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Test Bank For Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector

ISBN-10 ‏ : ‎ 0470949767
ISBN-13 ‏ : ‎ 978-0470949764
Publisher ‏ : ‎ John Wiley & Sons; 6th Edition
Author: Paul E. Spector

Original price was: $60.00.Current price is: $30.00.

SKU:TB000714

Test Bank For Industrial And Organizational Psychology Research and Practice 6th Edition by Paul E. Spector

CHAPTER 4: PERFORMANCE APPRAISAL

TESTBANK

Multiple Choice Questions

1. Which of the following is NOT a use of performance appraisal information?

a. using as a criterion to determine the effectiveness of an organizational intervention

b. providing employees with feedback about job performance

c. selection of appropriate job applicants

d. making salary decisions

Answer: c Learning Objective: 1 Page: 77-78

2. Your roommate, a manager for a fast food chain, is not looking forward to conducting performance appraisals on his employees. In frustration he asks you what the purpose of performance appraisal is. What do you tell him?

a. “Performance appraisal can be used to motivate employees you don’t like to leave the company.”

b. “Performance appraisals are a waste of managers’ time. Employees don’t pay attention to feedback and the company never uses the information for anything.”

c. “Performance appraisals provide information for research into effective organizational practices.”

d. “Performance appraisals only give employees justification to ask for larger pay increases.”

Answer: c Learning Objective: 1 Page: 77-78

3. Performance appraisals are often used for promotion, demotion, pay raises, and terminations. These are examples of the use of performance appraisal for:

a. employee development

b. research

c. job analysis

d. administrative decisions

Answer: d Learning Objective 1 Page 79

4. Performance appraisal information can be used

a. for employee development.

b. to justify a pay increase.

c. as a factor in the decision to terminate.

d. all of the above

Answer: d Learning Objective: 1 Page: 77-78

5. Using performance appraisal as the basis for promotion and pay raises is an example of what purpose?

a. administrative concerns

b. employee development and feedback

c. criteria for research

d. grievance procedures

Answer: a Learning Objective: 1 Page: 77-78

6. A _________________ allows you to distinguish between good performance and bad performance.

a. criterion

b. person-oriented job analysis

c. variance estimate

d. composite score

Answer: a Learning Objective 2 Page 80

7. An actual criterion is the operational definition of a theoretical criterion.

a. true

b. false

Answer: a Learning Objective: 2 Page: 77-78

8. Which of the following terms describes the standard against which you judge performance and the way to distinguish good from bad performance?

a. predictor

b. criterion

c. contextual performance

d. relevance

Answer: b Learning Objective: 1 Page: 80

9. Criterion relevance refers to

a. that part of the theoretical criterion that is NOT assessed by the actual criterion.

b. that part of the actual criterion that is NOT assessed by the theoretical.

c. that part of the theoretical criterion that is assessed by the actual criterion.

d. that part of the actual criterion that assesses something other than what it was designed to measure.

Answer: c Learning Objective: 2 Page: 80

10. Consider the job of “student.” Which of the following is a theoretical criterion for this job?

a. number of “A’s” earned in a three year period

b. total number of scholarships obtained over a three year period

c. engage in scholarly activities

d. number of clubs joined

Answer: c Learning Objective: 2 Page: 78-79

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