Multiple Choice Questions
1. ________ assessment methods are used to reduce the candidate pool to finalists for a job.
A. Initial
B. Substantive
C. Discretionary
D. Contingent
2. 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
3. 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
4. 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
5. 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.
6. 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.
7. 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
8. 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
93. 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
10. 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
11. 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.
12. 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
13. 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
14. 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
15. Research studies have found ___________ support for the validity of job knowledge tests.
A. relatively strong
B. no support
C. very weak
D. some
16. 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
17. The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test.
A. job knowledge
B. psychomotor
C. high fidelity
D. low fidelity
18. Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs.
A. customer service
B. assembly
C. bank teller
D. none of the above
19. Situational judgment tests ______.
A. have very high adverse impact
B. involve applicants' descriptions of how they would behave in work scenarios
C. are based on applicants' evaluations of photographs
D. have very low validity
20. Which of the following is true regarding integrity tests?
A. Their use has declined in the past decade.
B. They are used to reduce employee accidents.
C. They are usually paper-and-pencil or computerized measures.
D. The construct of integrity is well understood.