Chapter 6: Selection, placement and job fit

Question 1

(T/F) Concurrent validity of a selection tool is established through assessing potential employees using the tool in question, and then correlating their scores to their subsequent performance after they are hired.

Answer 1

False

Question 2

__________ refer(s) to a wide range of personal traits that tend to be stable across situations and over time.

a. Social capital
b. Individual differences
c. Human capital
d. Attitudes

Answer 2

b. Individual differences

Question 3

A computer programmer who enjoyed working alone on autonomous projects has been promoted to a managerial position and finds that she is not as happy being responsible for a team. Her new position is an example of poor:

a. person-organization fit.

b. psychological contract.

c. selection criteria.

d. person-job fit.

Answer 3

d. person-job fit.

Question 4

(T/F) Losing competitive advantage and equalizing unique talent are two outcomes for organizations that promote workforce diversity.

Answer 4

False

Question 5

(T/F) Linking planning, work design, and employee compensation with selection and the entire staffing process ensures that all processes have a unified goal and mesh effectively.

Answer 5

True

Question 6

__________ refers to problem solving ability and the capacity for abstract reasoning; __________ refers to the ability to apply past learning to new situations.

Answer 6

d. Fluid intelligence; crystallized intelligence

Question 7

states vs traits

Answer 7

traits are permanent and tend to be stable over one’s lifespan, states are more malleable

Question 8

wide range of personal traits that tend to be stable over time and across situations are called______

Answer 8

individual differences

Question 9

raw intelligence, usually measured by IQ

Answer 9

general mental abilities

Question 10

“Big Five” personality traits

Answer 10

1) conscientiousness
2) extroversion
3) neuroticism (opposite of emotional stability)
4) agreeableness
5) openness to experience

Question 11

the ability to accurately perceive emotions, integrate emotions to facilitate thought, understand emotions, and manage & regulate emotions

Answer 11

emotional intelligence

Question 12

the value added through interpersonal relationships, interactions, and networking

Answer 12

social capital

Question 13

a multidimensional concept that encompasses four psychological abilities: confidence, optimism, hope, and resiliency

Answer 13

psychological capital

Question 14

how quickly or easily one will be able to learn in the future

Answer 14

aptitude

Question 15

refers to what one can demonstrate at present

Answer 15

ability

Question 16

the ability to detect and recognize environmental stimuli

Answer 16

sensory/perceptual abilities

Question 17

assessments that focus on abilities, knowledge, and skills an individual has mastered in the past

Answer 17

achievement tests

Question 18

measures what a person actually does on the job, such as keyboarding or high-volume machine operation

Answer 18

performance test

Question 19

an assessment that present applicants with work-related situations and a list of plausible courses of action

Answer 19

situational judgement tests

Question 20

historical events that may have shaped a person’s behavior and identity

Answer 20

biodata

Question 21

involves abstract reasoning and capacity for problem-solving and is an indicator of one’s potential to learn new skills and integrate new information

Answer 21

fluid intelligence

Question 22

capacity to learn from past situations and apply that learning to a new situation

Answer 22

crystallized intelligence

Question 23

what is the goal of the selection process

Answer 23

to accurately and consistently predict future job performance

Question 23

what is the goal of the selection process

Answer 23

to accurately and consistently predict future job performance

Question 24

the extent to which a selection tool or procedure can accurately predict subsequent performance

Answer 24

validity

Question 25

he extent to which it is possible to replicate the results obtained from a predictor such as a selection tool, method, or procedure.

Answer 25

reliability

Question 26

the degree to which a selection tool or procedure can be generalized across the selection process

Answer 26

external validity

Question 27

the subjective impressions of applicants, organizations, or observers regarding the relevance of a predictor to a job

Answer 27

face validity

Question 28

the extent to which a selection tool accurately reflects the abstract personal attributes, or constructs, that a tool intends to measure.

Answer 28

construct validity

Question 29

the logical connection between the selection procedure and the actual job.

Answer 29

content-related validity

Question 30

the predictive, empirical (number-based) link between a predictor and an actual measure of job performance

Answer 30

criterion-related validity

Question 31

Which of the following is true of the Millennial generation? a. They worry a lot about the drawbacks of having to rely on multiple income streams and on entrepreneurship to make a living. b. They expect organizations to provide the majority of their learning and development. c. They expect self-directed careers that include a great deal of flexibility. d. They are characterized as exhibiting high rates of loyalty and thus are easier to retain than the previous generation.

Answer 31

C. They expect self-directed careers that include a great deal of flexibility.

Question 32

(T/F) Linking planning, work design, and employee compensation with selection and the entire staffing process ensures that all processes have a unified goal and mesh effectively.

Answer 32

True

Question 33

As selection tools, resumes are generally more __________, while application forms are more __________.

Answer 33

valid; reliable

Question 34

Which of the following is NOT an example of human capital? a. Openness to experience b. Knowledge c. Abilities d. Skills

Answer 34

a. Openness to experience

Question 35

Why are decision makers more likely to reject a candidate based on low person-job fit than on low person-organization fit? a. Person-organization fit is measured objectively, while person-job fit is subjective. b. Person-job fit is a better indicator of an employee's success in the position. c. There are no studies to support the importance of person-organization fit. d. There is more legal support for evaluating a candidate based on person-job fit.

Answer 35

d. There is more legal support for evaluating a candidate based on person-job fit.

Question 36

__________ refer(s) to a wide range of personal traits that tend to be stable across situations and over time.

Answer 36

Individual differences

Question 37

Which type of selection method has been challenged more than any other in discrimination cases? a. Aptitude testing b. Objective personality inventories c. Unstructured interviews d. Situational interviews

Answer 37

c. Unstructured interviews

Question 38

(T/F) Concurrent validity of a selection tool is established through assessing potential employees using the tool in question, and then correlating their scores to their subsequent performance after they are hired.

Answer 38

True