WorksheetsINDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY MIDTERM EXAM
Total questions: 33
Worksheet time: 2hrs 30mins
The process of confirming the accuracy of information provided by an applicant is known as
(a)
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
(a)
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
(a)
These tests are designed to measure how much a person knows about a job.
(a)
These are tests that are used to determine an applicant's level of intelligence or expertise.
(a)
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)
A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer.
(a)
Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.
(a)
The degree to which a score from a test or an evaluation is accurate and consistent.
(a)
The degree to which identical findings can be obtained by administering the same test multiple times.
(a)
The test-retest method, which measures (a) stability.
The extent to which two forms of the same test are similar.
(a)
The degree to which test takers' responses to the same items are consistent.
(a)
The degree to which inferences from test scores are justified by the evidence.
(a)
The extent to which tests or test items sample the content that they are supposed to measure.
(a)
The utility of a test can't be determined using the Taylor-Russell tables, the Lawshe tables, proportion of correct decisions, and utility formulas
True
False
The fairness of a test can be determined by testing for adverse impact, single-group validity, and differential validity.
True
False
Selection decisions can be made in four ways: top-down, rule of three, top-down with banding, or passing scores.
True
False
A performance appraisal method in which a supervisor is presented with a variety of behaviors and is forced to select the one that is most representative of the employee.
Forced-choice rating scale
Performance appraisal review
Rank order
A performance appraisal method in which employees are ranked from best to worst.
Forced-choice rating scale
Performance appraisal review
Rank order
A meeting between a supervisor and a subordinate for the purpose of discussing performance appraisal results.
Forced-choice rating scale
Performance appraisal review
Rank order
A system of performance evaluation in which feedback is obtained from
a variety of sources, including supervisors, subordinates, and peers.
Self-Appraisal
Multiple-source feedback
360-degree feedback
A type of objective criterion for measuring job performance by comparing job behavior to a standard.
Quantity
Quality
Error
Common rating errors such as leniency, central tendency, strictness, halo, proximity, contrast, recency, and infrequent observation of behavior hinder the accuracy of performance appraisal results.
true
false
A rating error in which a rater constantly gives all employees the same score.
Regardless of their real levels of performance, they receive high ratings.
Strictness error
Leniency error
Central tendency error
A rating error in which a rater constantly gives all employees the same score.
Regardless of their real levels of performance, they receive low scores.
Strictness error
Leniency error
Central tendency error
A type of rating error in which a rater constantly assigns a medium score to all employees, regardless of their actual performance levels.
Strictness error
Leniency error
Central tendency error
Perceived psychological pressure.
(a)
Should an organization provide reference information for former employees? Why or why not?
Why should we use anything other than top-down selection? After all, shouldn’t we always—hire the applicants with the highest scores?
What do you think is the best way to communicate performance appraisal results to employees?
