Multiple Choice - Organisational Testing and Assessment Flashcards
1 The first great impetus to psychological testing in industry came from
A the development of the Army Alpha and Army Beta during the First World War
B the publication of Hugo Munsterberg’s general psychological text for industry
C the establishment of the Institute of Industrial Psychology by C S Myers in
London in 1918
D the formation of the College of Organisational Psychologists of the Australian
Psychological Society in 1993
A the development of the Army Alpha and Army Beta during the First World War
2 Performance appraisal refers to
A appraising a person’s performance on a psychological test
B scoring a person’s performance on a psychological test
C the assessment of worker’s performance on the job
D a particular approach to management which emphasises psychological assessment
C the assessment of worker’s performance on the job
3 Quantitative criteria are usually deficient in terms of A quality B validity C reliability D relevance
A quality
4 BARS stands for
A Biodata Administered with Reliability and Significance
B Behavioural Assessment of Relevant Standards
C Behavioural Assessment for Recruiting and Selection
D Behaviourally Anchored Rating Scale
D Behaviourally Anchored Rating Scale
5 BOS stands for A Behaviourally Ordered Selection B Behavioural Observation Scale C Biographic Orientation Score D Behavioural Orientation Scale
B Behavioural Observation Scale
6 The first step in developing BARS and BOS is
A the development of a frequency-of-observation scale
B content analysis of job behaviours
C location of anchors along the entire length of the scale
D critical incident job analysis
D critical incident job analysis
7 All raters involved in performance appraisal need
A several years of managerial experience
B several years of observation experience
C training
D BARS
C training
8 Desirable behaviours frequently observed and undesirable behaviours infrequently observed form the theoretical basis of A BOS B BARS C graphic rating scales D performance appraisal
A BOS
9 Which of the following is not a performance appraisal method? A rank ordering B job preview C paired comparisons D supervisor ratings
B job preview
10 Technology is to job performance as drugs are to A medicine B sport C pharmacies D headaches
B sport
11 The two main types of job performance are
A input of the worker and input of the technology
B working and doing
C supervisor observations and peer observations
D task performance and contextual performance
D task performance and contextual performance
12 Contextual performance is mainly composed of A organisational citizenship behaviours B interpersonal skills C labour market conditions D office layout and soft furnishings
A organisational citizenship behaviours
13 In personnel selection, the process of appointing everyone who applies for a position
and then retaining only those whose performance is satisfactory after some period of
time is referred to as
A job sampling
B selection by fiat
C selection on the criterion
D post-appointment selection
C selection on the criterion
14 The main problem with selecting on the criterion is that A it is a form of job try-out B it has low validity C it is only applicable to a few jobs D it is extremely expensive
D it is extremely expensive
15 A false positive in personnel selection is
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A the rejection of an applicant who could have been successful
B the appointment of someone whose job performance turns out to be substandard
C the incorrect scoring of a psychological test leading to someone being appointed
who shouldn’t have been
D the use of a test with negative validity
B the appointment of someone whose job performance turns out to be substandard
16 A false negative in personnel selection is
A the rejection of an applicant who could have been successful
B the appointment of someone whose job performance turns out to be substandard
C the misidentification of a potential problem
D the use of a test with negative validity
A the rejection of an applicant who could have been successful
17 Selection errors can be eliminated by
A regularly reviewing the selection process
B selecting on the criterion
C using a predictor with a validity of 1.0
D implementing a probationary period
C using a predictor with a validity of 1.0
18 In Carroll’s Three Stratum Theory
A fluid and crystallised intelligence form the third stratum
B general intelligence sits at the top of a hierarchy of cognitive abilities
C specific job-related behaviours form the first stratum of the hierarchy
D abilities flow through each level until they reach the third stratum
B general intelligence sits at the top of a hierarchy of cognitive abilities
19 Meta-analysis
A is another name for second-order factor analysis
B has determined the validity of personnel selection to be about 0.40
C was the method used by Carroll in formulating his Three Stratum Theory
D is the study of other research studies
D is the study of other research studies
20 Meta-analysis
A should be used with a criterion of 0.05
B can be thought of as a quantitative literature review
C can be used to test the difference between two group means
D should be used repeatedly until there is only one study left
B can be thought of as a quantitative literature review
21 The raw data used in meta-analysis are A group means B test scores C effect sizes D performance appraisal ratings
C effect sizes
22 Personnel selection is basically the study of A individual differences B human cognitive abilities C general mental ability D personality
A individual differences
23 Work sample tests
A are specifically designed hands-on simulations of the main tasks to be performed
in a particular job
B have moderate predictive validities
C require the job applicant to work through a large sample of tests
D are critically dependent on obtaining a large sample size
A are specifically designed hands-on simulations of the main tasks to be performed in a particular job
24 The most valid forms of interview are A situational interviews B panel interviews C behavioural interviews D structured interviews
D structured interviews
25 Interviews become more valid when
A they are followed up with reference checks
B they look like standardised tests
C the interviewee is put under time pressure
D the interviewers take notes
B they look like standardised tests
26 Peer ratings are
A assessments made by someone in very high office
B obtained by secretly observing someone over a prolonged period
C assessments made by one’s co-workers and colleagues
D used mainly with external applicants
C assessments made by one’s co-workers and colleagues
27 Integrity tests are influenced by someone’s A dependability and conscientiousness B general mental ability C social and interpersonal skills D previous experience
A dependability and conscientiousness
28 An assessment centre is
A a place where assessments are conducted
B comprised of many different activities
C a place where assessment information is collated
D an index of central tendency for a large number of assessments
B comprised of many different activities
29 Biodata
A are physiological indicators such as saliva samples
B are assessments by one’s co-workers and colleagues
C are information about one’s past experience and life history
D are the data that go into a bioassay
A are physiological indicators such as saliva samples
30 Personality factors are
A not relevant to either task or contextual performance
B more relevant to task performance than to contextual performance
C relevant to task and contextual performance to an equal degree
D more relevant to contextual performance than to task performance
D more relevant to contextual performance than to task performance
