Ch 4

23 Questions

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Ch 4

For studying purposes


Questions and Answers
  • 1. 
    Hiring workers with questionable backgrounds without proper safeguards
    • A. 

      Interest inventory

    • B. 

      Negligent hiring

  • 2. 
    The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test
    • A. 

      Reliability

    • B. 

      Test validity

  • 3. 
    The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill
    • A. 

      Content validity

    • B. 

      Test validity

  • 4. 
    A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion)
    • A. 

      Criterion validity

    • B. 

      Content validity

  • 5. 
    A test that contains a fair sample of the tasks and skills actually needed for the job in question 
    • A. 

      Content validity

    • B. 

      Test validity

  • 6. 
    A graph showing the relationship between test scores and job performance for a group of people
    • A. 

      Expectancy chart

    • B. 

      Work sampling technique

  • 7. 
    A personal development and selection device that compares the person's current interests with those of others now in various occupations so as to determine the preferred occupation for the individual
    • A. 

      Work sampling technique

    • B. 

      Interest inventory

  • 8. 
    Actual job tasks used in testing applicant's performance
    • A. 

      Work samples

    • B. 

      Miniature job training and evaluation

  • 9. 
    A testing method based on measuring performance on actual basic job tasks
    • A. 

      Work sampling technique

    • B. 

      Criterion validity

  • 10. 
    A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance. Usually involves testing and the use of management games
    • A. 

      Management assessment center

    • B. 

      Situational test

  • 11. 
    Test that requires examinees to respond to situations representative of the job
    • A. 

      Miniature job training and evaluation

    • B. 

      Situational test

  • 12. 
    A situational test in which examinees respond to video simulations of realistic job situations
    • A. 

      Video-based simulation

    • B. 

      Content validity

  • 13. 
    Training candidates to perform several of the job's tasks, and then evaluating the candidates' performance prior to hire
    • A. 

      Miniature job training and evaluation

    • B. 

      Situational test

  • 14. 
    The interviewer pursues points of interest as they come up in response to questions
    • A. 

      Unstructured or nondirective interview

    • B. 

      Job-related interview

  • 15. 
    Interview following a set sequence of questions
    • A. 

      Stress interview

    • B. 

      Structured or directive interview

  • 16. 
    A series of job-related questions that focus on how the candidate would behave in a given situation
    • A. 

      Situational interview

    • B. 

      Unstructured sequential interview

  • 17. 
    A series of job-related questions that focus on how the candidate reacted to actual situations in the past
    • A. 

      Structured sequential interview

    • B. 

      Behavioral interviews

  • 18. 
    A series of job-related questions that focus on relevant past job-related behaviors
    • A. 

      Panel interview

    • B. 

      Job-related interview

  • 19. 
    An interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance
    • A. 

      Stress interview

    • B. 

      Situational interview

  • 20. 
    An interview in which each interviewer  forms an independent opinion after asking different questions
    • A. 

      Unstructured sequential interview

    • B. 

      Panel interview

  • 21. 
    An interview in which the applicant is interviewed sequentially be several persons; each rates the applicant on a standard form
    • A. 

      Job-related interview

    • B. 

      Structured sequential interview

  • 22. 
    A panel interviews several candidates simultaneously
    • A. 

      Stress interview

    • B. 

      Mass interview

  • 23. 
    An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question
    • A. 

      Unstructured or nondirective interview

    • B. 

      Candidate-order error