Exam 2 (Quizzes and Test your knowledge)

Preparation

Utility

______________ is the dollar value of using a selection procedure, which is largely determined by the procedure’s validity, the cost of using it, and the benefit it provides to the organization in terms of improved performance of workers

Speed test

_________ tests require the test-taker to work as quickly as possible, and within a short period of time

Power Test

_________ tests require the test-taker to go at their own pace, with no consideration for time taken.

General Cognitive Ability

The term “g” stands for….?

M. They have high validity and high adverse impact

When considering the use of cognitive ability tests in selection, which of the following is true?

L. They have high validity and low adverse impact

M. They have high validity and high adverse impact

N. They have low validity and low adverse impact

O. They have low validity and high adverse impact

Openness

Conscientiousness

Emotional Stability (Neuroticism)

Agreeableness

Extraversion

Correctly choose the Big 5 personality dimensions from this list below

Conscientiousness

_______________ is the Big 5 dimension that is the best predictor of performance across all jobs.

Personality Test

Using an "at work" frame of reference on test items has been shown to increase the validity of ___________.

Are good predictions of counterproductive work behaviors (CWB)

Research has shown that integrity tests……?

Cognitive Ability

What construct discussed in the textbook is the best predictor of job performance?

Situational interviews

_________ interviews are where applicants are asked job-related questions about hypothetical situations

Behavioral Interviews

_________ interviews are where applicants are asked job-related questions about their past experiences

Work Sample test

As part of a hiring process for computer technicians, a company asks job applicants to fix a malfunctioning computer. This type of selection procedure most likely represents a __________?

Assessment Center

A _____________ is a type of work sample test for managerial roles.

Situational Judgement Test

_______________ is a low fidelity simulation with questions that put the job applicant into a work-related situation and asks what they believe is the right action.

Adverse Impact

_______________: The legal term for the degree to which there are mean differences in the performance
of different subgroups (e.g., ethnic groups, men vs. women) on a selection procedure

H. High credit scores are associated with low agreeableness

Which of the following is correct about the use of credit scores in selection?
F. Credit scores are good predictors of workplace deviance

G. High credit scores are associated with high agreeableness
H. High credit scores are associated with low agreeableness

I. Credit scores should be included as part of most selection programs

U. They are commonly used but there is little research that shows they are valid

Which of the following is correct about the use of resumes in selection?

S. They are commonly used because they are good predictors of performance

T. They may be illegal as personnel selection tools

U. They are commonly used but there is little research that shows they are valid

V. They provide consistent info about each applicant

Method: Interview or test

Construct: Cognitive ability, Personality, or Job Knowledge

Give me one example of a METHOD, and one example of a CONSTRUCT.

Method:

Construct:

Complexity

Meta-analysis shows that as the _____________ of jobs increase, so does the predictive validity of general cognitive ability (g).

Psychomotor

____________ tests assess dexterity and/or coordination and may require agile and dexterous movement of fingers, hands, or body.

Overt integrity test

________ integrity tests ask questions directly about past honesty behavior as well as attitudes towards various behaviors, such as employee theft

Dr. Bailey has been hired by Jiffy Lube to develop a selection procedure for
new mechanics. He plans to use a few different selection tools to maximize
predictive validity. He is ok with one tool having some adverse impact if
others can make up for it with a lower or null adverse impact. He first wants
to use a selection tool that can be cheaply and easily administered across
all of their candidates who come in (50+) but is a decent predictor of the
mechanic’s future performance. It is also important the tool is liked, to keep
candidates in the selection pool. What do you recommend he use?
a. Work sample of asking the candidates to change oil on a car
b. Structured interview with Dr. Bailey and the manager of each Jiffy Lube
c. Assessment center of mechanical-related activities
d. Resume screening
e. Situational judgment test with “should do” wording

Once the candidate pool is narrowed down to 15 candidates, Dr.

Bailey wants to administer a selection measure that offers

incremental validity over his prior choice of measure, but still

relatively easy to administer. In particular, he’s interested in

understanding employee’s work experience. What do you

recommend?

a. Structured “situational” interview with Dr. Bailey and the

manager of each Jiffy Lube

b. Assessment center of mechanical-related activities

c. Big 5 personality test

d. Biographical inventory

e. Structured “behavioral” interview with Dr. Bailey and the

manager of each Jiffy Lube

When Jiffy Lube is down to its final 2-3 candidates, Dr. Bailey is asked to consider one more selection measure to use. Once again, Jiffy Lube

wants a selection tool that will offer incremental validity over the prior choices of measure and has high validity, but won’t take too long. At this

stage with few candidates, they aren’t too concerned about cost, but of course still have an appropriate budget for hiring a mechanic. Also,

since they want the candidate to ultimately say “yes,” it has to be well-received by candidates. What would you recommend?

a. Assessment center of various mechanical skills and common repairs

b. General cognitive ability test (g)

c. Work sample of asking the candidates to change oil on a car

d. Situational judgment test

e. Personality-based integrity test