Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector – Test Bank

Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector – Test Bank

CHAPTER 6: SELECTING EMPLOYEES

Learning Objectives

After studying this chapter, students should be able to:

1. Explain how organizations conduct human resource planning and why it is important.

2. Describe the different ways of recruiting applicants and their effectiveness.

3. Explain how organizations select employees in terms of conducting validation studies.

4. Describe and explain how predictor information is used in selection.

5. Describe ways organizations can get applicants to accept job offers and keep jobs.

6. Explain concepts important in the utility of scientific selection.

7. Describe international differences in selection practices.

8. Discuss legal issues in selection inside and outside the U.S.

TESTBANK

Multiple Choice Questions

1. The most frequent target of equal employment opportunity efforts has been the _______ process.
2. hiring
3. training
4. performance appraisal
5. firing

Answer: a Learning Objective: 1 Page: 135-136

2. Which of the following statements about human resource planning is correct?
3. The selection approach does the least harm to current employees.
4. The training approach is less expensive than the selection approach.
5. Human resource plans should only consider the organization’s needs for people.
6. The training approach is necessary when there is an inadequate supply of people with necessary skills.

Answer: d Learning Objective: 1 Page: 139

3. Employers can take a variety of approaches to deal with the shifting nature of jobs and job requirements. The ______ approach would maintain current employees, providing them with instruction on the newly required skills, whereas the _____ approach would replace the under-skilled employees with new, skilled employees.
4. selection; training
5. training; selection
6. hiring; training
7. training; hiring

Answer: b Learning Objective: 1 Page:137

4. In the 21^st century, demand is expected to decline for jobs in ________, and increase in _____.
5. heath related fields; technology
6. manufacturing and mining; health-related fields and technology
7. technology and health-related fields; manufacturing and mining
8. skilled labor; unskilled labor

Answer: b Learning Objective: 1 Page: 138

5. The demand for unskilled and semiskilled jobs has remained the same in the U.S., whereas the demand for skilled technical jobs has increased.
6. true
7. false

Answer: b Learning Objective: 1 Page: 138

5. Bill’s Computer Software Development Company needs to hire some skilled employees knowledgeable in a specific computer language. The unemployment rate is relatively high. How should Bill get access to possible applicants?
6. Newspaper advertising
7. School recruiters
8. Employment agencies
9. Referrals from existing employees

Answer: d Learning Objective: 2 Page: 139-140

6. According to research, which of the following sources of job applicants provides employees who perform better and remain on the job longer?
7. web-based recruitment companies (e.g., Career Builder)
8. employee referrals
9. headhunters
10. advertisements

Answer: b Learning Objective: 2 Page: 141

7. As the HR director of NM Enterprises, you are charged with selection and hiring of hundreds of new service employees. Recently the other major competitor in town has laid off numerous employees. Which of the following recruitment methods would be the most beneficial (cost effective) for you to use?
8. the web
9. employee referrals
10. newspaper advertisements
11. employment agencies

Answer: b Learning Objective: 2 Page: 139-140

8. Which of the following statements about recruiting is correct?
9. Recruiting efforts should specify the KSAOs for the job in advance.
10. According to Breaugh and Starke (2000), recruitment is simply a matter of collecting applications and conducting assessments.
11. Compared to more traditional methods, web-based recruiting is more expensive.
12. Most of the applicants companies get from web-based recruiting are highly suitable for the job.

Answer: a Learning Objective: 2 Page: 142

9. Recruitment is only concerned with finding good applicants.
10. true
11. false

Answer: b Learning Objective: 2 Page: 140

10. Applicants from newspaper advertisements are the same quality as those who are referred by employees.
11. true
12. false

Answer: b Learning Objective: 2 Page: 140

11. In the development of a selection program, which step involves making sure that you are actually selecting people who perform well on the job?
12. job analysis.
13. specifying the performance criteria.
14. selecting predictors.
15. validating the predictors.

Answer: d Learning Objective: 3 Page: 145

12. You are conducting a validation study prior to hiring a new technical manager. Which of the following accurately describes the steps you will follow?
13. Perform job analysis, choose predictors, identify criteria, cross validate, validate predictors.
14. Perform job analysis, identify criteria, cross validate, choose predictors, validate predictors.
15. Perform job analysis, cross validate, choose predictors, validate predictors, identify criteria.
16. Perform job analysis, identify criteria, choose predictors, validate predictors, cross validate.

Answer: d Learning Objective: 3 Page: 143

13. The definition of a good employee is referred to as a(n) ____________.
14. predictor
15. criterion
16. performance standard
17. validation

Answer: b Learning Objective: 3 Page: 142

14. Why is it beneficial to begin a validation study with a job analysis?
15. To learn the criteria, or KSAOs, needed for the job.
16. To help select predictors for the KSAOs.
17. To help with validity generalization.
18. All of the above.

Answer: d Learning Objective: 3 Page: 143-144

15. You are preparing to hire a new electrician for your construction company. Which of the following could be a criterion for a validation study?
16. Number of circuits properly wired
17. Absenteeism
18. Accidents
19. All of the above can be used as criteria.

Answer: d Learning Objective: 3 Page: 142

16. Sam is conducting a validation study. He has identified cognitive ability tests and personality tests to use in the validation study. Which step of the validation study does this describe?
17. Conduct a job analysis.
18. Specify job performance criteria
19. Choose predictors
20. Validate the predictors

Answer: c Learning Objective: 3 Page: 144-145

17. Based on a job analysis, Bjorn believes cognitive ability will be related to managerial performance. Bjorn measures the cognitive ability of 100 existing managers, and also asks their supervisors to rate their performance. Bjorn has done a ________study.
18. concurrent validation
19. predictive validation
20. validity generalization
21. job evaluation

Answer: a Learning Objective: 3 Page: 145

18. Susan administers a psychological test to recently hired employees. One year later, she measures their performance and examines if test scores are related to job performance. She has done a _______study.
19. concurrent validation
20. predictive validation
21. cross-validation
22. validity generalization

Answer: b Learning Objective: 3 Page: 145

19. The correlation between scores on the predictor and scores on the criterion is called the
20. predictive coefficient.
21. validity coefficient.
22. reliability coefficient.
23. concurrent coefficient.

Answer: b Learning Objective: 3 Page: 142

20. The validity coefficient for predictive designs is larger than that for concurrent designs.
21. true
22. false

Answer: b Learning Objective: 3 Page: 145

21. After doing a validation study I repeat it a second time. This time I use a different set of subjects. This is called
22. cross-validation.
23. repeated validation.
24. validity generalization.
25. selective validation

Answer: a Learning Objective: 3 Page: 145-146

22. Amy has recently conducted a validation study; she claims that her selection tests and methods are useful in many other settings. She uses them to hire without conducting another validation study. She is relying on the concept of
23. situation specificity.
24. validity generalization.
25. predictor validity.
26. cross validation.

Answer: b Learning Objective: 3 Page: 146

23. When deciding whom to hire, New Millennium Enterprises first eliminates all applicants who don’t have college degrees in computer science. They then eliminate all applicants with IQ scores under 120. After this, they interview the remaining applicants. This is called a _________approach.
24. simple regression
25. multiple regression
26. multiple hurdle
27. predictive validation

Answer: c Learning Objective: 4 Page: 146-147

24. The multiple hurdle approach to personnel decision-making involves
25. combining various predictors of success in a statistical manner.
26. an ordered sequence of screening devices after each of which a decision is made.
27. designating a score on each predictor above which the candidate must score.
28. using only those criteria on which the candidate scores very high.

Answer: b Learning Objective: 4 Page: 146-147

25. When deciding whom to hire, the Slowchip Computer Company uses cognitive ability test scores to predict performance, and hires the applicants with the highest predicted performance. This is referred to as a ________ approach.
26. simple regression
27. multiple regression
28. multiple hurdle
29. predictive validation

Answer: a Learning Objective: 4 Page: 147

26. When deciding whom to hire, the Slowchip Computer Company uses scores on a cognitive ability test and a motivation test to predict performance, and hires the applicants with the highest predicted performance. This is a ______approach.
27. simple regression
28. multiple regression
29. multiple hurdle
30. predictive validation

Answer: b Learning Objective: 4 Page: 148

27. One problem with using a multiple regression approach to selection is that
28. a low score on one predictor maybe compensated for by a high score on another.
29. good applicants may be screened out because of poor performance on one of the criteria.
30. the equation must be cross-validated.
31. the cross validation study will often yield non-significant results.

Answer: a Learning Objective: 4 Page: 149

28. Validation studies can be costly and time consuming. An alternative approach is to
29. hire a consulting firm to select applicants.
30. rely on selection tools with established validity.
31. conduct a job evaluation study.
32. use the selection methods that other companies use.

Answer: b Learning Objective: 4 Page: 150

29. Cafeteria benefits refer to:
30. giving employees a realistic assessment of benefits
31. offering a benefits package that is competitive with other organizations
32. assessing how satisfied current employees are with their benefits package
33. allowing employees to choose their benefits from a long list of possibilities

Answer: d Learning Objective: 5 Page: 151

30. Success University has conducted an extensive selection program for a new vice president and has identified a dynamic individual for the job. What is their next step?
31. None, once the selection is made, the recruitment responsibilities are complete.
32. Make sure that the salary offer is comparable to similar jobs at other organizations.
33. Negotiate salary and benefit options.
34. Both b and c are potential next steps.

Answer: d Learning Objective: 5 Page: 150-151

31. As the hiring manager for New Millennium Enterprises, you realize that it is important to give potential employees an honest view of the job and organization. This can be accomplished by using a
32. RPJ.
33. RJP.
34. BARS.
35. mentor.

Answer: b Learning Objective: 5 Page: 151

32. Realistic job previews are NOT likely to
33. give applicants detailed descriptions of the job.
34. increase performance.
35. increase the number of employees who accept job offers.
36. increase job satisfaction.

Answer: c Learning Objective: 5 Page: 151

33. Which of the following statements about realistic job previews (RJPs) is correct?
34. RJPs increase initial expectations about the job and organization.
35. RJPs only provide information about the unfavorable aspects of a job.
36. RJPs reduce the number of employees who accept job offers.
37. RJPs are associated with decreased turnover.

Answer: c Learning Objective: 5 Page: 152-153

34. The Realistic Job Preview can be best viewed as a strategy that allows for
35. increased acceptance of job offers.
36. accurate placement.
37. decreased turnover.
38. recruitment to increase worker satisfaction.

Answer: d Learning Objective: 5 Page: 151

35. Successful College has begun to use scientific selection in the hiring of employees; you have been asked to study the effectiveness of these procedures as related to organizational functioning. This is called a(n)
36. job analysis.
37. regression analysis.
38. utility analysis.
39. cost/benefit analysis.

Answer: c Learning Objective: 6 Page: 152-153