Chapter 5: Employee Selection: References and Testing Flashcards Preview

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Flashcards in Chapter 5: Employee Selection: References and Testing Deck (41)
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1
Q

best personality predictor of academic performance

A

openness

2
Q

best predictor for supervisor performance

A

conscientiousness

3
Q

best predictor of disciplinary problems

A

emotional stability

4
Q

peculiar personality types that do not necessarily lead to a clinically impaired function, but may affect daily functioning in such ways that they deserve further attention

A

Aberrant personality types

5
Q

employees that scored high in these personality types are more likely to engage in counterproductive work performance

A

Narcissism and Machiavellianism

6
Q

confirming the accuracy of resume information

A

reference check

7
Q

expression or opinion regarding an applicant’s ability, work habits characteristics, and potential future success

A

reference

8
Q

a letter expressing an opinion regarding an applicant’s ability, work habits characteristics, and potential future success

A

letter of recommendation

9
Q

good predictor of job performance, training performance, promotions, salary, graduate school performance

A

student’s GPA

10
Q

a job analysis method in which the applicant perform actual job-related task

A

work sample

11
Q

the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks

A

assessment centers

12
Q

considerations when predicting performance using applicant’s prior performance

A
  1. relatedness of the experience to the job
  2. the amount of experience
  3. level of job performance demonstrated previous experience
13
Q

process of conducting biodata selection performance

A
  1. file approach
  2. questionnaire approach
  3. appropriate criterion is chosen
  4. split employees into two criterion group ( high criterion and low criterion)
14
Q

problems using biodata

A
  1. large sample size needed
  2. impractical when dealing with small companies
  3. reduced validity in sample used
15
Q

2 categories of personality inventories based on their intended purpose

A
  1. Tests of Normal Personality

2. Tests of Psychopathology

16
Q

tell an employer the probability that an applicant would steal money or merchandise

A

integrity tests

17
Q

provide test takers a series of statement and ask the respondent the reason that best explains or justifies each of the statements. The reason/explanation selected tend to mirror aggressive beliefs of the respondent

A

Conditional Reasoning Test

18
Q

usage of this selection method is based on the premise that people who owe money might be more likely to steal or accept bribes and employees with good credit are more responsible and conscientious

A

credit history

19
Q

a meta-analyses found that employees whose interest matched the nature of their job were more satisfied that those who did not

A

interest inventories

20
Q

ways of predicting performance limitations due to physical or medical condition

A
  • drug testing
  • psychological exams
  • medical exams
21
Q

the applicants believed that the following are the most job related employee selection method:

A

work samples or simulations, interviews, and resumes

22
Q

the applicants believed that the following are the least job related employee selection method, thus more susceptible to a legal challenge

A

graphology, integrity tests, and personality tests

23
Q

employee selection methods that has the lowest adverse impact

A

integrity tests, references, personality inventories

24
Q

employee selection methods that has the highest adverse impact

A

cognitive ability and GPA

25
Q

rejected applicants should be treated nicely because

A

because rejected applicants are potential customers and applicants for other job openings

26
Q

characterized by the use of multiple assessment methods that allow multiple assessors to actually observe the applicants perform in simulated job tasks

A

Assessment Centers

27
Q

For scoring biodata on which the percentage of unsuccessful employees particular respond Is subtracted from the percentage of successful employees responding in the same way

A

vertical percentage method

28
Q

tests that are based on the premise that a person’s attitudes of theft as well as his previous theft behavior will accurately predict his future honesty

A

overt integrity tests

29
Q

two types of integrity tests

A
  1. overt integrity tests

2. personality-based integrity tests

30
Q

the amount of goods lost by an organization as a result of breakage, theft, or other loss

A

shrinkage

31
Q

personality-based integrity tests

A

a type of personality test that measures personality traits thought to be related to antisocial behavior

32
Q

aggressive individuals tend to believe that

A

■ most people have harmful intentions behind their behavior
■ it is important to show strength or dominance im social interactions
■ it is important to retaliate when wronged rather than maintain a relationship
■ powerful people will victimize less powerful individuals
■ evil people deserve to have bad things happen to them
■social customs restrict free will and should be ignored

33
Q

if an organization hires an applicant without checking his references and background and he later commits a crime while employed in the organization, the organization may be found liable for

A

negligent hiring

34
Q

problems with using references and letter of recommendation

A

■ leniency- applicants choose their own references, confidentiality concerns, and fear of legal ramifications
■ the person writing the letter often does not know the applicant well
■ Lack of reliability or agreement among the people providing the reference
■ Extraneous factors

35
Q

relationship of high level of education individual to their performance, organizational behavior, and attendance

A

■ higher performance
■ more likely to engage in organizational citizenship behavior
■ less likely to engage in on-the-job substance abuse
■ less likely to be absent

36
Q

job knowledge tests

A

designed to measure how much a person knows about a job

37
Q

tap the extent to which an applicant can learn or perform a job related skill

A

ability tests

38
Q

two most common cognitive ability tests used in the industry

A

■ Wonderlic Personnel Test

■ Sienna Reasoning test

39
Q

the developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process information

A

Sienna Reasoning Test

40
Q

Four standards to consider for each potential item to make a biodata

A
  1. the item must deal with events under a person’s control
  2. the item must be job related
  3. The answer to the item must be verifiable
  4. The item must not invade an applicant’s privacy
41
Q

commonly used objective personality tests

A

■ MMPI-2
■ Millon Clinical Multiaxial Inventory
■ Personality Assessment Inventory