I/O Psych Ch. 5 test, I/O Psych Test Ch. 4, I/O Psych Test Ch. 3

One of the main disadvantages of the forced-distribution method of evaluation is that: A) several lawsuits have alleged that these methods discriminate against minorities. B) it allows too many employees to be categorized as "Excellent." C) it is highly unreliable. D) administering it becomes very complex in large organizations.

A

Task Inventory Approach, Functional Job Analysis, and the O*NET are all examples of: A) task-oriented techniques. B) worker-oriented techniques. C) KSAOs. D) job elements.

A

Brian is interested in conducting a job analysis in order to compare different jobs with respect to their reliance on incumbents' talents and abilities. Brian should: A) use task-oriented techniques. B) use worker-oriented techniques. C) use occupational requirement techniques. D) conduct a Functional Job Analysis.

B

If one were somehow able to measure everything that makes up job performance, he or she would be measuring: A) actual criteria. B) ultimate criteria. C) composite criteria. D) subjective criteria.

B

Which of these is a distributional error in performance appraisal? A) inaccuracy B) central tendency C) implicit prototypes D) halo

B

Which rating format involves a lengthy development procedure and results in a scale with behavioral descriptions as anchors along a scale? A) CARS B) behaviorally anchored rating scales (BARS) C) checklists D) forced distribution

B

A restaurant owner decides to use tips his servers earn as a way to measure their performance. In this case, tips are the _____ and server performance is the _____. A) predictor; criterion B) ultimate criterion; actual criterion C) actual criterion; ultimate criterion D) criterion; predictor

C

KSAOs constitute the knowledge, skills, _____, and other characteristics needed for a job. A) attitudes B) aptitudes C) abilities D) assignments

C

Madison, who is a white, conservative Catholic, also tends to give higher ratings to other white, conservative Catholics. Madison is likely making a _____ error. A) just-like-me B) similarity C) similar-to-me D) self-promotion

C

Plotting point scores against current wages in a job evaluation can help identify: A) which job specifications are inaccurate. B) which job openings will be difficult to fill. C) whether individuals are overcompensated or undercompensated. D) whether a job analysis is necessary.

C

The situation of employees working from home or some other location is known as: A) e-work. B) virtual work. C) telework. D) remote work.

C

A collection of positions similar enough to one another to share a common title is referred to as a(n): A) element. B) task. C) hybrid. D) job.

D

Campbell's model of performance includes a total of _____ factors, _____ of which are required for every job. A) 12;6 B) 8;5 C) 12;3 D) 8;3

D

In a Functional Job Analysis, tasks are rated on three factors: people, things, and: A) objectives. B) descriptors. C) positions. D) data.

D

Louisa assesses the performance of her manufacturing employees by having supervisors provide effectiveness ratings. This would be an example of a(n) _____ criterion. A) objective B) composite C) dynamic D) subjective

D

One contributing factor to criterion contamination is: A) bias. B) fairness. C) validity. D) contextual performance

A

One of the main disadvantages of the forced-distribution method of evaluation is that: A) it is unpopular among raters. B) it allows too many employees to be categorized as "Excellent." C) it is highly unreliable. D) administering it becomes very complex in large organizations.

A

When a rater relies on his global evaluation of a subordinate, he is more likely to make _____ errors. A) halo B) leniency C) severity D) central tendency

A

Which of these is a criticism of the task-oriented approach to job analysis? A) The approach is too narrowly focused on the tasks for a particular job. B) The approach identifies too many similarities among jobs. C) The approach relies too heavily on incumbents' knowledge, skills, and abilities. D) Incumbents write inaccurate task statements.

A

Mimi is a supervisor with three subordinates—Alice, Blake, and Cleo. For performance appraisal purposes, she must first compare Alice to Blake, then Alice to Cleo, and finally Blake to Cleo. This procedure is known as a: A) forced-choice checklist. B) paired comparison. C) forced distribution. D) CARS.

B

Campbell's model of performance suggests that all jobs include at least _____ factors. A) 2 B) 5 C) 8 D) 12

C

In I/O psychology, _____ are evaluative standards that can be used as yardsticks for measuring employees' success or failure. A) dimensions B) elements C) criteria D) expatriates

C

In a Functional Job Analysis, tasks are rated on three factors: things, data, and: A) activities. B) items. C) people. D) positions.

C

Raters can lose the respect of their subordinates by committing the error of _____ to maintain the impression of being tough and in charge. A) primacy B) central tendency C) severity D) halo

C

The people requirements described by a job analysis are known as: A) job descriptions. B) job evaluations. C) job specifications. D) job crafting

C

Criterion _____ is the extent to which dimensions in the ultimate criterion measure are not part of the actual criterion measure. A) reliability B) deficiency C) relevance D) contamination

D

A(n) _____ is a collection of _____. A) job; positions B) position; jobs C) task; positions D) element; positions

A

An I/O psychologist develops measures that will reflect performance levels that change over time to address the issue of: A) dynamic criteria. B) static criteria. C) subjective criteria. D) contextual performance.

A

Research by Kluger and DeNisi (1996) indicated that nearly one-third of studies on feedback found that: A) feedback had a negative effect on performance. B) participants were excited about developing their skills. C) companies rely on executive coaches to deliver feedback. D) participants had never received any feedback at work.

A

An electrician handles phone inquiries and sets appointments to provide estimates. This behavior exemplifies the performance factor known as: A) job-specific task proficiency. B) non-job-specific task proficiency. C) facilitating peer and team performance. D) supervision.

B

Contextual performance is similar to the concept known as: A) social organizational performance. B) prosocial organizational behavior. C) organizational courtesy performance. D) organizational development behavio

B

Juan is developing criteria for the job of a grocery store manager but he is unsure what type of criteria to use. For this type of job, the most appropriate type of criteria for Juan to use are: A) objective criteria. B) subjective criteria. C) static criteria. D) ultimate criteria.

B

Recently, _____, also known as the "neglected criteria," have been used to evaluate performance appraisals. A) quantitative criteria B) reaction criteria C) psychometric criteria D) proactive criteria

B

KSAOs constitute the knowledge, skills, abilities, and _____ someone must have for a job. A) opportunities B) objectives C) other characteristics D) obsessions

C

Max learns that one position in his company is affected by changes in technology: Each time a new machine is designed, his employees will need additional training to do their jobs. In this case, we might indicate that these jobs are: A) idiosyncratic. B) ideographic. C) dynamic. D) nomothetic.

C

Objectives and criteria used to rate employees should be based on: A) results from the Wonderlic Personnel Test. B) recommendations provided by a supervisor. C) results of a job analysis. D) benchmarks provided by executive management.

C

One disadvantage of a forced-choice checklist is that: A) ratings are unreliable. B) it is very difficult to design. C) raters tend not to like this format. D) the rating process can be complex.

C

One of the major criticisms of the Position Analysis Questionnaire is that: A) the time required to complete it is very long. B) its reading level rules out more-educated incumbents. C) the items are too abstract. D) it is geared toward managerial jobs only.

C

Recent research on feedback environment and feedback orientation suggests that having a favorable feedback environment is: A) helpful for all employees. B) helpful only if an employee doesn't value feedback. C) helpful only if an employee values feedback. D) never helpful for employees.

C

Turning a key to start an engine is an example of a unit of work activity known as a(n): A) position. B) task. C) element. D) job.

C

A law firm uses law school GPA and work experience to determine if a law school graduate should be hired. When making hiring decisions, a law school graduate's GPA is weighted 80% and work experience is weighted only 20%. This is an example of a(n) _____ composite criterion. A) fair B) practical C) dynamic D) unequally weighted

D

Individuals who successfully overcome organizational politics are those who tend to be: A) high in agreeableness. B) high in extraversion. C) low in neuroticism. D) high in conscientiousness.

D

Job _____ relate to task aspects of the job, while job _____ relate to KSAOs that are necessary for the job. A) specifications; descriptions B) specifications; SMEs C) SMEs; descriptions D) descriptions; specifications

D

Recent research suggests that the correlation between telework and job performance is: A) strongly negative. B) weakly negative. C) basically zero. D) positive.

D

A(n) _____ is a collection of _____. A) task; elements B) position; jobs C) task; positions D) element; jobs

A

According to Campbell, which of the three dimensions of performance are necessary components of every job? A) demonstrating job-specific task proficiency, demonstrating effort, and maintaining personal discipline B) demonstrating proficiency in written and oral communication tasks, maintaining personal discipline, and supervision C) demonstrating proficiency in written and oral communication tasks, facilitating peer and team performance, and demonstrating effort D) demonstrating effort, management/administration, and maintaining personal discipline

A

Allison documents her subordinates' performance activities on a weekly basis. When she needs to remember how well her subordinates have been performing, she can consult her documents. In this way, Allison can avoid errors in _____ when appraising her subordinates' performance. A) retrieval B) integration C) storage D) encoding

A

An I/O psychologist is hired by an organization that is planning to implement a 360-degree feedback system. Which of these should he or she recommend? A) withholding information about how the ratings will be used B) being honest and letting employees know how the ratings will be used C) letting employees interpret survey results on their own D) presenting as much information about performance as possible

A

Astrid writes a list of statements that describe the KSAOs necessary to perform the job of a chef, such as "Understands how to follow a recipe" and "Communicates effectively with wait staff." In this case, Astrid is MOST LIKELY creating a: A) job specification B) job competency C) job description D) job evaluation

A

Borman and Motowidlo (1997) suggested that contextual performance can be divided into five categories: enthusiasm, volunteering, organizational courtesy, civic virtue, and: A) defending and supporting the organization. B) being proactive in telling management about problem employees. C) engaging in additional training on a voluntary basis. D) desiring to move up in the organization.

A

Employees at a dry cleaning service are evaluated on the number of shirts ironed per hour. All of the employees iron between 10 and 12 shirts per hour, so it is difficult to distinguish between effective and ineffective employees. There appears to be a problem with the performance criterion's: A) sensitivity. B) fairness. C) practicality. D) reliability.

A

Fatima, a supervisor, rarely gets to see her employees interacting with customers, and as a result has a hard time rating them on this dimension of performance. Fatima has had difficulty in the cognitive processing stage known as: A) observation. B) encoding. C) integration. D) retrieval.

A

Feedforward interviews (FFIs) differ from traditional performance appraisals in that they: A) focus on the employee's strengths rather than on his or her weaknesses. B) involve upward appraisals only. C) involve downward appraisals only. D) consist only of narrative comments and eliminate any numerical ratings.

A

For the job of a typist, pressing a key on a keyboard is an example of a(n)_____; being able to type words on the keyboard, format a document, and e-mail final documents would be examples of _____. A) element; tasks B) task; elements C) element; jobs D) task; jobs

A

Frank is ready to conduct a job evaluation, and he wants to employ the most frequently used approach to job evaluation. Frank should use: A) the point system. B) the plot system. C) comparable worth. D) competency modeling.

A

Holding raters accountable for their ratings works best when: A) raters must justify their ratings in a face-to-face meeting. B) raters must justify their ratings in writing. C) raters are faced with dismissal for misusing rating scales. D) raters attempt to maintain harmony in the workplace.

A

If Kirsty wants to receive a high evaluation from her supervisor, which of these actions might she take, according to research on LMX? A) She should work to develop a good relationship with her supervisor and also communicate with her supervisor frequently. B) She should work to develop a good relationship with her supervisor but should avoid communicating with her supervisor. C) She should focus primarily on improving her contextual performance. D) She should focus primarily on improving her maximal performance.

A

In a Functional Job Analysis, the category "people" is defined as the extent to which the: A) job requires employees to use interpersonal resources. B) job requires employees to synthesize complex data. C) employee uses physical strength, speed, and coordination on the job. D) company requires the employees to manage information.

A

In a Functional Job Analysis, the category "things" is defined as: A) physical resources, such as strength. B) objects required for the work, such as a computer. C) things someone needs to do on the job, such as make an omelette. D) information someone needs to obtain on the job, such as dollars earned.

A

In conducting a Functional Job Analysis for the position of librarian, the task "find magazine articles" is linked to a requirement for the use of cognitive resources in handling information. Both these are related to the _____ dimension. A) data B) people C) things D) inputs

A

Job classification involves categorizing jobs into: A) families. B) groups. C) classes. D) clusters.

A

Karl is interested in conducting a job analysis that will provide very specific information about what tasks a particular job will involve. Karl should use: A) task-oriented techniques. B) worker-oriented techniques. C) a common-metric method. D) the Position Analysis Questionnaire (PAQ).

A

Nishina Computers has an evaluation that all computer technicians are rated on. The criteria are so simple; however, that nearly all technicians (even those with low performance) receive a high rating. In this case, the measure likely has low: A) sensitivity. B) reliability. C) practicality. D) fairness.

A

Objective criteria tend to be more appropriate for: A) nonmanagerial positions. B) managerial positions. C) low-quality employees. D) high-quality employees.

A

One difficulty related to telework is that: A) supervisors tend to over-rely on direct sources of information, which are less frequent in telework. B) most employees dislike telework C) performance appraisal cannot be conducted with these workers. D) supervisors rely too heavily on indirect sources of information, which can often make teleworkers seem unproductiv

A

One reason organizations use 360-degree feedback is that: A) it provides a broader and more accurate view of performance. B) it is more defensible in court than other types of feedback. C) participants take the results more seriously. D) it is simple, cheap, and quick.

A

One reason that job analysis is important to organizations is that: A) it can be used in the legal defense of employment practices. B) it eliminates the need for an HR department. C) employee attitudes improve with participation in job analysis. D) supervisors would not understand incumbents' jobs without it.

A

Pamela is conducting a job analysis for the job of pizza delivery driver. She focuses on describing the various tasks (e.g., driving a car to a delivery address giving customers correct change). Which of these describes Pamela's approach to job analysis? A) task-oriented approach B) element-oriented approach C) worker-oriented approach D) hybrid approach

A

Recent research in the perception of justice by employees has suggested that performance management systems may be an effective tool for enhancing organizational: A) trust. B) reputation among customers. C) politics. D) feedback orientation.

A

Recent research on organizational citizenship behaviors (OCBs) has suggested that: A) they have a curvilinear relationship with task performance; too much can actually lead to lower performance. B) they have a positive linear relationship with task performance; more OCBs always lead to higher performance. C) they have a negative linear relationship with task performance; more OCBs always lead to lower performance. D) they have no significant relationship with task performance.

A

Recent research suggests that one reason telework and job performance are positively related is that: A) employees perceive that they have more autonomy and work harder, especially when they have a good relationship with their supervisor. B) employees perceive that they have less supervision and thus are more likely to spend time off-task. C) employees perceive that they have less autonomy and work harder because they are concerned they will lose their jobs. D) employees perceive that they are favored employees and feel less obligated to work hard.

A

Research on the leader-member exchange (LMX) relationship has shown that employees who experienced a high level of LMX with their supervisor were rated: A) high on performance regardless of objective performance indicators. B) high on performance, but they were low on objective performance indicators. C) low on performance, and were also low on objective performance indicators. D) low on performance, but they were high on objective performance indicators.

A

Research shows that ingratiation can lead to higher ratings of performance if the individual also demonstrates: A) high political skill. B) low political skill. C) high levels of rumination. D) poor LMX.

A

Roshan evaluates his customer service call bank workers on a 1-5 scale on three dimensions (customer service, quick resolution to problems, attendance). To determine performance, he simply adds up their scores on these three scales. This would be an example of: A) equally weighted criteria. B) unequally weighted criteria. C) objective criteria. D) dynamic criteria.

A

Someone is measuring the performance of dog grooming professionals by using supervisor ratings. He or she finds that when the supervisors rate the groomers' performance, the ratings are biased because higher ratings are given to groomers who are well liked, regardless of their actual job performance. The supervisors' bias has resulted in: A) criterion contamination. B) criterion deficiency. C) criterion overlap. D) criterion sensitivity.

A

St. Agatha's University includes on its instructor evaluations a question about the quality of the classroom. However, instructors do not have any control over the classroom they use because it is assigned to them. Because this question measures something that is not truly part of the instructor's performance, it might be considered: A) criterion contamination. B) criterion deficiency. C) criterion relevance. D) criterion sensitivity.

A

The Dunning-Kruger effect is observed when a worker is: A) so low in skills, she overestimates her ability. B) high in skills, but rates herself low to seem humble. C) low in skill, but is able to rate her ability accurately. D) so high in skills, she performs poorly because she is bored.

A

The focus of the Common-Metric Questionnaire is on: A) describing jobs at a level of difficulty that allows the descriptions to be compared across jobs. B) describing jobs in a highly specific manner to uncover only critical similarities. C) describing as many types of knowledge, skills, and abilities required for the job as possible. D) using a different rating scale for every job.

A

The performance management cycle is central to employee development. Its key element is: A) the extent to which employees receive and use feedback. B) the degree to which rating sources agree. C) the amount of self-efficacy raters and ratees have. D) the number of goals that raters have when making ratings.

A

What is a potential problem with using SME ratings for job analysis? A) Because SMEs allow their own jobs to influence their ratings, their ratings may not be as accurate. B) Because SMEs who dislike their jobs will be unlikely to carefully consider job tasks, their ratings will be misleading. C) Because SMEs typically dislike providing these ratings, it is difficult to get enough data to have a good understanding of a job. D) Because SMEs tend to be male, they often overlook interpersonal factors related to the job.

A

What is one phenomenon that seems to affect SME job analysis ratings when the SME is an incumbent? A) the self-serving bias B) the similar-to-me effect C) the actor-observer effect D) the defensive pessimism bias

A

What is the major weakness of subjective criteria for performance? A) These criteria are more likely to be affected by rater attitudes than objective performance. B) They are rarely under the control of the employee. C) Organizations rarely have access to raters from whom they can obtain subjective measures of performance. D) It can be quite expensive to obtain subjective measures of performance.

A

When Shakeem conducts a job analysis, he uses the information gained to categorize jobs into job families so that he can offer the same benefit package to employees within each job family. In this case, the job analysis will be helpful for: A) job classification. B) job redesign. C) performance appraisal. D) placement.

A

Which of these appear to be a key determinant for positive attitudes toward employee development? A) social support B) financial incentives C) threats D) low procedural justice

A

Which of these is a recent advancement toward understanding subject matter expert (SME) ratings? A) SME incumbents endorse ability statements as important even when the abilities are not essential. B) SME incumbents intentionally plan to create inaccurate job analysis data. C) SME incumbents do not engage in self-serving behavior when identifying traits important to their job. D) One's attitude toward one's job does not affect job analysis ratings.

A

Which of these is an example of performance? A) A plumber fixes a leak. B) A piano teacher is excited to go to work in the morning. C) An athletic trainer feels stressed. D) A wedding planner receives payment for her services.

A

Which of these is information provided by the O*NET? A) worker characteristics B) minimum wage law information C) job safety information D) satisfaction indices

A

Which of these refers to the stability or consistency of a measure? A) reliability B) sensitivity C) relevance D) practicality

A

Which of these would be an example of an objective criterion? A) accidents B) peer ratings C) supervisor ratings D) effectiveness

A

Which statement about performance criteria is true? A) There is no one performance criterion that is suitable for all organizational purposes. B) Performance criteria usually consist of one dimension only. C) I/O psychologists have identified several performance criteria that are perfect measures of performance. D) All performance criteria are suitable for all organizational decisions.

A

Why is it important for a job analysis to be accurate? A) If a job analysis misses an important KSAO, an organization may hire employees who will be unable to perform the job successfully. B) If a job analysis is inaccurate, supervisors will likely be unfair in their performance evaluations. C) If a job analysis is too worker-oriented, it will be too specific to apply to more than one job. D) If a job analysis is too task-oriented, it will be too vague to provide any helpful information about what person to hire.

A

According to Campbell's model of job performance, which of these is the BEST example of job-specific task proficiency? A) A waiter agrees to cover for another waiter who is sick that day. B) A pilot successfully lands a plane. C) A locksmith takes a phone call and schedules an appointment to change a lock. D) A security officer provides the dates he is on vacation so his supervisor can create a schedule for the month.

B

According to Campbell, what is one problem with adding up multiple criteria to create a single composite criterion? A) Such a criterion contains a great deal of data and is often too complex to be used for hiring decisions. B) Such a criterion treats performance as if it were a single construct. C) Such a criterion makes it too difficult to select the single best person for a job. D) Such a criterion is not typically used in organizations because it tends to be quite expensiv

B

An I/O psychologist has developed a set of performance criteria with hardly any criterion deficiency or contamination. However, the organization does not approve the measures because they are too difficult to measure and too abstract to be useful for their purpose. The I/O psychologist has encountered a problem with the criteria's: A) fairness. B) practicality. C) reliability. D) sensitivity.

B

Arynn is conducting a job analysis for the job of veterinarian. She focuses on describing the various tasks (e.g., treating animals, interacting with human customers). Which of these describes Arynn's approach to job analysis? A) position-oriented B) task-oriented C) worker-oriented D) hybrid

B

At D'Amico's Pizza Parlor, servers are evaluated on their knowledge of the menu, their accuracy of order taking, and their ability to work the cash register. But they should also be measured on how satisfied their customers are with the service. Because customer satisfaction is missing from the performance measure, one might consider it an example of: A) criterion contamination. B) criterion deficiency. C) criterion relevance. D) criterion practicality.

B

Aziz is a very low-skill manager. He thinks he is actually quite a good manager. According to the Dunning-Kruger effect, what is the MOST LIKELY response Aziz will have when he receives feedback about his lack of management skills? A) He will be embarrassed by this feedback, and will be motivated to improve. B) He will not be interested in this feedback, and will not work on improving. C) He will recognize that his evaluations have been wrong, and will ask for additional training. D) He will be motivated to improve, but will be unlikely to be able to change his performance.

B

Criterion contamination can occur when a rater allows something unrelated to performance, such as liking a ratee, to affect his or her ratings. This is known as: A) criterion relevance. B) criterion bias. C) criterion desensitization. D) criterion deficiency.

B

Data suggest that when a field becomes female-dominated: A) there is more focus on interpersonal relations. B) the rate of pay tends to decrease. C) the rate of sexual harassment rises. D) there is less focus on advanced education.

B

Evaluative standards that can be used as yardsticks for measuring an employee's success of failure are generally known as: A) predictors. B) criteria. C) OCBs. D) CWBs.

B

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are: A.) Committing similar to me errors B.) Giving upward appraisal ratings C.) Engaging in leader member exchange D.) Having accountability in the appraisal process

B

In conducting a Functional Job Analysis for the position of personal trainer, the task "encourages client to meet his or her training goals" is linked to a requirement for the use of courtesy and understanding. Both of these are related to the _____ dimension. A) data B) people C) inputs D) outputs

B

In conducting a Functional Job Analysis for the position of sales clerk, the task "greets customers" is linked to a requirement for the use of interpersonal resources such as courtesy. Both these are related to the _____ dimension. A) data B) people C) things D) inputs

B

Kaia is often very busy at work. When she sees her employees engaging in good performance behaviors, she becomes distracted before she can commit this information into her long-term memory. Kaia has had difficulty in the cognitive processing stage known as: A) observation. B) encoding. C) integration. D) retrieval.

B

Lorenzo assesses the performance of his managers by noting how many grievances their subordinates file each year. This would be an example of a(n) _____ criteria. A) contaminated B) objective C) ultimate D) subjective

B

One advantage of using the Common-Metric Questionnaire for job analysis is that: A) its items are less behaviorally specific than those on the Position Analysis Questionnaire. B) its items are more behaviorally specific than those on the Position Analysis Questionnaire. C) its items have a high reading level. D) it requires very little time for administration.

B

One reason organizations use 360-degree feedback is that: A) participants take the results more seriously. B) this technique can help overcome any biases that exist within a single rater. C) it is simple, cheap, and quick. D) it is more defensible in court than other types of feedback.

B

Professor Von Hansen is grading essays for his class. One of his students, Ivan, has written a good response on the essay. However, Professor Von Hansen has had some unpleasant interactions in class with Ivan, and as a result gives the essay a poor grade. Because this grade is lower than Ivan deserves based on his performance, this would be an example of: A) criterion relevance. B) criterion bias. C) criterion desensitization. D) criterion deficiency.

B

Proponents of reaction criteria for performance appraisal have suggested that worker attitudes toward performance appraisal are more important than psychometric indices because: A) psychometric indices are often biased. B) the effectiveness of a performance appraisal is limited if participants do not support its use. C) a great deal of research suggests ways to make participants enjoy performance appraisal more. D) the mathematics behind psychometric indices of agreement are controversial.

B

Recent research on the effects of organizational citizenship behaviors (OCBs) has suggested: A) that there is no such thing as "too much OCBs"—focusing heavily on OCBs leads to increases in overall performance. B) too much focus on OCBs can take away attention from task performance, leading to decrements in overall performance. C) OCBs and counterproductive work behaviors are basically the same construct. D) OCBs are not a type of contextual performance.

B

Research has found that when employees are aware of their coworkers' counterproductive work behaviors (CWBs): A) they are more likely to engage in OCBs. B) they are more likely to engage in CWBs. C) they are highly likely to report their coworkers' behaviors to the supervisor. D) they are less likely to experience stress in the workplace.

B

Research indicates that individuals who pay a great deal of attention to politics at work and think about them a lot demonstrate: A) higher performance. B) high levels of stress and lower performance. C) low levels of stress and positive work attitudes. D) low levels of neuroticism.

B

Research on the narrative components of performance appraisal suggest that: A) supervisors provide the least helpful comments. B) peer comments tend to be less clear compared to supervisor and subordinate comments. C) subordinates regularly make offensive comments toward their supervisors. D) subordinates provide the least helpful comments.

B

Research suggests that _____ appraisals produce more favorable outcomes and fewer negative ones than do other types of appraisals. A) downward B) upward C) peer D) customer

B

Spending extra time helping a coworker is an example of _____; stealing paper from a company is an example of _____. A) a counterproductive work behavior; an organizational citizenship behavior B) an organizational citizenship behavior; a counterproductive work behavior C) contextual performance; task performance D) task performance; contextual performance

B

Using a job analysis for performance appraisal is important because it: A) allows us to fire or demote an employee more quickly. B) ensures that we are measuring criteria that are actually relevant to the job. C) allows the organization to forecast how many employees it will need to promote within the next few years. D) ensures that we are evaluating employees on subjective, rather than objective, job performance.

B

What is one critique of the task-oriented approach to job analysis? A) Research has indicated that O*NET is not as useful or as accurate as originally thought. B) Focusing on tasks prevents us from identifying abstract similarities across jobs. C) O*NET is quickly becoming outdated and needs to be replaced by DOT. D) Task-oriented approaches focus too heavily on the characteristics of a person, and prevents us from understanding what needs to be done in a specific job.

B

What is one limitation of objective criteria, as mentioned in the textbook? A) They are strongly affected by rater attitudes, such as favoritism. B) They can be limited by situational constraints, for example a jammed machine. C) They tend to be unrelated to subjective measures of performance. D) They can record only contextual performance.

B

What is one of the major strengths of subjective criteria for performance? A) They tend to be less biased than objective criteria. B) They are more likely to be about a behavior that employees have control over. C) They are rarely used in most organizations, so attaining them can give a company a competitive advantage. D) They can be automatically recorded by equipment or personnel records.

B

What is one reason why SME ratings on job analyses tend to have low reliability? A) SMEs tend to be poorly trained. B) Job crafting has led to more flexibility in jobs, so jobs that are supposed to be the same look quite different. C) SMEs fail to understand their jobs fully. D) SMEs prevent their attitudes from influencing their ratings of their own current job.

B

What might be one reason that an organization might choose to pay someone more than is suggested by a job evaluation? A) if there is a threat of a lawsuit B) when people are unwilling to take a job unless it is well compensated C) when workers have a family and will need the additional income D) when it is easy to find someone to take that position

B

When Tamika rates her subordinate, Chad, she gives him all 5s. She does this because Chad is genuinely excellent on all the performance dimensions on the appraisal. Tamika's ratings represent: A) halo error. B) true halo. C) leniency. D) central tendency.

B

When an I/O psychologist focuses broadly on the general aspects of a person on the job—including the physical, interpersonal, and mental factors necessary to complete that job—the psychologist is using a _____ approach to job analysis. A) personality-oriented B) worker-oriented C) task-oriented D) hybrid

B

Which of these is a compensable factor? A) gender B) responsibility C) age D) conscientiousness

B

Which of these is a main difference between job analysis and competency modeling? A) Competency modeling is more task-oriented, while job analysis is more worker-oriented. B) Competency modeling is much broader in focus than job analysis. C) Job analysis is less methodologically rigorous than competency modeling. D) Job analysis addresses organizational strategy, whereas competency modeling does not.

B

Which of these is a significant purpose of performance appraisal? A) documenting an employee's satisfaction levels B) substantiating a decision about whether to give an employee a raise C) identifying disgruntled employees who feel they deserve a pay increase D) identifying an employee's interest in a training program

B

_____ is a motivational system of individual performance improvement. A) Performance appraisal B) Performance management C) Critical incidents D) Frame of reference

B

in a Functional Job Analysis, tasks are rated on three factors: people, data, and: A) activities. B) things. C) objectives. D) items.

B

in an effort to make job analysis easier, researchers have put job descriptions on the Internet. The name of this database of job descriptions is known as: A) the PAQ. B) the O*NET. C) the CMQ. D) the JEM-NET.

B

A manager decides to use days missed as a measure of performance. However, at the end of the year, he finds that only a few employees in the entire organization have missed a day at work. Because almost everyone has the same score on this measure of performance, it lacks: A) practicality. B) fairness. C) sensitivity. D) reliability.

C

According to the definition of "performance" in the textbook, which of these is an example of performance? A) A flight attendant is excited to go to work in the morning. B) An animal trainer receives a positive review from a client. C) A nurse inserts an IV into a patient's arm. D) A photographer thinks about what items he needs to pack for tomorrow's wedding shoot.

C

Andy is completing a performance appraisal and must choose two items (from a group of four) that best describe his customer service employee. The type of appraisal format that Andy is completing is a: A) graphic rating scale. B) paired comparison. C) forced-choice checklist. D) retranslation.

C

Asking multiple raters and various levels of the organization to evaluate and provide feedback to a target employee is known as: A) monosource feedback B) round-robin feedback C) 360-degree feedback D) circumplex feedback

C

Bill is a good friend of his subordinate, Anita. He gives her higher ratings than all other employees even though she is a below-average employee. Bill has had difficulty in the cognitive processing stage known as: A) observation. B) encoding. C) integration. D) retrieval.

C

Criteria taken from organizational records and referred to as "hard" or "nonjudgmental" are known as _____ criteria. A) dynamic B) subjective C) objective D) composite

C

D According to Campbell's taxonomy of performance, if an off-duty pilot avoids excessive alcohol in the event that he or she is needed in an emergency, that behavior exemplifies the performance factor known as: A) job-specific task proficiency. B) non-job-specific task proficiency. C) maintaining personal discipline. D) demonstrating effort.

C

Even though Kelsey's job performance has not changed over the past year, she received a higher evaluation this year. Because the measure of performance is not reliable, there is _____ in the measure. A) criterion relevance B) criterion deficiency C) criterion contamination D) criterion sensitivity

C

Gino, a CEO, is concerned that his managers are purposely misusing appraisal rating scales to make it look as though their teams are very effective. Which action should Gino take to fix the problem? A) He should use Rating Error Training. B) He should use Frame of Reference (FOR) training. C) He should tell managers that they will have to justify their ratings to him in a face-to-face meeting. D) He should threaten to fire any manager whose ratings are too high.

C

Having a particularly unreliable measure of performance can increase: A) criterion relevance. B) criterion prediction. C) criterion contamination. D) criterion deficiency.

C

Hector is conducting a job analysis, during which he observes that several elements are involved when a waiter takes a customer's order. These include asking for the order, writing down the order, and retrieving the customer's menu. Collectively, these elements constitute a: A) position. B) job. C) task. D) domain.

C

Helen is conducting a job analysis for the job of executive assistant. She focuses on describing the various employee characteristics (e.g., patient, intelligent, organized). Which of these describes Helen's approach to job analysis? A) task-oriented approach B) KSAO-oriented approach C) worker-oriented approach D) personality-oriented approach

C

If ratings do not adequately discriminate between effective and ineffective performers: A) there is a higher likelihood of adverse impact in the workplace. B) there will be a lower chance of range restriction. C) they will not be useful for making personnel decisions. D) employees will experience higher morale.

C

In a Dictionary of Occupational Titles (DOT) entry, the BEST simple description of the job can be found in the: A) "may" items. B) task element statements. C) lead statement. D) occupational code.

C

In conducting a Functional Job Analysis for the position of police officer, the task "places suspect in handcuffs" is linked to a requirement for the use of physical resources such as strength, speed, and coordination. All of these are related to the _____ dimension. A) data B) people C) things D) inputs

C

In her performance appraisal meeting, Zyanya's supervisor focuses on discussing her strengths, rather than her weaknesses. This type of appraisal is known as a(n): A) upward appraisal. B) negative appraisal. C) feedforward interview. D) forced ranking appraisal.

C

In job analysis, we often need to consult people, usually job incumbents or supervisors, who have a great deal of expertise in how a particular job is done. These people are known as: A) PAQs. B) DOTs. C) SMEs. D) JEM

C

In organizations, a performance management system is implemented: A) whenever company goals are not met. B) when coaching and feedback have failed. C) on a continuous cycle. D) once per year.

C

In the 1930s, the Department of Labor developed the _____, which was a resource that listed job tasks and duties attached to a job; this has since been replaced by the _____. A) PAQ; DOT B) O*NET; DOT C) DOT; O*NET D) PAQ; O*NET

C

In the Dictionary of Occupational Titles (DOT), the "may" items: A) provide a general description of the job. B) are made up of a nine-digit code that provides information about the job. C) indicate tasks that can be done by this position but are not typically considered part of the job. D) indicates whether the item is also listed in the O*NET.

C

Jimmy is working on a performance appraisal for his subordinate, Jackie. The questionnaire asks whether Jackie is effective at working with others. Jimmy doesn't have many opportunities to observe Jackie around others, but he thinks she's a good employee in general, so he rates her high on this characteristic. Jimmy has made which type of rating error? A) severity B) central tendency C) halo D) recency

C

Juanita's average overall rating for her subordinates is 4 out of 5 on their performance appraisals. Even for poor employees, she never goes below a rating of 3. She has likely committed the error of: A) central tendency. B) severity. C) leniency. D) forced distribution.

C

Liane writes a list of statements that describe what gardeners do and how they do it, such as "Designs landscaping" and "Plants trees." In this case, Liane is MOST LIKELY creating a: A) job specification B) job competency C) job description D) job evaluation

C

One advantage of using the Common-Metric Questionnaire for job analysis is that: A) its items are less behaviorally specific than those on the Position Analysis Questionnaire. B) it is a paper-and-pencil measure. C) its items have a lower reading level than the Position Analysis Questionnaire. D) it requires very little time for administration.

C

One contributing factor of criterion contamination is: A) validity. B) fairness. C) random measurement error. D) contextual performance.

C

One of the main disadvantages of a paired-comparison procedure is that: A) it leads to unreliable ratings. B) it can lead to a tie among incumbent appraisals. C) it becomes complicated when there are a large number of subordinates. D) it allows supervisors to rate every employee's performance as above average.

C

One reason why Rater Error Training (RET) does not appear to improve rating accuracy is that: A) raters can never avoid making rating errors. B) raters are more concerned with politics than with rating accuracy. C) true halo may be occurring. D) the training takes too much time to implement.

C

Proponents of comparable worth suggest that women are paid less than men because: A) women are less likely to have graduate degrees. B) women are more likely to need to take time off to raise children. C) the market is biased and artificially sets compensation for female-dominated jobs lower than male-dominated jobs. D) men are more likely to be interested in leadership positions.

C

Recent research proposes that organizational citizenship behaviors (OCBs) result in positive coworker relationships, which serve as _____. This in turn affects the organization's overall performance and effectiveness. A) a worker's civic duty B) a form of conscientiousness C) social capital D) a form of sportsmanship

C

Research on the Dunning-Kruger effect suggests that unskilled individuals, when confronted with their lack of skills: A) are motivated to develop, and eventually improve. B) are motivated to improve, but struggle to actually do so. C) are uninterested in improving, and are unlikely to use feedback. D) lower their self-evaluations, but use their strong emotional intelligence skills to get feedback from their subordinates.

C

Research suggests that subordinates reported less anger and higher perceptions of justice when the supervisor conducting the evaluation: A) was female. B) was Caucasian. C) provided justification for his or her ratings. D) used the behaviorally anchored rating scale (BARS).

C

Task activities _____ across jobs; contextual behaviors _____ across jobs. A) vary; vary B) are similar; are similar C) vary; are similar D) are similar; vary

C

The Position Analysis Questionnaire is not particularly well suited for: A) customer service positions. B) clerical positions. C) managerial positions. D) jobs inhabited by well-educated individuals.

C

The _____ was developed by the Department of Labor using the Functional Job Analysis method. A) Common-Metric Questionnaire B) Cross-Occupation Network C) Dictionary of Occupational Titles D) Job Element Method

C

The amount of overlap between the actual criterion and the ultimate criterion is known as criterion _____: A) deficiency. B) contamination. C) relevance. D) reliability.

C

The area of industrial psychology for which job analysis is most important is: A) training. B) performance appraisal. C) selection and placement. D) job redesign.

C

The criterion problem is characterized by two elements. First, practitioners must decide between using multiple or composite criteria. Second, practitioners must determine how to address: A) counterproductive work behaviors. B) criterion relevance. C) dynamic criteria. D) the lack of available objective criteria.

C

The social-psychological climate in which performance appraisal takes place is known as the: A) halo. B) politics. C) context. D) culture.

C

The type of rating format most prone to rater error is: A) the behaviorally anchored rating scale (BARS). B) forced distributions. C) checklists. D) an employee comparison method

C

Usually, Casey is very friendly with customers. Last week, however, she had a bad day, and lost her temper with a customer in front of her supervisor. If her supervisor rates her poorly on customer service, that supervisor may be making which type of error? A) leniency B) severity C) recency D) primacy

C

When helping to develop behaviorally anchored rating scales (BARS), a bank teller writes that an example of low effectiveness would be giving a customer the wrong amount of cash during a transaction. The bank teller is giving a: A) distribution error. B) retranslation. C) critical incident. D) graphic account.

C

When selecting an administrative assistant, a supervisor mentions that the assistant's customer service skills might be much more important than his or her typing skills for proper job performance. In this case, one might recommend that the supervisor use a(n) _____ composite criterion when hiring her assistant. A) equally weighted B) unit-weighted C) unequally weighted D) dynamically weighted

C

Which method of job analysis is administered on the computer? A) Job Element Method B) Task Inventory Approach C) Common-Metric Questionnaire D) Functional Job Analysis

C

Which of these is NOT an assumption held by proponents of 360-degree feedback? A) Employees like being involved in the performance appraisal process. B) Using multiple sources allows us to overcome any biases of a single rater. C) Self-ratings will be harsher than supervisor and peer ratings. D) Multiple raters allow for a broader and more accurate view of performance.

C

Which of these is a class of information in the O*NET Content Model? A) leader characteristics B) retirement requirements C) occupational requirements D) typical worker satisfaction with the job

C

Which of these is the BEST description of a strategic job analysis? A) a technique for researching jobs that helps CEOs determine which jobs are more strategically important B) a job analysis in which only the most key components of the job are recorded C) a process of collecting information about how a job is likely to evolve in the future D) a job analysis in which the goal is to reduce the number of jobs into the lowest number possible to get the work completed

C

_____ is a technique based on job analysis that determines the worth of particular jobs to organizations. A) Job specification B) Job description C) Job evaluation D) Job logging

C

_____ is the condition in which a measure assesses something that is not part of the ultimate criterion. A) Criterion relevance B) Criterion sensitivity C) Criterion contamination D) Criterion deficiency

C

A department store manager wants to foster positive employee reactions toward its appraisal system. An I/O psychologist should suggest that the manager: A) assess personality in the employee hiring process. B) use only the low end of the rating scale when making ratings. C) base her ratings on global evaluations of the employees. D) allow employees to participate in meetings to improve the rating scales.

D

A sales manager decides to evaluate his representatives based only on the dollar values of their sales each month. A colleague points out that some of his representatives have very large, wealthy regions, whereas others have sparsely populated, poorer regions. The colleague suggests that the dollars in sales might be more of a reflection of the wealth of the region rather than of the representative's performance. The colleague is suggesting the measure has poor: A) reliability. B) deficiency. C) sensitivity. D) relevance.

D

According to Campbell's taxonomy of performance, if a lawyer goes to the office on a holiday to review his or her cases and prepare for the next week, that behavior is best described as: A) job-specific task proficiency. B) non-job-specific task proficiency. C) supervision. D) demonstrating effort.

D

According to Schmidt and Kaplan (1971), composite scores should be used _____, while individual predictor scores should be used _____. A) to examine how individual predictors affect performance; to make a hiring decision B) for selection purposes; for training purposes C) for training purposes; for selection purposes D) to make hiring decisions; to examine how individual predictors affect performance

D

According to the text, it is important for criteria to be relevant, reliable, fair, practical, and: A) substantive. B) objective. C) subjective. D) sensitive.

D

According to the textbook, it is important for criteria to be relevant, reliable, sensitive, practical, and: A) formidable. B) objective. C) subjective. D) fair.

D

Alex assesses the performance of his managers by having their subordinates provide ratings of how effective they believe their manager is. This would be an example of a(n) _____ criterion. A) deficient B) contaminated C) objective D) subjective

D

An I/O psychologist interested in measuring performance decides to use supervisor ratings. Supervisor ratings are an example of a(n): A) composite criterion. B) objective criterion. C) ultimate criterion. D) actual criterion.

D

BYara has determined that, in terms of her bartenders' performance, it is much more important for them to make customers feel comfortable than it is for them to pour drinks correctly. If she uses unequal weighting when evaluating performance, this means that: A) she weights each bartender differently, depending upon whether he or she makes customers comfortable. B) in some evaluations she focuses more on customer service, and on other evaluations she focuses more on how her employees pour drinks. C) customer service and skill in pouring drinks are equally important in her performance evaluations. D) she tends to weight customer service more heavily than pouring drinks when she evaluates her bartenders.

D

Erin is addressing job incumbents. She will administer an instrument that consists of 2,077 items and is organized along 80 dimensions. Which worker-oriented technique is Erin using? A) Position Analysis Questionnaire B) Job Element Method C) Work Design Questionnaire D) Common-Metric Questionnaire

D

Even though Emiliana's job performance has not changed over the past year, she received a higher evaluation this year because she has become better friends with her boss. This is an example of _____, which leads to _____. A) measure reliability; criterion deficiency B) measure reliability; criterion contamination C) bias; criterion deficiency D) bias; criterion contamination

D

Functional job analysis (FJA) is an example of a _____, while the Job Element Method (JEM) is an example of a _____. A) worker-oriented approach; task-oriented approach B) worker-oriented approach; hybrid approach C) hybrid approach; worker-oriented approach D) task-oriented approach; worker-oriented approach

D

In a Functional Job Analysis, tasks are rated on three factors: A) inputs, outputs, and processes. B) tangibles, intangibles, and other. C) knowledge, skills, and abilities. D) people, data, and things.

D

In a statistical sense, the percentage of variance in the ultimate criterion that can be accounted for by the actual criterion is known as: A) practicality. B) sensitivity. C) reliability. D) relevance.

D

In order to ensure our performance appraisal system evaluates job-relevant criteria, we typically rely on: A) goal setting. B) training. C) developmental planning. D) a job analysis.

D

In studying the productivity of National Hockey League players, Day, Sin, and Chen (2004) found that: A) performance declines when individuals are promoted to leadership roles. B) performance is unpredictable over time. C) performance is stable and generally remains the same over time. D) performance levels appeared to change as a function of leadership responsibilities.

D

In the Dictionary of Occupational Titles (DOT), the "task element statements": A) provide a general description of the job. B) are made up of a nine-digit code that provides information about the job. C) indicate tasks that can be done by this position but are not typically considered part of the job. D) precisely describe what is done on the job.

D

In the Task Inventory Approach to job analysis, task statements may be generated by: A) new employees who have just started the job. B) the CEO of another company. C) retirees who have never held that job. D) anyone with knowledge of the job, including supervisors, incumbents and I/O psychologists.

D

Jayson is conducting a job analysis for the job of kindergarten teacher. He focuses on describing the various employee characteristics (e.g., playful, patient, observant). Which of these describes Jayson's approach to job analysis? A) personality-oriented B) task-oriented C) element-oriented D) worker-oriented

D

Jeff wants a favorable appraisal from his boss, so he provides exceptional customer service whenever his boss is standing nearby. Jeff has engaged in: A) self-efficacy. B) upward appraisal. C) leader-member exchange. D) impression management.

D

KSAOs constitute the knowledge, _____, abilities, and other characteristics needed for a job. A) senses B) strategies C) schemas D) skills

D

Kirk finds completing performance appraisals to be exhausting, so he does not bother to spend extra time reviewing his employees' performances. Instead, he gives them all ratings of 2.5 out of 5 without differentiating between good and poor performers. Kirk has likely committed the error of: A) severity. B) halo. C) first impression. D) central tendency.

D

Monique works in the HR department of an organization. She needs to implement a performance appraisal format that is easily developed and then easily used by an organization. Monique should use: A) behaviorally anchored rating scales (BARS). B) employee comparison procedures. C) critical incidents. D) checklists.

D

Nurudeen et al.'s (2015) research indicated that surgeons who underwent a 360-degree feedback process: A) disliked the process and refused to participate in any additional 360-degree feedback sessions. B) believed the rating were inaccurate. C) failed to lead to any meaningful changes in a surgeon's practice. D) by a good majority (80%) would be willing to participate in future 360-degree evaluations.

D

One drawback to the development of a behaviorally anchored rating scale (BARS) as an appraisal format is the: A) lack of precision in the dimensions. B) lack of precision in the anchors. C) criticism from raters and ratees. D) substantial investment of time and money.

D

One of the major criticisms of the Position Analysis Questionnaire is that: A) the time required to complete it is very long. B) its reading level rules out more educated incumbents. C) it ignores the specific job tasks. D) it is not well-suited for managerial jobs.

D

One of the major distinctions between task performance and contextual performance is that: A) contextual performance is more likely to be formally instituted by the organization on a performance appraisal form. B) contextual behaviors vary greatly across jobs, whereas task behaviors are similar across jobs. C) contextual performance is not relevant to employees outside the United States. D) task activities have different antecedents than do contextual performance.

D

Research has demonstrated that an employee who has strong performance in the first six months on the job may not have very strong performance for the next six months on the job. This finding supports the existence of: A) composite performance. B) incremental performance. C) unidimensional performance. D) dynamic performance.

D

Research on telework and job performance indicates that telework has a: A) positive relationship with task performance, but a negative relationship with contextual performance. B) negative relationship with task performance, but a positive relationship with contextual performance. C) negative relationship with both task performance and contextual performance. D) positive relationship with both task performance and contextual performance.

D

Sara, an I/O psychologist, develops a performance appraisal system that measures employee leadership effectiveness, attendance, and team performance, and combines these into a single performance index. Which type of criterion has Sara created? A) static B) dynamic C) contextual D) composite

D

Steven, a manager, is providing performance ratings for his employees. Chetana, one of his employees, has been doing a very poor job. However, Steven is worried her poor performance will reflect badly on him, so he rates her higher than she deserves. This undeserved high rating is an example of: A) criterion relevance. B) criterion deficiency. C) criterion desensitization. D) criterion bias.

D

The O*NET is an example of a _____, while the Position Analysis Questionnaire (PAQ) is an example of a _____. A) worker-oriented approach; task-oriented approach B) worker-oriented approach; hybrid approach C) hybrid approach; worker-oriented approach D) task-oriented approach; worker-oriented approach

D

The best-known job analysis method is the: A) Common-Metric Questionnaire. B) Job Element Method. C) Task Inventory Approach. D) Position Analysis Questionnaire.

D

To conduct a job analysis for the job of a cook, Alan is gathering information about the work that cooks do as well as about the cooks who perform the work. Which approach to job analysis is Alan employing? A) position-oriented B) task-oriented C) worker-oriented D) hybrid

D

Which of these is NOT a compensable factor? A) effort B) skill C) working conditions D) work design

D

A bad grade in a course is an example of: A) a positive appraisal. B) a negative appraisal. C) an upward appraisal rating. D) a critical incident.

B

A manager rates women who take maternity leave lower on their performance evaluations. Because the employees view this rating as inappropriate and unreasonable, this measure of performance lacks: A) reliability. B) fairness. C) sensitivity. D) relevance.

B

A performance management system typically includes: A) critical incidents. B) objective goal setting. C) subjective goal setting. D) organizational-profit forecasting.

B

A _____ is a collection of _____. A) position; tasks B) position; jobs C) task; positions D) element; positions

A

A performance management system typically does NOT include: A) sales forecasting. B) continuous coaching. C) developmental planning. D) performance appraisal.

A

_____ delineate the KSAOs deemed necessary to perform the job and describe the people requirements. A) Job specifications B) Job descriptions C) Job evaluations D) Elements

A

Which of these is NOT an example of a counterproductive behavior? A) theft B) abuse of others C) anger D) withdrawal behaviors

C

. In the event that a job evaluation identifies someone who is being undercompensated, the organization might consider: A) firing that person. B) eliminating that person's benefits. C) asking that person to serve as an SME in a job analysis. D) providing that person with a wage increase.

D

16. To conduct a job analysis for the job of truck driver, Joshua is gathering information about the work of truck driving as well as about the truck drivers who perform the work. Which approach to job analysis is Joshua employing? A) task-oriented B) element-oriented C) worker-oriented D) hybrid

D

Research has suggested that individuals who are particularly uncomfortable in evaluating others are more likely to: A) provide lenient ratings. B) provide harsh ratings. C) fall victim to the central tendency error. D) demonstrate highly accurate ratings.

A

A professor decides to use student attendance in an I/O class as a way to gauge student performance. In this case, student attendance is the _____ and student performance is the _____. A) actual criterion; ultimate criterion B) ultimate criterion; actual criterion C) predictor; criterion D) criterion; predictor

A

A real-world representation of all aspects of performance that define success on the job is known as the: A) actual criterion. B) ultimate criterion. C) composite criterion. D) objective criterion.

A

A recent meta-analysis has indicated that when groups engage in more organizational citizenship behaviors (OCBs): A) they tend to have better social processes, such as coordination and communication. B) they tend to spend more time socializing and less time on task-related behaviors. C) they tend to have lower performance and profit margins. D) they also experience an increase in counterproductive work behaviors.

A

A study showed that raters who had low trust in the Trust in the Appraisal Process Survey (TAPS) were: A) more lenient raters than those who had higher trust. B) more severe raters than those who had higher trust. C) likely to commit fewer rating errors than those who had higher trust. D) likely to have lower discomfort in evaluating others.

A

A supervisor is examining his sales representatives' sales numbers, and they seem to be random. Whoever is the top salesperson one month might be the lowest the next month. This measure of performance lacks: A) reliability. B) practicality. C) sensitivity. D) relevance.

A

A type of training that is focused on calibrating raters' scores and involves practice exercises to improve appraisal accuracy is known as: A) Frame of Reference (FOR) Training. B) Behavioral Observation Training. C) Rater Error Training. D) Cognitive Processing Training.

A

According to the point-system approach: A) an individual who works in dangerous conditions should receive more compensation. B) men should receive more points than women. C) parents should have more flexible deadlines than nonparents. D) employees should receive point rewards for doing good work.

A

One disadvantage of the forced-distribution method of evaluation is that: A) as poor performers are fired, employees who were once average start to fall into the bottom levels of these ratings. B) it allows too many employees to be categorized as "Average." C) it lacks construct validity. D) it leads to mass layoffs.

A

Recent research suggests that _____ is an important predictor of counterproductive work behaviors. A) stress B) OCBs C) pay D) task significance

A

Which of these describes why range restriction in performance ratings is a problem for organizations? A) The ratings do not discriminate between effective and ineffective employees. B) Managers are held accountable to a standard for rating they cannot obtain. C) Managers have to engage in impression management with their superiors. D) Managers know only how their highly effective subordinates have performed.

A

Which of these is a part of the feedback process? A) attending to the feedback B) ignoring the feedback C) refuting the feedback D) rejecting the feedback

A

A researcher finds that the performance of managers notably improves once managers have been in their position for six months. Because the managers' performance predictably changes over time, this might be an example of: A) composite performance. B) dynamic performance. C) unidimensional performance. D) incremental performance.

B

Fred is planning to conduct a job analysis of bus drivers and decides to survey incumbents to gather information about the job. This means he will be surveying: A) customers who ride the buses. B) current bus drivers. C) the supervisors of current bus drivers. D) I/O psychologists who possess expertise on bus driving.

B

Greg, a manager at a car repair shop, must identify one-third of his mechanics as above average, one-third as average, and one-third below average. Greg is being asked to use a: A) rank-ordered comparison. B) forced distribution. C) normal distribution. D) paired comparison.

B

I/O researchers have often debated about how to measure performance appropriately. This area of debate and research is generally referred to as the: A) contextual versus task debate. B) criterion problem. C) subjective/objective issue. D) multiple versus composite argument.

B

If employees are rated on a 1-5 scale for both customer service and attendance, but customer service is considered twice as important as attendance, employees should be evaluated using: A) equal weighting. B) unequal weighting. C) primary weighting. D) secondary weighting.

B

One of the major criticisms of the Position Analysis Questionnaire is that: A) the time required to complete it is very long. B) its reading level rules out less-educated incumbents. C) it ignores the specific job tasks. D) it is geared toward managerial jobs only.

B

Rick has caused a coworker to miss an important deadline by withholding important information about their work. Rick has engaged in _____ behavior. A) expatriate B) counterproductive C) subjective D) task

B

The due process metaphor view of performance appraisal emphasizes: A) the accuracy of rating. B) the judgments based on evidence. C) written instructions for rating behavior. D) the type of rating format used.

B

When Renata conducts a job analysis, she realizes that the employees are spending far too much time on one component of their job because of outdated equipment. In this case, the job analysis will be helpful for: A) training. B) job redesign. C) job evaluation. D) competency modeling.

B

Which approach can help improve rater accuracy? A) Rater Error Training B) Frame of Reference (FOR) Training C) Rating Enhancement Approach D) Rating Accuracy Calibration

B

According to the terminology presented in the textbook, which list presents the terms from the smallest and most specific to the largest and most general? A) task, element, position, job B) task, element, job, position C) element, task, position, job D) element, task, job, position

C

Campbell's model of performance includes a total of _____ factors. A) 3 B) 5 C) 8 D) 12

C

In a Functional Job Analysis, the category "data" is defined as the extent to which the: A) job requires employees to be able to physically perform certain tasks. B) job requires employees to get along with others. C) job requires the employee to work with information, ideas, and facts. D) job requires the employee to be able to type quickly.

C

Job _____ involves categorizing jobs into families. A) specification B) description C) classification D) placement

C

Of these job analysis techniques, which one is aimed at directly at connecting job analysis to the selection context by identifying the knowledge, skills, abilities, and other characteristics (KSAOs) necessary for successful performance? A) the Position Analysis Questionnaire B) the Common-Metric Questionnaire C) the Job Element Method D) the Task Inventory Approach

C

On average, women earn about _____ of what men earn. A) 23% B) 64% C) 77% D) 116%

C

On her first day on the job, Caryn said something rude to one of her coworkers. Since then, however, she has always been polite and friendly to her coworkers. If her supervisor rates her as being impolite on her performance evaluation, that supervisor may be making which type of error? A) leniency B) recency C) primacy D) similar-to-me

C

Research has indicated that in terms of organizational citizenship behaviors and counterproductive work behaviors: A) the antecedents are very dissimilar. B) never co-occur. C) counterproductive work behaviors appear to be more strongly related to group and individual performance. D) are both very harmful to productivity.

C

Research suggests that _____ is a key predictor of positive reactions to a performance appraisal system. A) age B) leniency C) participation D) tenure

C

What is a basic belief about work-oriented approaches to job analysis that are reflected in the CMQ? A) It is better to administer a paper-and-pencil measure than to use a computer-based measure. B) Work activities must be described at a very precise level compared to the typical task statement. C) The rating scale must have the same meaning across all jobs. D) The worker-oriented approach is inferior to the task-oriented approach.

C

When Javier conducts a job analysis, he uses the information gained to redesign the evaluations supervisors complete for people in that position. In this case, the job analysis will be helpful for: A) training. B) job redesign. C) performance appraisal. D) selection.

C

When raters give higher ratings to people who have the same beliefs and attitudes, it is known as the _____ error. A) just-like-me B) self-enhancement C) similar-to-me D) self-promotion

C

A performance management system typically includes: A) layoffs. B) continuous coaching. C) organizational restructuring. D) organizational-profit forecasting.

D

One reason organizations use 360-degree feedback is that: A) participants take the results more seriously. B) it is simple, cheap, and quick. C) it is more defensible in court than other types of feedback. D) participants are happier because they are involved in the process.

D

One recent use of O*NET is to use the Occupational Interest Profiles (OIPs) to help: A) employees conduct mock interviews. B) treat carpal tunnel. C) develop the DOT. D) assist in career counseling.

D

Organizational citizenship behaviors and counterproductive work behaviors share a _____ correlation. A) strong positive B) moderate positive C) strong negative D) moderate negative

D

Probably the most typical objective criterion is: A) turnover. B) absence. C) effort. D) productivity.

D

Raters who are going to judge student projects at a science fair have to attend several sessions at which they learn about the rating scales they will use, and they will have opportunities to view examples of good versus poor science fair projects. This type of training is known as: A) Rater Error Training B) Rater Efficacy Training C) State-of-Mind Training D) Frame of Reference (FOR) Training

D

The study conducted by Day, Sin, and Chen (2004) on National Hockey League players indicated that: A) performance varies randomly. B) an individual's level of productivity remains constant over time. C) performance is stable over time. D) performance improves when individuals were promoted to leadership roles.

D

The textbook defines performance as _____ that are relevant to the organization's goals. A) important core beliefs B) job-related attitudes C) job related thoughts D) actual on-the-job behaviors

D

There are two major types of job analysis: A) explicit and implicit. B) overt and covert. C) objective and subjective. D) worker-oriented and task-oriented.

D

When we talk about performance, we are talking about: A) beliefs. B) attitudes. C) thoughts. D) behaviors.

D

_____ is the condition in which a measure fails to measure some aspect of the ultimate criterion. A) Criterion relevance B) Criterion bias C) Criterion contamination D) Criterion deficiency

D

Performance appraisal can be used to make important personnel decisions, such as: A) which employees need more motivation. B) when an employee can be fired. C) which employees feel satisfied. D) which employees are stressed.

B

According to the text, it is important for criteria to be fair, reliable, sensitive, practical, and: A) relevant. B) objective. C) subjective. D) contaminated.

A

The most basic level of work is made up of the _____ of work, which combine to form _____. A) aspects; elements B) elements; tasks C) tasks; elements D) tasks; aspects

B

The outcome of job analysis that presents the task requirements of a job is the: A) job evaluation. B) job description. C) job specifications. D) element statement.

B

70. Recent research has indicated that organizational citizenship behaviors may be particularly helpful for employees who are: A) female. B) male. C) expatriates. D) parents.

C

In one job analysis approach, experts generate task statements that are then given to incumbents of that job, who check off which tasks they do on the job. This technique is known as the: A) Task Inventory Approach. B) Task Checklist Approach. C) Job Element Method. D) Common-Metric Questionnaire.

A

The oldest types of rating scales used in the evaluation of performance are known as: A) behaviorally anchored rating scales (BARS). B) graphic rating scales. C) employee comparisons. D) feed-forward interviews.

B

Which of these is a step in the creation of a BARS scale? A) re-sorting incidents into dimensions B) counting how many critical incidents fit into each dimension C) surveying applicants to see if they like the scale D) rating the social desirability of each item

A

According to Campbell's model of job performance, which of these is the BEST example of maintaining personal discipline? A) A tour guide spends her lunch break reading a history book that will allow her to make her tours more interesting for customers. B) A chemist orders new flasks and other materials for the lab. C) A piano teacher sends a bill to one of his customers. D) A sales representative presents her progress on sales goals to the rest of her team.

A

In their classic article on handling criteria, Schmidt and Kaplan (1971) argue that when making hiring decisions most applied psychologists should: A) use a weighted composite for hiring, and then examine the relationships between predictors and the various criteria. B) examine multiple criteria in light of predictor variables without combining them into a composite. C) treat performance as a single construct. D) weight the criterion dimensions the same as those used for termination decisions.

A

In which example might an organization decide to pay someone less than is suggested by a job evaluation? A) The position is popular among mid-difficulty managers because it is a good stepping-stone to upper-difficulty management positions. B) The position tends to be male-dominated. C) The position requires someone spend time in dangerous conditions. D) Other companies pay individuals in that position well.

A

Initial research on feedforward interviews (FFIs) found that: A) employees who underwent FFIs improved their performance more than employees who underwent traditional performance appraisals. B) employees who underwent traditional performance appraisals improved their performance more than employees who underwent FFIs. C) there was no noticeable difference between employees who experienced an FFI and employees who experienced a traditional performance appraisal. D) employees strongly disliked FFIs.

A

Which of these is an example of the contextual performance dimension known as organizational courtesy? A) a server who stays after work to help another server wait on a large group of people B) a bus driver who is friendly and attentive to children, even when he is in a bad mood C) a store clerk who encourages his friends to shop at the store where he is employed D) a construction worker who always follows safety procedures

A

Which of these is an example of using performance appraisal to make a personnel decision? A) choosing which employees to demote B) providing an employee with feedback on her performance C) providing an employee with a list of skills she needs to develop to earn her next promotion D) providing an employee with a list of his strengths

A

_____ were a focus of much of the early research on performance appraisal. A) Rating formats B) Reaction criteria C) Distribution errors D) Critical incidents

A

A study by Ilies and colleagues suggested that one way to reduce counterproductive work behaviors (CWBs) is by: A) firing individuals who are caught engaging in CWBs. B) providing feedback to employees about the negative effects their CWBs have on the organization. C) providing financial incentives for not engaging in CWBs. D) requiring them to engage in more OCBs.

B

All aspects of performance that describe success on the job, although in actuality they can never be completely defined and measured, are known as the: A) actual criteria. B) ultimate criteria. C) composite criteria. D) objective criteria.

B

In the event that a job evaluation identifies someone who is being overcompensated, the organization might consider: A) eliminating that person's benefits. B) instituting a hiring freeze for that position. C) moving that person into a different job family. D) provide that person with a wage increase.

B

In the research conducted by Werner and Bolino (1997), which of these was identified as one of the most important criteria used by the courts in deciding performance appraisal discrimination claims? A) type of rating format used B) the use of job analysis C) length of appraisal form D) time spent to develop appraisal

B

Job analysis is the process of _____ a job. A) developing B) defining C) adding D) eliminating

B

The principal of a school wants to measure performance by having trained observers watch teachers in their classes for at least a week and check off what behaviors each teacher is engaging in that are effective. The superintendent points out that this method of measuring performance is extremely time-consuming and expensive. In this case, the performance measure lacks: A) reliability. B) practicality. C) sensitivity. D) relevance.

B

The systematic review and evaluation of job performance is known as: A) job evaluation. B) performance appraisal. C) critical evaluation. D) content appraisal.

B

The type of rating format that is most strongly disliked by ratees is: A) the behaviorally anchored rating scale (BARS). B) forced distributions. C) checklists. D) FFIs.

B

Selena has a number of tasks she must complete, such as working with customers, taking inventory, and managing her team. These tasks define her: A) element. B) task. C) position. D) career.

C

Sheila performs many activities that help maintain the broader organizational, social, and psychological environment. She would therefore likely receive high ratings with regard to: A) task performance. B) expatriate performance. C) contextual performance. D) dynamic performance.

C

Sondra assesses the performance of her manufacturing employees by keeping track of how many of the products they produce are defective. This would be an example of a(n) _____ criteria. A) dynamic B) deficient C) objective D) subjective

C

_____ performance describes work-related activities, while _____ performance describes activities that help to maintain the broader organizational, social, and psychological environment. A) Dynamic; static B) Static; dynamic C) Task; contextual D) Contextual; task

C

The primary disadvantages of which performance appraisal format are its lack of precision in its dimensions and its anchors? A) employee comparison procedures B) checklists C) behaviorally anchored rating scales (BARS) D) graphic rating scales

D

Which of these is a step in conducting a point-system job evaluation? A) SMEs use a job analysis to identify compensable factors. B) Supervisors use subjective ratings of employee performance to assign wages. C) Jobs are given equal point values regardless of compensable factors. D) Employees who have low or negative point values are laid off.

D

Which of these is an example of the contextual performance dimension known as civic virtue? A) a cashier who takes on extra responsibilities to help another cashier leave work on time B) a teacher who continues to work despite a salary reduction and school budget cuts C) a waiter who encourages his friends to eat at the restaurant where he is employed D) an engineer who always turns in technical reports on time and who follows safety procedures

D

Which of these is an example of using performance appraisal for a developmental purpose? A) choosing which employees to demote B) choosing which employees to promote C) providing documentation to justify why a certain employee receives a raise D) providing an employee with a list of his or her strengths

D

Which of these is an issue related to the social-psychological context in which performance appraisal takes place? A) pay levels B) the role of organizational strategy C) the use of critical incidences to generate BARS items D) employee participation in the appraisal process

D

Which statement about performance appraisal research is true? A) Paired comparisons are clearly superior to other rating format types. B) Employee comparison methods are clearly superior to other rating format types. C) Companies most often use checklists as their preferred rating format. D) Companies most often use a hybrid of a graphic rating scale and a BARS

D

ericho gives all his subordinates low ratings on their appraisals in an effort to intimidate them. Jericho is making which type of rating error? A) central tendency B) halo C) leniency D) severity

D