Chapter 5: Employee Selection: References and Testing

Question 1

best personality predictor of academic performance

Answer 1

openness

Question 2

best predictor for supervisor performance

Answer 2

conscientiousness

Question 3

best predictor of disciplinary problems

Answer 3

emotional stability

Question 4

peculiar personality types that do not necessarily lead to a clinically impaired function, but may affect daily functioning in such ways that they deserve further attention

Answer 4

Aberrant personality types

Question 5

employees that scored high in these personality types are more likely to engage in counterproductive work performance

Answer 5

Narcissism and Machiavellianism

Question 6

confirming the accuracy of resume information

Answer 6

reference check

Question 7

expression or opinion regarding an applicant’s ability, work habits characteristics, and potential future success

Answer 7

reference

Question 8

a letter expressing an opinion regarding an applicant’s ability, work habits characteristics, and potential future success

Answer 8

letter of recommendation

Question 9

good predictor of job performance, training performance, promotions, salary, graduate school performance

Answer 9

student’s GPA

Question 10

a job analysis method in which the applicant perform actual job-related task

Answer 10

work sample

Question 11

the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks

Answer 11

assessment centers

Question 12

considerations when predicting performance using applicant’s prior performance

Answer 12

1. relatedness of the experience to the job
2. the amount of experience
3. level of job performance demonstrated previous experience

Question 13

process of conducting biodata selection performance

Answer 13

1. file approach
2. questionnaire approach
3. appropriate criterion is chosen
4. split employees into two criterion group ( high criterion and low criterion)

Question 14

problems using biodata

Answer 14

1. large sample size needed
2. impractical when dealing with small companies
3. reduced validity in sample used

Question 15

2 categories of personality inventories based on their intended purpose

Answer 15

1. Tests of Normal Personality

2. Tests of Psychopathology

Question 16

tell an employer the probability that an applicant would steal money or merchandise

Answer 16

integrity tests

Question 17

provide test takers a series of statement and ask the respondent the reason that best explains or justifies each of the statements. The reason/explanation selected tend to mirror aggressive beliefs of the respondent

Answer 17

Conditional Reasoning Test

Question 18

usage of this selection method is based on the premise that people who owe money might be more likely to steal or accept bribes and employees with good credit are more responsible and conscientious

Answer 18

credit history

Question 19

a meta-analyses found that employees whose interest matched the nature of their job were more satisfied that those who did not

Answer 19

interest inventories

Question 20

ways of predicting performance limitations due to physical or medical condition

Answer 20

• drug testing
• psychological exams
• medical exams

Question 21

the applicants believed that the following are the most job related employee selection method:

Answer 21

work samples or simulations, interviews, and resumes

Question 22

the applicants believed that the following are the least job related employee selection method, thus more susceptible to a legal challenge

Answer 22

graphology, integrity tests, and personality tests

Question 23

employee selection methods that has the lowest adverse impact

Answer 23

integrity tests, references, personality inventories

Question 24

employee selection methods that has the highest adverse impact

Answer 24

cognitive ability and GPA

Question 25

rejected applicants should be treated nicely because

Answer 25

because rejected applicants are potential customers and applicants for other job openings

Question 26

characterized by the use of multiple assessment methods that allow multiple assessors to actually observe the applicants perform in simulated job tasks

Answer 26

Assessment Centers

Question 27

For scoring biodata on which the percentage of unsuccessful employees particular respond Is subtracted from the percentage of successful employees responding in the same way

Answer 27

vertical percentage method

Question 28

tests that are based on the premise that a person’s attitudes of theft as well as his previous theft behavior will accurately predict his future honesty

Answer 28

overt integrity tests

Question 29

two types of integrity tests

Answer 29

1. overt integrity tests

2. personality-based integrity tests

Question 30

the amount of goods lost by an organization as a result of breakage, theft, or other loss

Answer 30

shrinkage

Question 31

personality-based integrity tests

Answer 31

a type of personality test that measures personality traits thought to be related to antisocial behavior

Question 32

aggressive individuals tend to believe that

Answer 32

■ most people have harmful intentions behind their behavior
■ it is important to show strength or dominance im social interactions
■ it is important to retaliate when wronged rather than maintain a relationship
■ powerful people will victimize less powerful individuals
■ evil people deserve to have bad things happen to them
■social customs restrict free will and should be ignored

Question 33

if an organization hires an applicant without checking his references and background and he later commits a crime while employed in the organization, the organization may be found liable for

Answer 33

negligent hiring

Question 34

problems with using references and letter of recommendation

Answer 34

■ leniency- applicants choose their own references, confidentiality concerns, and fear of legal ramifications
■ the person writing the letter often does not know the applicant well
■ Lack of reliability or agreement among the people providing the reference
■ Extraneous factors

Question 35

relationship of high level of education individual to their performance, organizational behavior, and attendance

Answer 35

■ higher performance
■ more likely to engage in organizational citizenship behavior
■ less likely to engage in on-the-job substance abuse
■ less likely to be absent

Question 36

job knowledge tests

Answer 36

designed to measure how much a person knows about a job

Question 37

tap the extent to which an applicant can learn or perform a job related skill

Answer 37

ability tests

Question 38

two most common cognitive ability tests used in the industry

Answer 38

■ Wonderlic Personnel Test

■ Sienna Reasoning test

Question 39

the developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process information

Answer 39

Sienna Reasoning Test

Question 40

Four standards to consider for each potential item to make a biodata

Answer 40

1. the item must deal with events under a person’s control
2. the item must be job related
3. The answer to the item must be verifiable
4. The item must not invade an applicant’s privacy

Question 41

commonly used objective personality tests

Answer 41

■ MMPI-2
■ Millon Clinical Multiaxial Inventory
■ Personality Assessment Inventory