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14 Cards in this Set

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  • Back
1. Job analysis is best described as a(n):
a. daily log kept by an employee, describing the duties that he or she performed that day.
b. review of an employee's job performance, based on the results of a test battery.
c. procedure used to obtain a description of the specific duties performed by the workers responsible for a particular job.
d. analysis of an employee's job performance, based on a supervisor's observations.
1. C
A job analysis provides information about he nature of a job including the knowledge, skills, and abilities that are required to perform the job successfully.
2. Criterion contamination
a. is associated with adverse impact.
b. is a problem with personality tests.
c. produces an artifically inflated validity coeffecient
d. reduces a predictor's incremental validity.
2. C
Criterion contamination occurs when a rater's knowledge of a peron's performance on a predictor influences how the rater rates the person on the criterion. It tends to artificially increase the correlation between the predictor and the criterion.
3. Critical incidents are defined by:
a. supervisors who identify employee behaviors that demonstrate excellent or inferior performance.
b. supervisors who identify behaviors a typical employee is expected to perform.
c. employees who identify employee behaviors that demonstrate excellent or inferior performance.
d. employees who identify behaviors a typical employee is expected to perform.
3. A
Originally, critical incidents - descriptions of very good and very poor job related behaviors - were identified by supervisors through observations of those they supervised.
4. Jane, an employee for an accounting firm, consistently shows up late for work. However, despite her lack of punctuality, she is more productive than other employees. Her supervisor consistently gives her low productivity ratings because he places so much importance on being on time for work. This is an example of a:
a. halo effect
b. strictness bias
c. contrast effect
d. constant error
4. A
The halo effect describes how one aspect of a person's behavior influences ratings on other aspects of their behavior.
5. Meta-analyses suggest that, across different jobs and organizations, which of the following is the best predictor of job performance?
a. the "Big 5" personality traits
b. performance on structured interviews
c. work samples
d. tests of cognitive abilities
5. D
Of the selction techniques listed here, cognitive ability tests have the highest validity coefficients.
6. The degree to which use of a job selection test increases incremental validity is maximized by:
a. a high base rate, a high selection ratio, a high validity coefficient
b. a high base rate, a high selection ratio, a low validity coefficient
c. a moderate base rate, a low selection ratio, a low validity coefficient
d. a moderate base rate, a low selection ratio, a high validity coefficient
6. D
A selection procedure's incremental validity is greatest when the base rate is moderate (around .50), the selection ratio is low, and the validity coefficient is large.
7. If you are using the "80% rule" you are:
a. evaluating a selection test for adverse impact
b. conducting a summative evaluation
c. determining if a predictor is reliable
d. evaluating a measure's utility.
7. A
The 80% rule is used to determine if a selection procedure is discriminating against members of a minority group.
8. The three steps involved in establishing a training program are (in order):
a. needs analysis, program design, program evaluation
b. program design, program evaluation, needs analysis
c. program design, needs analysis, programmed instruction
d. needs analysis, program design, performance appraisal
8. A
Designing and implementing a training program consists of the following three steps (in order): needs analysis, program design, program evaluation.
9. When using BARS, job performance is evaluated in terms of:
a. comparison with other employees
b. critical incidents
c. peer review
d. legal precedence
9. B
The "behavioral anchors" in a Behaviorally Anchored Rating System (BARS) are essentially critical incidents.
10. Which of the following is a compensatory technique?
a. multiple regression
b. multiple hurdles
c. multiple cutoff
d. multiple selection
10. A
When using multiple regression, a high score on one predictor can compensate (to some degree) for a low score on another predictor.
11. In Super's theory of career development, the "rainbow" depicts:
a. the range of career choices
b. environmental factors that influence career choice
c. career-related interests
d. major life roles
11. D
Super's rainbow depicts the relationship between different life roles and stages of career development.
12. The primary function of a realistic job preview is best described as:
a. increasing the reliability of the selection process
b. reducing job turnover
c. maximizing learning during training
d. reducing unfair discrimination
12. B
A realistic job preview provides an applicant with accurate information about the nature of the position. The goal is to reduce job disillusionment and thus reduce job turnover.
13. Which of the following statement is most true about tests of different psychomotor abilities?
a. They are useful for predicting performance on a wide variety of jobs.
b. They are useless in predicting job performance.
c. They all measure a general psychomotor ability that underlies all specific abilities.
d. They each measure a specific and largely independent ability.
13. D
Measures of different psychomotor abilities usually have low correlations, suggesting there is no underlying "general factor" for psychomotor skills as there appears to be for intelligence.
14. According to Holland's typology, a person with a conventional personality would be most likely to display an interest in:
a. science
b. bookkeeping
c. computer programming
d. business
14. B
Conventional personalities are interested in systematic manipulation of data or records. Of the choices offered, bookkeeping is the most consistent with these interests.