Organizational Flashcards
An advantage of behaviorally anchored rating scales (BARS) is that they:
A. are easy to develop.
B. are aligned with organizational values and goals.
C. provide an objective (versus subjective) measure of job performance.
D. provide information that’s useful for performance feedback.
D. provide information that’s useful for performance feedback.
Frame-of-reference training is useful for which of the following?
A. improving the accuracy of job performance ratings
B. improving the accuracy of job selection techniques
C. ensuring that trainees apply newly acquired skills to job tasks
D. ensuring the accuracy of job analysis results
A. improving the accuracy of job performance ratings
A positive halo error occurs when:
A. a rater gives all employees high ratings on a measure of job performance, regardless of their actual performance.
B. a rater who just rated a below-average employee gives a subsequent employee higher performance ratings than she deserves.
C. a rater consistently rates employees who seem similar to him more favorably than employees who seem dissimilar.
D. a rater who views one performance dimension as being most important rates employees who score high on that dimension high on all other dimensions.
D. a rater who views one performance dimension as being most important rates employees who score high on that dimension high on all other dimensions.
____________ is occurring when ratings on a measure of job performance are affected by non-performance factors.
A. Criterion contamination
B. Criterion deficiency
C. The contrast error
D. The halo effect
A. Criterion contamination
Which of the following is used to help establish comparable worth?
A. job specification
B. needs analysis
C. organizational analysis
D. job evaluation
D. job evaluation
To identify the knowledge, skills, abilities, and other characteristics (KSAOs) that workers must have to perform a job successfully, you would conduct a:
A. job evaluation.
B. job analysis.
C. needs analysis.
D. task analysis.
B. job analysis.
When rating employee performance, a supervisor’s ratings of one employee are often biased in an upward/ downward way due to the supervisor’s comparison of that employee to another employee the supervisor just evaluated. The supervisor is exhibiting which of the following?
A. halo error
B. leniency/strictness bias
C. contrast error
D. recency effect
C. contrast error
The “forced distribution” is a(n):
A. absolute measure of job performance.
B. relative measure of job performance.
C. worker-oriented method of job analysis.
D. work-oriented method of job analysis.
B. relative measure of job performance.
A psych is hired to assist with the development of an assessment center that will be used to hire and promote managerial level employees. The psychologist will most likely recommend including which of the following in the assessment center?
A. leaderless group discussion and in-basket exercise
B. in-basket exercise and vestibule training
C. cross-training and business games
D. realistic job preview and job rotation
A. leaderless group discussion and in-basket exercise
An organizational psych was hired by a large mental health clinic to develop a structured interview that will be used to hire clinical psychs. Qs included in the interview ask applicants to describe how they would respond to hypothetical job-related situations that are similar to those they’re likely to encounter on-the-job. The psych has dev a :
A. a situational interview
B. a behavioral interview
C. a case interview
D. an informational interview
A. a situational interview
Research evaluating the validity of general mental ability tests as predictors of job performance has generally found that they are:
A. valid only when used in conjunction with other selection techniques.
B. valid only when the performance measure is quantitative (versus qualitative).
C. about equally valid for members of all racial/ethnic groups.
D. the most valid predictors across different jobs and job performance measures.
D. the most valid predictors across different jobs and job performance measures.
Which of the following techniques is being used when job applicants must obtain a score above the cutoff score on one selection technique in order for the next selection technique to be administered to them?
A. multiple regression
B. multiple hurdles
C. multiple cutoff
D. multiple baseline
B. multiple hurdles
One problem with empirically developed biographical information blanks (BIBs) is that:
A. they often provide inaccurate information because supervisors are not adequately trained in their scoring and interpretation.
B. they often provide inaccurate information because of the ambiguity of many of the questions.
C. applicants often have a negative reaction to them because some of the questions seem to be irrelevant to job performance.
D. supervisors dislike them because they resent having to compare job applicants to each other.
C. applicants often have a negative reaction to them because some of the questions seem to be irrelevant to job performance.
Minority group members tend to obtain lower scores than majority group members on a selection test, even though both groups do equally well in terms of job performance. The difference in selection test scores results in a smaller proportion of minority group members being hired. As described in the Uniform Guidelines on Employee Selection, this is an ex of:
A. criterion deficiency.
B. test unfairness.
C. differential selection.
D. predictor contamination.
B. test unfairness.
When evaluating the adequacy of a newly developed selection test, a test developer would use the 80% (four-fifths) rule to determine:
A. the test’s positive hit rate.
B. the appropriate cutoff score for the test.
C. if the test is likely to have an adverse impact.
D. if the test has adequate criterion-related validity.
C. if the test is likely to have an adverse impact.
The Taylor-Russell Tables provide an estimate of a predictor’s incremental validity for various combinations of which of the following?
A. the number of applicants, number of job openings, and positive hit rate
B. the number of applicants, number of job openings, and predictor cutoff score
C. the base rate, selection ratio, and predictor’s criterion-related validity coefficient
D. the base rate, positive hit rate, and predictor’s criterion-related validity coefficient
C. the base rate, selection ratio, and predictor’s criterion-related validity coefficient
The research has found that general mental ability tests are good predictors of job performance and that administering a structured interview, integrity test, or work sample in conjunction with a general mental ability test increases the accuracy of prediction. In other words, adding a second selection technique to a general mental ability test has an effect on which of the following?
A. incremental validity
B. construct validity
C. differential validity
D. discriminant validity
A. incremental validity
A new selection test will most likely increase decision-making accuracy when the base rate is:
A. 0.
B. .20.
C. .50.
D. .90.
C. .50.
A summative evaluation report is least likely to include information on the results of which of the following?
A. evaluability evaluation
B. economic evaluation
C. impact evaluation
D. outcome evaluation
A. evaluability evaluation
As described by the full-scope evaluation model (Dessinger & Moseley, 2010), which of the following is true about summative evaluation?
A. It’s conducted during training program development to determine if any changes are needed to meet the program’s goals.
B. It’s conducted immediately after a training program is delivered to determine if the program has achieved its goals.
C. It’s conducted several months after a training program is delivered to evaluate its long-term effects on the trainees and the organization.
D. It’s conducted during training program development and after the program is delivered to evaluate the adequacy of the evaluation process.
B. It’s conducted immediately after a training program is delivered to determine if the program has achieved its goals.
When creating a training program, it’s important to keep in mind that:
A. massed practice and whole-task training are more effective than distributed practice and part-task training for most tasks.
B. distributed practice and part-task training are more effective than massed practice and whole-task training for most tasks.
C. distributed practice is usually more effective than massed practice, but the effectiveness of whole- versus part-task training depends on the type of task.
D. whole-task training is usually more effective than part-task training, but the effectiveness of distributed versus massed practice depends on the type of task.
C. distributed practice is usually more effective than massed practice, but the effectiveness of whole- versus part-task training depends on the type of task.
Which of the following is NOT one of Kirkpatrick’s (1998) four levels of training program evaluation?
A. results
B. reaction
C. application
D. learning
C. application
