Multiple Choice: Chapter 6: Employee Testing and Selection

Human Resource Management: An Asian Perspective (Second Edition)
Chapter 6: Employee Testing and Selection

Multiple Choice
1.
Hiring workers who have criminal backgrounds without proper safeguards is

considered _____.
a. improper hiring
b. negligent hiring
c. appropriate depending upon the job
d. negligent intent
e. unwise, but not illegal
(b; moderate)
2.
Which of the following is an example of a reliable test?

a. one that yields consistent scores when a person takes two alternate forms
of the test
b. one that yields one score on a test and a different, but better score on the
same test taken on a different occasion
c. one that yields the same score from two different people taking the test on
the same occasion
d. one that yields different scores from two different people taking the test on
different occasions
e. one that includes questions that are not repetitive in any way
(a; difficult)
3.
If a person scores a 90 on an intelligence test on one day and scores 130 when
retested on another day, you might conclude that this test is _____.
a. valid
b. invalid
c. reliable
d. unreliable
e. inconsistent
(d; moderate)
4.
If a person scores a 78 on a test on one day and scores a 79 when retested on

another day, you might conclude that this test is _____.
a. valid
b. invalid
c. reliable
d. unreliable
e. inconsistent
(c; moderate)
80
5.
_____ is used as an estimate of reliability when one administers the same test
to the same people at two different points in time and then compares the test
scores at time 2 with the scores at time 1.
a. Equivalent form estimate
b. Retest estimate
c. Internal consistency
d. Internal comparison estimate
e. Criterion validity
(b; moderate)
6.
Which of the following describes using a retest estimate to assess reliability?

a. administer the same test to the same people at two different points in time
and compare their test scores at time 2 with the scores at time 1
b. administer a test with x number of item designed to assess a topic; then
statistically analyze the degree to which responses to the items vary
together
c. administer different tests to different people and compare test scores of the
different people
d. administer the same test to different people and compare test scores of the
different people
e. administer a test with content based on what a person actually needs to
know to do the job in question well
(a; difficult)
7.
_____ is used as an estimate of reliability when one administers two tests

deemed to be equivalent by experts and then compares the test scores from the
two tests.
b. Retest estimate
(a; moderate)
8.
_____ is used as an estimate of reliability when one administers a test with x

number of item designed to assess a topic; then statistically analyze the degree
to which responses to the items vary together.
b. Retest estimate
(c; moderate)
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9.
Which of the following describes using an internal consistency as an

assessment of reliability?
together
different people
different people
(b; difficult)
10.
When repetitive questions appear on a questionnaire, which form of reliability

is likely being measured?
a. retest estimate
b. internal consistency
c. equivalent form
d. test validity
e. criterion validity
(b; moderate)
11.
Which of the following describes using an equivalent form estimate to assess

reliability?
together
c. administer two tests deemed the same by experts and then compare
participants test scores for test one and test two
d. different tests to different people and compare test scores of the different
people
(c; difficult)
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12.
Which of the following describes using an internal comparison estimate to

assess reliability?
together
different people
different people
(b; difficult)
13.
Which of the following is not a reason that a test might be unreliable?

a. questions may not represent material
b. tests used to estimate equivalence may not have been equivalent
c. testing conditions could vary
d. the test may not predict actual performance
e. all are reasons for unreliable tests
(d; difficult)
14.
The first step in the validation process is to _____.

a. choose the tests to measure attributes of job
b. analyze the job
c. administer tests
d. relate test scores and job criteria
e. cross-validate
(b; easy; p. 197)
15.
The second step in the validation process is to _____.

b. analyze the job
c. administer tests
e. cross-validate
(a; easy)
16.
The final step in the validation process is to _____.

b. analyze the job
c. administer tests
e. cross-validate
(e; easy)
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17.
Which of the following tasks is not part of demonstrating content validity?

a. demonstrating that the tasks a person performs on the test are represent the
tasks performed on the job
b. demonstrating that the tasks on the test are a random sample of tasks
performed on the job
c. demonstrating the conditions under which the person takes the test
resemble the work situation
d. demonstrating that the scores on the test are a good predictor of criterion
like job performance
e. all of the above are part of demonstrating content validity
(d; difficult)
18.
A(n) _____ aims to measure an array of possible predictors for job

performance.
a. test validity
b. test criterion
c. test battery
d. job analysis
e. assessment rating
(c; moderate)
19.
To use _____, one administers a test to employees presently on the job and
then compares their test scores with current performance.
a. concurrent validation
b. predictive validation
c. correlation analysis
d. expectancy assessment
e. test batteries
(a; moderate)
20.
To use _____, one administers the test to applicants before they are hired. The
applicants are then hired using existing selection techniques but not the new
tests in development. Later, job performance measures are compared to the
test scores under development.
a. concurrent validation
d. expectancy assessment
e. test batteries
(b; moderate)
21.
Which method of test validation is considered more dependable?

a. content validation
b. criterion validation
c. predictive validation
d. concurrent validation
e. face validation
(c; difficult)
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22.
Which statistical tool is used to determine if a significant relationship exists

between the predictor scores and the performance criterion?
a. regression analysis
b. discriminant analysis
d. canonical correlational analysis
e. confirmatory factor analysis
(c; moderate)
23.
The process of cross-validating a test involves all of the following except

_____.
a. using a new sample of employees
b. administering more tests
c. evaluating the relationship between scores and performance
d. assessing predictive validation
e. analyzing a scatter plot of scores versus performance
(e; moderate)
24.
Which form of validation emphasizes the use of judgment as a validation tool?

a. criterion validation
c. content validation
d. concurrent validation
e. all of the above
(c; moderate)
25.
All of the following are considered pink collar jobs except

a. waitress
b. secretary
c. nursing
d. teaching
e. psychologist
(e; easy)
26.
Traditionally female professions are referred to as _____ jobs.

a. purple collar
b. white collar
c. pink collar
d. blue collar
e. none of the above
(c; easy)
27.
_____ tests include tests of general reasoning ability and tests of specific
mental abilities like memory and inductive reasoning.
a. Motor ability
b. Personality
c. Achievement
d. Cognitive
e. Physical ability
(d; easy)
85
28.
Tests that measure a range of abilities including memory, vocabulary, verbal

fluency, and numerical ability are called _____.
a. aptitude tests
b. intelligence tests
c. achievement tests
d. personality tests
e. comprehensive tests
(b; easy)
29.
Joh is being tested on static strength, dynamic strength, body coordination and
stamina during the selection period at a goods delivery company. The
company is using _____ tests.
a. aptitude
b. personality
c. motor and physical abilities
d. achievement
e. comprehensive
(c; moderate)
30.
_____ tests include tests like finger dexterity, manual dexterity, and reaction
time.
a. Motor ability
b. Personality
c. Achievement
d. Cognitive
e. Interest
(a; easy)
31.
_____ tests measure a persons level of introversion, stability, and motivation.

a. Motor ability
b. Personality
c. Achievement
d. Cognitive
e. Physical ability
(b; easy)
32.
Most people are fired due to _____.

a. lack of qualifications
b. lack of aptitude
c. nonperformance
d. lack of necessary motor abilities
e. cognitive abilities
(c; moderate)
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33.
Because nonperformance is usually the result of _____, it is important to

measure motivation and interpersonal skills as well as cognitive and physical
abilities during the selection process.
a. attitude
b. motivation
c. temperament
d. all of the above
e. none of the above
(d; moderate; p. 206)
34.
Which of the following is not a type of projective technique for measuring

aspects of an applicants personality?
a. Make a Picture Story
b. House-Tree-Person
c. Thematic Apperception Test
d. Forer Structured Sentence Completion Test
e. All of the above are projective
(c; moderate)
35.
The Big Five personality dimensions include all of the following except
a. neuroticism
b. optimism
c. extraversion
d. conscientiousness
e. agreeableness
(b; moderate)
36.
_____ represents a tendency to exhibit poor emotional adjustment and

experience negative effects such as anxiety, insecurity, and hostility.
a. Neuroticism
b. Extraversion
c. Conscientiousness
d. Agreeableness
e. Openness to experience
(a; easy)
37.
_____ represents a tendency to be sociable, assertive, active, and to experience

positive effects such as energy and zeal.
a. Neuroticism
b. Extraversion
c. Conscientiousness
d. Agreeableness
e. Openness to experience
(b; easy)
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38.
Mak has recently applied for a position in pharmaceutical sales. Which

personality characteristic is most predictive of Maks likelihood of success in a
sales position?
a. neuroticism
b. extraversion
c. conscientiousness
d. agreeableness
e. openness to experience
(b; moderate)
39.
Which personality characteristic refers to the disposition to be imaginative,

nonconforming, and unconventional?
a. neuroticism
b. extraversion
d. agreeableness
(e; moderate)
40.
Which personality characteristic refers to the tendency for one to be trusting,

compliant, caring, and gentle?
a. neuroticism
b. extraversion
d. agreeableness
(d; difficult)
41.
Which personality characteristic captures a combination of achievement and

dependability?
a. neuroticism
b. extraversion
d. agreeableness
(c; difficult)
42.
While some personality characteristics are associated with success in different

types of jobs, which one characteristic tends to be associated with job
performance across types?
a. neuroticism
b. extraversion
d. agreeableness
(c; difficult)
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43.
Which of the following best describes how the work sampling technique is
executed?
a. applicants submit work samples from previous jobs
b. applicants are tested on their ability to perform several tasks crucial to
performing the job of interest
c. applicants are tested on their ability to perform a range of tasks related to
several positions in a company
d. applicants are asked to respond to questions about how they would
perform various tasks
e. applicants are given video-based situational interviews
(b; moderate)
44.
A _____ is a two or three-day simulation in which 10 to 12 candidates perform

realistic management tasks under the observation of experts who appraise each
candidates potential.
a. work sampling event
b. video-based situational testing
c. management assessment center
d. personality test
e. retreat
(c; moderate)
45.
Typical simulated exercises used in management assessment centers include

all of the following except _____.
a. the in basket
b. leaderless group discussion
c. tests of motor abilities
d. interviews
e. management games
(c; moderate)
46.
Which of the following is an advantage of using management assessment

centers in the selection process?
a. cost of development
b. time required to administer and assess results
c. use of managers as assessors
d. peer evaluations of candidates
e. use psychologists as performance assessors
(d; difficult)
47.
Which of the following is an indirect method for predicting job performance

during the selection process?
a. intelligence tests
b. miniature job training and evaluation
c. management assessment center
d. work sampling technique
e. video-based simulation technique
(a; moderate)
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48.
Which of the following is a direct method for predicting job performance

during the selection process?
a. intelligence tests
b. motor abilities tests
c. personality tests
d. work sampling technique
e. interests inventories
(d; moderate)
49.
An employers selection process is likely to include any of the following

methods except
a. testing
b. reference checks
c. honesty testing
d. substance abuse screening
e. all of the above may be included in an employers selection process
(e; easy)
50.
Employers may conduct background investigations and reference checks to

verify a candidates _____.
a. age
b. marital status
c. identification
d. ethnic background
e. all of the above
(c; moderate)
51.
In most Asian countries, which of the following is not usually verified by an

employer before hiring a job candidate?
a. legal eligibility for employment
b. education
c. age
d. credit
e. citizenship
(d; moderate)
52.
Which of the following is not a possible motivation for a current employer to

give a fair reference to an employee who is applying for a different position
with another company?
a. fear of legal consequences
b. desire to improve employees chances for a new job
c. desire to remove employee from company
d. respect for employee privacy
e. all are possible motivations
(d; difficult)
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53.
Which selection tool is considered the least useful by HR managers?

a. interview
b. reference letters
c. application form
d. academic record
e. psychological tests
(b; moderate)
54.
One of the most useful features of an applicant tracking system is its ability to
report metrics including _____.
a. applicant EEO data
b. applicant source statistics
c. time taken to fill
d. cost to hire
e. all of the above
(e; easy)
55.
Graphology, a tool for assessing basic personality traits, is also called _____.
a. numerology
b. astrology
c. handwriting analysis
d. reasoning analysis
e. polygraph output assessment
(c; moderate)
56.
What type of screening is used to reduce absenteeism and establish a baseline

for future insurance claims?
a. physical examinations
b. personality tests
c. handwriting analysis
d. drug testing
e. all of the above
(a; moderate)
True/ False
57.
Under equal employment opportunity laws, employers must use nondiscriminatory selection procedures. (T; easy)
58.
Effective selection depends to a large degree on the concept of validity but not
reliability. (F; moderate)
59.
A reliable test is one that yields consistent scores when a person takes two
alternate forms of the test when he or she takes the same test on two or more
different occasions. (T; easy)
60.
An internal comparison estimate measures internal consistency. (T; easy)
61.
Equivalent form estimates compare test scores from the same test administered
at two points in time to determine test equivalence. (F; moderate)
91
62.
Test validity answers the question, Does this test measure what its supposed
to measure? (T; easy)
63.
Reliability confirms that one is measuring what one intends to measure. (F;
moderate)
64.
Validity confirms that one is measuring something consistently. (F; moderate)
65.
There are six steps in the validation process beginning with analyze the job
and concluding with revalidation. (F; easy)
66.
A test battery is based on a combination of several tests that can then measure
an array of predictors. (T; easy)
67.
Concurrent validation is the most dependable way to validate a selection test.

(F; moderate)
68.
To use predictive validation, one administers the test to applicants before they
are hired. The applicants are then hired using existing selection techniques but
not the new tests in development. Later, job performance measures are
compared to the test scores under development. (T; moderate)
69.
If there is a correlation between test and job performance, one can develop an
expectancy chart to illustrate the relationship between test scores and job
performance graphically. (T; moderate)
70.
Criterion validity emphasizes judgment. (F; moderate)
71.
Developing, validating, and using selection standards including selection tests

generally require a qualified psychologist. (T; easy)
72.
Selection tests must be validated in the organization that uses them regardless
of the validity shown in other similar organizations. (F; moderate)
73.
Selection tests are used as supplements to other tools like interviews and
background checks. (T; moderate)
74.
EEO guidelines and laws apply to application forms and selection tests but not
to interviews. (F; easy)
75.
A selection test may be used as long as it does not discriminate. (T; difficult)
76.
The American Psychological Associations standards for educational and

psychological tests are legally enforceable worldwide. (F; easy)
77.
Cognitive tests are the most difficult tests to evaluate and use. (F; moderate)
78.
Interest inventories are useful for career planning because they compare the
interests of the test taker to the interests of those people in various
occupations. (T; moderate)
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79.
In the US, rejected applicants who receive bad references could sue the source
of a reference for defamation of character. (T; easy)
80.
Most employers favor written references to telephone references because

written letters provide a permanent record for the employers files. (F;
moderate)
81.
Most prospective employees prove their eligibility for employment in the

United States by showing a U.S. passport. (F; moderate)
Essay/ Short Answer

82.
Why is it important to select the right employees for a position? (easy)

Answer: First, a managers own performance depends in part on his or her
subordinates. Second, it is costly to recruit, hire, and train employees. Third,
there are legal implications to incompetent hiring. EEO laws and court
decisions require nondiscriminatory selection procedures for protected groups.
Courts will find employees liable when employees with criminal records or
other problems take advantage of access to customers property to commit
crimes. Hiring workers with such backgrounds without proper safeguards is
called negligent hiring.
83.
How can employers protect themselves against claims of negligent hiring?

(moderate)
Answer: Employers can take the following steps to protect themselves against
claims of negligent hiring.
Carefully scrutinize all information supplied by the applicant on the
employment application.
Get the applicants written authorization for reference checks and
check those references carefully.
Save all records and information you obtain about the applicant.
Reject applicants who make false statements of material facts or who
have conviction records for offenses directly related and important to
the job in question.
Keep in mind the need to balance the applicants privacy rights with
others need to know when damaging information is discovered.
Take immediate disciplinary action if problems develop.
84.
Describe the two main ways to demonstrate a tests validity in employment

testing. What third method is rarely used? (moderate)
Answer: The three ways to demonstrate a tests validity are criterion validity,
content validity, and construct validity. Criterion validity means demonstrating
that those who do well on the test also do well on the job and those that do
poorly on the test do poorly on the job. Employers can demonstrate content
validity of a test by showing that the test constitutes a fair sample of the
content of the job. If the content on the test is representative of what the
93
person needs to know for the job, then the test is probably content valid.
Construct validity is not used as often.
85.
Explain the five steps in the validation process. (moderate)

Answer: The five steps are to analyze the job, choose tests, administer tests,
relate the test scores and the criteria, and cross-validate and revalidate. The
first step is to analyze the job and write job descriptions and job specifications.
Next, the tests that measure the attributes important for job success are chosen.
Then, the tests are administered. The next step is to determine if there is a
significant relationship between scores and performance. Before putting the
test into use, the test should be checked by cross-validating and/ or
revalidating.
86.
Several guidelines exist for managing a testing program. List these guidelines.
(moderate)
Answer: The guidelines for testing programs are as follows.
1) Use tests as supplements
2) Validate the tests
3) Monitor the testing and selection program
4) Keep accurate records
5) Use a certified psychologist
6) Manage test conditions
7) Revalidate periodically
87.
Industrial psychologists often emphasize the big five personality dimensions

in personnel testing. List and explain the meaning of the big five dimensions.
What do the dimensions tell us about applicants as it relates to job success?
(moderate)
Answer: The big five personality dimensions are neuroticism, extraversion,
agreeableness, conscientiousness, and openness to experience. Neuroticism
refers to a tendency to exhibit poor emotional adjustment and experience
negative effects like anxiety and insecurity. Extraversion represents a tendency
to be sociable, assertive, and active. Openness to experience is the disposition
to be imaginative, nonconforming, unconventional, and autonomous.
Agreeableness is the tendency to be trusting, compliant, caring, and gentle.
Conscientiousness is comprised of two related facets including achievement
and dependability.
Extraversion is generally associated with success in sales. Extraversion,
conscientiousness, and openness to experience are strong predictors of
leadership. Neuroticism is negatively related to motivation. Conscientiousness
is the most consistent and universal predictor of job performance.
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88.
What are the advantages of using the work sampling technique for employee
selection? (moderate)
Answer: The work sampling technique measures how a candidate actually
performs some of a jobs basic tasks. It measures actual on-the-job tasks so it
is difficult for applicants to fake answers. Work samples are more clearly
related to the job being tested so the test is fair. Work sampling does not
include assessment of an applicants personality or mental state so it cannot be
considered an invasion of privacy. When designed well, work sampling tests
also show better validity than other tests designed to predict performance.
89.
There are several methods for measuring job performance directly. List and
explain three such methods. (difficult)
Answer: Work samples and simulations measure job performance directly.
Several types of tests fit into direct measurement methods: 1) work sampling
techniques, 2) management assessment centers, 3) video-based situational
testing, and 4) miniature job training and evaluation. The work sampling
technique measures how a candidate actually performs some of the jobs basic
tasks. A management assessment center is a 2-3 day simulation in which 10-12
candidates perform realistic management tasks under the observation of
experts who appraise each candidates leadership potential. Video-based tests
are situational tests that present the candidate with several scenarios, each
followed by a multiple-choice question. The miniature job training and
evaluation approach trains candidates to perform a sample of the jobs tasks
and then evaluates performance.
90.
What is a management assessment center? What else can managers use these
centers for besides selection? Provide five examples of typical simulated
exercises used in management assessment centers. (easy)
Answer: A management assessment center is a 2-3 day simulation in which
10-12 candidates perform realistic management tasks under the observation of
experts who appraise each candidates leadership potential. Typical simulated
exercises include 1) the in basket, 2) leaderless group discussion, 3)
management games, 4) individual presentations, 5) objective tests, and 6) the
interview. These centers can be used for promotion and development purposes
as well as for selection.
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Multiple Choice: Chapter 6: Employee Testing and Selection

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Multiple Choice: Chapter 6: Employee Testing and Selection

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Human Resource Management: An Asian Perspective (Second Edition)

Chapter 6: Employee Testing and Selection

Hiring workers who have criminal backgrounds without proper safeguards is

Which of the following is an example of a reliable test?

If a person scores a 78 on a test on one day and scores a 79 when retested on

Human Resource Management: An Asian Perspective (Second Edition)

Which of the following describes using a retest estimate to assess reliability?

_____ is used as an estimate of reliability when one administers two tests

_____ is used as an estimate of reliability when one administers a test with x

Chapter 6: Employee Testing and Selection

Which of the following describes using an internal consistency as an

When repetitive questions appear on a questionnaire, which form of reliability

Which of the following describes using an equivalent form estimate to assess

Human Resource Management: An Asian Perspective (Second Edition)

Which of the following describes using an internal comparison estimate to

Which of the following is not a reason that a test might be unreliable?

The first step in the validation process is to _____.

The second step in the validation process is to _____.

The final step in the validation process is to _____.

Chapter 6: Employee Testing and Selection

Which of the following tasks is not part of demonstrating content validity?

A(n) _____ aims to measure an array of possible predictors for job

Which method of test validation is considered more dependable?

Human Resource Management: An Asian Perspective (Second Edition)

Which statistical tool is used to determine if a significant relationship exists

The process of cross-validating a test involves all of the following except

Which form of validation emphasizes the use of judgment as a validation tool?

All of the following are considered pink collar jobs except

Traditionally female professions are referred to as _____ jobs.

Chapter 6: Employee Testing and Selection

Tests that measure a range of abilities including memory, vocabulary, verbal

_____ tests measure a persons level of introversion, stability, and motivation.

Most people are fired due to _____.

Human Resource Management: An Asian Perspective (Second Edition)

Because nonperformance is usually the result of _____, it is important to

Which of the following is not a type of projective technique for measuring

_____ represents a tendency to exhibit poor emotional adjustment and

_____ represents a tendency to be sociable, assertive, active, and to experience

Chapter 6: Employee Testing and Selection

Mak has recently applied for a position in pharmaceutical sales. Which

Which personality characteristic refers to the disposition to be imaginative,

Which personality characteristic refers to the tendency for one to be trusting,

Which personality characteristic captures a combination of achievement and

While some personality characteristics are associated with success in different

Human Resource Management: An Asian Perspective (Second Edition)

A _____ is a two or three-day simulation in which 10 to 12 candidates perform

Typical simulated exercises used in management assessment centers include

Which of the following is an advantage of using management assessment

Which of the following is an indirect method for predicting job performance

Chapter 6: Employee Testing and Selection

Which of the following is a direct method for predicting job performance

An employers selection process is likely to include any of the following

Employers may conduct background investigations and reference checks to

In most Asian countries, which of the following is not usually verified by an

Which of the following is not a possible motivation for a current employer to

Human Resource Management: An Asian Perspective (Second Edition)

Which selection tool is considered the least useful by HR managers?

What type of screening is used to reduce absenteeism and establish a baseline

An internal comparison estimate measures internal consistency. (T; easy)

Chapter 6: Employee Testing and Selection

Validity confirms that one is measuring something consistently. (F; moderate)

Concurrent validation is the most dependable way to validate a selection test.

Criterion validity emphasizes judgment. (F; moderate)