Performance and deviant workplace behavior
TRUE/FALSE
1. Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
2. The validity of measures of general cognitive ability is roughly .50.
3. The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.
4. A concern regarding the use of cognitive ability tests is adverse impact against African Americans.
5. Most experts agree that cognitive ability cannot be measured accurately by standardized tests.
6. Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.
7. Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
8. Research suggests that job knowledge tests have relatively poor validity in predicting job performance.
9. Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others’ emotions), and good at making use of or managing this awareness.
10. Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control these factors, EI has nothing unique to offer.
11. Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.
12. Performance tests and work samples assess applicants’ underlying capacities and dispositions.
13. A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.
14. Performance tests and work samples are readily accepted by applicants as job relevant.
15. Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.
16. The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.
17. Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant’s honesty and moral character.
18. Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.
19. The construct of “integrity” is well understood.
20. Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.
