Training is not a common purpose of psychological assessment in organizational settings. The other three options are all common purposes.

Personality tests are the most commonly used type of psychological assessment in organizational settings.

The Strong Interest Inventory (SII) is not a type of personality test. It is an interest inventory.

The purpose of an intelligence test in an organizational setting is to measure a person's general cognitive ability.

The mechanical aptitude test is not a type of aptitude test commonly used in organizational settings.

The purpose of an interest inventory in an organizational setting is to measure a person's specific interests.

Performance tests are not a common method of psychological assessment in organizational settings.

The purpose of an interview in an organizational setting is to gather information about a person's background and experience, to assess a person's personality, and to assess a person's skills and abilities.

Performance questionnaires are not a common type of questionnaire used in organizational settings.

The purpose of observation in an organizational setting is to observe a person's behavior in a natural setting.

Assessment centers are not a type of performance test used in organizational settings.

The purpose of a work sample test in an organizational setting is to assess a person's skills and abilities.

Role-playing tests are not a type of situational judgment test used in organizational settings.

The purpose of a role-playing test in an organizational setting is to assess a person's skills and abilities.

Customer service assessment centers are not a common type of assessment center used in organizational settings.