IO Predicting Performance Using Personality, Interest, and Character

Question 1

\_\_\_\_ \_\_\_\_\_\_ are becoming increasingly popular as an employee 
selection method, in part because they predict performance better than was 
once thought, and in part because they result in less adverse impact than do ability tests.
fall into one of two categories based on their 
intended purpose: measurement of types of normal personality or measurement 
of psychopathology (abnormal personality).

Answer 1

Personality inventories

Question 2

________ measure the traits exhibited by normal individuals in
everyday life. Examples of such traits are extraversion, shyness, assertiveness, and
friendliness.

Answer 2

Tests of normal personality

Question 3

Popularly known as the “Big

Five” or the five-factor model, these dimensions are:

Answer 3

openness to experience (bright, inquisitive),

conscientiousness (reliable, dependable),

extraversion (outgoing, friendly),

agreeableness (works well with others, a team player), and

emotional stability (not anxious, tense).

Question 4

(abnormal behavior) determine whether individuals

have serious psychological problems such as depression, bipolar disorder, and schizophrenia

Answer 4

Tests of Psychopathology

Question 5

these tests are designed to tap vocational interests

Answer 5

Interest Inventories

Question 6

The
most commonly used interest inventory is the ___ ____ ____

The theory behind these tests is
that an individual with interests similar to those of people in a particular field
will more likely be satisfied in that field than in a field composed of people whose
interests are dissimilar

Answer 6

Strong Interest Inventory (SII),

Question 7

Interest
inventories are useful in ______ ______ (helping people find the careers
for which they are best suited). Conducted properly, vocational counseling uses
a battery of tests that, at a minimum, should include an interest inventory and a
series of ability tests

Answer 7

vocational counseling

Question 8

If interest scores are high in a particular
occupational area but ability scores are low, the individual is advised about the
type of training that would best prepare him for a career in that particular area

Answer 8

interest inventory scores

Question 9

\_\_\_ \_\_\_\_\_(also called honesty test) probability that an 
applicant would steal money or merchandise

Answer 9

Integrity tests

Question 10

___ ____ ___ are based on the premise that a person’s attitudes about theft as well as
his previous theft behavior will accurately predict his future honesty.

Answer 10

Overt integrity tests

Question 11

___they tap a variety of personality traits thought to be related to a wide range of counterproductive behavior such as theft, absenteeism, and violence._

Answer 11

Personality-based

Question 12

True or False
personality-based tests are more reliable and valid in predicting theft and other counterproductive behaviors than are overt tests.

Answer 12

False

Overt tests are more reliable and valid in predicting theft

Question 13

Predicting actual theft from an integrity test can be difficult because not all
theft is caused by a personal tendency to steal (Murphy, ). Normally honest people might steal from an employer due to economic pressure caused by factors such
as high debts or financial emergencies or by an organizational culture in which it is
considered normal to steal (e.g., “It’s OK because everyone takes food home with
them”). Employee theft can also be the result of a reaction to organizational policy
such as layoffs or a change in rules that employees perceive as unfair

Answer 13

TRUE