5241173
Descripción
Test por Kendra Hewlett, actualizado hace más de 1 año
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Creado por Kendra Hewlett
hace más de 8 años
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Pregunta 1
Pregunta
I/O psychology (industrial and organizational) is the psychology that deals with behavior in work situations and emphasizes criterion related validity over other forms of validity. True/false?
Respuesta
- True
- False
Pregunta 2
Pregunta
Why is criterion validity emphasized in I/O psychology?
Respuesta
-
because you want to make sure people are good at the job they are doing
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because it preaches that current results predict future work behaviors
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Because it allows for a more internally consistent text
-
because only one criterion is important when assessing people's behavior in any workforce
Pregunta 3
Pregunta
The biodata approach to personnel selection is based on the idea that previous behaviour predicts future behaviour. Which of the following would be expected on a biodata test?
Respuesta
-
How long have you lived at your current address?
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What is our attitude towards others who use marijuana?
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Have you ever been fired from a job?
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In the future do you expect you will be late to work often?
Pregunta 4
Pregunta
Response elaboration technique (RET) requires applicants to elaborate on their responses to biodata questions in order to reduce faking. True/false?
Respuesta
- True
- False
Pregunta 5
Pregunta
What is NOT true about biodata testing?
Respuesta
-
includes basic background and info, as well as attitudinal/emotional/judgemental data
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There are no laws to stop employers from using biodata approaches to select employees
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Only biodata and peer evaluations measure up to standardized testing when it comes to predictability of work performance
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It captures the most innovative and alternate employees that will diversify the company
Pregunta 6
Pregunta
Kimmy goes in for an interview with Times Magazine, and her interviewer (and potential boss) immediately loves Kimmy's personal style. She also likes the fact Kimmy arrived 10 mins early to the interview. The interviewer then rates Kimmy high on all the measures of assessment (including references and suitability) even though she had the same references as other applicants who received a lower evaluation. What effect is this?
Respuesta
-
Gestalt effect
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Attribution bias
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self-enhancing bias
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halo effect
Pregunta 7
Pregunta
Interviews are more reliable when done by a panel of judges? True/false?
Respuesta
-
True
-
False
Pregunta 8
Pregunta
A study was done and found that those who made better first impressions in a pre-interview received higher ratings and more internship offers after the real interview. What does this demonstrate?
Respuesta
-
Interviews are objective and reliable
-
First impressions dictate a large say in if an applicant gets a job by interview or not
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Interviews are a make-or-break component of the job application process.
Pregunta 9
Pregunta
Which has the HIGHEST correlation with academic performance? (aka. MOST reliable)
Respuesta
-
Credentials
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Credentials and 1 hr interview
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Credentials and objective test scores
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Credentials, test scores and 2hr interview
Pregunta 10
Pregunta
Women benefit more than men from stronger handshakes. True/false?
Respuesta
- True
- False
Pregunta 11
Pregunta
Which are well predicted by cognitive ability tests?
Respuesta
-
military training and high complexity job performance
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low and medium job performance
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military training and low complexity job perfromance
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creativity and high complexity job performance
Pregunta 12
Pregunta
Are general factors of intelligence more predictive of job performance, or job-specific factors?
Respuesta
-
job specific
-
general (like g factor)
-
both are equally
Pregunta 13
Pregunta
Which test has disadvantages to visual-spatial impaired candidates and non-english speakers? (HINT: a test of cognitive ability)
Respuesta
-
Bennet mechanical comprehension test (BMCT)
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Wonderlic personnel test revised (WPT-R)
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Minnesoda clerical test (MCT)
Pregunta 14
Pregunta
Outdated, sexist and minority offensive. This describes the cons of which cognitive ability test?
Respuesta
-
Wonderlic personnel test revised
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bennett mechanical comprehension test
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minnesoda clerical test
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Spearman's g-factor test
Pregunta 15
Pregunta
Which is not a test of cognitive ability used in personnel assessment?
Respuesta
-
Spearman personnel test IV (SPT-IV)
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Wonderlic personnel test revised (WPT-R)
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Bennet mechanical comprehension test (BMCT)
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Minnesoda clerical test (MCT)
Pregunta 16
Pregunta
Which test has been validated for testing personality in military/hosptal/corporate setting?
Respuesta
-
NEO PI-R
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Hogan personality inventory (HPI)
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Inwald personality inventory
Pregunta 17
Pregunta
The Inwald personality inventory is used for which occupation?
Respuesta
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Law enforcement
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Military
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educators (teachers, principles, professors)
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Secretaries and clerks
Pregunta 18
Pregunta
The multphasic personality inventory and the Inwald personality inventory are both useful for which purpose?
Respuesta
-
predicting law enforcement job performance
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predicting military job performance
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predicting medical job performance
Pregunta 19
Pregunta
Hogan Personality inventory is based on the Big Five theory of personality. True/false?
Respuesta
- True
- False
Pregunta 20
Pregunta
"Paper and pencil tests" for employment purposes are used to assess what according to the text?
Respuesta
-
dependability
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biodata
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Integrity
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past employment history
Pregunta 21
Pregunta
Employee Polygraph Protection Act was signed by Regan in the USA, saying employers are allowed to screen their employees using a polygraph at any time in order to protect the employer from fraud. True/False?
Respuesta
- True
- False
Pregunta 22
Pregunta
The In-basket test is an example of ________.
Respuesta
-
a test for layers competence
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a measure of motor accuracy
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a work sample/situational test
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a neurospychological assessment of executive function
Pregunta 23
Pregunta
Preparing for work, amount of work, and seeking guidance are all assessment factors of which test?
Respuesta
-
Q-technique
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Halo effect
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Gestalt test
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in-basket test
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self-report
Pregunta 24
Pregunta
_________________ id defined by difficulties in conceptualizing and measuring performance constructs that are complex and fuzzy.
Respuesta
-
selection problem
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construct problem
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criterion problem
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Predictive validity problem
Pregunta 25
Pregunta
What are problems with performance based measures?
Respuesta
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rate of productivity may not be under worker's control
-
production counts may not be applicable to professions
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may compromise quality
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they are subjective
Pregunta 26
Pregunta
Peers give more _________ ratings that supervisors in the workplace.
Respuesta
-
tough
-
lenient
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comprehensive
-
valid
Pregunta 27
Pregunta
In spite of their low ______, supervisor rating scales are the most widely used measure of job performance
Respuesta
-
validity
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value
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predictive ability
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reliability
Pregunta 28
Pregunta
The graphic rating scale and critical incidents checklist (of desirable and undesirable incidents of behaviour) are a type of __________.
Respuesta
-
peer rating scale
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supervisor rating scale
Pregunta 29
Pregunta
Behaviorally anchored rating scale (BARS) is a ______________ referenced judgement measure used by supervisors in the workplace.
Respuesta
-
Construct
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Criterion
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vocation
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job
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performance
Pregunta 30
Pregunta
The difference between Behaviorally anchored rating scale (BARS) and Behaviour observation scale (BOS) is that the BOS is scored on a scale from "almost always" to "almost never". True/false?
Respuesta
- True
- False
Pregunta 31
Pregunta
[blank_start]Criterion[blank_end] contamination is said to exist when a criterion measure includes factors that are not measurably part of the job.
Respuesta
-
Criterion
Pregunta 32
Pregunta
Types of criterion contamination are:
Respuesta
-
halo effect
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opportunity bias
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When characteristics of group effect individual performance
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Knowledge of predictor bias (personal information gets in way)
Pregunta 33
Pregunta
The "ethnic penalty" refers to high unemployment rates among minority groups
Respuesta
- True
- False
Pregunta 34
Pregunta
What are the 3 needs that the textbook outlines as reasons people work?
Respuesta
-
survival, social connection and wealth
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Survival and power, social connection and self-determination
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wealth, power, success
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fulfillment, goal pursuit and power
Pregunta 35
Pregunta
Parson's advocated making a career choice based on matching personal traits with job factors. Which factor(s) did he endorse as important for this?
Respuesta
-
Clear understanding of self
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More than one of these is correct (but not all)
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knowledge of requirements for success
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true reasoning on the relationship between understanding of self and knowledge of job
-
all of these are correct
Pregunta 36
Pregunta
The theory of person-environment correspondence (PEC) states what?
Respuesta
-
that each of the major personality types have a corresponding job environment that fits them best
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the best performance outcomes are a result of the perfect person-environment match
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that personality traits tend to cluster into small number of job relevant patterns/personality types, and there is an environment best suited to each type
Pregunta 37
Pregunta
What are the RIASEC personality types based on Holland's Person-Environement Fit theory?
Respuesta
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Realistic
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Artistic
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conservative
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Enterprising
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altruistic
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Social
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conventional
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investigative
Pregunta 38
Pregunta
An Enterprising person (based on RIASEC) would be best suited for which career?
Respuesta
-
professor
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sales
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pharmacist
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cook
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reporter
Pregunta 39
Pregunta
Holland codes can be ______________ and ______________.
Respuesta
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reliable and unreliable
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useful and not useful
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consistent and inconsistent
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tertiary or secondary
-
None of these are true
Pregunta 40
Pregunta
The theory of person-environment correspondence (PEC) evolved form the theory of work adjustment (TWA) and has 6 crucial values: achievement altruism, autonomy, comfort, safety and status
Respuesta
- True
- False
Pregunta 41
Pregunta
celerity, pace and endurace are assessed along a continuum for which test?
Respuesta
-
TWA
-
PEC
-
Both
Pregunta 42
Pregunta
How many stages does Super's stage theory of career development have?
Respuesta
-
2
-
5
-
10
-
6
Pregunta 43
Pregunta
Which stage of Super's model starts around 25-30 and involves trial stabilization sub-phases?
Respuesta
-
Growth
-
Exploration
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establishment
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maintenance
-
decline
Pregunta 44
Pregunta
What is NOT one of the 4 premises of the social, cognitive approach of Happenstance learning theory (HLT)
Respuesta
-
engage in exploration to generate beneficial unplanned events
-
goal of career counseling is to help client learn to take better actions
-
success of counseling is assessed by client's accomplishments outside sessions
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assessment's stimulate learning process
-
the end goal is to find a good person-environment fit
Pregunta 45
Pregunta
O*NET is a career development tool for career exploration sponsored by US department of labor and is open for anyone around the world to use online. true/false?
Respuesta
- True
- False
Pregunta 46
Pregunta
Which career assessment inventory measures attitudes and beliefs that might block career development (self-limiting beliefs)?
Respuesta
-
Strong interest inventory revised (SII-R)
-
Career beliefs inventory (CBI)
-
Vocational preference inventory (VPI)
-
Campbell interest and skill survey (CISS)
Pregunta 47
Pregunta
Jim is in highschool and completes an internet assessment to see which occupation might suit his interests. Which assessment was this likely to be?
Respuesta
-
Vocational preference inventory (VPI)
-
Strong interest inventory revised (SII-R)
-
self-directed search
Pregunta 48
Pregunta
the _____________________ is based on the RIASEC model of personality.
Respuesta
-
NEO PI-R
-
Strong interest inventory revised
-
vocational preference inventory
-
None of these
-
Self-directed search
-
two of these
Pregunta 49
Pregunta
The campbell interest and skill survey (CISS) has 7 orientations: influencing, organizing, helping, creating, analyzing, producing and adventuring. True/False?
Respuesta
- True
- False
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