HRIR 3031 FINAL EXAM QUESTIONS
WITH COMPLETE ANSWERS
uniform guideline - Answer-represent the combined viewpoints of several federal
agencies
-are not laws and are not legally binding
-used as references in court
recruitment - Answer-all practices and decisions that affect the number or types of
individuals that are willing to apply for or accept a given vacancy
targeted recruiting - Answer-target people that have those characteristics and would be
willing to apply for or accept the job
organizational branding - Answer-used to positively influence job applicants' perception
of the firm and the attraction of the kinds of people the firm wants
realistic message - Answer--workers told both the good and the bad
-applicants may self-select out
-good when unemployment is high or turnover is expensive
branded message - Answer--emphasize the unique positive properties of the
organization
-encourages people to apply to the company
-may set expectations high
-good for jobs that tend to be hard to staff
targeted message - Answer--emphasizes how the org is well suited to a specific group
of job seekers
-first message to applicant groups
-may dissuade those who want different rewards
-good for specific KSAOs, or specific type of applicants
constructs - Answer--formed in our minds
-involves theories or ideas
-conceptual in nature
-characteristics or attributes
-not directly observable
ex. intelligence, happiness
measures - Answer--ways to represent constructs
-involve systematically applying rules for assigning numbers to people
, predictor variable - Answer-measure of an employee attribute identified through job
analysis as being important for job success
criterion variable - Answer-measure or definition of what is meant by employee success
on a job
nominal scale - Answer-composed of 2 or more mutually exclusive categories
ordinal scale - Answer-ranks object high to low
interval scale - Answer-uses constant (equal interval) units of measurement that
represent meaningful differences with respect to a normally distributed characteristic
ratio scale - Answer-has an absolute zero point
norms - Answer-scores of relevant others in groups; shows how well an individual
performs with respect to a specified comparison group
reliability - Answer-the degree of dependability, consistency, or stability of scores on a
measure used in selection research
errors of measurement - Answer-factors that affect obtained scores but are not related
to the characteristic, trait or attribute being measured
reliability coefficient - Answer-an index that summarizes the estimated relationship
between two sets of measures; usually ranges from 0 to 1
test- retest - Answer-the same test is used to collet data from the same respondents at
two different points in time
parallel forms - Answer-administering two equivalent versions of a measure to the same
respondent group; ranges from 0 to 1
internal consistency - Answer-an index of measure that shows the extent to which all
parts of a measure are similar in what they measure
OCBs - Answer-not formally part of the job, but done by a worker to assist other workers
or the organization
adaptive performance - Answer-the ability to adjust to dynamic working conditions;
intentional change in how a worker thinks or behave due to a change or expected
change in work activities or environment
job analysis - Answer-a purposeful, systematic process for collecting info on the
important work related aspects of a job
WITH COMPLETE ANSWERS
uniform guideline - Answer-represent the combined viewpoints of several federal
agencies
-are not laws and are not legally binding
-used as references in court
recruitment - Answer-all practices and decisions that affect the number or types of
individuals that are willing to apply for or accept a given vacancy
targeted recruiting - Answer-target people that have those characteristics and would be
willing to apply for or accept the job
organizational branding - Answer-used to positively influence job applicants' perception
of the firm and the attraction of the kinds of people the firm wants
realistic message - Answer--workers told both the good and the bad
-applicants may self-select out
-good when unemployment is high or turnover is expensive
branded message - Answer--emphasize the unique positive properties of the
organization
-encourages people to apply to the company
-may set expectations high
-good for jobs that tend to be hard to staff
targeted message - Answer--emphasizes how the org is well suited to a specific group
of job seekers
-first message to applicant groups
-may dissuade those who want different rewards
-good for specific KSAOs, or specific type of applicants
constructs - Answer--formed in our minds
-involves theories or ideas
-conceptual in nature
-characteristics or attributes
-not directly observable
ex. intelligence, happiness
measures - Answer--ways to represent constructs
-involve systematically applying rules for assigning numbers to people
, predictor variable - Answer-measure of an employee attribute identified through job
analysis as being important for job success
criterion variable - Answer-measure or definition of what is meant by employee success
on a job
nominal scale - Answer-composed of 2 or more mutually exclusive categories
ordinal scale - Answer-ranks object high to low
interval scale - Answer-uses constant (equal interval) units of measurement that
represent meaningful differences with respect to a normally distributed characteristic
ratio scale - Answer-has an absolute zero point
norms - Answer-scores of relevant others in groups; shows how well an individual
performs with respect to a specified comparison group
reliability - Answer-the degree of dependability, consistency, or stability of scores on a
measure used in selection research
errors of measurement - Answer-factors that affect obtained scores but are not related
to the characteristic, trait or attribute being measured
reliability coefficient - Answer-an index that summarizes the estimated relationship
between two sets of measures; usually ranges from 0 to 1
test- retest - Answer-the same test is used to collet data from the same respondents at
two different points in time
parallel forms - Answer-administering two equivalent versions of a measure to the same
respondent group; ranges from 0 to 1
internal consistency - Answer-an index of measure that shows the extent to which all
parts of a measure are similar in what they measure
OCBs - Answer-not formally part of the job, but done by a worker to assist other workers
or the organization
adaptive performance - Answer-the ability to adjust to dynamic working conditions;
intentional change in how a worker thinks or behave due to a change or expected
change in work activities or environment
job analysis - Answer-a purposeful, systematic process for collecting info on the
important work related aspects of a job
