View the step-by-step solution to:


Question 1 (1 point)



Performance measurement is always subjective and is not reliable to predict future performance.

Question 1 options:

A) TrueB) False

Question 2 (1 point)


Contextual performance is closely related to organizational citizenship behaviour.

Question 2 options:

A) TrueB) False

Question 3 (1 point)


Performance is NOT the consequence or result of action; it is the action itself.

Question 3 options:

A) TrueB) False

Question 4 (1 point)


Cognitive ability appears to be the best predictor of task performance across all job situations.

Question 4 options:

A) TrueB) False

Question 5 (1 point)


The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Question 5 options:

A) TrueB) False

Question 6 (1 point)


Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

Question 6 options:

A) TrueB) False

Question 7 (1 point)


Absolute rating systems compare the performance of one worker with an absolute standard of performance.

Question 7 options:

A) TrueB) False

Question 8 (1 point)


To evaluate the effectiveness of selection systems, companies must measure the task, adaptive, contextual, and counterproductive performance behaviours that are important for job success.

Question 8 options:

A) TrueB) False

Question 9 (1 point)


Engaging in unsafe work practices is a counterproductive performance behaviour.

Question 9 options:

A) TrueB) False

Question 10 (1 point)


Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance.

Question 10 options:

A) TrueB) False

Top Answer

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