INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY MIDTERM EXAM

The process of confirming the accuracy of information provided by an applicant is known as

If a company hires someone without examining his references or background, and that person later commits a crime while working for the company, the company may be held accountable for

When an applicant waives his right to receive a reference letter, persons who provide recommendations are less lenient (Ceci & Peters, 1984; Shaffer & Tomarelli, 1981).

• True

• False

People who provide references are given a conditional privilege, which means they have the freedom to voice their opinions if they feel what they say is true and have acceptable grounds for doing so  because of their belief (Ryan & Lasek, 1991; Zink & Gutman, 2005).

• TRUE

• FALSE

If a previous employer fails to submit pertinent information to an entity that asks it, it may be guilty of

These tests are designed to measure how much a person knows about a job.

These are tests that are used to determine an applicant's level of intelligence or expertise.

Vision (near, far, night, peripheral), color discrimination, depth perception, glare sensitivity, speech (clarity, identification), and hearing (sensitivity, auditory attention, sound localization) are all examples of

A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer.

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.