Perform behavioral assessments
Answer T/F and multiple choice 1-40 DUE by 12 midnight
1. There are two issues that must be considered when performing behavioral assessments: reactivity to measurement and recruitment. T/F
2. Prediction implies the ability to determine how the data in the measurement could be predicted. T/F
3. In the behavioral interview, the applicant may be asked what they did, what they said, and how they reacted or how they felt. T/F
4. An assessment center refers to the place where tests are performed. T/F
5. A blood test measures alcohol or drugs in the blood at the time the blood is drawn.
6. Graphology is a subjective tool. T/F
7. The content of a measure will be the questions or other items which form a part of the measure. T/F
8. The behavior and attitude observation may examine whether the applicant has difficulty adapting to a formal, hierarchical work environment. T/F
9. An employer can fire an employee for refusing to sign an acknowledgment of a drug policy. T/F
10. The situational judgment test may be used as either a back-up for another test or as a stand-alone test. T/F
11. Scientific evidence supports the use of handwriting analysis for inferring personality traits. T/F
12. The saliva is tested for use of drugs at the time it is tested. T/F
13. In order to establish consistency, one may need to have a way of test-retest reliability. T/F
14. An SEM of “2” indicates that a test taker’s “true” score probably lies within 3 points in either direction of the score he or she receives on the test. T/F
15. Which one of the following is the characteristic(s) of reliable co-efficients:
A. There are based on responses from a group of individuals
B. There are a necessary but not a sufficient condition of validity
C. There are expressed by degree, and determined ultimately by judgment
D. All of the above
16. An obtained score consists of which two components?
A. controllable and uncontrollable
B. systematic and unsystematic
C. true and error
D. true and reliable
17. Predictors concerning selection must be based on the results of “true measures” of differences that have _________
A. Inconsistency in results
B. Dependability of measure
C. Stability and reliability
D. Coefficient of stability
18. What impact does memory have on a test-retest reliability estimate?
A. It is not possible to determine its effect on reliability.
B. It has no effect on test-retest reliability
C. It has no effect on test-retest reliability
D. It will overestimate the true reliability of obtained scores
19. Which of the following selection measures is more likely to yield equivalent forms for reliability estimation?
A. math test
B. biographical inventory
C. personality inventory
D. interest inventory
20. Which approach is NOT a classical approach for validating measures in human resource selection?
A. criterion-related validity
B. validity generalization
C. content validity
D. construct validity
21. Cross-validation is necessary because of which of the following problems associated with predictive accuracy?
A. Shrinkage
B. Inflation
C. Bias
D. Contamination
22. Which type of expectancy chart is useful for estimating what will happen in the organization if various passing or cutoff scores are used for a selection measure?
A. Individual chart
B. Instutional chart
C. Cut off chart
D. Predictor chart
23. Crterion contamination can be controlled by:
A. multiple regression
B. partial correlation
C. forecasting efficiency
D. simple correlation
24. Which of the following is NOT categorized as personnel? HR data criterion?
A. Quality of output
B. Absenteeism
C. Grievances
D. Turnover
25. What is a common characteristic of Behaviorally Anchored Rating Scales (BARS), Behavioral Expectation Scales (BES), and Behavioral Observation Scales (BOS)?
A. They all use critical incidents
B. They all use similar wording in their final forms
C. They all provide examples of actual work behavior
D. Multiple scales are used to identify job dimensions to be rated by supervisors
26. Which of the following inferences can be made based upon currently available drug screening tests?
A. the amount of drug used by the employee/applicant
B. how long ago the drug was used by the employee/applicant
C. presence of the drug above a threshold level
D. level of impairment in job performance caused by the drug
27. What is the major concern with using HR data criterion measures in a validation study?
A. there are no alternative measures available for these criteria.
B. since these data are not routinely collected, it requires additional time and expenses to obtain them
C. It is common to find limited variance in the scores of employees on these measures.
D. These data are irrelevant to job performance
28. Which of the following is NOT one of the three basic measures of training proficiency?
A. Paper & pencil test
B. Self-assessment made by the trainees
C. judgments made by the training instructor
D. performance tests
29. Which of the following is a paper-and-pencil honesty test that does not directly ask about theft behaviors?
A. a overt-purpose honesty test
B. a clear-outcome honesty test
C. a general-outcome honesty test
D. a personality-based honesty test
30. Which of the following types of criteria is not explicitly described as acceptable according to the
A. production data
B. HR data
C. training proficiency
D. judgmental data
31. Which of the following is not true about how employees and applicants react to drug testing?
A. There are more favorable when an advance warning of the testing program is given
B. They are more favorable when the company uses rehabilitation rather than termination when the presence of drugs is detected
C. They are more favorable when the testing adheres to fair detection procedures and explanations of results.
D. They are more favorable to companies that have a drug testing program because it enhances perceived worker safety.
32. What does a false positive refer to in a polygraph test?
A. the identification of an individual as telling the truth who, in fact, is lying
B. the identification of an individual as lying who, in fact, is not lying
C. an individual who cannot lie effectively
D. an individual who is able to manipulate the results of a polygraph test
33. What does a false negative refer to in a polygraph test?
A. the identification of an individual as telling the truth who, in fact, is lying
B. the identification of an individual as lying who, in fact, is not lying
C. an individual who cannot lie effectively
D. an individual who is able to manipulate the results of a polygraph test
34. Which of the following is NOT a legal argument advanced in opposition to drug testing?
A. Testing represents an invasion of privacy
B. It constitutes an unreasonable search and seizure
C. Testing is a violation of due process
D. Drug tests yield significant false positive results
35. Which of the following is TRUE about production data criterion measures?
A. The data are easy to gather because they are collected routinely for business operations such as production, planning, and budgeting.
B. The importance of such measures is obvious and easily understood.
C. These data are not usually challenged and easily accepted by workers.
D. These measures are often limited either by lack of availability or by untrolled variations in the work situation.
36. Which of the following is not one of the common forms of rater error in performance appraisal?
A. Halo
B. Leniency
C. Severity
D. criterion contamination
Types of Validity Strategies
37. ____Is sometimes referred to as the “present employee method” because data is collected for a current group of employees
___Is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.
___Is applicable to hiring situations involving a small number of applicants for a position.
___Is the behaviors and KSAs that compose the content of the job to be assessed.
a. Concurrent validity
b. Construct validity.
c. Content validity
d. Job content domain
Performance Tests and Assessment Centers for Selection
38. ____When assessment center information is used for making managerial decisions it creates a self-fulling prophecy
____Signs and samples are categories of selection tests that both rely upon principles of human behavior.
____is an example of a sign test.
___ is a behavioral dimension frequently measured in assessment centers.
A.
Crown Prince Syndrome
B.
behavioral consistency
C.
job knowledge test
D.
oral communication
Measures of Job Performance
39. _____The applicant is assed a series of questions that will typically have straight forward answers
_____The organization has decided what skills are needed in the candidate they will hire and will ask questions to find out if the candidate has those skills.
______Whether the candidate come to appropriate conclusions.
______Whether the interviewee demonstrates confidence.
A.
Traditional Interview
B.
Behavioral Interview
C.
Cognitive Observation
D.
Verbal Behavior
Integrity Testing
40. ___ Measures the physiological responses of an individual that accompany the verbal responses the individual makes to questioning.
____ Asks direct questions about such relevant things like whether the candidate has experience issues like alcohol use.
_____ Predict a broad range counter productive work behaviors using composite measures of personality dimensions.
____ Do not attempt to disguise the purpose of the assessment.
A.
Polygraph Test
B.
Paper-and-Pencil Test
C.
Personality based oriented measures
D.
Personality-based tests
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