5241173
Descrição
Quiz por Kendra Hewlett, atualizado more than 1 year ago
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Criado por Kendra Hewlett
aproximadamente 8 anos atrás
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Questão 1
Questão
I/O psychology (industrial and organizational) is the psychology that deals with behavior in work situations and emphasizes criterion related validity over other forms of validity. True/false?
Responda
- True
- False
Questão 2
Questão
Why is criterion validity emphasized in I/O psychology?
Responda
-
because you want to make sure people are good at the job they are doing
-
because it preaches that current results predict future work behaviors
-
Because it allows for a more internally consistent text
-
because only one criterion is important when assessing people's behavior in any workforce
Questão 3
Questão
The biodata approach to personnel selection is based on the idea that previous behaviour predicts future behaviour. Which of the following would be expected on a biodata test?
Responda
-
How long have you lived at your current address?
-
What is our attitude towards others who use marijuana?
-
Have you ever been fired from a job?
-
In the future do you expect you will be late to work often?
Questão 4
Questão
Response elaboration technique (RET) requires applicants to elaborate on their responses to biodata questions in order to reduce faking. True/false?
Responda
- True
- False
Questão 5
Questão
What is NOT true about biodata testing?
Responda
-
includes basic background and info, as well as attitudinal/emotional/judgemental data
-
There are no laws to stop employers from using biodata approaches to select employees
-
Only biodata and peer evaluations measure up to standardized testing when it comes to predictability of work performance
-
It captures the most innovative and alternate employees that will diversify the company
Questão 6
Questão
Kimmy goes in for an interview with Times Magazine, and her interviewer (and potential boss) immediately loves Kimmy's personal style. She also likes the fact Kimmy arrived 10 mins early to the interview. The interviewer then rates Kimmy high on all the measures of assessment (including references and suitability) even though she had the same references as other applicants who received a lower evaluation. What effect is this?
Responda
-
Gestalt effect
-
Attribution bias
-
self-enhancing bias
-
halo effect
Questão 7
Questão
Interviews are more reliable when done by a panel of judges? True/false?
Responda
-
True
-
False
Questão 8
Questão
A study was done and found that those who made better first impressions in a pre-interview received higher ratings and more internship offers after the real interview. What does this demonstrate?
Responda
-
Interviews are objective and reliable
-
First impressions dictate a large say in if an applicant gets a job by interview or not
-
Interviews are a make-or-break component of the job application process.
Questão 9
Questão
Which has the HIGHEST correlation with academic performance? (aka. MOST reliable)
Responda
-
Credentials
-
Credentials and 1 hr interview
-
Credentials and objective test scores
-
Credentials, test scores and 2hr interview
Questão 10
Questão
Women benefit more than men from stronger handshakes. True/false?
Responda
- True
- False
Questão 11
Questão
Which are well predicted by cognitive ability tests?
Responda
-
military training and high complexity job performance
-
low and medium job performance
-
military training and low complexity job perfromance
-
creativity and high complexity job performance
Questão 12
Questão
Are general factors of intelligence more predictive of job performance, or job-specific factors?
Responda
-
job specific
-
general (like g factor)
-
both are equally
Questão 13
Questão
Which test has disadvantages to visual-spatial impaired candidates and non-english speakers? (HINT: a test of cognitive ability)
Responda
-
Bennet mechanical comprehension test (BMCT)
-
Wonderlic personnel test revised (WPT-R)
-
Minnesoda clerical test (MCT)
Questão 14
Questão
Outdated, sexist and minority offensive. This describes the cons of which cognitive ability test?
Responda
-
Wonderlic personnel test revised
-
bennett mechanical comprehension test
-
minnesoda clerical test
-
Spearman's g-factor test
Questão 15
Questão
Which is not a test of cognitive ability used in personnel assessment?
Responda
-
Spearman personnel test IV (SPT-IV)
-
Wonderlic personnel test revised (WPT-R)
-
Bennet mechanical comprehension test (BMCT)
-
Minnesoda clerical test (MCT)
Questão 16
Questão
Which test has been validated for testing personality in military/hosptal/corporate setting?
Responda
-
NEO PI-R
-
Hogan personality inventory (HPI)
-
Inwald personality inventory
Questão 17
Questão
The Inwald personality inventory is used for which occupation?
Responda
-
Law enforcement
-
Military
-
educators (teachers, principles, professors)
-
Secretaries and clerks
Questão 18
Questão
The multphasic personality inventory and the Inwald personality inventory are both useful for which purpose?
Responda
-
predicting law enforcement job performance
-
predicting military job performance
-
predicting medical job performance
Questão 19
Questão
Hogan Personality inventory is based on the Big Five theory of personality. True/false?
Responda
- True
- False
Questão 20
Questão
"Paper and pencil tests" for employment purposes are used to assess what according to the text?
Responda
-
dependability
-
biodata
-
Integrity
-
past employment history
Questão 21
Questão
Employee Polygraph Protection Act was signed by Regan in the USA, saying employers are allowed to screen their employees using a polygraph at any time in order to protect the employer from fraud. True/False?
Responda
- True
- False
Questão 22
Questão
The In-basket test is an example of ________.
Responda
-
a test for layers competence
-
a measure of motor accuracy
-
a work sample/situational test
-
a neurospychological assessment of executive function
Questão 23
Questão
Preparing for work, amount of work, and seeking guidance are all assessment factors of which test?
Responda
-
Q-technique
-
Halo effect
-
Gestalt test
-
in-basket test
-
self-report
Questão 24
Questão
_________________ id defined by difficulties in conceptualizing and measuring performance constructs that are complex and fuzzy.
Responda
-
selection problem
-
construct problem
-
criterion problem
-
Predictive validity problem
Questão 25
Questão
What are problems with performance based measures?
Responda
-
rate of productivity may not be under worker's control
-
production counts may not be applicable to professions
-
may compromise quality
-
they are subjective
Questão 26
Questão
Peers give more _________ ratings that supervisors in the workplace.
Responda
-
tough
-
lenient
-
comprehensive
-
valid
Questão 27
Questão
In spite of their low ______, supervisor rating scales are the most widely used measure of job performance
Responda
-
validity
-
value
-
predictive ability
-
reliability
Questão 28
Questão
The graphic rating scale and critical incidents checklist (of desirable and undesirable incidents of behaviour) are a type of __________.
Responda
-
peer rating scale
-
supervisor rating scale
Questão 29
Questão
Behaviorally anchored rating scale (BARS) is a ______________ referenced judgement measure used by supervisors in the workplace.
Responda
-
Construct
-
Criterion
-
vocation
-
job
-
performance
Questão 30
Questão
The difference between Behaviorally anchored rating scale (BARS) and Behaviour observation scale (BOS) is that the BOS is scored on a scale from "almost always" to "almost never". True/false?
Responda
- True
- False
Questão 31
Questão
[blank_start]Criterion[blank_end] contamination is said to exist when a criterion measure includes factors that are not measurably part of the job.
Responda
-
Criterion
Questão 32
Questão
Types of criterion contamination are:
Responda
-
halo effect
-
opportunity bias
-
When characteristics of group effect individual performance
-
Knowledge of predictor bias (personal information gets in way)
Questão 33
Questão
The "ethnic penalty" refers to high unemployment rates among minority groups
Responda
- True
- False
Questão 34
Questão
What are the 3 needs that the textbook outlines as reasons people work?
Responda
-
survival, social connection and wealth
-
Survival and power, social connection and self-determination
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wealth, power, success
-
fulfillment, goal pursuit and power
Questão 35
Questão
Parson's advocated making a career choice based on matching personal traits with job factors. Which factor(s) did he endorse as important for this?
Responda
-
Clear understanding of self
-
More than one of these is correct (but not all)
-
knowledge of requirements for success
-
true reasoning on the relationship between understanding of self and knowledge of job
-
all of these are correct
Questão 36
Questão
The theory of person-environment correspondence (PEC) states what?
Responda
-
that each of the major personality types have a corresponding job environment that fits them best
-
the best performance outcomes are a result of the perfect person-environment match
-
that personality traits tend to cluster into small number of job relevant patterns/personality types, and there is an environment best suited to each type
Questão 37
Questão
What are the RIASEC personality types based on Holland's Person-Environement Fit theory?
Responda
-
Realistic
-
Artistic
-
conservative
-
Enterprising
-
altruistic
-
Social
-
conventional
-
investigative
Questão 38
Questão
An Enterprising person (based on RIASEC) would be best suited for which career?
Responda
-
professor
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sales
-
pharmacist
-
cook
-
reporter
Questão 39
Questão
Holland codes can be ______________ and ______________.
Responda
-
reliable and unreliable
-
useful and not useful
-
consistent and inconsistent
-
tertiary or secondary
-
None of these are true
Questão 40
Questão
The theory of person-environment correspondence (PEC) evolved form the theory of work adjustment (TWA) and has 6 crucial values: achievement altruism, autonomy, comfort, safety and status
Responda
- True
- False
Questão 41
Questão
celerity, pace and endurace are assessed along a continuum for which test?
Responda
-
TWA
-
PEC
-
Both
Questão 42
Questão
How many stages does Super's stage theory of career development have?
Responda
-
2
-
5
-
10
-
6
Questão 43
Questão
Which stage of Super's model starts around 25-30 and involves trial stabilization sub-phases?
Responda
-
Growth
-
Exploration
-
establishment
-
maintenance
-
decline
Questão 44
Questão
What is NOT one of the 4 premises of the social, cognitive approach of Happenstance learning theory (HLT)
Responda
-
engage in exploration to generate beneficial unplanned events
-
goal of career counseling is to help client learn to take better actions
-
success of counseling is assessed by client's accomplishments outside sessions
-
assessment's stimulate learning process
-
the end goal is to find a good person-environment fit
Questão 45
Questão
O*NET is a career development tool for career exploration sponsored by US department of labor and is open for anyone around the world to use online. true/false?
Responda
- True
- False
Questão 46
Questão
Which career assessment inventory measures attitudes and beliefs that might block career development (self-limiting beliefs)?
Responda
-
Strong interest inventory revised (SII-R)
-
Career beliefs inventory (CBI)
-
Vocational preference inventory (VPI)
-
Campbell interest and skill survey (CISS)
Questão 47
Questão
Jim is in highschool and completes an internet assessment to see which occupation might suit his interests. Which assessment was this likely to be?
Responda
-
Vocational preference inventory (VPI)
-
Strong interest inventory revised (SII-R)
-
self-directed search
Questão 48
Questão
the _____________________ is based on the RIASEC model of personality.
Responda
-
NEO PI-R
-
Strong interest inventory revised
-
vocational preference inventory
-
None of these
-
Self-directed search
-
two of these
Questão 49
Questão
The campbell interest and skill survey (CISS) has 7 orientations: influencing, organizing, helping, creating, analyzing, producing and adventuring. True/False?
Responda
- True
- False
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