Posted: April 10th, 2022

Performance and deviant workplace behavior

Performance and deviant workplace behavior

TRUE/FALSE

1. Cognitive skill checks are glorious predictors for govt and skilled jobs, however they’re of no worth for entry degree, clerical, or blue collar jobs.

2. The validity of measures of normal cognitive skill is roughly .50.

three. The largest motive cognitive checks usually are not broadly utilized in choice is the issue related to their administration.

four. A priority concerning using cognitive skill checks is adversarial impression towards African Individuals.

5. Most consultants agree that cognitive skill can’t be measured precisely by standardized checks.

6. Bodily skill checks have gotten more and more widespread to display screen out people vulnerable to repetitive stress accidents, akin to carpal tunnel syndrome.

7. Sensory/perceptual skills checks assess the flexibility to detect and acknowledge environmental stimuli.

eight. Analysis means that job information checks have comparatively poor validity in predicting job efficiency.

9. People who’ve excessive emotional intelligence are self-aware (good at recognizing their very own feelings), different conscious (good at recognizing others’ feelings), and good at making use of or managing this consciousness.

10. Some critics argue that as a result of emotional intelligence (EI) is so carefully associated to intelligence and character, when you management these elements, EI has nothing distinctive to supply.

11. Measures of emotional intelligence are a worthwhile complement to character checks in a range context, as a result of they’ve little similarity to character.

12. Performance checks and work samples assess candidates’ underlying capacities and tendencies.

13. A low-fidelity check makes use of life like gear and eventualities to simulate the precise duties of the job.

14. Performance checks and work samples are readily accepted by candidates as job related.

15. Performance checks are a helpful indicator of some job expertise, however they must be supplemented with different predictors as a result of they don’t have excessive content material validity.

16. The foremost distinction between job information and situational judgment checks is that the previous offers with future hypothetical job conditions, and the latter explicitly faucets the content material of the job.

17. Integrity checks are paper-and-pencil or computerized checks that try and assess an applicant’s honesty and ethical character.

18. Interviewer Assessments of applicant integrity are normally excellent, and consultants like judges and psychologists can detect mendacity more often than not.

19. The assemble of “integrity” is properly understood.

20. Though candidates in all probability do generally faux their solutions on integrity checks, the proof means that such faking doesn’t fully get rid of the validity of those checks in predicting job efficiency and deviant workplace behavior.

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