I/O Psych Test Ch. 4
Campbell's model of performance suggests that all jobs include at least _____ factors. A) 2 B) 5 C) 8 D) 12
C
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
Which of these would be an example of an objective criterion? A) accidents B) peer ratings C) supervisor ratings D) effectiveness
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 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
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
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
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
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
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
Which of these refers to the stability or consistency of a measure? A) reliability B) sensitivity C) relevance D) practicality
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
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 contributing factor to criterion contamination is: A) bias. B) fairness. C) validity. D) contextual performance
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 _____ is an important predictor of counterproductive work behaviors. A) stress B) OCBs C) pay D) task significance
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
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
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 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 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
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
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
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 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
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
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
Having a particularly unreliable measure of performance can increase: A) criterion relevance. B) criterion prediction. C) criterion contamination. D) criterion deficiency.
C
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
Campbell's model of performance includes a total of _____ factors. A) 3 B) 5 C) 8 D) 12
C
One contributing factor of criterion contamination is: A) validity. B) fairness. C) random measurement error. D) contextual performance.
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 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
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
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 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 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
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 of these is NOT an example of a counterproductive behavior? A) theft B) abuse of others C) anger D) withdrawal behaviors
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
_____ 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
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
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
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
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
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
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 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
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 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
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
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
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 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
When we talk about performance, we are talking about: A) beliefs. B) attitudes. C) thoughts. D) behaviors.
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
_____ 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
