SOLVED

21.Hausknecht et al. (2004) reported that perspective employees perceived which employee selection methods most favorably? a.biodata instruments b.cognitive ability tests c.honesty tests d.work sample tests 22.Prior to choosing a selection method, one must have a firm understanding of the: a.knowledge, skills, and abilities necessary to do the job. b.pool of applicants. c.time allotted for employee selection. d.various employee selection methods and expense of each. 23.What is one primary characteristic of a job analysis? a.It describes work behavior that is independent of the personal characteristics of those that perform the job. b.It describes work behavior that is dependent on the personal characteristics of those that perform the job c.It includes all non-verifiable observations. d.It focuses on covert behaviors. 24.Which of the following jobs would be best suited for direct observation? a.Assembly line worker b.Mechanical engineer c.Graphic artist d.Screen writer 25.Which of the methods of collecting information for a job analysis does the author describes as more costly to implement? a.Interviews b.Direct observation c.Questionnaires d.Subject matter expert panels 26.The difficulty in conceptualizing and measuring performance items that are multidimensional, situational, and organization dependent describes the “__________ Problem.” a.Criterion b.Job Analysis c.Validity d.Multi-trait Multi-method 27.The most common source for gathering performance ratings is: a.peers. b.self. c.subordinates. d.supervisor(s). 28.Which source for method of gathering performance ratings data is reported to have above average predictive validity evidence, but is perceived negatively by employees? a.Peers b.Self c.Subordinates d.Supervisor(s) 29.What is one method that can improve the effectiveness of self-ratings? a.Ensure confidentiality of ratings. b.Instruct individuals to rate themselves in absolute terms. c.Provide only one opportunity for self-appraisal. d.None – they should not be used or should be used with extreme caution. 30.In a meta-analysis of performance ratings conducted by Harris and Schaubroeck (1988), the results indicated: a.a relatively high amount of redundancy across scores. b.different rating formats provide a substantial amount of unique information.   X c.that all rating formats provide little useful information. d.that there is little agreement between peer and supervisor ratings.