CWB testing and simulation tests

Question 1

CWBs represent a wide array of _ or _ conducts

Answer 1

illegal, unethical

Question 2

_ testing is useful in testing for certain _ (3)

Answer 2

integrity, undesirable work behaviours

Question 3

polygraph (_ detector) is a machine that measures _ responses of examinees that accompany their _ responses to _ questions

Answer 3

lie, physiological, verbal, direct

Question 4

data gained from polygraphs can evaluate _ regarding the respondent’s _ or _ behaviours

Answer 4

truthfulness, past, present

Question 5

limitations of polygraph testing:

1. _ other than guilt can trigger an _ response
2. variety of _ examinees can use to avoid detection
3. frequency of _ and _ results

Answer 5

reactions, emotional, countermeasures, false-positive, false-negative

Question 6

_ tests identify job applicants _ to engage in _ behaviours

Answer 6

integrity, predisposed, counterproductive

Question 7

examples of overt integrity tests:

1. _ (3)
2. the Reid Report
3. the _ Survey

Answer 7

Personnel Selection Inventory, Stanton

Question 8

integrity tests measure 3 of the Big-Five factors:

Answer 8

Conscientiousness, Agreeableness, Emotional Stability

Question 9

personality-oriented tests more _ (2) with the Big-Five dimensions than overt tests

Answer 9

highly correlated

Question 10

the Six-Factor model _ the Five-Factor, which is:

Answer 10

outperformed, Honesty-Humility

Question 11

_ may not be an accurate measure of integrity tests

Answer 11

self-reporting

Question 12

because of the implications of _, the use of a _ (2) is better than integrity tests

Answer 12

false-positives, personality inventory

Question 13

personality inventories designed to detect _ (2) issues are a _ medical exam (e.g. MMPI)

Answer 13

mental health, prohibited

Question 14

_ testing increasingly common, especially for those with _ jobs or _ contracts

Answer 14

drug, safety-sensitive, government

Question 15

in drug testing, any usage of the information gathered from _ may be _

Answer 15

self-reporting, understated

Question 16

legal issues about drug testing:

1. represents an _ of privacy
2. _ search and seizure
3. _ of due process
4. drug users are _ under the ADA
5. violate the _ (2) Act
6. violate the _ (3) Act

Answer 16

invasion, unreasonable, violation, protected, Civil Rights, National Labor Relations

Question 17

simulation tests assess applicants by testing _ that _ actual parts of the job

Answer 17

situations, resemble

Question 18

selection devices are most _ when _ (2) is the major characteristic of the selection program

Answer 18

accurate, behavioural consistency

Question 19

simulation tests are described as fidelity: the degree to which the _ matches or _ the demands and activities of the job

Answer 19

simulation, replicates

Question 20

limitations of simulations:

1. _ to construct
2. assumes applicants already _ the KSAs necessary, if not, must _ applicant, test longer and more difficult
3. more _

Answer 20

difficult, have, train, expensive

Question 21

work samples are high-_ simulations

Answer 21

fidelity

Question 22

work-sample tests have been consistently found to be _, not much _ (2), no complaints of _ of test

Answer 22

valid, adverse impact, inappropriateness

Question 23

SJT are _ simulations, regarded as _-fidelity, as they are almost exclusively _ of work situations rather than _ (2)

Answer 23

verbal, low, descriptions, actual replications

Question 24

in SJT, respondents are required to choose among _ alternatives

Answer 24

multiple-choice

Question 25

assessment centres are used for the selection of _, professionals, and _

Answer 25

managers, executives

Question 26

an AC is a _ for measuring _ in groups of individuals (6-12) using a series of _; many are _ (2) tests

Answer 26

procedure, WRCs, devices, verbal simulation

Question 27

benefits of ACs:

1. _ assessment of individuals
2. job-related
3. high _ validity
4. fair

Answer 27

rich, predictive

Question 28

costs of ACs:

1. _-consuming
2. number of _ required to run it
3. _ to design well
4. costly

Answer 28

time, people, difficult

Question 29

planning for AC:

1. each participant should have a _ assessor for each _ (to avoid bias)
2. each assessor will observe one or two participants
3. _ (2)

Answer 29

different, exercise, seating arrangements

Question 30

_ alternatives do not appeal to many human resource management scenarios

Answer 30

non-competency-based

Question 31

ACs are traditionally _-based

Answer 31

dimension

Question 32

for ACs, _ dimension ratings are not the appropriate measure, focus should be on the _ (2)

Answer 32

post-exercise, Dimension Ratings

Question 33

_ effect: performance more _ across dimensions _ an exercise, than it is _ a dimension across exercise

Answer 33

exercise, consistent, within, within

Question 34

_ often used in large-scale graduate talent selection processes

Answer 34

gamification

Question 35

challenges of using big data:

1. _ if these types of talent signals are _ in terms of _ (2)
2. _ problem: more data may not help _ if a finer understanding of performance is not undertaken
3. have not yet demonstrated _ compared to traditional methods

Answer 35

unknown, additive, predictive power, criterion, conceptually, validity

Question 36

challenges of using big data:

4. _ and anonymity concerns
5. could lead to _ (2), new tools are extremely likely to identify more _ and information about candidates than employers _

Answer 36

privacy, adverse impact, characteristics, should