Question : 71. Of the following, your greatest concern regarding the use of : 1251026

71. Of the following, your greatest concern regarding the use of a cognitive ability testing should be that: 
A. the validity coefficient was validated in one situation, and you would be generalizing it to another situation.
B. the true validity coefficient is likely to be substantially lower because of the passage of time.
C. cognitive ability tests have been shown to have an adverse impact on African American applicants.
D. because of the costs involved, cognitive ability tests typically have low utility.

One of the major drawbacks of cognitive ability testing is that they typically have adverse impact on some minority groups.

72. Emotional intelligence is traditionally conceived of having five aspects. Which of the following is not one of them? 
A. Self-awareness
B. Self-regulation
C. Self-esteem
D. Self-motivation

Emotional intelligence is traditionally conceived of having five aspects: (1) self-awareness, (2) self-regulation, (3) self-motivation, (4) empathy, and (5) social skills.

73. _____ is the ability to keep disruptive emotions in check. 
A. Self-motivation
B. Self-esteem
C. Self-awareness
D. Self-regulation

The concept of “emotional intelligence” is also important in team contexts and has been used to describe people who are especially effective in fluid and socially intensive contexts.

74. _____ is the ability to sense and read emotions in others. 
A. Social skills
B. Empathy
C. Self-regulation
D. Sympathy

The concept of “emotional intelligence” is also important in team contexts and has been used to describe people who are especially effective in fluid and socially intensive contexts.

75. The lower validity associated with self-reports of personality can be traced to three factors. Which of the following is not one of them? 
A. People are much better at “faking” their responses to intelligence tests.
B. People sometimes lack insight into what their own personalities are actually like.
C. People’s personalities sometimes vary across different contexts.
D. People are much better at “faking” their responses to personality items.

Research suggests that when people fill out these inventories when applying for a job, their scores on conscientiousness and emotional stability are much higher relative to when they are just filling out the same questionnaires anonymously for research purposes.

76. _____ tests attempt to simulate the job in a prehiring context to observe how the applicant performs in the simulated job. 
A. Critical reasoning
B. Self-motivation
C. Stress management
D. Work-sample

Although not generally considered a test, the practice whereby employers hire someone on a temporary basis and then, after a rather long trial, hire that person permanently is in essence an extended work-sample test.

77. A typing test for an administrative assistant job is an example of a: 
A. spatial abilities test.
B. perceptual accuracy test.
C. work-sample test.
D. mechanical test.

Work-sample tests attempt to simulate the job in a prehiring context to observe how the applicant performs in the simulated job.

78. The utility of cognitive ability tests are rated higher than work-sample tests, despite the latter’s higher criterion-related validity due to: 
A. flexibility.
B. cost-effectiveness.
C. user friendliness.
D. durability.

The work-sample tests suffer from two drawbacks: First, by their very nature the tests are job-specific, so generalizability is low. Second, partly because a new test has to be developed for each job and partly because of their nonstandardized formats, these tests are relatively expensive to develop.

79. An assessment center: 
A. is a place where job applicants undergo mental and physical analysis.
B. is relatively inexpensive.
C. uses multiple selection methods to rate either applicants or job incumbents on their managerial potential.
D. is a selection method used for all types of positions.

Assessment Center — A process in which multiple raters evaluate employees’ performance on a number of exercises.

80. With few exceptions: 
A. it is recommended that polygraph tests be routinely administered to managerial employees that have access to an organization’s financial records or accounts.
B. polygraph tests have been found to have high reliability, moderate validity, and moderate utility.
C. polygraph tests have been found to have high reliability, high validity, and high utility.
D. the use of polygraph tests has been banned by legislation.

Many companies formerly employed polygraph tests, or lie detectors, to evaluate job applicants, but this changed with the passage of the Polygraph Act in 1988. This act banned the use of polygraphs in employment screening for most organizations.