Question : 81. In paper-and-pencil honesty tests, some items less direct and tap : 1251017

81. In paper-and-pencil honesty tests, some items are less direct and tap more basic traits. Which of the following is not one of them? 
A. Self-serving bias
B. Social conformity
C. Conscientiousness
D. Emotional stability

Paper-and-pencil honesty tests come in a number of different forms. Some directly emphasize questions dealing with past theft admissions or associations with people who stole from employers. Other items are less direct and tap more basic traits such as social conformity, conscientiousness, or emotional stability.

82. Which of the following is NOT true of theft-related paper-and-pencil honesty tests? 
A. The tests typically ask applicants directly about their attitude toward theft or their past experiences with theft.
B. While somewhat limited in number, research studies to date suggest the tests are reliable and valid in predicting theft (and other disruptive behaviors).
C. The tests appear to have adverse impact on some demographic groups (race and gender).
D. “Faking” bias is not large enough to detract from the test’s validity.

Paper-and-pencil honesty tests come in a number of different forms. Some directly emphasize questions dealing with past theft admissions or associations with people who stole from employers.

83. Major controversies surrounding drug tests include all but one of the following. Name the exception. 
A. Whether they are invasive and violate a person’s right to privacy.
B. Whether they represent unreasonable search and seizure.
C. Whether they are reliable and valid.
D. Whether they are a violation of due process.

The major controversies surrounding drug tests involve not their reliability and validity but whether they represent an invasion of privacy, an unreasonable search and seizure, or a violation of due process.

84. Which of the following selection devices typically has the highest validity relative to the others? 
A. Biographical information
B. Cognitive ability tests
C. Honesty tests
D. Personality inventories

The evidence on the utility of biographical information collected directly from job applicants is much more positive, especially for certain outcomes like turn-over.

85. Work-sample tests tend to have: 
A. high reliability, high validity, and low utility.
B. high reliability, high validity, and high generalizability.
C. high validity, high generalizability, and moderate utility.
D. high validity, high legality, and high utility.

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

86. Physical ability tests tend to have: 
A. high reliability, moderate-to-high validity, and low generalizability.
B. moderate reliability, moderate validity, and moderate generalizability.
C. moderate-to-high validity, high legality, and moderate generalizability.
D. high validity, low generalizability, and high utility.

Tests of physical abilities may be relevant not only to predicting performance but to predicting occupational injuries and disabilities as well.

87. Drug tests tend to have: 
A. high reliability, low validity, and low legality.
B. high reliability, high validity, and high generalizability.
C. moderate validity, high legality, and moderate generalizability.
D. low validity, low legality, and low utility.

Employers considering the use of drug tests should be well advised to make sure that their drug-testing programs conform to some general rules.

88. Reference checks tend to have: 
A. moderate reliability, moderate validity, and moderate utility.
B. moderate validity, high generalizability, and moderate utility.
C. low validity, high legality, and high generalizability.
D. low validity, low generalizability, and low utility.

The main reason for this low validity is that the evaluations supplied in most reference letters are so positive that it is hard to differentiate applicants.

89. Personality inventories tend to have: 
A. moderate reliability, moderate (criterion) validity, and moderate utility.
B. high validity, high generalizability, and high utility.
C. high reliability, low-to-moderate (criterion) validity, and low generalizability.
D. moderate utility, low generalizability, and moderate (criterion) validity.

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.

90. Which of the following selection methods typically involves the least concern about the legality of its use? 
A. Interviews
B. Personality inventories
C. Honesty tests
D. Work-sample tests

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