity is
1. the
nervousness of most candidates who are being interviewed.
2. interviewer
biases and snap judgments.
3. the
amount of time typically given to the interview process.
4. the
fact that most candidates get help from career counselors.
True/False Test Items
37.
FACTUAL: Evaluation of Written Materials
ANSWER: F
Research has clearly shown that the characteristic that best
predicts future job performance is the length of time the applicant stayed in
his or her previous job.
38.
FACTUAL: Evaluation of Written Materials
ANSWER: T
Biographical information concerning education and previous work
experience is believed to be the most consistent predictor of future job
performance.
39.
CONCEPTUAL: Considerations in Development and Use of Personnel
Screening and Testing Methods ANSWER: T
Even when using standardized tests, it is critical that the
tests’ abilities to predict job success be established for the particular
position in question.
40.
FACTUAL: Considerations in Development and Use of Personnel
Screening and Testing Methods ANSWER: F
The internal consistency of a test refers to whether or not an
individual would get similar scores on the test with repeated administrations.
41.
FACTUAL: Considerations in Development and Use of Personnel
Screening and Testing Methods ANSWER: F
Concurrent validity of a test is determined by comparing scores
on the test before hire with performance measures after hire.
42.
FACTUAL: Types of Employee Screening Tests ANSWER: F
A power test is one that has a fixed time limit for applicants
to complete the test.
43.
CONCEPTUAL: Types of Employee Screening Tests ANSWER: T
Cognitive ability tests assess constructs that are similar to
intelligence.
44.
FACTUAL: Types of Employee Screening Tests ANSWER: T
Applicants for positions operating or repairing machinery, for
construction jobs, and for certain engineering positions are most likely to be
given mechanical ability tests.
45.
FACTUAL: Types of Employee Screening Tests ANSWER: T
Recent meta-analytic reviews suggest that certain personality
tests can be quite good predictors of job performance.
46.
FACTUAL: Types of Employee Screening Tests ANSWER: F
Polygraphs, or lie detectors, are routinely used throughout
industry to select “honest” employees for a wide range of jobs.
47.
FACTUAL: On the Cutting Edge: The Future of Employment Testing
ANSWER: T
Computer-adaptive tests are also referred to as “smart tests.”
48.
FACTUAL: Types of Employee Screening Tests ANSWER: F
The validity of handwriting analysis as a screening device is
supported by research results.
49.
FACTUAL: The Effectiveness of Employee Screening Tests
ANSWER: F
Test utility refers to how easily a particular screening
strategy can be used.
50.
FACTUAL: Assessment Centers ANSWER: F
Assessment centers are very low-cost and easy to use in
assessing employee skills and abilities.
51.
CONCEPTUAL: Hiring interviews. ANSWER: F
Research indicates that hiring interviews are overall the best
assessment tool for use in selecting top-rate employees.
Essay Test Items
52.
Discuss how organizations can avoid making subjective judgments
in hiring decisions.
53.
Briefly discuss the advantages and disadvantages of the use of
hiring interviews in employee selection.
54.
Describe realistic job previews and consequences of their use.
55.
Discuss the use of letters of recommendation and references in
hiring.
56.
Describe two ways in which reliability of a test can be
determined.
57.
Compare and contrast content validity and criterion-related
validity.
58.
Explain why job skills tests may be more useful in screening
applicants than personality tests.
59.
Discuss how the effectiveness of employee screening tests is
determined.
60.
Explain how organizations can conduct more effective hiring
interviews.
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