CHAPTER 15: ASSESSMENT, CAREERS, AND BUSINESS

Question 1

In the context of vocational assessment and pre-employment counseling, it is an instrument designed to evaluate test takers’ likes, dislikes, leisure activities, curiosities, and involvements in various pursuits to compare with groups of members of various occupations and professions.

Answer 1

Interest Measure

Question 2

A psychological assessment tool developed by Edward K. Strong Jr. in 1928 to measure a person’s interests in various occupations by comparing their preferences with those of people successfully employed in different careers. Separate versions were initially created for men and women.

Answer 2

Strong Vocational Interest Blank (SVIB)

Question 3

A gender-neutral revision of the SVIB introduced in 1974, developed under David P. Campbell. It integrated the men’s and women’s forms and aimed to reflect a broader range of career interests, removing gender bias and increasing inclusivity.

Answer 3

Strong-Campbell Interest Inventory (SCII)

Question 4

The most recent and modern version of the Strong Interest Inventory, updated in 1985, 1994, and 2004. It assesses personal interests in areas like occupations, school subjects, and activities using a five-point scale and provides individualized reports based on how closely one’s interests align with those of people in various professions.

Answer 4

Strong Interest Inventory, Revised Edition (SII)

Question 5

A career assessment tool based on John Holland’s theory of vocational personality types and work environments (RIASEC). It helps individuals identify their personality type, Realistic, Investigative, Artistic, Social, Enterprising, or Conventional, and suggests careers that match their type. This test is self-administered, self-scored, and self-interpreted, making it accessible for wide use.

Answer 5

Self-Directed Search (SDS)

Question 6

An empirically keyed interest inventory specifically developed to compare an individual’s interest patterns with those of people working in a range of nonprofessional occupations (e.g., truck drivers, clerks, painters). It focuses on vocational guidance for jobs that don’t require professional or academic training.

Answer 6

Minnesota Vocational Interest Inventory (MVII)

Question 7

These are visually-based assessments (e.g., using drawings or images instead of text) designed for individuals who may have reading difficulties or other disabilities. They provide nonverbal formats for assessing vocational interests.

Answer 7

Interest Inventories for Individuals with Disabilities or Limited Reading Ability

Question 8

A brief (12-minute) general mental ability test that includes items assessing spatial skills, abstract thinking, and mathematical ability. It is commonly used in employment settings to screen candidates for jobs requiring both fluid and crystallized intelligence.

Answer 8

Wonderlic Personnel Test

Question 9

A paper-and-pencil test that measures a person’s understanding of mechanical principles and physical forces, often using images of tools and machines (e.g., pulleys, gears, carts). It assesses mechanical aptitude important for technical and engineering-related jobs.

Answer 9

Bennett Mechanical Comprehension Test

Question 10

A performance-based aptitude test that evaluates manual skill and coordination by requiring the test taker to manipulate tools or materials, such as assembling or disassembling parts in a specific order and within a time limit.

Answer 10

Hand-Tool Dexterity Test

Question 11

A fine motor skill test measuring perceptual-motor ability and finger dexterity, where the test taker uses tweezers to place tiny brass pins into a metal plate. It is often used for evaluating suitability for jobs requiring precision and small-scale manual tasks.

Answer 11

O’Connor Tweezer Dexterity Test

Question 12

A multi-test assessment battery developed to measure a variety of aptitudes across different job categories, such as verbal, numerical, spatial, clerical, and motor abilities. It was widely used for employment screening, but has been the subject of controversy regarding bias and fairness in hiring.

Answer 12

General Aptitude Test Battery (GATB)

Question 13

A clinical personality assessment tool widely used in psychological and psychiatric settings to evaluate psychopathology and mental health symptoms. Though comprehensive, it is less applicable in career or occupational counseling due to its clinical focus.

Answer 13

MMPI-2-RF (Minnesota Multiphasic Personality Inventory–2–Restructured Form)

Question 14

A self-report inventory designed to measure temperamental traits related to normal personality. It assesses dimensions such as emotional stability, sociability, and general activity level, and is often used in vocational and personnel settings.

Answer 14

Guilford-Zimmerman Temperament Survey (GZTS)

Question 15

A personality inventory based on Murray’s theory of needs, designed to assess 15 individual motivational needs (e.g., achievement, affiliation, dominance). It is often used in counseling and organizational contexts to evaluate personal values and preferences.

Answer 15

Edwards Personal Preference Schedule (EPPS)

Question 16

A trait-based personality assessment measuring the Big Five personality factors:
Openness to Experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism
Widely used in both research and workplace settings for personality profiling, career guidance, and employee selection.

Answer 16

NEO PI-R (NEO Personality Inventory–Revised)

Question 17

A personality assessment based on Carl Jung’s theory of psychological types. It classifies individuals into one of 16 personality types across four dichotomies: Extraversion–Introversion, Sensing–Intuition, Thinking–Feeling, and Judging–Perceiving. It is commonly used in counseling and organizational settings to help understand how people perceive the world and make decisions.

Answer 17

Myers-Briggs Type Indicator (MBTI)

Question 18

A personality model measuring Positive Emotionality, Negative Emotionality, and Constraint.

Answer 18

Tellegen’s Big Three

Question 19

A model that categorizes personalities and careers into six types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

Answer 19

Holland’s Big Six (RIASEC)

Question 20

It is an assessment used to predict a person’s honesty, reliability, and likelihood of engaging in unethical or harmful workplace behaviors such as theft or violence.

Answer 20

Integrity Test

Question 21

Personality tests focused on traits directly related to specific job performance outcomes.

Answer 21

COPS (Criterion-Focused Occupational Personality Scales)

Question 22

A computer-administered integrity test used to assess honesty and reliability in job applicants.

Answer 22

Applicant Potential Inventory (API)

Question 23

It describes how effectively a person fulfills their job duties, including task completion, productivity, quality, reliability, teamwork, and rule adherence. It influences evaluations, promotions, and job security.

Answer 23

Work Performance

Question 24

It is a meta-analysis that combines and summarizes the results of multiple other meta-analyses.

Answer 24

Second-order Meta-analysis

Question 25

Assesses life skills needed for transitioning from school to work across personal, home, community, and employment domains.

Answer 25

Checklist of Adaptive Living Skills (CALS)

Question 26

Measures a person’s ability to adapt to different cultures, focusing on emotional resilience, flexibility, perceptual acuity, and personal autonomy.

Answer 26

Cross-Cultural Adaptability Inventory (CCAI)

Question 27

Assesses psychological resources during career changes, including task, position, or occupation changes.

Answer 27

Career Transitions Inventory (CTI)

Question 28

Evaluates goal-directedness, often used in retirement planning.

Answer 28

Goal Instability Scale

Question 29

Measures overall life satisfaction.

Answer 29

Life Satisfaction Index A

Question 30

Assesses satisfaction with leisure activities.

Answer 30

Leisure Satisfaction Scale

Question 31

Measures perceived interpersonal support.

Answer 31

Interpersonal Support Evaluations List

Question 32

Evaluates adjustment and satisfaction with retirement.

Answer 32

Retirement Satisfaction Inventory

Question 33

It refers to a relatively superficial process of evaluation based on certain minimal standards, criteria, or requirements.

Answer 33

Screening

Question 34

It refers to a process whereby each person evaluated for a position will be either accepted or rejected for that position.

Answer 34

Selection

Question 35

This refers to grouping or categorizing individuals or things based on specific criteria or characteristics. It’s not about judging or deciding if something is good or bad (acceptance or rejection), but simply about placing them into categories or labels for easier understanding or organization.

Answer 35

Classification

Question 36

This refers to assigning or positioning someone into a particular group or category based on a single criterion.

Answer 36

Placement

Question 37

It is a personalized document that typically includes a person’s work objectives, qualifications, education, and experience. It summarizes the individual’s background relevant to a job.

Answer 37

Résumé

Question 38

It is also called a letter of application, which accompanies the résumé and allows the applicant to show their motivation, business writing skills, and unique personality.

Answer 38

Cover Letter

Question 39

It is a biographical sketch used by employers to gather relevant information about job candidates. It typically includes demographic details (such as name and address), educational background, military service, previous work experience, and contact information (e.g., home phone, cell phone, email, and website). Each item on the form is intended to be relevant for employment consideration or for contacting the applicant, making it a useful tool for quick screening by employers.

Answer 39

Application Form

Question 40

These are documents written by others to provide detailed information about an applicant’s past performance, work relationships, and qualities. They help in preliminary screening but have limitations since applicants usually choose writers who will speak positively about them, and the quality and perspective of writers vary. Sometimes, different writers describe the same person very differently. To address this, some systems use structured questionnaires with forced-choice formats to get more balanced feedback. Historically, some recommendation letters have also reflected cultural biases and prejudices, showing that these letters can sometimes reveal more than just an applicant’s qualifications.

Answer 40

Letters of Recommendation

Question 41

Face-to-face exchanges of information that can be highly structured or unstructured, used to evaluate job candidates, though subject to interviewer biases and situational factors.

Answer 41

Interviews

Question 42

An evaluation of an individual’s work samples to aid in screening, selection, classification, or placement decisions, providing insight into work quality and processes.

Answer 42

Portfolio Assessment

Question 43

This test require individuals to demonstrate specific skills or abilities in a controlled setting, producing a job-related sample of their performance. These tests may overlap with achievement or aptitude tests depending on context and can involve standardized tasks (e.g., stenographic transcription) or practical exercises (e.g., leaderless group technique, in-basket technique). The goal is to directly observe how well the individual performs relevant tasks under realistic conditions.

Answer 43

Performance Test

Question 44

A standardized test measuring stenographic competence through transcription of dictated letters and manuscripts.

Answer 44

Seashore Bennett Stenographic Proficiency Test

Question 45

It measures clerical aptitude and skills with two subtests (Number Comparison and Name Comparison), assessing speed and accuracy.

Answer 45

Minnesota Clerical Test (MCT)

Question 46

A group exercise where participants work together to solve a problem or achieve a goal, allowing assessors to observe communication, leadership, problem-solving, and stress-coping skills based on group interaction and roles.

Answer 46

Leaderless Group Technique

Question 47

A simulation where assessees manage a set of mail, memos, and directives within a limited time, enabling assessors to evaluate managerial ability, organizational skills, decision making, leadership, and written communication through their handling of the materials.

Answer 47

In-Basket Technique

Question 48

It is designed to evaluate abilities, skills, aptitudes, and personality traits necessary for aviation duties.

Answer 48

Performance Tests for Pilots and Flight Personnel

Question 49

An aviation-related software used as a form of performance assessment to evaluate response to standardized tasks and response time safely.

Answer 49

Computer Simulations/Flight Simulators

Question 50

It is an organizationally standardized evaluation procedure that uses multiple assessment techniques, such as paper-and-pencil tests and situational performance tests, to select, classify, or place individuals. Despite its name, it is not a physical location but a comprehensive, multi-method approach to assessment.

Answer 50

Assessment Center

Question 51

It may be defined as a measurement that entails evaluation of one’s somatic health and intactness, and observable sensory and motor abilities.

Answer 51

Physical Test

Question 52

It is an evaluation undertaken to determine the presence, if any, of alcohol or other psychotropic substances, by means of laboratory analysis of blood, urine, hair, or other biological specimens.

Answer 52

Drug Test

Question 53

It employs the subject’s urine to determine the presence or absence of drugs in the body by identifying the metabolized by-products of the drug (metabolites).

Answer 53

Immunoassay Test

Question 54

It also examines metabolites in urine to determine the presence or absence of drugs, but it can more accurately specify which drug was used. This technology cannot, however, pinpoint the time at which the drug was taken or the degree of impairment that occurred as a consequence.

Answer 54

Gas Chromatography/Mass Spectrometry (GCMS) Test

Question 55

An individual tests positively for drug use when in reality, there has been no drug use.

Answer 55

False Positives

Question 56

An individual tests negatively for drug use when in reality, there has been drug use.

Answer 56

False Negatives

Question 57

The mental capacity to learn, reason, solve problems, and understand complex ideas. It often includes skills like memory, attention, verbal, and numerical reasoning.

Answer 57

Cognitive Ability

Question 58

The measure of how effectively an individual completes work tasks, often judged by the quantity and quality of output within a certain time frame.

Answer 58

Productivity

Question 59

The internal drive or willingness of a person to take action and persist toward achieving goals or completing tasks.

Answer 59

Motivation

Question 60

A performance appraisal method where a fixed percentage or number of employees are assigned to predefined performance categories (e.g., unsatisfactory, poor, fair, average, good, superior), effectively forcing a distribution of ratings regardless of actual performance spread.

Answer 60

Forced Distribution Technique

Question 61

A performance appraisal method where supervisors record specific positive and negative behaviors of employees. These behaviors are categorized (e.g., dependability, initiative) and used as concrete examples to inform evaluations. Ratings tend to be more accurate after an initial “honeymoon” period of about three months on the job.

Answer 61

Critical Incidents Technique

Question 62

It is defined as two or more people who interact interdependently toward a common and valued goal and who have each been assigned specific roles or functions to perform.

Answer 62

Team

Question 63

Motivation that comes from within the individual, driven by personal involvement in the work itself or satisfaction derived from the work products.

Answer 63

Intrinsic Motivation

Question 64

Motivation that arises from external factors, such as rewards like salary and bonuses, or pressures like the threat of job loss.

Answer 64

Extrinsic Motivation

Question 65

It is a scale designed to assess aspects of intrinsic and extrinsic motivation. It contains 30 items rated on a four-point scale, where the test taker indicates how much each item describes themselves.

Answer 65

Work Preference Inventory (WPI)

Question 66

It is a psychological syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. It occurs especially among individuals who work closely with other people, and it involves a marked reduction in motivation to perform a particular job compared to previous levels.

Answer 66

Burnout

Question 67

It refers to an inability to give of oneself emotionally to others.

Answer 67

Emotional Exhaustion

Question 68

It refers to distancing from other people and even developing cynical attitudes toward them.

Answer 68

Depersonalization

Question 69

It is a psychological assessment tool developed by Christina Maslach and colleagues (1996) to measure burnout. It is a 22-item test measuring burnout through three subscales: Emotional Exhaustion, Depersonalization, and Personal Accomplishment.

Answer 69

Maslach Burnout Inventory (MBI)

Question 70

It is a presumably learned disposition to react in some characteristic manner to a particular stimulus. The stimulus may be an object, a group, an institution—virtually anything.

Answer 70

Attitude

Question 71

It is defined as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”.

Answer 71

Job Satisfaction

Question 72

It refers to a person’s feelings of loyalty to, identification with, and involvement in an organization.

Answer 72

Organizational Commitment

Question 73

It is the totality of socially transmitted behavior patterns characteristic of a particular organization, including its structure, roles, leadership style, values, norms, traditions, and ways of interacting with external entities.

Answer 73

Organizational Culture

Question 74

It is that branch of social psychology that deals primarily with the development, advertising, and marketing of products and services.

Answer 74

Consumer Psychology

Question 75

It is a nonconscious, automatic association in memory that creates a tendency to react in a specific, characteristic way to a particular stimulus.

Answer 75

Implicit Attitude

Question 76

It is a fixed list of questions administered to a selected sample of persons for the purpose of learning about consumers’ attitudes, beliefs, opinions, and/or behavior with regard to the targeted products, services, or advertising.

Answer 76

Survey

Question 77

It is much like an instrument to record votes and usually contains questions that can be answered with a simple yes–no or for–against response.

Answer 77

Poll

Question 78

A group of individuals or families who agree to respond to questionnaires over time, often receiving incentives like cash or product samples in return.

Answer 78

Consumer Panel

Question 79

A specialized type of consumer panel where participants keep detailed logs of specific behaviors (e.g., purchases, media consumption).

Answer 79

Diary Panel

Question 80

A survey method that uses a scale with bipolar adjective pairs (e.g., good–bad) to measure the meaning or attitudes toward concepts, typically on a 7-point scale.

Answer 80

Semantic Differential Technique

Question 81

These are qualitative techniques, such as individual interviews and focus groups, used to explore in depth the underlying motivations, preferences, and attitudes of consumers. These methods focus on understanding the qualities and meanings behind consumer behavior, rather than on numerical data. They are particularly useful for diagnostic purposes and for generating hypotheses to be tested in later quantitative studies.

Answer 81

Motivation Research Methods

Question 82

It is a group interview led by a trained, independent moderator who, ideally, has a knowledge of group discussion facilitation techniques and group dynamics.

Answer 82

Focus Group

Question 83

It is a qualitative research approach that aims to make a study comprehensive and systematic from a psychological perspective by organizing the study design and discussion questions around the “BASIC ID” model developed by Arnold Lazarus.

Answer 83

Dimensional Qualitative Research

Question 84

BASIC ID stands for?

Answer 84

Behavior Affect (emotions) Sensation (sensory experiences) Imagery (mental images) Cognition (thoughts) Interpersonal relationships Drugs/biological factors