What type of the measurement it is: the size of organization (small vs. large):

 A.  Nominal

B.  Label

C.  Ordinal

D. Ratio  

a. Nominal

One of the purpose of performance appraisal is communication, which refers to link employee activities to organization’s mission.

(T/F)

False

When we are doing appraisal, what is the faults that are built into the system due to prior decision and built barriers to the appraisal?

A. Political barriers

B. Interpersonal barriers

C. Common cause

D. Special cause

C. Common cause

The appraisal is more difficult as job complexity increases.

(T/F)

True

What type of the rater has advantages that it improves people’s motivation and decreases defensiveness; while has disadvantages of lower validity

A. Subordinates

B. Clients

C. Self

D. Peers

C. Self

________ measures depend upon human judgment and are more susceptible to bias; _______measures include production data, as well as employment data, and define the goals of the organization.

A. Subjective; objective.

B. Objective; subjective

C. Relative; absolute

D. Absolute; relative

A. Subjective; objective.

What are the things we tend to remember:

A. First impressions

B. Unusual

C. Behavior consistent with opinion

D. All of the above

D. All of the above

_______ is the judgmental biases in ratings that assumes people who are good at one thing is good at everything.

A. Leniency

B. Central tendency

C. Severity

D. Halo

D. Halo

We can minimize leniency and severity of rating by:

A. allocating ratings into a forced distribution in which rates are apportioned according to an approximately normal distribution;

B. requiring supervisors to rank order;

C. encouraging raters to provide feedback on regular basis,

D. all of the above

D. all of the above

_______ can control leniency, severity, and central tendency biases and assumes normal curve.

A. Simple ranking

B. Forced- choice

C. Forced distribution

D. Paired comparisons

C. Forced distribution

_______ are types of measures of absolute rating systems?

A. Essays, rank ordering, and forced -choice

B. Essays, behavioral checklists, and forced-choice

C. Rank ordering, paired comparisons, and forced distribution

D. Paired comparisons, behavioral checklists, and forced distribution.

B. Essays, behavioral checklists, and forced-choice

 Discriminability is a measure of the degree to which an item differentiated effective from ineffective worker

(T/F)

True

______ is the reports by knowledgeable observers of tings employees did that were especially effective/in effective in accomplishing parts of their job.

A. Critical incidents

B. Job specification

C. Job description

D. Task analysis

A. Critical incidents

Which of the following is NOT one of the objectives of rater training:

A. To improve the observational skills of raters by teaching them what to attend to.

B. Reduce or eliminate judgmental biases.

C.  To improve the ability of raters to rate fast.

D. To improve the ability of raters to communicate appraisal information in an objective, constructive manner with rates.

C.  To improve the ability of raters to rate fast.

.

 Eliminating judgmental biases is most effective at improving the accuracy of performance appraisals.

 (T/F)

F: Frame-of-reference training

Job description indicates the personal characteristics necessary to do the work.

(T/F)

 (F: Job specification)

Which of the following is NOT one of the characteristics of a good analysis?

A. Have the ability to bridge and manage critical boundaries and areas of interdependence.

B. Data are verifiable and replicable.

C. Involve description of work behavior independent of the personal characteristics or attributes of the employees who perform the job.

D. Have as goal the description of observables.

A. Have the ability to bridge and manage critical boundaries and areas of interdependence.

What is right order to obtain job information? (1) Identify tasks performed (2) Determine essential KSAOs (3) Write tasks statements (4) Selecting tests to tap KSAOs (5) Rate tasks statements

A.1-3-4-5-2

B.1-3-5-2-4

C.4-5-3-1-2

D.2-5-1-3-4

B.1-3-5-2-4

How can we collect job information?

A. Job participation

B. Observe incumbents

C. Interview subject matter experts (SMEs)

D. All of the above

D. All of the above

The ability(in KSAOs) is the proficiency to perform learned task

(T/F)

(F: Skill)

______ is a structured job analysis method containing 153 items with 10^th

grade readability level and highly correlates with PAQ.

A. Fleishman Job Analysis survey( F-JAS)

B. Job structure profile

C. Job elements inventory

D. Functional job analysis

C. Job elements inventory

 Cognitive/ achievement process of tests focuses more on the potentials compared with aptitude process.

(T/F)

F: aptitude process

People who can do good on speed tests can do good on power tests; while people who can do good on power tests may can not do good on speed tests.

(T/F)

True

 Standardized tests are more common.

(T/F)

False

A survey with 300 questions can be an example of ______, a type of measurement error.

A. Transient states

B. Characteristics of the measure

C. Situational factors

D. Stable attributes

B. Characteristics of the measure

A survey with 300 questions can be an example of ______, a type of measurement error.

A. Transient states

B. Characteristics of the measure

C. Situational factors

D. Stable attributes

B. Characteristics of the measure

Test-retest is the coefficient of equivalence; alternate-forms is the coefficient of stability.

(T/F)

False

______is the most frequently reported measure of internal consistency.

A. Coefficient Alpha

B. Split-half/Odd-even reliability

C. Alternate-forms reliability

D. Kuder-Richardson (KR-20)

A. Coefficient Alpha

A measure cannot be valid but not reliable.

(T/F)

True

Test should be ______ for rapport and public trust.

A. criterion-related validity

B. construct-related validity

C. content related validity

D. face validity

'

D. face validity

Construct-related evidence for validity has three types: concurrent, predictive, and postdicitve.

(T/F)

(f: criterion-related)