PSYC 3593 Final
active learning
Learning by doing, for example writing, speaking, creating, participating in class; more effort the better you learn
Which of these is a distributional error in performance appraisal? A) inaccuracy B) central tendency C) implicit prototypes D) halo
B
BI
Behavioral intention
Research has shown that active users of onsite childcare centers:
Were more likely to believe that the center was a good recruitment tool for the company than nonusers did.
Determination
Western cultures tend to indicate that ____ is important to leadership.
Unemployment
When a worker is in a job that, by some standard, is inferior or below his or her capacity or ability.
skill variety
doesn't involve the same old thing every day.
task significance
employee's task appear to matter to coworkers or others in society at large.
participate leader behaviors
encourage subordinates to take an active role through mentoring, guidance, and coaching.
Research in South Korea suggests that leaders high in emotional intelligence are effective because they:
engage in more transformational behaviors.
solomon four-group design
groups as well as two control groups, allowing us to draw several useful comparisons.
The process of increasing the motivating potential ofjobs by strengthening the key motivating characteristics identified by job characteristics theory is referred to as:
job enrichment
great man/great woman theory
leaders are born not made.
how can training be delivered?
lecturing, on-the-job, self-directed techniques, work simulators, technology-based, audiovisual techniques, distance learning, E-learning, orientation/socialization and corporate universities
An ongoing study on culture and leadership is known as:
the GLOBE project.
utility
the degree to which a selection battery is useful and cost efficient
results criteria
the ultimate value of the training program to the company
Strengths of the theory
-can cover people's non-volitional behavior which cannot be explained by TRA -an individual's behavioral intention cannot be the exclusive determinant of behavior is incomplete. By adding PBC, the TPB can explain the relationship between behavioral intention and actual behavior -includes social norm as a factor
strategies to reduce inequities
-underpayment: greater than outcomes; lesser than input; change comparison others. -overpayment: greater than inputs; lesser than outcomes; distort the situation.
Creating a new vision for an organization is the focus of the organizational development intervention referred to as:
Transformation
Joe recognizes, expresses, understands, and evaluates his own and others' emotions. Joe will likely score high on: A) openness to experience. B) emotional intelligence. C) conscientiousness. D) citizenship behavior.
B
Melody is applying to work as a firefighter. During the selection process, she must successfully put out a small, controlled flame using a fire extinguisher. This fire extinguisher test is best described as a: A) speed test. B) performance test. C) power test. D) psychometric test.
B
_____ is the most useful measure of dispersion and is calculated by subtracting scores from the mean, adding the squared differences, and dividing the sum by the total number of scores. A) Range B) Variance C) Standard deviation D) Mode
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
n terms of their educational training, most I/O psychologists have: A) received training from the APA. B) obtained a PhD in I/O psychology. C) earned a PhD from a business school. D) attended graduate school outside of the United States and Canada.
B
Why when the individual test batteries are added up we don't get our overall test battery (√r)?
Because there is some overlap/redundancy among the predictors; the predictors are slightly correlated
The goal of science that involves the accurate portrayal of a certain phenomenon is known as: A) control. B) explanation. C) description. D) evaluation.
C
The goals of a selection battery are to_____ the number of hits and correct rejections and to _____ the number of misses and false alarms. A) minimize; maximize B) minimize; minimize C) maximize; minimize D) maximize; maximize
C
If Gary believes that a valid test for police officers in Philadelphia would NOT be valid for police officers in Pittsburgh, he believes in: A) validity shrinkage. B) validity generalization. C) validity overlap. D) situational specificity.
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 Functional Job Analysis, tasks are rated on three factors: people, things, and: A) objectives. B) descriptors. C) positions. D) data.
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
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
The TLC Company has established a rewards Committee that meets monthly to determine the Employee of the Month. The Reward Committee represents a(n):
Formal group
training
Formal procedures used by the organization to facilitate employee learning & behaviour change that will serve the organization's goals.
In a recent created group, group members are getting to know about one another and are on their best behavior. This group is most likely in the _____ stage of group development.
Forming
According to Wexley and Silverman (1993), which is NOT one of the workplace factors that contributes to employees "working scared"?
Having more supervision than ever before
Which of the following accurately describes a research finding on dual-earning couples?
Husband's work-family enrichment was negatively related to wives' depression one year later
Which of the following statements BEST describes the relationship between job satisfaction and performance?
Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance
Susan believes that, as a mother, she is supposed to take her child to playdates and make friends with other mothers. Courtney, who is also a mother, believes that her child has plenty of interaction with other children at school, so she, Courtney, does not need to organize playdates. Susan and Courtney have different ____ for being a mother.
Role Concepts
episodic stress
This type of stress is usually seen in people who make self-inflicted, unrealistic or unreasonable demands which get all clamoured up and bring too much stress in their attempt to accomplish these goals.
_____ is a form of leadership where the interaction between leader and follower raises both to higher levels of motivation and morality than they would achieve individually.
Transformational leadership
True or False: 9/10 Americans are moderately or very satisfied with their jobs
True
What is the first factor that affects the utility of the selection battery?
Validity
Scientific Management
Which school of thought was based on the notion that there is one best way to get the job done?
Recent research on implicit leadership theory (ILT) has indicated that subordinates give more favorable ratings to:
Whites and males.
According to research on gender and leadership, which statement is true?
Women emerge more often as leaders in socially oriented situations.
Cross-Functional Teams
Work teams that are composed of members from diverse departments of the organization, each with its own function; also called project teams.
Lori had a great day at work and has a positive attitude. When she arrives home, she maintains this positive attitude and is in a particularly good mood with her family. Lori is experiencing:
Work-Family Enhancement
Lori had a great day at work and has a positive attitude. When she arrives home, she maintains this positive attitude and is in a particularly good mood with her family. Lori is experiencing
Work-Family Enrichment
According to House's (1971) path-goal theory, leader behaviors that stress subordinates' personal accomplishments and encourage excellent performance are known as:
achievement-oriented leader behaviors.
Validation study
determines the extent to which a predictor or battery of predictors is related to the criterion or interest, such as on-the-job performance
demographic analysis
determining the specific training needs of various demographic groups, such as those protected by civil rights legislation
According to House's (1971) path-goal theory, leader behaviors that clarify performance goals and evaluation standards are known as:
directive leader behaviors.
Chang has given up trying to achieve an "A" in her psychology course because she believes that it has become impossible to earn that grade. According to control theory, Chang's belief represents:
disengagement
coping
efforts that help people manage or reduce stress
According to Fiedler, it is best to have task-oriented leaders when a situation has:
either very high or very low control.
affective commitment
emotional attachment to an organization, characterized by a strong belief in and acceptance of the organization's goals and values, a willingness to exert effort on behalf of the organization, and a strong desire to remain a part of the organization
Burnout is characterized by depersonalization, reduced personal accomplishment, and:
emotional exhaustion
The ability to assess and manage one's own emotions as well as understand the feelings others is known as:
emotional intelligence.
The effort, planning, and control required by employees in order to express organizationally desired emotions during interpersonal interactions is known as:
emotional labor
W'
empirically derived weight/coefficient
task identity
employees can point to some aspect of their work as being the result of their own efforts.
perceived organizational support (POS)
employees' global beliefs concerning the extent to which the organization values and cares about them
organizational justice
equity has served as the foundation of this topic; the study of people's perceptions of fairness in organizational contexts.
transformational theory
focus on leader's ability to change members values/beliefs
new direction in leadership research
gender and leadership: social role theory leadership and intelligence: leaders often> intelligent than average follower
Monique views herself as someone who has the skills and experience that make her highly valuable to her company. Monique possesses:
generalized self-efficacy
"control beliefs"
gives rise to perceived behavioral control
If someone described Bonita as an "effective leader," they would probably mean that she:
has elicited successful performances from her team members.
Eastern cultures tend to indicate that _____ is important to leadership; Western cultures tend to indicate that _____ is important to leadership.
intelligence; determination
self-reactions
internal responses to self-evaluation.
Research on a person's burnout at work suggests that it:
is linked to certain characteristics of the job
instrumentality
is the perceived relationship between the performance of a particular behavior and the likelihood that a certain outcome will result from that behavior.
What does a validity of zero mean for a selection battery?
it means that making a selection decision with a battery that demonstrates zero validity is aken to random hiring
Which of the following is NOT a consequence of organizational commitment?
job level
The pleasurable, positive emotional state resulting from the cognitive appraisal of one'sjob or job experiences is known as:
job satisfaction.
In the 1950s, research on leadership was:
largely based on commonsense notions of leadership and social interactions.
Dulebohn and colleagues (2012) conducted a meta-analysis that suggests that _____ explain the most variance in LMX.
leader behaviors and perceptions
Research by Hendricks and Payne (2007) found that Big Five characteristics affect motivational constructs like _____, which in turn impact(s) leadership effectiveness.
leadership self-efficacy
pre/post design with a control group
two working groups that are assigned to the training condition and two others to a no-training condition
strains
undesirable personal outcomes resulting from the combined stressful experiences of various life domains
Which model suggests that rurnover results from a "shock to the system"?
unfolding model by Lee and colleagues
what happens to utility as validity increases?
utility increases
According to Peter Warr, is the extent to which employees gain prestige or a sense of accomplishment from their work.
valued social position
Research has shown that active users of onsite child-care centers:
were more likely to believe that the center was a good recruitment tool for the company than nonusers did
decision accuracy for hires
whether the hired applicants succeed or fail
The "feminine advantage" refers to the theory that:
women are more effective leaders because they are more inclusive and nurturing.
A main motivating factor for the increase in dual-earner couples is that:
women's incomes are now more similar to men's, compared to their incomes in the past
The degree of importance that work, in general, holds in an employee's life is known as:
work centrality
is a force that drives people to behave in a way that energizes, directs, and sustains work behavior.
work motivation
expectancy theory of motivation
workers do cost/ benefit analysis about work behavior before being motivated. Analysis is influenced by these factors: expectancy, instrumentality, and valence.
Amy, using an archival data set for her research, notices that the data were collected on March 1, 1999, from a group of army leaders. This data set is: A) longitudinal. B) cross-sectional. C) normally distributed. D) unobtrusive.
B
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
According to Wexley and Silverman (1993), which is NOT one of the workplace factors that contributes to employees "working scared"?
having more supervision than ever before
alderfer's ERG theory
he proposed that satisfaction is an internal state resulting from the attainment of one's goals. There are three categories of needs: existence needs, relatedness needs, and growth needs. All three can work/operate simultaneously.
herzberg's two-factor theory
he proposed that the determinants of job satisfaction were different from those of job dissatisfaction. In other words, providing employees with some things will result in job satisfaction and motivation, whereas providing them with other things will result in satisfaction that looks and feels more like neutral affect. Controversial at the time because it suggested that job satisfaction and job dissatisfaction were not at opposite ends of a continuum but, rather, were different constructs entirely.
expert
held by those who have specific expertise or proficiencies.
Anita is a leader who spends time organizing tasks for her subordinates, yet she also takes the time to support and encourage them. Anita is _____ in initiating structure and _____ in consideration.
high; high
Brandon is a leader who spends a great deal of time organizing tasks and schedules for his subordinates. He tends to spend very little time, however, supporting and encouraging them. Brandon is _____ on the initiating-structure dimension of behavior and _____ on the consideration dimension of behavior.
high; low
organizational psychology
the systematic study of dispositional and situational variables that influence the behaviors and experiences of individuals and groups at work.
audiovisual techniques
the use of audiovisual or multimedia presentations as the basis for training programs.
business simulations
the use of case studies in business education
emotion regulation
the ways in which individuals monitor their emotions and the expression of those emotions
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 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 events would be covered under the Family and Medical Leave Act? A) the birth of a child B) the serious illness of a pet C) permanent disability that prevents the employee from meeting the requirements of the job D) needing to leave work to vote in a presidential election.
A
Which of these explains why integrity tests have taken a more important role in selection? A) passage of the Employee Polygraph Protection Act B) research indicating that job candidates engage in faking behavior C) increasing rates of counterproductive behavior in the workplace D) an increasing number of arrests for white-collar crimes in the United States
A
Which of these is a Big Five personality factor? A) conscientiousness B) adaptability C) tolerance D) psychoticism
A
Which of these is a criterion of a good theory? A) usefulness B) empiricism C) entropy D) pseudoscience
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
Which of these is a goal of science? A) explanation B) evocation C) provocation D) recovery
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
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 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
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 is the most cost-effective testing method for selection? A) group tests B) individual tests C) hybrid tests D) power tests
A
Which of these is typically part of an assessment center? A) multiple exercises B) integrity tests C) psychomotor tests D) coworker ratings
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 represents the BEST approach for choosing tests to use in a selection battery? A) a minimal correlation between tests that each have unique predictive value B) a minimal correlation between tests that each have low r2 values C) a maximal correlation between tests that have highly overlapping predictive value D) a maximal correlation between tests and low multiple R
A
Which of these would NOT be a type of data collection one would use for an observational method of research? A) a lab experiment B) a survey C) a case study D) archival research
A
Which of these would be an example of an objective criterion? A) accidents B) peer ratings C) supervisor ratings D) effectiveness
A
Which option lists predictors from MOST valid to LEAST valid? A) general cognitive ability, assessment center, unstructured interview B) assessment center, general cognitive ability, unstructured interview C) unstructured interview, assessment center, general cognitive ability D) unstructured interview, general cognitive ability, assessment center
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
Which statement about situational judgment tests (SJTs) is true? A) They predict behavior beyond what is predicted by cognitive ability and personality. B) They are more valid when presented in paper-and-pencil form. C) They are less valid when based on a job analysis. D) They fail to predict contextual performance.
A
Which statement about work samples is true? A) They are one of the most valid predictors of job performance. B) Most applicants believe the tests lack face validity. C) They demonstrate a strong bias against younger applicants. D) They demonstrate poor criterion-related validity.
A
Which statistical and methodological technique is used for conducting quantitative literature reviews? A) meta-analysis B) deduction C) experience sampling methodology (ESM) D) correlation coefficient
A
Which type of test is most appropriate for evaluating the sensory abilities of a candidate for fighter pilot training? A) psychomotor B) emotional intelligence C) speed D) power
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
_____ 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
_____ is an approach to demonstrating the that a selection battery correctly predicts who will be effective on the job. A) Conducting a validation study B) Quota hiring C) Prima facie D) Reasonable accommodations
A
_____ is the extent to which we can draw causal inferences about the variables in an experiment. A) External validity B) Extraneous validity C) Content validity D) Internal validity
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
four main postulates underlying equity comparisons
(1) people strive to maintain a state of equity. (2) when inequity is perceived, a state of tension results. (3) when faced with this tension, people are motivated to reduce the tension. (4) the greater the magnitude of the perceived inequity, the greater the motivation to act to reduce the tension.
valence
(value)- the expected level of satisfaction to be derived from some outcome
The correlations between job satisfaction and counterproductive behavior range from:
-.10 to -.25
applied behavioral analysis: ABC model
-A=antecedents of behavior -B=the worst behavior -C=consequences of the work behavior
four leadership styles
-directive behavior -achievement-oriented leader behaviors -supportive leader behaviors -participate leader behaviors
Applications of TPB
-health studies: improve predictability of intention in various health-related fields such as condom use, leisure, exercise, and diet. -pro-social behaviors such as charitable giving -environmental psychology: generally, actions that are environmentally friendly carry a positive normative belief. (sustainable behaviors are widely promoted as positive behaviors) BUT even though there may be a behavioral intention to practice these behaviors, perceived BEHAVIORAL CONTROL can be hindered by constraints such as belief that one's behavior will not have any impact.
goal-setting theory
-important that workers participate in setting goals -specific/challenging goals with feedback -goals affect behavior in four ways: (1) direct attention toward a particular task/task element (2) mobilizes effort (3) allows persistence toward attainment (4) helps facilitate strategies toward attainment
three variables assess characteristics of work situation
-leader-member relations -task structure -position power
five types of power
-legitimate -reward -coercive -expert -referent
mcclelland's achievement motivation theory
-people have three worker motivated needs. -these needs vary in strength across individuals. (1) Need for achievement: driven to succeed. (2) Need for affiliation: driven to be liked. (3) Need for power: driven to be in control.
factors with leadership
-personality traits -intelligence and emotional intelligence -expertise, skill, and experience -level of participation in discussion -height, weight, and age -ethnicity -sex
five key components of EI
-self-awareness -self-management -self-motivation -social skills -empathy
Limitations of the theory
-some scholars claim that the theory of planned behavior is based on cognitive processing and have criticized the theory on those grounds.
control theory
-we compare our performance against some standard of performance -if they don't match, we seek to change performance -feedback about performance is essential
maslow's hierarchy of needs
-we have biological/ instinctive needs to satisfy -needs are arranged in a hierarchy -needs (from low to high): physiological, safety, love, esteem, self-actualization -lower-order needs must be satisfied before higher-order needs become motivating
How do we establish criterion-related validity through a concurrent validation study?
1) Data on both predictors and criteria are collected from incumbent employees at the same time 2) A validity coefficient is computed between the predictor score and the criterion score
what are the function of coaching?
1) Guidance 2) Facilitation (helping) 3) Inspiration
What can learning be categorized or measured in terms of?
1) cognitive outcomes 2) skill-based outcomes 3) affective outcomes
What are the most successful companies in the world focusing on in regards to diversity issues (recruitment, selection, retention, and training)?
1) increasing awareness about diversity issues 2) reducing biases and stereotypes that interfere with effective management 3) changing behaviours so that a diverse workforce can be more effectively managed
What should trainers do to get a positive transfer of training?
1) maximize the similarity between the training situation and the job 2) provide employees with active practice 3) provide different contexts to practice the desired behaviours 4) everyone should be working together (trainer/ee and manager) 5) expectations for everyone should be made clear at the beginning 6) supply on-the-job maintenance programs
What is the purpose of feedback (knowledge-of-results)?
1) to allow trainees to make adjustments, 2) makes learning more interesting and improves motivation, and 3)leads to goal setting for improving performance
The Family Medical Leave Act allows eligible employees to take ____ for family-related issues, such as the birth of a child.
12 weeks unpaid leave
According to the Glass Ceiling Commission, in 1991 women held _____ of administrative and management positions and _____ of top leadership positions.
43%; 5%
In 2002, the percentage of married couples in which both spouses worked was _____ percent.
78
A _____ contains relatively difficult items, but has no set time limit for completion. A) power test B) speed test C) performance test D) psychomotor test
A
A _____ is a collection of _____. A) position; tasks B) position; jobs C) task; positions D) element; positions
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 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 research, components of an organization's website that improve organizational attraction include: A) usability. B) use of the color red. C) lack of images on the site. D) lack of information about the company on the site.
A
According to research, the most valid type of interview is: A) a structured interview. B) an unstructured interview. C) a realistic interview. D) a global interview
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
Because people believe that mental functioning or intelligence is important for most jobs, _____ tests are among the most frequently used predictors in selection. A) cognitive ability B) mechanical ability C) personality D) emotional intelligence
A
Candace wants to proceed with a discrimination case against her employer, JLH Foods. The first step in this type of case involves: A) Demonstration by Candace that the selection battery had an adverse impact on her. B) Determination by Candace that the selection battery was job-related. C) JLH Foods showing that there was no adverse impact. D) JLH Foods explaining the business necessity of its selection battery.
A
Dr. Chinua is conducting a lab study. The situation is very artificial, and participants may not always behave normally. However, Dr. Chinua can very carefully control the conditions so that he can be certain that the effects that he sees on the dependent variable result from changes in the independent variable. His research is high in _____, but low in _____. A) internal validity; external validity B) external validity; internal validity C) internal validity extraneous validity D) extraneous validity; internal validity
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
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
Independent variables are frequently referred to as: A) predictors. B) criteria. C) confounds. D) outcomes.
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
Inthedataset3556788910101015172020,whatisthemode? A) 8 B) 9 C) 10 D) 20
A
Items such as "I spend time reflecting on things" and "I am quick to understand things" MOST LIKELY measure which Big 5 personality trait? A) openness to experience B) conscientiousness C) agreeableness D) extraversion
A
Job classification involves categorizing jobs into: A) families. B) groups. C) classes. D) clusters.
A
Meena, using an archival data set for her research, notices that the data were collected from the same group of children when they were in first, second, and third grade. This data set is: A) longitudinal. B) cross-sectional. C) normally distributed. D) unobtrusive.
A
Midna is conducting a study examining the relationship between absenteeism and coworker relationships. She's not interested in whether one variable causes the other; she just wants to learn whether they are related. The best design for Midna to use to answer this question is a(n): A) observational method. B) field experiment. C) lab experiment. D) true experiment.
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 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
One factor that makes predictive validity studies difficult to conduct is that they require: A) selecting employees on the basis of predictors other than those to be validated. B) involvement of incumbents in the initial test administration. C) participation of a large applicant pool. D) highly complex statistical analyses.
A
One method for assessing utility is using a _____. A) Taylor-Russell table B) CS&J product C) synthetic validity coefficient D) 80% rule
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
Recent research has suggested that measuring _____ might be one way to identify faking on personality tests. A) eye movements B) sweating C) heart rate D) blood pressure
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
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
Researchers are using _____ when they start with data and create a theory to explain it; and they are using _____ when they start with a theory and collect data to support or refute that theory. A) induction; deduction B) deduction; induction C) reduction; induction D) induction; reduction
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
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
Tests that require the manipulation of an object or a piece of equipment and include demonstration of manual dexterity and psychomotor skills are referred to as: A) performance tests. B) individual tests. C) power tests. D) speed tests.
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 MOST frequent single score in a distribution is called the: A) mode. B) mean. C) median. D) variance.
A
The five areas that account for the largest portion of work conducted by I/O psychologists are organizational development, performance appraisal, selection, quality of worklife, and: A) training and development. B) compensation. C) human factors. D) consumer behavior.
A
The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, selection, quality of work life, and: A) organizational development. B) compensation. C) human factors. D) consumer behavior.
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
Using _____, we can conclude ONLY that results either do or do not indicate a relationship between the variables of interest. A) observational methods B) field experiments C) true experiments D) laboratory experiments
A
_____ is a set of behaviors expected of a person who occupies a particular position in a group.
A Role
Share a common goal
A collection of people is not a group unless the people:
refreezing
A phase in the change process in which leaders lock in new approaches by implementing evaluation systems that track expected behaviors, by creating reward systems that reinforce expected behaviors, and by ensuring that hiring and promotion systems support the new demands
Role
A set of behaviors expected of a person who occupies a particular position in a group.
Self-Managed Work Team (SMWT)
A work team that is responsible for monitoring and controlling the overall process or product, as ell as for doling out specific tasks to team members.
Robbi has a new measure of dutifulness. She finds that her measure correlates .62 with another measure of dutifulness and correlates .35 with a measure of orderliness. Based on this information, which statement is true? A) She has convergent validity of .62. B) She has divergent validity of .62. C) She has content validity of .62. D) She has predictive validity of .62.
AA
Work Group
An interdependent collection of individuals who share responsibility for specific outcomes for their organizations
Stressor
Any disruptive event or force that pushes a psychological or physical function beyond its range of stability, producing a strain within the individual.
Process Loss
Any nonmotivational element of a group situation that detracts from the group's performance
AB
Attitude toward behavior
9. _____ is the match between an individual's KSAOs and an organization's characteristics and values. A) Recruitment B) Person-environment fit C) Affirmative action D) Organizational image
B
92. In examination of the decision accuracy of a selection battery, the number of applicants who were not hired, and who would have performed poorly if they had been, are known as: A) false positives. B) correct rejections. C) false alarms. D) misses.
B
A _____ test contains relatively easy items that must be taken within a short amount of time. A) psychomotor B) speed C) performance D) power
B
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 test in which an applicant is presented with an event (e.g., seeing a customer stealing merchandise) and is asked to select a response that best describes how he or she would respond to that event (e.g., ignoring it, reporting it to a manager, confronting the customer) is known as a: A) general ability test. B) situational judgment test. C) clerical ability test. D) biodata measure.
B
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
During which time period did I/O psychology begin to expand beyond the academic and military realms into government and private industry? A) pre-World War I B) from World War I through the 1920s C) from World War II to the mid-1960s D) from the mid-1960s to the mid-1980s
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
Even though interviews have fairly low criterion-related validity, including them in a selection system is helpful because: A) it is necessary to be able to legally defend a selection system. B) it provides applicants with a realistic job preview. C) it demonstrates no bias against minority members. D) low performers tend to dislike interviews, so including them can help to make the applicant pool smaller.
B
In a normal distribution, 99% of observations fall within: A) one standard deviation above the mean. B) two standard deviations above the mean. C) two standard deviations above and below the mean. D) three standard deviations above and below the mean.
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
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
Maaza finds a correlation between a personality test and job performance that equals .29. She has found the: A) performance coefficient. B) validity coefficient. C) coefficient of determination. D) coefficient of agreement.
B
Research has shown that the validity coefficient for assessment centers is about: A) .22. B) .40. C) .65. D) .70.
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
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
Selection tests that attempt to duplicate performance criterion measures and use them as predictors are known as: A) psychomotor tests. B) work sample tests. C) mechanical ability tests. D) biodata.
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
Which statement is true? A) Adverse impact is always illegal. B) Hiring members of minorities at a selection rate below 80% of the selection rate of members of the majority indicates adverse impact. C) Affirmative action requires that a company hire unqualified applicants if they are of an underrepresented race. D) As a first step in a discrimination case, the organization must prove that discrimination was justified by a business need.
B
While conducting interviews, Martina always asks all applicants the exact same questions. Martina has conducted a(n) _____ interview. A) standardized B) structured C) unstructured D) unstandardized
B
_____ is a motivational system of individual performance improvement. A) Performance appraisal B) Performance management C) Critical incidents D) Frame of reference
B
AB, SN, and PBC combine to form
Behavioral Intention
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
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
Campbell's model of performance includes a total of _____ factors. A) 3 B) 5 C) 8 D) 12
C
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 I/O psychology, a rule of thumb for the reliability of measures is to have reliability levels of AT LEAST: A) .45. B) .50. C) .60. D) .70.
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 a Functional Job Analysis, tasks are rated on three factors: things, data, and: A) activities. B) items. C) people. D) positions.
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
In the data set 3 5 5 6 7 8 8 9 10 10 10 15 17 20 20, which number represents the median of the distribution? A) 5 B) 9 C) 10 D) 20
C
Items such as "I am interested in other people" and "I take time for others" MOST LIKELY measure which Big 5 personality trait? A) neuroticism B) conscientiousness C) agreeableness D) openness to experience
C
Jacques highly values helping others and being cooperative. He is being recruited by an organization that focuses on making money at the expense of acting ethically. In this case, we might argue that this is an example of poor: A) validity generalization. B) base rates. C) person-environment fit. D) reasonable accommodation.
C
Lacey was not selected by an organization, and would have done a poor job if she had been selected. Manuel was not selected by an organization, but he would have done an excellent job had he been selected. In this case, Lacey is _____ and Manuel is _____. A) a hit; a miss B) a miss; a false alarm C) a correct rejection; a miss D) a false alarm; a miss
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
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
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
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
Research suggests that _____ is a key predictor of positive reactions to a performance appraisal system. A) age B) leniency C) participation D) tenure
C
Taci finds a correlation between a manual dexterity test and performance of .30. She squares this value and obtains a value of .09. This value of .09 represents the: A) performance coefficient. B) validity coefficient. C) coefficient of determination. D) coefficient of agreement.
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
Test-retest reliability is often called a: A) coefficient of equivalence. B) coefficient of stability. C) Cronbach's coefficient alpha. D) split-half reliability.
C
The Army Alpha test: A) helped determine which soldiers were too traumatized for active duty. B) was used to determine which soldiers had the mental toughness to be successful spies. C) was a mental ability test that helped the army select and place military personnel. D) was a physical ability test that all military personnel had to pass to be considered for combat duty.
C
The CEO of an organization is concerned that the selection battery for top-level managers is not helpful in identifying the best candidates. She also worries that it costs much more than it should. The CEO's concerns are for: A) generalizability. B) undue hardship. C) utility of the selection battery. D) validity overlap.
C
The Wonderlic Personnel Test is an example of a(n) _____, whereas the Purdue Pegboard test is an example of a _______. A) performance test; perceptual test B) emotional intelligence; perceptual test C) cognitive ability test; psychomotor test D) specific ability test; general ability test
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 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
There are two main types of cognitive ability tests: A) emotional intelligence and practical intelligence. B) Project Alpha and Project Beta. C) general cognitive ability and specific cognitive ability. D) speed tests and power tests.
C
Ting believes that if you die in a dream you will also die in real life. Karen points out that if someone dies in his or her sleep we could never find out what happened in the dream. Thus, there is no way to demonstrate support for Ting's theory. His theory lacks: A) precision. B) parsimony. C) testability. D) determinism.
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
What are the two major types of job interview? A) individual and group B) individual and panel C) structured and unstructured D) overt and covert
C
What was the ultimate purpose of the Lilly Ledbetter Fair Pay Act? A) to require that women be paid equally to men for the same work B) to require that women be paid during maternity leave C) to prevent the statute of limitations from running out when discriminatory practice is ongoing D) to prevent job incumbents from learning how much everyone in the workplace is paid
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
Which of these is a goal of science? A) inquiry B) Internal validity C) description D) discovery
C
Which of these is a stipulation of the APA ethical code for conducting research? A) Researchers can never use participant deception. B) Research studies must be approved by the APA. C) Research participants' data must always be held confidential. D) There are no ethical requirements for the care and use of animals in research.
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
Which of these is the process of encouraging potentially qualified applicants to seek employment with a particular company? A) employment law B) job analysis C) recruitment D) utility analysis
C
Which of these is typically part of a leaderless group discussion? A) a small group of applicants B) psychomotor tests C) an unlimited amount of time for the exercise D) integrity tests
C
Which of these occurred during the time period between the 1930s and World War II? A) The first I/O PhD was awarded to Bruce V. Moore. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination issues.
C
Who argued that employees should be rewarded for doing their work as efficiently as possible? A) Edward Strong B) John Hawthorne C) Frederick Taylor D) Kurt Lewin
C
_____ involves providing research participants with information about the purpose of the study, their right to decline participation, the potential risks and benefits to participants, and where to direct questions about the research. A) Informed consent B) Ethical consent C) Participant code of conduct D) Deception consent
C
_____ is a research center developed after World War II to continue military-related I/O research. A) SIOP B) Scientific Management C) ARI D) IAAP
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 key for maximizing hits and correct rejections and minimizing misses and false alarms. A) A base ratio B) A selection ratio C) Validity D) Utility
C
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
Mary was selected by an organization, and she is an excellent performer. Pascal was selected by an organization, but he is doing very poor work. In this example, Mary is _____ and Pascal is _____. A) a hit; a miss B) a miss; a hit C) a hit; a correct rejection D) a hit; a false alarm
D
One of the main concerns researchers have with using personality tests in selection contexts is: A) the length of time needed to evaluate candidates' responses. B) that high-quality empirical research to support their use has been slow to develop. C) the expense involved in purchasing personality questionnaires. D) the potential for applicants to fake their responses.
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
Peyton is conducting a validity study on a selection battery and has taken a first step by collecting both predictor and criteria data from incumbents at the same time. The type of study Peyton is conducting is referred to as: A) content validation. B) cross-validation. C) general validation. D) concurrent validation.
D
The goals of science include description, explanation, prediction, and _____. A) proscription B) prescription C) prevention D) control
D
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
The textbook notes that the division between industrial and organizational psychology is somewhat artificial. What is one reason the textbook provides for why this might be a false dichotomy? A) Nobody in the field can agree on what is meant by "industrial" versus "organizational" psychology. B) Few organizations are concerned with industrial psychology topics, so nearly all I/O psychology consultants address only organizational topics. C) When I/O psychologists take their licensure exams, they have to answer questions about both industrial and organizational topics. D) I/O psychologists are trained in both topics, even though they may specialize in one or the other.
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
Typically, the smaller the selection ratio, the greater the: A) possibility of adverse impact. B) chances of illegal discrimination. C) cost of the selection battery. D) potential utility of the selection battery.
D
Under the Family and Medical Leave Act (FMLA), employees are given _____ weeks of job-protected, unpaid leave for family-related issues. A) 6 B) 8 C) 10 D) 12
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 tests demonstrates the greatest utility? A) a test in which the selection ratio is 1.00 and the validity of the measure is .25 B) a test in which the selection ratio is 1.00 and the validity of the measure is .55 C) a test in which the selection ratio is .25 and the validity of the measure is .25 D) a test in which the selection ratio is .25 and the validity of the measure is .55
D
Which question would be considered legally appropriate to ask in a job interview? A) Do you plan on having children? B) How many days were you absent from work due to illness in the past year? C) Have you ever been arrested? D) Are you eligible to work in the United States?
D
Which recruitment method results in many contacts but could also result in illegal discrimination because of a lack of diversity among the applicants? A) Internet job boards B) college placement offices C) job fairs D) informal communication
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
Which type of test taps the recognition of tools for various purposes? A) personality B) psychomotor C) spatial ability D) mechanical ability
D
_____ is the degree to which a test or predictor covers a representative sample of the quality being assessed. A) Criterion-related validity B) Parallel-forms reliability C) Content validity D) Internal consistency
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
_____ developed Theory X and Theory Y.
D. M. McGregor
Which researcher(s) is/are credited with the development of open-system theory.
Daniel Katz and Robert Kahn
D.M. McGregor
Developed Theory X and Theory Y
Intelligence
Eastern cultures tend to indicate that _______ is important to leadership
Coping
Efforts that help people manage or reduce stress
Task Analysis
Examines the task requirements for the successful conduct of each job, specifying exactly what the new employees are going to do on their jobs
Research suggests that survivors of layoffs:
Experience decreased job satisfaction.
Research indicates that individuals high in ____ tend to secure more backup behaviors from other team members.
Extraversion
The measure that assesses only the affective component of job satisfaction is the:
Faces Scale
The first theory to consider how leader characteristics might interact with situational variables to determine leader effectiveness was:
Fiedler's contingency theory.
Kerri is a member of a work group of graphic designers who have been asked to design a billboard. She thinks that the billboard is effectively being completed by others and that her efforts are not necessary. Kerri is engaged in:
Free Riding
The organizational development (OD) intervention that involves paying employees a bonus based on improvement in productivity is known as:
Gainsharing
What is the first step of the Scientific Management process?
Gathering data from workers
Which of the following is NOT one of Cohen's dimensions of work-team effectiveness?
Group Composition
Chapter 12
Group Processes and Work Teams
Which of the following reduces the effectiveness of brainstorming?
Group members wait their turn to share their ideas.
According to the Bureau of Labor Statistics, the leading causes of death in the workplace are falls, transportation accidents, and:
Homicide
Organizational theory is a set of proportions that explains or predicts:
How groups and individuals behave in different organizational structures.
Organizational theory is a set of propositions that explains or predicts:
How groups and individuals behave in different organizational structures.
Professor McNeeley has a group project in his class, and he is concerned about social loafing. Which of the following is the BEST piece of advice for preventing it from happening?
Make tasks interdependent so that group members understand that others depend on their effort for the project's success.
In a group that was created a while ago, group members are settling into their roles and feel connected to their fellow members. The group is most likely in the _____ stage of group development.
Norming
_____ are shared expectations about appropriate ways of responding in a group.
Norms
Attempts by someone inside or outside the organization to cause injury or to be destructive as a result of an organizational factor are referred to as:
Organization-Motivated Aggression
Amelia is angry at her boos for a negative performance review. To retaliate, she sneaks into his office and attempts to erase the hard drive on his computer. Her actions represent:
Organization-Motivated aggression
What are the different types of training analysis?
Organizational, task, person, and demographic analysis.
Shared Mental Models
Organized structures combining the knowledge, beliefs, and understandings of two or more individuals that help coordinate their efforts.
Role Ambiguity
Pam, a dental hygienist, is never sure what her bosses (the dentist) expect from her. She is likely experiencing:
One of the tenets of classical organizational theory is that:
People and organizations can be guided by rational economic principles. Organizations exist to accomplish productivity goals.
In a group that was created a while ago, group members know and understand each other well, and they accomplish a great deal together, This group is most likely in the ____ stage of group development.
Performing
According to research on group decision making, groups are NOT particularly effective at:
Pooling unshared information.
What are the main approaches to validation?
Predictive validation studies, concurrent validation studies, and validity generalization (and cross-validation -not a main way though)
Danika notice that people in her group always dress professionally. When Danika arrives at work one day dressed in jeans, she is scolded by her boss and peers. In this case, professional dresses likely a ______ norm.
Prescriptive
Which type of norm suggests what people should do, feel, to think in a particular situation?
Prescriptive
coping involves be!§vi_ors or actions targeted toward solving or handling the stress-inducing problem itself.
Problem-focused
Any non motivational element of group situation that detracts from the group's performance is known as:
Process loss
Recently, companies have required that teams be flexible and independent, so they could help the organization get to know itself and plan for its future. This is known as the _____ approach.
Sense-making
_____ leadership is where one leads through personal integrity and is driven by a desire to assist other people.
Servant
A group consisting of engineers, maintenance workers, and mathematicians is brought together to solve a problem with a nuclear reactor. Once the reactor is repaired and operational, they will return to work in their respective departments. This group represents a:
Service Team
A collection of people is NOT a group unless the people:
Share a common goal
Norms
Shared expectations about appropriate ways of responding in a group
Niamh is a nurse on a surgery team. The surgeon often doesn't even need to tell her what to do--- she knows her teams so well she can anticipate what they need her to do next. We might say that Niamh's team has an effective:
Shared mental model
Katz and Kahn (1978) introduced two additional issues into Weberian bureaucracy: centralized decision making and:
Standardization of tasks
Any force that pushes a psychological or physical function beyond its range of stability is referred to as:
Stress
Chapter 11
Stress and Worker Well-Being
Which of the following is NOT a common component of most gainsharing plans?
Systematic data collection
According to Michael Hitt, a major change that successful companies will have to navigate through in the new millennium involves:
Technological advances
meaningfulness of material
The more meaningful and relevant the material for the trainees the better; can produce this by providing trainees with an overview of the material, easily understood material, and proper sequencing of the material
Organization-Motivated Violence
The negative effects on people or property that result from organization-motivated aggression.
Inputs, throughputs, and outputs
The open systems theory cycle includes these three components:
Appreciative Inquiry
The organizational development technique that involves focusing on positive messages, the best of what employees have to offer, and the affirmation of past and present strengths and successes is:
Taylorism suggests that:
There is one best way to get a job done
Multiteam Systems
Tightly coupled teams that work on collective goals.
The four features of a bureaucratic organization are: division of labor, span of control, delegation of authority, and:
Top-down pyramid hierarchy
Adjourning
Which of these is a stage in Tuckman's (1965) model of group development?
subjective norm
an individual's perception of the social pressures to perform or not perform a particular behavior
counter-productive work behaviors
any behaviors that bring, or are intended to bring, harm to an organization, its employees or its stakeholders
organizational behavior theories
approach to improving motivation and performance in organizations is based in large part on reinforcement theory- particularly operant conditioning, in which desired behaviors are rewarded.
informal leadership
arises outsides of the formal structure.
continuance commitment
attachment to an organization as a function of what the employee has invested in it; also called sunk-costs commitment
transactional theories
based of exchange between leader and followers.
Which trait was NOT studied by early trait theorists?
decision-making
House's (1996) concept of _____ is quite similar to initiating-structure behaviors.
directive leader behaviors
reward
exists when an individual controls the reward of others.
self-transcendence
focuses on causes beyond the self, such as social justice, art, and faith.
the relationship between motivation and performance
four types of variables can affect the relationship (1) systems and technology variables (2)individual difference variables (3)group dynamic variables (4) organizational variables
Employees are especially likely to engage in counterproductive work behaviors when they feel:
frustrated
Albert likes his job and would like to be at work. However, his son has chicken pox and cannot go to daycare so Albert must stay home with him. In this case, Albert misses work because:
his ability to attend is low
According to the Bureau of Labor Statistics, the leading causes of death in the workplace are falls, transportation accidents, and:
homicide
procedural justice
in the context of organizational change, the perceived fairness of the change process
The facet of transformational leadership where a leader encourages followers to consider problems from a new perspective is:
intellectual stimulation.
The process through which transformational leaders increase subordinates' ability to see problems from a new perspective is known as:
intellectual stimulation.
After the 1950s, interest in leader traits disappeared. Leadership researchers then turned their attention to:
leader behaviors.
behaviour modeling
learning through observation
Nishii and Mayer (2009) found that LMX differentiation:
led to higher performance in the long run.
An individual's interest in, and concern with, fairness-related activities in the workplace is referred to as:
organization justice
PBC
perceived behavioral control
Transformational leaders express more _____ than do non-transformational leaders.
positive emotions
readiness
possessing the background characteristics and necessary level of interest that makes learning possible
Research supporting the importance of affective dispositions on job satisfaction suggests that if Nava is unhappy with her job as a mail clerk at McDonell Law Associates, then:
she will be just as unhappy at any job, at any company
According to Fiedler, the extent to which a leader perceives he or she has control of a circumstance is known as:
situational favorability.
frustration-regression hypothesis
situations in which an individual who is frustrated at a higher level of need then refocuses energy on satisfying a lower-level need.
b
strength of each belief
Research suggests that managers who experience high levels of POS are more likely to _________ their employees.
support
In terms of work-team effectiveness, ____ involves job-duty aspects of the work, while ____ involves process-oriented aspects of work.
taskwork; teamwork
n
the strength of each normative belief
reaction criteria (Kirkpatrick's taxonomy)
trainees' attitudinal reactions to the training program; internal criteria
E-learning
training delivered via the internet
self-evaluation
accounts for the attention that individuals devote to feedback processes.
management by objectives (MBO)
based on goal setting theory.
job enrichment
based on job characteristics theory
formal leadership
based on position/title in the organization.
One of the strongest predictors of affective and normative commitment is:
organizational support
Which of the following is NOT a category of work strain?
Aggressiveness
Inthedataset3556788910101015172020,what is the range? A) 8 B) 10 C) 15 D) 17
B
What is utility affected by?
Decision accuracy, validity, base rate, selection ratio, and cost
what falls under the external criteria?
behavioural and results criteria
Research on e-learning by Orvis and colleagues (2009) has found that when learners are given control over things like play/pause buttons, pop-up key points, and links:
they were more likely to pay attention to the training and were more satisfied with the training.
Who were seen to acquire skills in training at a faster rate?
those high on emotional stability and openness
Dual-Earner Couples
A couple in which both members are employed maintain a family life.
Cross-functional teams often are also:
Project Teams
Dinah's work primarily involves which area of emphasis? A) organizational development B) training and development C) performance appraisal D) quality of work life
A
Frederick Taylor's scientific management approach suggested that employees could be motivated to work effectively by means of: A) financial incentives. B) praise and recognition. C) seeing the practical importance of their work. D) a feeling of fairness.
A
The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, organizational development, quality of work life, and: A) selection. B) compensation. C) human factors. D) consumer behavior.
A
Which of these is the key characteristic of science? A) It involves formal and systematic observation. B) It involves the use of laboratories. C) It is performed by professors. D) It results in technological advances.
A
Which of these occurred during the time period between World War II and the mid-1960s? A) Organizational psychology became a more equal partner with industrial psychology. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) Bruce V. Moore received the first PhD in I/O psychology. D) Hugo Munsterberg published The Psychology of Management.
A
Fredrick Taylor's approach to work motivation was known as: A) vocational interests. B) Army Alpha. C) scientific management. D) scientist/practitioner approach.
C
One emerging issue related to downsizing is that older individuals who are downsized: A) are more likely to receive a leadership position when they are rehired. B) opt not to rejoin the workforce and retire instead. C) take longer to find a new job than younger applicants. D) tend to have a lighter workload when they are reemployed.
C
One major area that I/O psychologists focus on in their work is quality of work life. Which of these is the BEST definition of what this work might involve? A) These psychologists counsel employees and give them advice on how to deal with problems in their work lives. B) These psychologists work with employees to help them deal with problems in their personal lives. C) These psychologists assess whether employees are satisfied with their jobs. D) These psychologists ensure that managers are using fair measures to assess employee performance.
C
Which of these occurred during the time period between the 1960s and the mid-1980s? A) The first I/O PhD was awarded to Bruce V. Moore. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination issues.
D
_____ leadership is where one leads through his or her own genuine style that engenders trust in followers and builds relationships.
Authentic
Leader-Member Exchange Theory
Focuses on the reciprocal relationships between subordinates and leaders.
corporate universities
the development of institutes, or "universities," focused on continuous training and development
human capital
the education, training, and experiences of individual employees that provide value to organizations
An assessment center is: A) a selection method. B) a place in a consulting firm. C) a statistical technique. D) an organizational descriptor.
A
What steps do you need to follow to demonstrate predictive validity?
1) Gather predictor data on all of the applicants 2) Hire some of the applicants to fill the open positions 3) After several months, gather performance data that can serve as the criteria for our validation study 4) Compute a validity coefficient between the predictor score and the criterion score that indicates the strength of the relationship between our predictor and our criterion
Why is training important?
1) New employees might not be ready to perform effectively on the first day. 2)Experienced employees might need to be retrained because of changes in the job or organization 3) Training is important for the continued development of employees
What are the principles regarding how feedback is best delivered?
1)Provided promptly 2)Immediate and frequent 3)Positive and negative
22. In an experiment, a researcher is investigating the effects of two types of rewards on employee motivation. The independent variable in this experiment is: A) the type of rewards. B) employee motivation. C) employee performance. D) employee salary.
A
4. The correlation between the combination of all predictors in a selection battery and the criterion is represented by: A) multiple R. B) r2. C) r. D) y.
A
A case study is an example of a(n): A) observational method. B) field experiment. C) lab experiment. D) true experiment.
A
A department store uses a personality test in its selection battery for managerial jobs. This practice unintentionally results in the hiring of women rather than men. The type of case that can be brought against the store is: A) disparate impact. B) disparate treatment. C) adverse treatment. D) quid pro quo.
A
A large public library restructures its work schedules to allow disabled employees to perform their duties. The library has: A) made reasonable accommodations. B) made essential accommodations. C) been subject to undue hardship. D) established BFOQs.
A
A local swimming pool does not use any selection tests. Forty percent of the lifeguards employed at this swimming pool are identified as being successful at the job. This percentage represents the: A) base rate. B) selection ratio. C) validity ratio. D) Taylor-Russell index.
A
A multiple regression helps organizations select an employee by providing: A) a predicted performance score for each applicant. B) a ratio of variance explained to variance unexplained in performance. C) data on which assessment should be administered first. D) data on which applicants may be experiencing test anxiety.
A
A performance management system typically does NOT include: A) sales forecasting. B) continuous coaching. C) developmental planning. D) performance appraisal.
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 selection tool that has poor decision accuracy and is also expensive would MOST likely also have: A) low utility. B) high utility. C) a high level of hits. D) a low level of misses.
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(n) _____ is a collection of _____. A) job; positions B) position; jobs C) task; positions D) element; positions
A
A(n) _____ is a collection of _____. A) task; elements B) position; jobs C) task; positions D) element; jobs
A
AOne of the most important outcomes of Griggs v. Duke Power is that: A) it is illegal to hire members of only one race, even if they do better on a selection test, if the test does not predict job performance. B) organizations must provide reasonable accommodations for people with disabilities. C) organizations may not discriminate against pregnant women. D) it became illegal to discriminate against people who are under 40 years of age.
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 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
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
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
An individual with high emotional intelligence can not only understand his or her own emotions and feelings, but can also: A) perceive and understand the emotions of others. B) use his or her own emotions to manipulate others. C) have trouble regulating his or her emotions because they are so strong. D) be extremely conscientious.
A
An organization hires Lisette to develop a two-predictor selection system that will account for the greatest variance in job performance. She has identified general cognitive ability as one predictor. To demonstrate the greatest incremental validity she should choose: A) integrity tests. B) unstructured interviews. C) application blanks. D) realistic job previews.
A
Andersen Food Company has hired 30 out of 60 White applicants, and 10 out of 60 Black applicants. It calculates that the selection of Black applicants is about 33% the rate of White applicants. Which statement is true? A) The ratio indicates adverse impact on Black applicants. B) The ratio indicates adverse impact on White applicants. C) The ratio indicates that Andersen Food Company is engaging in illegal hiring practices. D) The ratio indicates that there are no hiring differences between Black and White applicants.
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
Bill is a candidate for the job of store security guard. He watches a videotaped scenario of an attempted store theft and is then given four alternatives for how to respond to the theft. The type of test that Bill is MOST LIKELY taking is a: A) situational judgment test (SJT). B) mechanical ability test. C) biodata test. D) power test.
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
Concurrent validation differs from predictive validation in that concurrent validation involves: A) collecting data from job incumbents. B) computing a validity coefficient between the predictor and criterion score. C) measuring predictors and criteria at two different times. D) higher costs associated with administering and developing the tests.
A
Darnell works in HR. He notices in his HR data that managers who speak more than one language have more satisfied employees. He proposes the theory that language skills relate to better communication skills with subordinates. Darnell is using: A) deduction. B) reduction. C) parsimony. D) induction.
A
Devraj administers the Wonderlic, a test that is intended to assess someone's overall capacity to learn. This test is known as a: A) general cognitive ability test. B) specific cognitive ability test. C) general performance test. D) specific performance test.
A
During World War I, the Army Alpha and Army Beta tests differed from previous intelligence tests in that they: A) were composed of multiple-choice questions and could be administered in groups. B) were meant to be administered to one individual at a time. C) rewarded employees for higher levels of intelligence. D) were used to assess personality.
A
During an assessment center, an applicant must pretend to be a manager in a cosmetics company. She joins five other applicants in a conference room, and together, they learn that one of their makeup products is defective, and they must solve the problem. What assessment center exercise is MOST LIKELY being described here? A) a leaderless group discussion B) an in-basket C) a case study D) an interview
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
HPC Manufacturing has applicants complete a basic intelligence test, a personality test, and a dexterity test. It then uses the scores from all these tests to determine whom to hire. Such an array of tests is known as: A) a selection battery. B) validity generalization. C) the multiple cutoff technique. D) shrinkage.
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
I/O psychologists who work as university professors typically teach in the psychology department or the _____ department. A) business B) engineering C) labor studies D) human factors
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
If a restaurant has 5 openings and 15 applicants for those openings, the selection ratio is: A) 1/3 B) 1/4 C) 1/5 D) 3
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 a data set, we note a strong relationship between motivation and happiness: Individuals with low motivation also demonstrate low happiness. Which correlation would MOST LIKELY describe this relationship? A) +.50 B) +.05 C) .00 D) -.50
A
In examination of the decision accuracy of a selection battery, the number of applicants who were hired and who are successful performers can be labeled as: A) hits. B) correct rejections. C) false alarms. D) misses.
A
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
In the Hawthorne Studies, researchers were attempting to manipulate _____ to see if it affected job performance. A) light B) noise level C) room temperature D) worker experience
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
Items such as "I get stressed out easily" and "I worry about things" MOST LIKELY measure which Big 5 personality trait? A) neuroticism B) openness to experience C) agreeableness D) extraversion
A
Jill develops the theory that students learn better from lectures than from reading. Sam believes that this theory is not very good because it is unclear what Jill means by "better." In other words, Jill's theory lacks: A) precision. B) discoverability. C) parsimony. D) generativity.
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
LaFavre Foundry has hired 50 out of 100 male applicants and 10 out of 20 female applicants. It calculates that the selection of female applicants is 100% the rate of male applicants. Which statements is true? A) There is no adverse impact at LaFavre Foundry. B) There is adverse impact on women. C) There is adverse impact on men. D) The selection procedures at LaFavre Foundry are illegal.
A
Laboratory experiments are typically: A) high in internal validity and low in external validity. B) low in internal validity and high in external validity. C) generalizable to any workplace situation. D) conducted in real-world work settings.
A
Maggie wants to select applicants based on their predisposition to be dependable and hardworking across situations. Which selection test should she use for this purpose? A) personality B) emotional intelligence C) general cognitive ability D) integrity
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
On December 20, 1901, which person gave a speech on the psychological aspects of advertising that marked the beginning of I/O psychology? A) Walter Dill Scott B) Kurt Lewin C) Laura Koppes D) Richard Hackman
A
On one selection test, Malia encounters a question that asks whether she has ever stolen from a previous employer. This test is MOST LIKELY a(n): A) overt integrity test. B) covert integrity test. C) personality-based integrity test. D) emotional intelligence test.
A
One consequence of increased cybervetting is that: A) applicants should carefully consider what they share on social media. B) organizations are spending a great deal of money on companies that can scrub any negative comments about them from websites. C) younger generations face intense discrimination because of their overreliance on technology. D) organizations have poorer selection ratios.
A
One contributing factor to criterion contamination is: A) bias. B) fairness. C) validity. D) contextual performance
A
One of the benefits of computer adaptive testing is that: A) the test adjusts the difficulty according to test-taker's responses, which allows quick assessment of their ability level. B) the test requires that applicants have knowledge of how to use computer programs, which is likely to be job-relevant. C) the text sizes are large, which makes it easier for older applicants to complete the test. D) it is very cheap and easy to develop.
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
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
One of the university-based I/O psychology training programs that emphasized organizational issues rather than industrial issues was the: A) Research Center for Group Dynamics at Massachusetts Institute of Technology. B) Human Resources Lab at Carnegie Tech. C) Human Resources Lab at Pennsylvania State University. D) Quality of Work Life Center at the University of Maryland.
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 way to demonstrate the external validity of an experiment is to: A) replicate the results with different participants, in different settings, and at different times. B) rule out all extraneous variables affecting the independent variable. C) implement statistical control to minimize variability in the experiment. D) manipulate different levels of the independent variable.
A
One would expect that someone who has a high SAT score will also earn a high GPA in college. In this case, one would expect a _____ between SAT scores and GPA. A) positive correlation B) negative correlation C) zero correlation D) null correlation
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
Professor Sanchez has data from an experiment that indicate that being treated rudely by a boss leads to employees missing work more often. With such data the professor can draw a(n): A) causal inference. B) deductive inference. C) inductive inference. D) conclusive inference.
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 _____ is an important predictor of counterproductive work behaviors. A) stress B) OCBs C) pay D) task significance
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 by Song and colleagues has suggested that emotional intelligence predicts _____, whereas general cognitive ability predicts _____. A) social interactions; academic performance. B) academic performance; social interactions. C) performance on speed tests; performance on power tests. D) performance on power tests; performance on speed tests.
A
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
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
Tuckman's stage model
According to ___________, groups go through separate, orderly phases in their development
Some researchers are looking for other predictors to help account for a greater percentage of criterion variance than what is accounted for by general cognitive ability. Their goal is to demonstrate: A) incremental validity. B) content validity. C) construct validity. D) reliability.
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
Studies using observational methods are sometimes called: A) correlational designs. B) regression designs. C) archival designs. D) meta-analyses.
A
The Hawthorne Studies illustrated that _____ were more important than the physical conditions of work. A) social and psychological conditions B) financial incentives C) leaders D) competencies
A
The Wonderlic Personnel Test is an example of a _____, whereas the Minnesota Clerical Test is an example of a _____. A) general cognitive ability test; specific cognitive ability test B) spatial ability test; mechanical ability test C) specific cognitive ability test; general cognitive ability test D) clerical ability test; emotional intelligence test
A
The association with which most I/O psychologists affiliate is: A) SIOP. B) JOOP. C) MPA. D) AIOP.
A
The first PhD in industrial psychology was earned by _____ in 1921. A) Bruce V. Moore B) Walter Dill Scott C) Hugo Munsterberg D) Lillian Gilbreth
A
The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, selection, organizational development, and: A) quality of work life. B) compensation. C) human factors. D) consumer behavior.
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 goal of science that involves the manipulation of antecedent conditions to affect behavior is called: A) control. B) explanation. C) prediction. D) disconfirmation.
A
The most appropriate first step in selecting or developing predictors is: A) job analysis. B) validity analysis. C) performance appraisal. D) realistic job preview.
A
The purpose of administering an in-basket as part of an assessment center is to: A) evaluate an applicant in a situation similar to what he or she would experience on the job. B) observe an applicant when no leader is assigned to a group. C) measure the predominant personality characteristics of an applicant. D) evaluate how an applicant handles an ambiguous situation with no clear instructions.
A
The right of employees and employers to terminate the employment relationship at any time, for any reason, or for no reason is referred to as: A) employment at-will. B) prima facie. C) "just cause" policies. D) reasonable discharge.
A
To be hired as an airline pilot, one must accomplish three objectives: a 90% or higher score in a flight simulator, an 80% or higher score on a technical knowledge test, and at least 500 hours of flying experience. This approach to employee selection is known as: A) multiple cutoff. B) multiple correlation. C) multiple regression. D) situational specificity.
A
Validity coefficients will always be _____ in the original sample compared to a second sample used for cross-validation. A) higher B) lower C) identical D) unpredictably different
A
What employment settings do the largest percentage (over 40%) of I/O psychologists work in? A) universities B) private organizations C) non-profit organizations D) consulting firms
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 of SIOP's top 10 workplace trends for 2016? A) using social media in recruiting and selecting applicants B) addressing workplace violence C) facilitating intergenerational cooperation D) a lack of competent leadership in the workplace
A
What is one of the top trends in I/O psychology according to a SIOP article published in 2016? A) the growing importance of innovation and creativity B) bullying and aggression in the workplace C) addressing intergenerational issues D) a lack of competent leadership in the workplace
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
TPB
Attitude toward behavior, subjective norms, and perceived behavioral control together shape and individual's behavioral intentions and behaviors
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
What is the top trend in I/O psychology according to a SIOP article published in 2016? A) Globalization and the virtual workplace B) Bullying and aggression in the workplace C) Addressing the aging workforce D) Increased physical dangers in the workplace
A
When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad apples" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) individuals who convince others to make poor ethical choices.
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
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
When considering whether to begin scientific research with data or with theory, it is important to know that the approach taken by most distinguished scientists is one that: A) combines both inductive and deductive processes. B) uses the deductive process only. C) uses the inductive process only D) uses the reductive process only.
A
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
Which of these is the BEST example of a BFOQ? A) An organization requires that applicants be female because they will be monitoring security camera footage of the women's changing room. B) A supervisor refuses to hire African-Americans because he believes they do poor work. C) An airline requires flight attendants to be female because women provide a pleasant environment for passengers. D) An organization is required to hire a minority applicant because an AAP is in place.
A
Which of these is the LEAST common method of collecting data in I/O psychology research? A) naturalistic observation B) surveys C) case studies D) archival research
A
Problem-Focused Coping
A coping style that involves behaviors or actions targeted toward solving or handling the stress-inducing problem itself.
Emotion-Focused Coping
A coping style that involves cognitive, or thought-related, strategies that minimize the emotional effects of stress-inducing events.
Mindguard
A member of a cohesive group whose job it is to protect the group from outside information that is inconsistent with the group's views.
Work-Family Enrichment
A model of work-family relations in which positive attitudes and behaviors are believed to carry over from one domain to the other.
work-Family Conflict
A model of work-family relations in which work and family demands are incompatible.
unfreezing
A phase in the change process in which leaders help managers and associates move beyond the past by providing a rationale for change, by creating guilt and/or anxiety about not changing, and by creating a sense of psychological safety concerning the change
transforming
A phase in the change process in which leaders help to implement new approaches by providing information that supports proposed changes and by providing resources and training to bring about actual shifts in behavior
planned change
A process involving deliberate efforts to move an organization or a unit from its current undesirable share to a new, more desirable state.
Parental Leave
A program offered by organizations that enables employees to combine work and family responsibilities related to child rearing.
DADA syndrome
A sequence of stages- denial, anger,depression,acceptance- through which individuals can move or in which they can become trapped when faced with unwanted change
Free Riding
A situation that occurs when employees do less than their share of the work but still share equally in the rewards.
Role Conflict
A situation that results when role expectations are inconsistent, as when a supervisor sends employees mixed messages about their roles.
Role Ambiguity
A situation that results when role expectations are unclear and employees are thus not sure what is expected of them.
validity generalization (VG)
A statistical approach used to demonstrate that test validities do not vary across situations
Brainstorming
A technique in which all members of a group generate potential solutions without fear of having their suggestions criticized by other members.
Most important precondition for behavioral change
According to Bandura, self-efficacy
Punctuated equilibrim
According to __________, groups oscillate between several phases, or may be in several phases at once.
Teamwork
Activities, behaviors, or actions that involve the process-oriented aspects of work
Taskwork
Activities, behaviors, or actions that involve the task-oriented aspects of work.
In a group that has been in existence for quite some time, group members are beginning to leave to work on there projects. In this example, the group is most likely in the ____ stage of group development.
Adjourning
A team whose task is to keep a college president informed about all areas of the college would be a:
Advisory Team
is the tendency to respond to classes of environmental stimuli in predetermined, affect-based ways.
Affective disposition
Katy cannot attain her growth needs, so she refocuses her energy on satisfying her relatedness needs. This situation would be best explained by:
Alderfer' s frustration-regression hypothesis.
Mental Model
An organized knowledge structure that helps an individual make sense of the world around him or her.
Sucker Effect
An out come that occurs when group members become concerned that their coworkers are holding back, at which point they reduce their own efforts to the level they believe is being exhibited by their coworkers.
Professor Julliard has a group project in her class, and she is concerned about social loafing. Which of the following is the BEST piece of advice for preventing social loafing from happening?
Ask students to hind in the pieces of the project they worked on separately, so it is clear what each individual contributed.
Organization- Motivated Aggression
Attempts by someone inside or outside the organization to cause injury or to be destructive as a result of some organizational factor
"Predictors," "precursors," and "antecedents" are all words we might use to describe: A) extraneous variables. B) independent variables. C) dependent variables. D) criterion variables.
B
"Tell me about a time you came up with a creative idea" is an example of a(n) _____ question; "What would you do if you realized you made a mistake?" is an example of a(n) _____ question. A) situational interview; behavior description interview B) behavior description interview; situational interview C) structured interview; unstructured interview D) unstructured interview; structured interview
B
12. Donnie's Shoe Shop looks at applicants' Facebook pages to see if applicants have posted any inappropriate or strange content. This would be an example of: A) PERSEREC. B) cybervetting. C) an Internet hurdle. D) virtual blocking.
B
32. The extent to which results in an experiment generalize to other people, settings, and times is referred to as: A) internal validity. B) external validity. C) empirical validity. D) experimental control.
B
34. When predictors are administered in a predetermined order, and applicants are measured on a subsequent predictor only if they pass the cutoff on a previous predictor, the approach to selection is known as: A) multiple predictor. B) multiple hurdle. C) predictive validation. D) concurrent cutoff.
B
Which of the following accurately reflects research on managerial stress?
challenge-related stress is negatively related to searching for a job
A candidate for the job of architect is asked to take a test requires him to mentally rotate a 3-dimensional figure. This test is tapping: A) mechanical ability. B) spatial ability. C) clerical ability. D) general cognitive ability.
B
A case involving employment procedures that unintentionally discriminate against a group is known as a: A) disparate treatment case. B) disparate impact case. C) prima facie case. D) BFOQ case.
B
A doctoral student in I/O psychology will complete his or her training by completing a _____, which will involve reviewing the research literature and designing a study to answer a series of research questions. A) publication B) dissertation C) practicum D) competency exam
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 potential concern about using integrity tests is that: A) they are illegal in some states. B) they are vulnerable to faking. C) high-quality applicants are often screened out by them. D) they show no reliable relationship to useful criterion.
B
A railroad company posts a sign that says "Women need not apply." Because discrimination is intentional in this instance, the case that could be brought against the railroad is: A) disparate impact. B) disparate treatment. C) adverse impact. D) prima facie.
B
A recent Supreme Court ruling on affirmative action held that: A) the use of quota systems is the best approach to increasing diversity. B) diversity on a police force in a racially diverse population is more important than diversity in a university. C) students should be selected on race alone. D) there is no benefit to ensuring that schools are racially diverse.
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 scientist who believes that the best way to understand behavior is to use data to test theories believes in : A) discoverability. B) empiricism. C) descriptivism. D) determinism
B
A scientist/practitioner is someone who: A) industrial and organizational psychology. B) theory and application. C) leaders and followers. D) SIOP and APA.
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
A study conducted by Rode and colleagues (2007) found that emotional intelligence predicted college GPA and group performance, if the student: A) was also high in specific cognitive ability. B) was also conscientious. C) was also popular. D) was female.
B
A systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories is known as: A) an inventory. B) a test. C) a prediction. D) a criterion.
B
A(n) _____ requests historical information such as educational background, work experience, job-relevant experience, and the names and addresses of previous employers. A) in-basket B) application blank C) work sample D) individual test
B
Dependent variables are frequently referred to as: A) predictors. B) criteria. C) confounds. D) outcomes.
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
According to Moore and Hartmann, I/O psychology in Europe: A) did not start developing until the 1950s. B) developed earlier and faster than it did in the United States. C) suffered from a lack of financial and governmental support. D) was hampered by researchers refusing to collaborate with one another.
B
According to research in racioethnicity, which of these factors seems to have an important influence on whether a racially diverse pool of applicants will apply? A) the race of the recruiter B) the diversity of the community C) whether there are volunteer opportunities through the organization D) whether the organization is a nonprofit
B
Alayna is applying for a job as a computer technician. She passes a cognitive test but fails a job knowledge test, and thus she is eliminated from the applicant pool. The approach that was MOST likely used in this case is: A) stepwise selection. B) multiple hurdle. C) compensatory selection. D) at-will selection.
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
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
Anara administers a spatial ability test, a test in which individuals are asked to look at an object, mentally rotate it, and from several options identify the image that matches the first object. Anara is using a: A) general cognitive ability test. B) specific cognitive ability test. C) general performance test. D) specific performance test.
B
Approximately how many Fortune 100 companies use personality assessment to screen job applicants? A) 15% B) 40% C) 60% D) 90%
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
Beula has a new measure of charisma. She finds that her measure correlates .75 with another measure of charisma and correlates .45 with a measure of kindness. Based on this information, which statement is true? A) She has convergent validity of .45. B) She has divergent validity of .45. C) She has content validity of .45. D) She has predictive validity of .45.
B
Calvin has to participate in a test during which he has to demonstrate that he can use a forklift correctly. This type of test is known as a(n): A) procedural test. B) performance test. C) dexterity test. D) adaptive test.
B
Cascio's (1995) research suggests that when laid-off employees are rehired: A) they have lost many of the skills they used to have. B) they earn a lower wage than they were earning at the time they were laid off. C) they are less likely to be laid off again in the near future. D) they experience discrimination from employees who have been working at the company for longer.
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
Correlations are relevant to I/O psychology because they are involved in making: A) concessions. B) predictions. C) causal inferences. D) surveys.
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
Dr. Begley is conducting a study in a factory in which she is examining whether having employees wear uniforms affects their job satisfaction. In this study, her sample is very representative of other factory workers; however, because the employees work in an actual workplace, she cannot control other things that might affect their satisfaction. Her research is high in _____, but low in _____. A) internal validity; external validity B) external validity; internal validity C) internal validity; extraneous validity D) extraneous validity; internal validity
B
Dr. Zemple wants to see if a manual dexterity test predicts performance. He administers his test to his employees and correlates their scores to their most recent performance review scores. Dr. Zemple is examining: A) cross-sectional validity. B) concurrent validity. C) predictive validity. D) immediate validity.
B
During an assessment center, an applicant receives a scenario in which he is asked to take on the role of a manager. He receives a number of emails, memos, and scheduling requests from his subordinates and is asked to respond to these items. What assessment center exercise is MOST LIKELY being described here? A) a leaderless group discussion B) an in-basket C) a case study D) an interview
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
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 psychologists who are mainly concerned with the measurement and improvement of job-related attitudes work in the area known as: A) performance appraisal. B) quality of work life. C) consumer psychology. D) organizational development
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
Ideally, the measures in a selection battery should: A) be highly correlated with one another. B) have low correlations with one another. C) have identical correlations. D) demonstrate a low multiple R.
B
Idiris is applying for the job as a filing clerk. On one selection test, he is required to correctly file 15 files in alphabetical order. This activity is basically what Idiris will be doing on the job if he is selected. The test he has taken is MOST LIKELY a: A) psychomotor test. B) work sample test. C) mechanical ability test. D) biodata measure.
B
If Widgets Incorporated wants to improve the diversity of its workforce, which is its best approach for encouraging more diverse applicants to accept job offers? A) making sure the organization has an aggressive quota system B) making sure the organization demonstrates that it values diversity C) making sure the organization avoids engaging in affirmative action plans D) making sure the organization recruits using newspaper ads
B
If a practitioner gives a math test to a group of participants at two points in time, and finds that the high scorers on the first test are also the high scorers on the second test, the test has demonstrated: A) content validity. B) test-retest reliability. C) interrater reliability. D) internal consistency.
B
If a test has a validity coefficient of .50, the coefficient of determination is: A) 1.00 B) .25 C) .50 D) 2.50
B
If an amusement park has 50 job openings and 500 applicants, the selection ratio for the park is: A) 1/5. B) 1/10. C) 1/50. D) 10.
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
If the correlation between variable A and variable B is .20, then variable A explains _____ of the variance in variable B. A) .02 B) .04 C) .20 D) .40
B
Ilesha administers a mechanical ability test, a test in which individuals are asked to examine an image of gears and identify in which direction a certain gear should rotate if another gear is turned, Ilesha is administering a: A) general cognitive ability test. B) specific cognitive ability test. C) performance test. D) psychomotor test.
B
In an experiment, the variable of interest—that is, the variable the experiment is designed to assess—is known as the: A) independent variable. B) dependent variable. C) causal variable. D) internal variable.
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
In order to get a job in a toy factory, Hal has to manipulate pegs, washers, and collars around a pegboard as quickly as he can. This test is an example of: A) a power test. B) a psychomotor test. C) a general ability test. D) a specific ability test.
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
In which case might an organization be willing to spend a great deal of money on a selection battery? A) when there is a high likelihood of a hit B) when a false alarm is very costly to the organization C) when the selection ratio is 1.00 or higher D) when the validity is low
B
The Biodata Handbook indicates that validity coefficients for biodata range between: A) .10 and .20. B) .20 and .46. C) .60 and .75. D) .70 and .80.
B
Items such as "I am always prepared" and "I pay attention to details" MOST LIKELY measure which Big 5 personality trait? A) openness to experience B) conscientiousness C) agreeableness D) extraversion
B
Janice, an I/O psychologist, spends most of her time designing tests to help her select new employees, train those new employees, and help managers conduct performance evaluations. Most of Janice's work would fall under the _____ subspecialty of I/O psychology. A) personality psychology B) industrial psychology C) organizational psychology D) selective psychology
B
Jerika has to choose among four different ability tests. Of these options, which one represents the BEST choice? A) a test with a validity coefficient of .15 B) a test with a validity coefficient of .30 C) a test with a coefficient of determination of .01 D) a test with a coefficient of determination of .00
B
Jerome wants to determine whether a test can identify employees who will be top performers. He administers his test to his employees, and he finds that its results correlate with their current performance. He has demonstrated: A) content validity. B) predictive validity. C) concurrent validity. D) divergent validity.
B
Job analysis is the process of _____ a job. A) developing B) defining C) adding D) eliminating
B
On a selection test, Henri encounters a number of questions about whether he enjoys risk taking, whether he is responsible, and whether he is ever dishonest. The test is MOST LIKELY a(n): A) overt integrity test B) personality-based integrity test C) emotional intelligence test D) general cognitive ability test
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 area that is expected to be a focal point for technology use is: A) employee motivation. B) employee selection. C) employee training. D) the creation of organizational development interventions.
B
One benefit of increased use of social media to recruit applicants is that: A) fewer people over the age of 40 will apply to a position. B) it provides a much broader applicant pool. C) it makes it less likely that a hiring decision will be challenged in court. D) it provides a larger selection ratio.
B
One emerging issue in workplace diversity is value differences among: A) people who come from different regions of the United States. B) employees of different generations. C) parents and nonparents. D) telecommuters and traditional workers.
B
One important implication of downsizing is that: A) organizations will likely expand again and will need to rehire many former employees. B) those who are not laid off will need to handle more diverse jobs and heavier workloads. C) organizations will want to repopulate the workforce with older applicants. D) reverse discrimination will increase.
B
One issue with some of the evidence linking integrity tests to relevant performance criteria is that: A) it is impossible to conduct an experiment on integrity tests. B) studies conducted by integrity test publishers demonstrate higher validity coefficients than found in studies conducted by independent researchers. C) there are currently no available meta-analyses examining integrity test data. D) two meta-analyses have demonstrated no relationship between integrity tests and counterproductive work behavior.
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
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
One reason why the number of traditional jobs for workers and organizations has decreased is: A) a decrease in the number of Generation X workers. B) new technology. C) an increase in the number of baby boomer generation workers D) labor law.
B
One way an organization can attract a pool of racially diverse applicants is to: A) put images of racially diverse individuals on its website. B) demonstrate that the organization values and encourages diversity. C) tell applicants they are trying to meet a quota and thus are hiring minorities. D) discourage white applicants from applying.
B
One would expect that the higher a GPA that someone has, the fewer classes he or she skips. In this case, one would expect a _____ between GPA and classes skipped. A) positive correlation B) negative correlation C) null correlation D) nondirectional correlation
B
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
Professor Lang has created a new measure of intelligence. She administers the test to a number of participants. Two weeks later, she administers the same test to the same people. Professor Lang is examining: A) content validity. B) interrater reliability. C) test-retest reliability. D) parallel forms reliability.
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 has demonstrated that individuals who benefit from affirmative action are: A) less likely to succeed on the job. B) sometimes viewed as incompetent. C) perceived positively by their coworkers. D) more likely to believe the organization is fair.
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
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
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
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 ADEA protects only employees who are: A) age 60 or older. B) age 40 or older. C) disabled. D) from another country.
B
The concern with ethnic and racial differences on selection tests and the fairness of those tests resulted from the: A) need to match military recruits to jobs. B) social, political, and legal climate of the 1960s. C) "flattening" of organizations. D) emphasis of the scientist/practitioner model in I/O psychology training programs
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
The extent to which items on a test are interrelated and hang together is referred to as: A) parallel forms reliability. B) content validity. C) divergent validity. D) internal consistency.
B
The first step in any research project is to: A) design the study and consider validity. B) formulate testable hypotheses. C) decide how data will be collected from participants. D) use statistical analysis to make sense of the data.
B
The goal of science that involves learning about how and why a phenomenon exists is known as: A) control. B) explanation. C) description. D) proving.
B
The index of the relationship between a predictor and a criterion is known as a: A) performance coefficient. B) validity coefficient. C) mode. D) squared criterion.
B
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 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
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
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 subspecialty that involves the study of the assessment, measurement, and selection of people in their jobs is: A) personality psychology. B) industrial psychology. C) performance psychology. D) organizational psychology.
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
There are two types of integrity tests: the overt integrity test and the: A) covert integrity test. B) personality-type integrity test. C) situational judgment integrity test. D) specific morals integrity test.
B
There are two types of integrity tests: the personality-type integrity test, and the: A) cognitive-type integrity test B) overt integrity test C) covert integrity test D) biologically based integrity test
B
Theresa works in a manufacturing plant where many of the male employees put up photographs of bikini-clad women in their work areas, and she is often groped by male employees. Her supervisor ignores her complaints, telling her to "take it as a compliment." This type of sexual harassment is known as: A) chronic harassment. B) a hostile work environment. C) quid pro quo. D) an adverse work environment.
B
This criterion of a good theory states that it should be practical and help to describe, explain, and predict an important phenomenon. Thus, a good theory must be: A) systematic. B) useful. C) deterministic. D) testable.
B
To examine whether validities are situationally specific or generalizable across situations, Hunter and Schmidt (1990) recommended using _____ to weight and combine validity coefficients. A) multiple cutoffs B) meta-analysis C) multiple regression D) utility
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 top trends in I/O psychology according to a SIOP article published in 2016? A) the growing importance of preventing workplace violence B) a focus on developing and coaching employees C) addressing intergenerational issues D) a lack of competent leadership in the workplace
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 Josie applies for the job of store cashier, she is given a test that involves answering 150 simple addition and subtraction items. She is told to answer as many of the questions as she can in 10 minutes. The type of test that Josie is taking is a: A) power test. B) speed test. C) performance test. D) psychomotor test
B
When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad cases" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) particularly egregious examples of ethical lapses on the part of a company.
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
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
When squaring a correlation coefficient (r2), the resulting value tells how much variance in the criterion is explained by the predictor. This statistic is also known as the coefficient of: A) explanation. B) determination. C) stability. D) equivalence.
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
Which book was written by Hugo Munsterberg? A) The Theory of Advertising B) Psychology and Industrial Efficiency C) The Psychology of Management D) The DSM-IV
B
Which of these dimensions is typically rated in a leaderless group discussion? A) physical disability B) listening skills C) mental health D) deviance
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 primary characteristic of quasi-experiments? A) the use of animal subjects instead of human subjects B) use of intact groups and manipulation of independent variables C) eliminating extraneous variables D) a laboratory setting
B
Which of these is a purpose of affirmative action programs? A) to establish a quota system whereby numbers of minority members must be hired B) to increase the number of minorities or members of protected classes in targeted jobs C) to prevent majority members from getting jobs in the organization D) to ensure the hiring of unqualified minority applicants
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
Which of these is an important area for an I/O psychologist to be competent in? A) marketing strategies B) research methods C) counseling distressed individuals D) graphic design
B
Which of these occurred during the time period between World War I and the 1920s? A) Organizational psychology became a more equal partner with industrial psychology. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination i
B
Which of these would be necessary when estimating the improvement that would likely result from implementing a newly developed selection battery? A) job specifications B) selection ratio C) adverse impact ratio D) person-environment fit
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
XYZ Corporation is having difficulty attracting applicants for a job opening. As an I/O psychologist, you have been hired to improve the job's attractiveness and increase the applicant pool. Based on research, the most effective recommendation you can give to the XYZ Corporation is to: A) put up signs that emphasize the job's basic attributes, such as compensation. B) increase the corporation's appearance as a cool, prestigious place to work. C) hide the corporation's reputation from applicants. D) minimize Internet recruitment in favor of more traditional methods, such as job fairs.
B
_____ is an approach to demonstrating the validity of a selection battery. A) Person-environment fit B) Validity generalization C) Utility analysis D) Base validity analysis
B
_____ is important because we use predictors as proxies for real performance. A) Content validity B) Criterion-related validity C) Ecological validity D) Reliability
B
n which areas do more I/O psychologists work? A) quality of work life B) selection C) industrial engineering D) performance management
B
Human behavior is guided by 3 kinds of consideration
Behavioral beliefs, normative beliefs, and control beliefs
Which country allows citizens to take a "career break" in order to manage family responsibilities?
Belgium
What kind of tasks is distributed practice better for?
Better for learning skills and for long-term retention of those skills; low complexity tasks
Katz and Kahn (1978) based their concept on open-system theory on which discipline's principles?
Biology
In general, which statement BEST summarizes research on leader behaviors?
Both initiating structure and consideration are important behaviors, but findings on how they affect performance have been inconsistent.
"Criteria," "outcomes," and "consequences" are all words we might use to describe: A) extraneous variables. B) independent variables. C) dependent variables. D) predictor variables.
C
25. Lauren validated her selection battery and found a validity coefficient of .74. Later, her selection battery yielded a validity coefficient of .67 when she used a different sample of participants. This drop in the validity coefficient is an example of: A) validity generalization. B) cross-invalidation. C) validity shrinkage. D) regression to the mean.
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 case involving an employment procedure that intentionally discriminates against a group is known as a: A) hostile work environment case. B) disparate impact case. C) disparate treatment case. D) prima facie case.
C
A company uses both personality and cognitive ability tests to select job candidates. It would like to add another predictor to explain additional variance in job performance. One should advise the company to use a(n): A) integrity test. B) emotional intelligence test. C) situational judgment test (SJT). D) bibliographical information blank (BIB).
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 meta-analysis by Hunter and Hunter (1984) found a validity coefficient between general cognitive ability and performance of: A) .14. B) .25. C) .53. D) .76.
C
A recent Supreme Court ruling on affirmative action held that: A) every individual should be considered on race alone, regardless of the individual's qualifications. B) there is no compelling need for diversity in large institutions such as schools and police departments. C) a university cannot automatically award global points to every underrepresented minority group member in its admissions process. D) diversity provides educational benefits to law school students, but not to students in other forms of graduate education.
C
A recent conceptualization of ethical leadership that focuses on followers' perceptions of leader behaviors as morally right is known as: A) good apples. B) alpha leadership. C) moralized leadership. D) beta leadership.
C
A selection ratio of 1.00 means that: A) using a selection battery is extremely important. B) there are no applicants for the job. C) to fill the openings, all applicants must be hired. D) testing all the applicants is likely to be extremely expensive.
C
A small amount of shrinkage indicates that: A) the original predictive study was flawed. B) the predictors are not helpful in estimating the criterion. C) the selection battery is valid and ready to use to select employees. D) the selection measures are no longer valid and must be replace
C
Aakil administers a test in which an applicant compares two lists of words and numbers and circles any instances where the pairs do not match. Aakil is administering a: A) mechanical ability test. B) special ability test. C) clerical ability test. D) general cognitive ability test.
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
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
An HR manager wants to know the psychometric properties of a particular selection test as well as the costs and time involved in administering it. Which resource should he use? A) Wechsler Inventory Book B) Educational Testing Services Guidelines C) Mental Measurements Yearbook D) Personnel Measurements Guide
C
An I/O psychologist finds that 20% of the variance in a criterion is accounted for by the predictor. This value represents the: A) validity coefficient. B) validity correlation. C) coefficient of determination. D) criteria coefficient.
C
An advantage of integrity testing is that initial evidence suggests it can predict counterproductive behavior and: A) situational judgment. B) citizenship behavior. C) job performance. D) personality.
C
An interviewer says, "Imagine you disagree with a decision your supervisor has made. What would you do?" This would be an example of a(n) _____ interview. A) unstandardized B) prescriptive C) situational D) behavior description
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
Aneen wants to know which students will succeed in a gifted program, so she administers a test at the beginning of the year. At the end of the year, she finds that the test results correlate with those students' grades. The test has demonstrated: A) content validity. B) predictive validity. C) concurrent validity. D) divergent validity.
C
Approximately how much variance in performance is explained by cognitive ability? A) less than 10% B) between 10% and 20% C) between 25% and 35% D) between 64% and 75%
C
Asking applicants about future behavior occurs in a _____ interview; asking applicants about past behavior occurs in a _____ interview. A) retrospective; prospective B) prospective; retrospective C) situational; behavior description D) behavior description; situational
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
Beatrice has created a test to measure high school students' math ability. However, she includes only questions on addition and subtraction, even though most high school students also know other procedures (such as division and multiplication). Because her test does not measure everything that should be considered as part of math ability in this group, her test has low: A) predictive validity. B) concurrent validity. C) content validity. D) interrater validity.
C
Chatna is a math teacher. She teaches two sections of math and wants to make sure her students don't cheat on the test. She creates two different versions of a math test, and ensures that they measure the same thing and are equally difficult. Chatna has established: A) content validity. B) parallel forms reliability. C) internal consistency. D) concurrent validity
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
Dominic, an I/O psychologist, spends most of his time developing leaders, conducting surveys, gauging employee motivation and satisfaction, and ensuring his workers are safe. Most of Dominic's work would fall under the _____ subspecialty of I/O psychology. A) personality psychology B) industrial psychology C) organizational psychology D) counseling psychology
C
Dr. Applesmith conducts a study in which he manipulates the light in a room while assessing participants' performance on a counting task. In this example, the light is the _____, and the performance on the counting task is the _____. A) dependent variable; independent variable B) extraneous variable; dependent variable C) independent variable; dependent variable D) independent variable; extraneous variable
C
Dr. Hawkins obtains a measure of applicant personality. Once applicants have been hired and have been in their positions for at least six months, Dr. Hawkins assesses their job performance. Dr. Hawkins is examining: A) validity generalization. B) synthetic validity. C) predictive validity. D) concurrent validity.
C
Dr. Le believes that humans behave in orderly ways, and it is possible to detect this orderliness . Dr. Le appears to believe in an assumption of science known as: A) parsimony. B) precision. C) discoverability. D) generativity.
C
Dr. Omari develops a theory that suggests that paying interviewers for each interview they conduct will improve their performance. However, no other researchers seem to be interested in this theory, and nobody tests this theory. Dr. Omari's theory demonstrates poor: A) precision. B) parsimony. C) generativity. D) determinism.
C
During the mid-1980s through 2000, I/O doctoral programs increased by _____ and master's programs increased by ____. A) 10%; 50% B) 20%; 100% C) 50%; 200% D) 100%; 500%
C
During which time period did Division 14 of the APA change its name to the Division of Industrial and Organizational Psychology? A) pre-World War I B) World War I through the 1920s C) the mid-1960s to the mid-1980s D) the mid-1980s to the present
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
How are predictors administered when the multiple hurdle approach to selection is applied? A) least difficult to most difficult B) most difficult to least difficult C) least expensive to most expensive D) most expensive to least expensive
C
If an accommodation for a disabled individual would result in significant difficulty or expense given an employer's size and financial resources, that accommodation is considered a(n): A) reasonable burden. B) essential function. C) undue hardship. D) BFOQ.
C
If one develops a new measure of employee motivation and demonstrates that the measure is not related to dissimilar constructs, then he/she has demonstrated: A) concurrent validity. B) predictive validity. C) divergent validity. D) internal consistency.
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 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
In a multiple hurdle approach, if an applicant fails to meet a cutoff for a selection test: A) the applicant must be provided a retest. B) the applicant must redo all other selection tests he or she may have taken. C) the applicant is eliminated from the applicant pool. D) the applicant must earn a very high score on the next selection test to remain in the applicant pool.
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 many cases, it makes sense to set a minimum threshold for an applicant's score on a selection test. This minimum is known as the: A) selection ratio. B) compensatory limit. C) cutoff. D) hurdle.
C
In most college exams, students are given difficult multiple choice or essay questions and have adequate time to complete those questions. One would MOST LIKELY categorize these tests as: A) integrity tests. B) speed tests. C) power tests. D) psychomotor tests.
C
In order to hire a disabled individual for a job, a small company would have to renovate its building to put in elevators and ramps. The company might argue that these renovations are not possible because of their high expense. If this were the case, we would say that the required renovations are an example of: A) an essential function. B) a reasonable accommodation. C) undue hardship. D) prima facie.
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
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
Joan wants to hire a bookkeeper and needs to find someone with excellent perceptual speed and accuracy in processing verbal and numerical data. The test most suitable for Joan's use is a: A) mechanical ability test. B) spatial ability test. C) clerical ability test. D) psychomotor test.
C
Job _____ involves categorizing jobs into families. A) specification B) description C) classification D) placement
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
KSAOs constitute the knowledge, skills, _____, and other characteristics needed for a job. A) attitudes B) aptitudes C) abilities D) assignments
C
KSAOs constitute the knowledge, skills, abilities, and _____ someone must have for a job. A) opportunities B) objectives C) other characteristics D) obsessions
C
Lily is conducting a study about emotions at work. She uses smartphone apps to signal participants at predetermined times to answer questions. Lily is using the data collection approach known as: A) longitudinal design. B) case studies. C) experience sampling methodology (ESM). D) naturalistic observation.
C
Marta develops a theory that suggests filling out a job application in crayon will lead to a lower probability of being hired. However, almost nobody fills out an application in crayon, so this finding will not affect anyone in a meaningful way. Marta's theory lacks: A) precision. B) parsimony. C) usefulness. D) determinism.
C
Mary is 55 years old, Jeff is 21 years old, and Jorge is 45 years old. All three work at a computer software firm and all were fired, replaced by three new 20-year-old employees. Which employees are covered under the Age Discrimination in Employment Act? A) Jeff only B) Jeff and Jorge only C) Jorge and Mary only D) Jorge only
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
Melissa is applying for a college professor position. As part of the selection process, she must present a mock lecture in front of the college faculty. This type of selection technique is known as a: A) biodata test. B) cognitive ability test. C) work sample. D) situational judgment test.
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
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
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 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 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
One problem with affirmative action plans is that: A) they require the use of quotas. B) they lead to the hiring of unqualified employees. C) individuals who benefit from affirmative action may be seen as incompetent. D) they fail to increase the diversity within an organization.
C
One problem with using application blanks as part of the selection process is that: A) questions are often ambiguous and confusing to applicants. B) questions are often illegal. C) organizations use generic application blanks, which leaves them at risk for legal action. D) organizations rarely have the time to comb through information provided in the application blank.
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
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
Professor Sandhurst collects data from employees before developing a theory of job satisfaction. This approach is known as: A) reduction. B) deduction. C) induction. D) postduction.
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
Rani obtains a Cronbach's alpha of .20. Rani's measure has: A) poor test-retest reliability. B) excellent test-retest reliability. C) poor internal consistency. D) excellent internal consistency.
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
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
Recent research on interviews suggests that: A) interviews are not affected by nonverbal factors such as physical attractiveness. B) interviews are free from rating biases such as halo error and similarity effects. C) structured interviews are better predictors of job performance than unstructured interviews. D) interviewers can predict when individuals will be hired 94% of the time.
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
Recent research that compared taking a cognitive ability test on a mobile phone versus a computer found that: A) individuals who took the test on the mobile phone outperformed those who took it on a computer. B) both groups were generally similar, although taking the test on the mobile phone took less time. C) individuals who took the test on the mobile device had lower scores and took longer to complete the test. D) most individuals who took the test on the mobile device were unable to complete the test because of technology issues
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 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
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
Shania is an I/O psychologist who spends her time designing surveys that supervisors can use to evaluate their subordinates. She also compiles results from these surveys and provides suggestions to supervisors about how to deal with employees who are underperforming. Shania's work primarily involves which area of emphasis? A) selection B) organizational development C) performance appraisal D) quality of work life
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
Shuo, an I/O psychologist who works at a large corporation, is in charge of performance management. Which activity would Shuo be most likely to engage in? A) developing an intervention to redesign the organization's structure B) training new employees on how to do their jobs C) designing a performance appraisal measure for managers to use on their subordinates D) assessing employee satisfaction
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
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 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 birth of organizational psychology has been viewed by many as marked by: A) World War II. B) Army Alpha and Army Beta testing. C) the Hawthorne Studies. D) the civil rights movement.
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 five areas that account for the largest portion of work conducted by I/O psychologists are training and development, organizational development, selection, quality of work life, and: A) compensation. B) human factors. C) performance appraisal. D) consumer behavior.
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
The scientific philosopher Karl Popper stated that science is really about: A) generating as many theories as possible in order to advance science. B) proving that theories are true based on experimental data. C) ruling out alternative explanations until one explanation or theory fits the data. D) creating new theories, even if no one ever tests them.
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
The type of variable that can contaminate the results of an experiment and may be an alternative to a causal relationship is known as a(n): A) predictor variable. B) criterion variable. C) extraneous variable. D) antecedent variable.
C
To empirically cross-validate a selection battery, one must: A) apply different predictors to the same sample. B) apply different criteria to the same sample. C) apply the same predictors and criteria to a different sample. D) reapply the same predictors and criteria to the same sample.
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
What employment settings do the smallest percentage (4%) of I/O psychologists work in? A) universities B) private organizations C) non-profit organizations D) consulting firms
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
What is one drawback of using self-administered mail surveys in research? A) It is difficult to administer them. B) They cannot be administered to large groups of people. C) Response rates can be low. D) There is a lack of respondent anonymity.
C
What is one potential problem with the current implementation of the FMLA? A) It does not provide for paternity leave. B) It allows employees to take time off to care for children, but not to take care of their elderly parents. C) Many employees cannot afford to take unpaid leave. D) Most employees abuse the system and take leave for things such as sporting events.
C
What is the BEST definition of the scientist/practitioner model? A) Practitioners must be educated by someone who is a scientist. B) Scientists must be educated by someone who is a practitioner. C) Scholars should understand both theory and application in their area. D) Effective scientists will have spent a fair amount of time working as practitioners.
C
What is the cyclical inductive-deductive model of research? A) It is the idea that inductive processes are superior to deductive processes. B) It is the idea that deductive processes are superior to inductive processes. C) It is the idea that testing theories is a continuous process that uses both induction and deduction. D) It is the fact that the more inductive studies we do on a topic, the less appropriate deductive methods become.
C
What is the key difference between an experiment and a quasi-experiment? A) Quasi-experiments do not include dependent variables. B) Quasi-experiments do not include independent variables. C) Quasi-experiments do not include random assignment. D) Quasi-experiments cannot be used in a real-world setting.
C
When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad barrels" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) individuals who convince others to make poor ethical choices.
C
When an experiment uses college students as participants, some people may raise concerns that the results are not generalizable to employees in the "real world." This represents a concern about: A) content validity. B) construct validity. C) external validity. D) internal validity.
C
Organizational Analysis
Conducted to determine the organization's short- and long-term goals and then to compare those goals to the organization's accomplishments.
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 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
When research participants have an equally likely chance of being assigned to an experimental condition or the control condition, the experimenter has: A) manipulated the independent variable. B) demonstrated external validity. C) employed random assignment. D) set up a quasi-experiment.
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 data collection is MOST frequently used in I/O psychology? A) unobtrusive naturalistic observation B) experience sampling methodology C) surveys D) case studies
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 the following characteristics was established as a protected class in the Civil Rights Act of 1964 ? A) sexual orientation. B) age. C) national origin. D) disability.
C
Habib's team does not select a solution until everyone in the group agrees on the best solution. In this case, Habib's team is using which process of decision making?
Consensus
Which of these is LEAST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) employee training and development B) performance appraisal and selection C) work attitudes and behaviors D) job analysis and recruitment
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 NOT an example of a counterproductive behavior? A) theft B) abuse of others C) anger D) withdrawal behaviors
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 a drawback of using individual tests for selection? A) The items are difficult and there is no fixed time limit for administration. B) They can be used for lower-level employees only and there is no validity evidence. C) They have a long administration time and need to be scored by an expert. D) They are easy to fake and the results are not relevant outside the United States.
C
Which of these is a goal of science? A) capitalism B) internal validity C) control D) external validity
C
Which personality predictors have received the most research attention and are reported to be the BEST predictors of job performance? A) neuroticism and emotional intelligence B) agreeableness and adaptability C) conscientiousness and emotional stability D) extraversion and openness to experience
C
Which research design is the ONLY design in which we can assert that one variable is causing another variable? A) survey research B) case study research C) experimental research D) archival research
C
Which term describes the extent to which test scores obtained at one time account for variance in criteria obtained at a future time? A) concurrent validity B) cross-sectional validity C) predictive validity D) criterion validity
C
Which test would tend to have the fewest false alarms and misses? A) a test with a validity of .05 B) a test with a validity of .10 C) a test with a validity of .20 D) a test with a validity of .40
C
Who wrote the book The Psychology of Management? A) Walter Dill Scott B) Hugo Munsterberg C) Lillian Gilbreth D) Fredrick Taylor
C
Who wrote the book The Theory of Advertising? A) Kurt Lewin B) Hugo Munsterberg C) Walter Dill Scott D) Lillian Gilbreth
C
_____ is said to occur when the selection rate for a group is less than 80% of the selection rate for the group with the highest selection rate. A) Base rate B) Validity generalization C) Adverse impact D) Employment at-will
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
f Tanya believes that a personality test will predict performance for both administrative assistants and filing clerks, she believes in: A) validity overlap. B) validity specificity. C) validity generalization. D) validity synthesis.
C
if one does well on the first set of questions on the GRE, he or she will receive more difficult questions in the next set. If one does poorly on those first questions, he or she will receive easier questions. This type of testing is known as: A) flexible testing. B) testing accommodations. C) computer adaptive testing. D) calibrated testing.
C
Before starting an experiment, Dr. Cortez asks a participant to read a detailed description of a study and its risks and benefits, and sign a statement indicating he agrees to participate in the research. This procedure is known as: A) test validation. B) participant code of conduct. C) informed consent. D) Ethical objection.
CB
Vlad comes into work late, steals printer paper for his personal use, and speaks rudely to his coworkers. Vlad is engaging in:
CWB's
Vlad comes into work late, steals printer paper for his personal use, and speaks rudely to his coworkers. Vlad is engaging in:
CWBs
Which of the following accurately reflects research on managerial stress?
Challenge-related stress is negatively related to searching for a job.
Chelsea is teaching a new chef how to cook a hamburger. Which of these is the BEST example of active learning?
Chelsea has the new chef practice cooking a burger, and she then answers any questions he has on the cooking method.
Nancy works in a group whose members are highly motivated to stay together. All members are willing to put aside their individual goals in order to see the group succeed. Nancy's group is best described as having a high level of:
Cohesion
To improve the team performance of your employees you are planning to implement team building. According to research, to increase the impact of team building on team performance, you should:
Combine the team building with another organizational development (OD) intervention
There are four ways to manage boundaries--behavioral, physical, temporal, and:
Communicative
behaviors are behaviors that bring, or are intended to bring, harm to an organization, its employees, or its stakeholders.
Counterproductive
According to Micheal Hitt's (2000) work on organizational development (OD), which of the following is important if a company wants to keep up with the increasingly fast-paced environment?
Creative and well-trained employees
An unintended consequence of culture change resulting from organizational transformation is:
Cultural erosion
. 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
30. Dr. Xiong conducts a study examining whether people feel more motivated when music is playing versus when there is silence. At first, his findings appear to indicate that those in the "music condition" do better. However, he learns that his research assistant encouraged the participants in the music condition but did not encourage those in the silent condition. Now, Dr. Xiong doesn't know whether the better performance was due to the music or the encouragement. Dr. Xiong's study has poor: A) external validity. B) extraneous validity. C) content validity. D) internal validity.
D
6. Dan is a candidate for a nursing job. He is asked to complete a test that includes items that tap medical knowledge, but he is not given any particular time limit within which to complete the test. Dan is likely taking a(n): A) ability test. B) performance test. C) speed test. D) power test.
D
A _____ provides information about the direction and magnitude of the relationship between two or more variables. A) median B) correlation coefficient C) standard deviation D) mean
D
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
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 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 performance management system typically includes: A) layoffs. B) continuous coaching. C) organizational restructuring. D) organizational-profit forecasting.
D
A researcher is conducting an experiment to test the effect of feedback on job performance. The researcher can exercise control over extraneous variables, such as intelligence, by: A) using participants with the same level of intelligence. B) using participants with the same level of job performance. C) giving all participants the same type of feedback. D) randomly assigning participants to feedback conditions.
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
A scientist who believes that behavior is orderly and systematic and does not happen by chance holds the basic assumption of science known as: A) discoverability. B) empiricism. C) descriptivism. D) determinism.
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
After designing a study, the next step in the research process involves: A) developing hypotheses. B) testing the hypotheses. C) reporting results. D) collecting data.
D
Agatha has created a test of organization, and wants to know whether it relates to performance on the job. In this example, Agatha is MOST concerned with: A) content validity. B) internal consistency. C) parallel forms reliability. D) criterion-related validity.
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
Amanda would like to be promoted to a managerial position. Her boss tells her that in order to receive the promotion, she must give sexual favors in exchange. This exemplifies the form of sexual harassment known as: A) prima facie. B) a hostile work environment. C) an unreasonable work environment. D) quid pro quo.
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
multiple cutoff approach
a noncompensatory model of employee selection in which "passing scores," or cutoffs, are set on each predictor; think hiring a cardiac sergion
An applicant for a customer service job completed a questionnaire in which the following questions were among those asked: "To what extent would your friends describe you as sympathetic?" and "When you feel strongly about something, how easily can you persuade others to see your point of view?" From these questions, which test did the applicant take? A) in-basket test B) integrity test C) speed test D) biodata test
D
An individual with high emotional intelligence can not only understand the emotions of others, but can also: A) achieve high levels of counterproductive work behavior. B) use his or her own emotions to manipulate others. C) have trouble regulating his or her emotions because they are so strong. D) understand and deal with his or her own emotions.
D
An interviewer says, "Tell me about a time when you had a conflict with a coworker." This would be an example of a(n) _____ interview. A) unstandardized B) reflective C) situational D) behavior description
D
Approximately how many doctoral programs exist for I/O psychology and related fields? A) 20 B) 70 C) 150 D) 220
D
As a result of the Great Depression and its associated trends of high unemployment and stagnant economic growth, our culture became focused: A) less on the human condition and more on employee testing and training. B) less on employee attitudes and more on efficiency. C) less on worker morale and more on finding the most efficient approach to work. D) less on employee testing/training and more on the human condition.
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
Based on the unraveling of companies such as Enron, WorldCom, Pfizer and Arthur Anderson, one topic that has received additional attention is: A) stress. B) job performance. C) motivation. D) ethics.
D
Blake is the HR director for a professional sports team. She is looking for a test that measures general cognitive ability. Which of these would meet Blake's needs? A) Mental Measurements Test B) Test of Mechanical Concepts C) Purdue Pegboard test D) Wonderlic Personnel Test
D
Bowser's Gym requires that an applicant for a janitorial position be female because a primary duty of the job is cleaning the female locker room while women are using it. Bowser's requirement is an example of: A) quid pro quo. B) prima facie. C) disparate impact. D) a BFOQ.
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
coaching
a one-on-one collaborative relationship in which an individual provides performance-related guidance to an employee
Claudette writes a tentative statement about the relationship between two variables based on a theory she has read. The research stage Claudette is MOST LIKELY engaged in when she does this is: A) designing a study. B) collecting data. C) writing up results. D) formulating a hypothesis.
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
Darius takes part in a selection session in which he completes an in-basket and a leaderless group discussion. This selection tool is best described as: A) a situational judgment test. B) a biodata test. C) an interview. D) an assessment center
D
Dasha is applying to work in a factory. One of the tasks she must complete during the selection process is to place a certain number of washers onto a pegboard in a short amount of time. This test is intended to assess whether she has the manual dexterity to do the assembly work in the factory. One would consider this test to be a(n): A) integrity test. B) psychometric test. C) power test. D) performance test.
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
Extraneous variables can severely damage which type of validity? A) external B) content C) independent D) internal
D
organization-motivated aggression
attempts by someone inside or outside the organization to cause injury or to be destructive as a result of some organizational factor
From the mid-1980s to the present, much I/O research has been focused on: A) the human condition. B) scientific management. C) matching military recruits to jobs. D) cognitive frameworks and processes.
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
Ideally, before choosing tests for a selection battery, an organization should conduct a: A) training needs analysis. B) validity generalization study. C) hurdle approach. D) job analysis.
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
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
Items such as "I am the life of the party" and "I start conversations" MOST LIKELY measure which Big 5 personality trait? A) neuroticism B) conscientiousness C) agreeableness D) extraversion
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
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
June has interviewed two different people. For the first applicant, she asked about strengths and weaknesses; for the second applicant, she asked about interests and experiences. In these cases, June has conducted _____ interviews. A) illegal B) formal C) structured D) unstructured
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
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 way in which Biographical Information Blanks (BIBs) differ from application blanks is that BIBs: A) require narrative responses. B) contain very few (less than 10) questions. C) ask very specific work-related questions. D) ask questions that cover broad areas.
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
Professor Fisk has developed a theory that contains statements that are verifiable by experimentation. The professor's theory has met the criterion for a "good" theory that is known as: A) parsimony. B) precision. C) discoverability. D) testability.
D
Quasi-experiments tend to have lower _____ than regular experiments. A) external validity B) extraneous validity C) content validity D) internal validity
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
Recent research suggests that the correlation between telework and job performance is: A) strongly negative. B) weakly negative. C) basically zero. D) positive.
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
Sean is an I/O psychologist who conducts surveys in his organization to determine what types of things might frustrate or upset employees. His goal is to find ways to help employees feel satisfied and proud of their work. Sean's work primarily involves which area of emphasis? A) selection B) organizational development C) performance appraisal D) quality of work life
D
Sofia has heard about a theory that suggests that when people are in a group they tend to put forth less effort than when they work alone. She decides to collect some data to see if they support this theory. Sofia is using: A) deduction. B) reduction. C) parsimony. D) induction.
D
Some researchers believe that job components across jobs are related to the same KSAOs and that validation can be carried out by linking appropriate KSAOs in a large database, so that individual validation studies are not required. This approach is known as: A) validity generalization. B) situational specificity. C) shared validity. D) synthetic validity.
D
Split-half reliability, inter-item reliability, Cronbach's coefficient alpha, and the Kuder-Richardson 20 are all measures of: A) interrater reliability. B) parallel forms reliability. C) internal consistency. D) criterion-related validity.
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 Hawthorne Studies illustrated that _____ conditions were more important than _____ conditions. A) individual; societal B) societal; individual C) physical; psychological D) psychological; physical
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 SAT is an example of a(n): A) integrity test. B) spatial ability test. C) performance test. D) paper-and-pencil test.
D
The approach to science that involves starting with a theory and propositions and then collecting data to test those propositions is: A) reduction. B) induction. C) production. D) deduction.
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
The goals of science include description, explanation, control, and: A) expectation. B) prescription. C) confirmation. D) prediction.
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 subspecialty that involves the study of motivation, work attitudes, and the culture of organizations is: A) industrial psychology. B) personnel psychology. C) performance psychology. D) organizational psychology.
D
The underlying approach to training I/O psychologists is known as the: A) industrial/organizational model. B) consumer/creator model. C) consumer/generator model. D) scientist/practitioner model.
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
Using multiple tests in a selection battery will likely: A) decrease the coefficient of determination. B) decrease the validity coefficient. C) decrease the need for conducting a job analysis. D) increase the proportion of criterion variance accounted for.
D
What was one impact the civil rights movement of the 1960s had on I/O psychology? A) At-will employment was deemed illegal. B) Organizations were encouraged to embrace a flatter organizational structure. C) I/O researchers began to focus more heavily on the importance of organizational development. D) There was an increased focus on racial differences on employment tests.
D
When the decision accuracy of a selection battery is examined, the number of applicants who were not hired but who would have been successful performers can be labeled as: A) false positives. B) correct rejections. C) false alarms. D) misses.
D
When we talk about performance, we are talking about: A) beliefs. B) attitudes. C) thoughts. D) behaviors.
D
Which correlation indicates the strongest relationship? A) .07 B) -.23 C) .53 D) -.76
D
Which of these is LEAST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of organizational psychology? A) leadership B) work attitudes C) motivation D) selection
D
Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) performance appraisal
D
Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) selection
D
Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) training
D
Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of organizational psychology? A) performance appraisal B) selection C) job analysis D) job attitudes
D
Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of organizational psychology? A) performance appraisal B) selection C) job analysis D) leadership
D
Which of these is NOT a compensable factor? A) effort B) skill C) working conditions D) work design
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 of these is the BEST definition of a competency? A) whether an individual is willing to take a test of his or her skills B) whether an individual popular among his or her peers C) whether an individual has enjoys his or her job D) whether employees have the skills, behaviors, and capabilities necessary to effe
D
Which statement best summarizes research on test delivery? A) Students who used pencil-and-paper tests outperformed those who used handheld computers. B) Students who used paper-and-pencil tests outperformed those who used notebook computers. C) Students who used any type of computer outscored those who used paper-and-pencil tests. D) There are no meaningful differences between students who take their tests using a computer and those who take it using pencil and paper.
D
Who was often called the First Lady of Management and the Mother of Scientific Management? A) Beverly von Haller Gilmer B) Laura Koppes C) Jan Lewin D) Lillian Gilbreth
D
_____ are changes or exceptions made by an employer that would allow a qualified disabled person to successfully do the job. A) BFOQs B) Essential functions C) Undue hardships D) Reasonable accommodations
D
_____ discovered that employees could be differentiated for various jobs based on their interests, which led to the development of the Strong Vocational Interest Blank for Men. A) Walter Dill Scott B) James Hawthorne C) Greg Oldham D) Bruce V. Moore
D
_____ is a statistical technique that estimates how well a series of predictors forecasts a performance criterion. A) Utility analysis B) Decision accuracy C) Validity generalization D) Multiple regression
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
he textbook notes that the division between industrial and organizational psychology is somewhat artificial. What is one reason the textbook provides for why this might be a false dichotomy? A) Nobody in the field can agree on what is meant by "industrial" versus "organizational" psychology. B) Few organizations are concerned with organizational psychology topics, so nearly all I/O psychology consultants address only industrial topics. C) When I/O psychologists earn their required licenses from the American Psychological Association (APA), they must be well-versed in both industrial and organizational topics. D) Most issues faced by organizations encompass both industrial and organizational topics.
D
Research indicates that telecommuting leads to ____ WIF, and _____ FIW.
Decrease; Increase
Galenia's team generates solutions and then provides information about each solution to the chairperson, who ultimately makes the decision. In this case, Galenia's group is using which process of decision making?
Delegating
________ norms are those that define what most people do, feel, or think.
Descriptive
In the group decision making, the point at which group members come to agree on the nature of the problem and the goals of the group is known as:
Diagnosing the problem
Bureaucratic organizations engage in _____ to avoid asking people to perform tasks requiring skills they do not have.
Divisions of labor
The ____ element of reengineering involves a focus on making striking performance improvements rather than only slight performance improvements.
Dramatic
resistance to change
Efforts to block the introduction of new approaches. Some of these efforts are passive in nature, involving tactics such as verbally supporting the change while continuing to work in the old ways; other efforts are active in nature, involving tactics such as organized protests and sabotage
One way to improve brainstorming is to use software that allows group members to type in their ideas and share them anonymously. This is known as:
Electronic brainstorming
Callista's boss has just given her so much work that she is worried she will be unable to finish it. She decides ti take some time out of her day to take a yoga class and attempt to relax. In this case, Callista is engaging in _____ coping
Emotion-Based
_____ is an example of a leader behavior that would be characterized as consideration.
Emphasizing participative decision-making
Groupthink
Hyria, who is part of a work group, feels very connected to her coworkers, but she is concerned about a decision they are making. She is afraid to speak up, however, because in the past, dissenters were pressured into going along with the group consensus. Hyria's group is likely engaged in:
competency-based training
Identifying what skills, behaviours, and capabilities that the organization wants all employees to have and then basing the training on those competencies.
Storming
In a group that was a recently created, group members are beginning to disagree with one another and are not always on their best behavior. This group is most likely in the _____________ stage of group development.
Applied nutrition intervention
In a recent study, TPB was utilized to encourage parents to pack more fruits, vegetables, and whole grains in sack lunches of preschool children. Behavioral constructs of TPB were used to develop intervention strategies.
How does concurrent validation differ from predictive validation?
In concurrent validation, incumbents (someone in the office), rather than applicants, are used as participants, and predictors and criteria are measured at the same time.
Scientific Management; open systems theory
In contrast to ________, which asserts that there is one best way to do something, ____________ and the concept of equivocality suggests that there are many ways to reach the same end result.
______ studied organizations and developed the idea of bureaucracy in organizations.
Max Weber
Who is error training disruptive for?
Individuals who are high on conscientiousness, demonstrated reduced self-efficacy as a result of error training.
Dean, Janice, and Svetlana, who are all going through the same training program, often meet together for lunch to study their materials together. In this case, they represent a(n):
Informal group
According to the general model of stress, which of the following is a source of stress?
Interpersonal Relationships
Research on a person's burnout at work suggests that it:
Is linked to certain characteristics of jobs.
what is correlation (r or test battery multiple) used as?
It is used as an index of the relationship between a predictor and a criterion
According to the general model of stress, which of the following is NOT a source of stress?
Job Satisfaction
____ characterized change as a matter of modifying those forces that are acting to keep things stable.
Kurt Lewinterm-136
According to research on leader-member exchange (LMX) theory, which statement is false?
LMX relationship quality is unrelated to turnover intentions.
A Catalyst survey found that 56% of respondents listed the biggest challenge of a dual-earner situation as:
Lack of Time
Mindguard
Larry is a member of a group that is organizing a protest. The team has given him the job of protecting the members of the group from the views of people outside the group. Larry is the:
_____ focuses on the reciprocal relationships between subordinates and leaders.
Leader-member exchange theory
_____ is a social process through which an individual intentionally exerts influence over others to structure their behaviors and relationships.
Leadership
Lupe has learned that her organization will be merging with another corporation. According to Wexley and Silverman(1993), which of the following actions should she take to help her deal with this stressor?
Learn as much as possible about the merging organization
Allen is completing a questionnaire that requires him to describe the single worst colleague has ever encountered and to evaluate him or her on a scale of bipolar adjectives (e.g., pleasant-unpleasant, friendly-unfriendly). Allen is likely completing the:
Least Preferred Coworker Scale.
Mel is someone who sets goals and develops strategies to reach those goals. She is also flexible enough to develop contingency approaches when her initial strategy is unsuccessful. Which theory suggests that Mel will perceive less job stress and report lower work-family conflict?
Life Management Theory
Mary is 45 years old. She is taking care of her 80-year-old father while also taking care of her 16-year-old twins and working a 40-hour-a-week job. Mary can be labeled as a(n):
Member of the Sandwiched Generation
A(n) ____ is an organized knowledge structure that enhances the interaction of an individual and his or her environment.
Mental Model
A stressor; a strain
Mimi has a very rude and demanding boss. She feels tense throughout the day, and when she goes home at night she has a pounding headache. In this example, the demanding boss is an example of _____________ and her headache is an example of ____________.
Which of the following is NOT a common approach to choosing a solution in group decision making?
Mindguarding
_______ is the process by which a group or organization establishes distinct roles for various members of a group.
Role differentiation
Josie has a poor relationship with her boss, significant role ambiguity, and little decision-making latitude in her job, which has led to her lack of motivation. Josie's lack of motivation is referred to as:
STRAIN
Which school of thought was based on the notion that there is one best way to get the job done?
Scientific Management
In the third stage of the total management quality (TQM) process, employees identify areas in which their department deviates from quality standards. These deviations are known as:
Output variations
In contrast to ____, which asserts that there is one best way to do something, ____ and the concept of aquilinity suggest that there are many ways to reach the same end result.
Scientific Management; open-systems theory
What can selection and training be compared to?
Selection can be viewed as dealing in raw materials, while training as developing or producing the finished product
Mary, Alex, Lou, and Michelle work as a group on a daily basis to make computer chips in a manufacturing plant. They are an example of a _____ team.
Production
The recent development of "electronic brainstorming" reduces:
Production blocking
The ____ element of reengineering involves a focus on making far-reaching organizational changes rather than superficial changes.
Radical
What is the final step of the Scientific Management process?
Redistributing the work
According to Lewin's change model, the final step in the change process is:
Refreezing
Is linked to certain characteristics of jobs
Research on a persons burnout at work suggests that it:
Gretchen, a hospital nurse, feels particularly stressed right now because Dr. Peterson believes her job is to remind him of which patients to visit, while Dr. Bogari believes it is her job to visit his patients and prepare them got his arrival. Gretchen is probably experiencing:
Role Conflict
Legitimate base of power
Sheila's company has promoted her to the position of Senior Vice President of Accounting. Sheila possesses a:
Deniz realizes that her group members are doing very little work on a project, so she increases her efforts to get the job done. This outcome is called:
Social Compensation
_____ is the reduction in individual effort that occurs when people work in groups instead of alone.
Social Loafing
What type of job analysis is most often used to determine training needs?
Task-oriented job analysis
When selecting employees to work on a race car pit crew. Lenny wants to measure conflict resolution, collaborative problem solving, and communication. Lenny should implement the:
Teamwork Test
Delta works from home much of the time. In order to keep her work and home life separate, Delta starts working at 7AM, and finishes at 3PM every day. This type of boundary-setting is known as:
Temporal
Zee, owner of a car repair shop, noticed that female customers were often dissatisfied with the shop's service because they felt the car mechanics didn't clearly explain what the problem was with their car. As a result, Zee now provides the mechanics with a checklist they must go through when they talk with clients. He uses the completed checklists to help evaluate mechanic performance. In this case, the "intervention" is:
The checklist procedure Zee designed.
What are the general approaches to demonstrating the validity of a selection battery?
The conduct of a validation study and validity generalization
What must organizations consider in regards to training programs?
The implementation of the training program and the evaluation (does it work) of the training program.
According to the Leader Behavior Description Questionnaire (LBDQ), which behavioral phrase refers to a leader's consideration?
The leader is willing to make changes.
According to the Leader Behavior Description Questionnaire (LBDQ), which behavioral phrase measures a leader's initiating structure?
The leader schedules the work to be done.
Individual differences?
The learners preparedness, and motivation to learn.
According to Kurt Lewin, behavior is a function of:
The person and the environment
Role Differentiation
The process by which a group or organization establishes distinct roles for various members of the group or organization.
employee socialization (organizational socialization)
The process by which new employees acquire attitudes, behaviours, and knowledge needed to participate as a member of the organization.
Social Loafing
The reduction in individual effort that occurs when people work in groups instead of alone.
learning
The relatively permanent change in behaviour that occurs as a result of experience of practice.
Cohesion
The strength of members' motivation to maintain membership in a group and of the links or bonds that have developed among the members.
Positive Psychology
The study of strengths and virtues of individuals and institutions is known as:
The main difference between transformational leadership and authentic leadership is:
authentic leadership does not necessarily include a charismatic component.
Lexie believes her employees are lazy, and that in other to get them to work she has to supervise them closely and control their behaviors. The theory that best describes Lexie's management style is:
Theory X
The theory that assumes that the average employee is gullible and not very bright, and is self-centered and lacks ambition is referred to as:
Theory X
Ellyn believes that her employees have a strong capacity for assuming responsibility for their work; Gino believes that his workers are lazy and must be supervised at all times. Ellyn subscribes to _____, while Gino subscribes to _______.
Theory Y; Theory X
TRA
Theory of Reasoned Action: An individual's decision to engage in a particular behavior is based on the outcomes the individual will come as a result of performing the behavior
Why is it unrealistic to expect a strong relationship between attitudes and behaviors?
There are many antecedents to behavior other than attitudes
40% of people do not take the full 12 weeks of unpaid leave given through FMLA. Why?
They cannot afford to go unpaid for that long.
Forty percent of employees who take time off under the Family and Medical Leave Act(FMLA) do not take the entire 12 weeks of leave because:
They cannot afford to go without pay during the entire leave
Which of these is a common characteristic among the new leadership theories?
They encourage an increase in subordinates' self-esteem and satisfaction.
Which of the following is NOT mentioned as a reason why jobs are important to us?
They provide opportunities to increase our self-esteem
According to French and Raven (1958), which of these is NOT a base of power?
authoritarian power
Why might I/O researchers be particularly concerned about some of the findings related to implicit leadership theory (ILT)?
This theory indicates that subordinates' ratings of leaders may not reflect leaders' actual behaviors.
Who is error training very effective for?
Trainees who are high in cognitive ability and openness
whole learning
Training approach in which the entire task is practiced at once; more effective if task is highly organized, coherent, and interdependent
_____ theory was popular in the 1950s and has reemerged in the last 30 years.
Trait
_____ is a form of leadership where the relationship between leader and follower is based chiefly on exchanges, with a focus on contingent reinforcement.
Transactional leadership
According to ______, groups go through separate phases in their development; according to ______, groups oscillate between several phases, or may be in several phases at once.
Tuckman's stage model; punctuated equilibrium
Which of the following is NOT an antecedent of groupthink?
Unanimous beliefs
Strains
Undesirable personal outcomes resulting from the combined stressful experiences of various life domains.
When a person leaves his or her job, what is the most common reason?
Unexpected "shocks"
What is the coefficient of determination (the squared correlation, r^2, or test battery) used as?
Used to provide information about how much variance in the criterion is accounted for by the predictor.
According to meta-analytic evidence, the core job dimension that correlates most strongly with job satisfaction is:
autonomy
83. Which type of validity describes the extent to which test scores obtained at one time account for variance in criteria obtained at the same time? A) concurrent validity B) cross-sectional validity C) predictive validity D) content validity
a
Altoneicia conducts a validation study and finds r=.55. She obtains a second sample and when she validates the measure this time, she finds r=.06. This notable drop between her first sample and her second sample suggests that: A) her measure does not apply well to different samples and probably should not be used. B) her measure discriminates against a protected class and probably should not be used. C) her measure demonstrates very little shrinkage and is ready to use to select employees. D) her measure demonstrates validity generalization and is ready to use to select employees.
a
referent
gained when one is shown respect an admiration by others.
Burnout
a condition that occurs when employees become so stressed that they experience emotional exhaustion, depersonalization, and a sense of reduced personal accomplishment
burnout
a condition that occurs when employees become so stressed that they experience emotional exhaustion, depersonalization, and a sense of reduced personal accomplishment
executive coaching
a consultant external to the organization who develops a coaching relationship with a mid- to high-level executive in the organization
problem-focused coping
a coping style that involves behaviors or actions targeted toward solving or handling the stress-inducing problem itself
emotion-focused coping
a coping style that involves cognitive, or thought-related strategies that minimize the emotional effects of stress-reducing events
dual-earner couple
a couple in which both members are employed and maintain a family life
autonomy
a degree or level of freedom and discretion allowed to an employee over his or her job.
work motivation
a force that drives people to behave in a way that energizes, directs, and sustains their work behavior
work motivation
a force that drives people to behave in a way that energizes, directs, and sustains their work behavior.
need
a force that organizes perceptions, beliefs, cognitions, and actions, giving rise to behaviors that reduce the force and bring about a steady state
chronic stress
a long-term or continuous state of nervous arousal where an individual perceives that the demands on them are greater than their ability to meet those demands
organizational-based self-esteem (OBSE)
a measure of how valuable employees view themselves as organizational members
Groupthink
a mode of thinking that individuals engage in when the desire to agree becomes so dominant in a cohesive group that it tends to override the realistic appraisal of alternative courses of action.
work-family enrichment
a model of work-family relations in which positive attitudes and behaviors are believed to carry over from one domain to the other
work-family conflict (WFC)
a model of work-family relations in which work and family demands are incompatible
job satisfaction
a pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or job experiences
parental leave
a program offered by organizations that enables employees to combine work and family responsibilities related to child rearing
role
a set of behaviors expected of a person who occupies a particular position in a group
instructional design
a set of events that facilitate training through their impact on trainees; determining what is to be learned
Selection Battery
a set of predictors, or tests, that are used to make employee hiring decisions
What is NOT a reason that accounts for high levels of job satisfaction according to lecture?
a short and relatively stressless commute
Fabio is an HR manager who needs to diagnose an urgent organizational problem and then develop an intervention to address the problem. Fabio will find it useful to utilize:
a single, overall satisfaction measure such as "Do you like your job"?
role ambiguity
a situation that results when expectations are unclear and employees are thus not sure what is expected of them
role conflict
a situation that results when role expectations are inconsistent, as when a supervisor sends employees mixed messages about their roles
validity shrinkage
a statistical phenomenon reflecting the likelihood that a given selection battery will demonstrate lower validity when employed with a different sample
multiple regression
a statistical technique that, when used in the selection context, allows us to estimate how well a series of predictors forecasts a performance criterion
Dan enjoys working as a plastic surgeon. He has such an obsession with it that he often schedules extra surgeries in the evenings rather than spending time with his family. Dan is likely:
a workaholic
Dan enjoys working as a plastic surgeon, is obsessed with it, and often schedules extra surgeries in the evenings rather than spending time with his family. Dan is likely:
a workaholic.
aspiration-performance discrepancies
gaps between what an individual, unit, or organization wants to achieve and what it is actually achieving
normative commitment
attachment to an organization that reflects one's obligation to continue employment with the organization; also called moral commitment
In the Steers and Rhodes (1978) model of absenteeism, the two factors affecting the relationships between job satisfaction, attendance motivation, and employee attendance are:
ability to attend and pressure to attend.
Which of the following is NOT considered an antecedent of job satisfaction?
absenteeism
Ann firmly believes in her company's goals and values, and is always willing to go the extra mile to help her company succeed. She has been with the company for 15 years. Ann's feelings toward her organization are best characterized as:
affective commitment
Ann has been with her company for 15 years and firmly believes in its goals and values. She is always willing to go the extra mile to help it succeed. Ann's feelings toward her organization are best characterized as:
affective commitment
Research by Meyer and colleagues (2002) found that older employees demonstrated higher levels of:
affective commitment
Which of the following is NOT a category of work strain?
aggressive
Which of the following is NOT a category of work strain?
aggressiveness
self-directed techniques
allow trainees to work at their own pace and to remedy identified weaknesses
pre/post design
allows us to measure various criteria prior to training and again after training; no control group
Zac, who works at a children's photography studio, is often required to act happy, laugh, and be excited in order to get the children to smile. The type of emotion regulation that Zac displays is referred to as:
amplification
Zac works at a children's photography studio. To get children to smile, he is often required to act happy, laugh, and be excited. The type of emotion regulation that Zac is displaying is referred to as:
amplification.
behavioral intention
an indication of an individual's readiness to perform a given behavior. It is assumed to be an immediate antecedent of behavior. It is based on attitude toward the behavior, subjective norm, and perceived behavioral control, with each predictor weighted for its importance in relation to the behavior and population of interest
equity sensitivity
an individual difference indicating the extent to which people are affected by overreward or underreward situations
equity sensitivity
an individual difference indicating the extent to which people are affected by overreward or underreward situations.
Behavioral belief
an individual's belief about consequences of a particular behavior. The concept is based on the subjective probability that the behavior will produce a given outcome
expectancy
an individual's belief about the likelihood of achieving a desired performance level when exerting a certain amount of effort
expectancy
an individual's belief about the likelihood of achieving a desired performance level when exerting a certain amount of effort.
perceived behavioral control
an individual's belief as to how easy or difficult performance of a behavior is likely to be
control beliefs
an individual's beliefs about the presence of factors that may facilitate or impede performance of the behavior. The concept of perceived behavioral control is conceptually related to self-efficacy
behavior
an individual's observable response in a given situation with respect to a given target. Ajzen said a behavior is a function of compatible intentions and perceptions of behavioral control in that perceived behavioral control is expected to moderate the effect of intention on behavior, such that a favorable intention produces the behavior only when perceived behavior control is strong
perceived behavioral control
an individual's perceived ease or difficulty of performing the particular behavior. It is assumed that perceived behavioral control is determined by the total set of accessible control beliefs
subjective norm
an individual's perception about the particular behavior, which is influenced by the judgment of significant others
normative beliefs
an individual's perception of social normative pressures or relevant others' beliefs that he or she should not perform such behavior
Attitude toward behavior
an individual's positive or negative evaluation of self-performance of the particular behavior. The concept is the degree to which performance of the behavior is positively or negatively valued. It is determined by the total set of accessible behavioral beliefs linking the behavior to various outcomes and other attributes.
workaholic
an individuals whose high drive to work and high drive involvement become so intense that they result in work-life imbalance issues
stress
any force that pushes a psychological or physical function beyond its range of stability, producing a strain within the individual
Alberto validated his selection battery on one sample, and finds that it predicts performance. He then applies this selection strategy onto a different sample to see if it still works. This process is known as: A) validity generalization B) cross-validation C) validity specialization D) content validation
b
Research on the training of leaders on emotional and social skills:
has not provided conclusive results.
positive psychology
is the study of positive human attributes such as well-being, optimism, creativity, and spirituality.
According to implicit leadership theory (ILT), leadership effectiveness may be:
more about subordinates' perceptions than about leaders' actions.
RJ&C Consulting Company is hiring managers. Some of the tests it uses are quite cheap (such as cognitive tests). Some of them are very expensive (such as an assessment center). If the company wants to minimize the costs of its selection system, which selection approach should it use? A) multiple cutoffs B) multiple hurdles C) multiple regression D) cross-replication
b
According to Eagly's research on gender and leadership, women are:
more participative than men.
equity theory of motivation
behavior is initiated, directed, and maintained by individuals trying to preserve some internal psychological balance. Stemmed from cognitive dissonance-a theory that explains how and why we change our behaviors or beliefs to be consistent with other behaviors or beliefs. The idea behind equity theory is that people's perceptions and beliefs about the fairness of their treatment at work affect their motivation, attitudes, and behaviors.
Ted wants to implement a training program to improve the interpersonal skills of the front desk employees of his hotel. He believes that most social behavior is learned through observation. The MOST appropriate training approach for Ted to use is:
behavior modeling.
A small group of employees is working to solve a budgetary problem. To identify who might emerge as the leader of the group, one may want to examine each employee's:
behavioral flexibility
initiating structure
behaviors through which leaders define their own and their subordinates' roles in achieving the group's formal goals.
Which of the following is NOT a growth opportunity related to job satisfaction?
being given opportunities to improve leader-member relations
One main difference between authentic leadership and servant leadership is that authentic leadership is focused on _____, while servant leadership is focused on _____.
being true to oneself; growing and developing others
part learning
breaking down info into parts; more effective with a complex task that is easily divided into independent components
Organizational commitment is considered to be _____ when compared to job satisfaction.
broader
84. Hasan is conducting a validity study on a selection battery and has taken a first step by collecting selection data from applicants, but is not using it to choose whom he hires. The type of study Hasan is conducting is referred to as: A) content validation. B) cross-validation. C) predictive validation. D) concurrent validation.
c
85. Predictive validation differs from concurrent validation in that predictive validation involves: A) skipping the job analysis. B) not cross-validating a measure. C) collecting data from job applicants. D) a smaller sample size.
c
Gina has applicants take a series of tests. Each applicant ends up with a score, so Gina can rank the applicants and see who is likely to produce the highest performance. Gina is MOST likely using which approach to selection? A) multiple cutoffs B) multiple hurdles C) multiple regression D) holistic ratings
c
In examination of the decision accuracy of a selection battery, the number of applicants who were hired but who are not successful performers can be labeled as: A) hits. B) correct rejections. C) false alarms. D) misses.
c
Leigh, a manager, provides her subordinates with advice and information about their current performance and discusses ideas and goals for performance improvement. Leigh is engaged in:
coaching.
Hazel gets her subordinates to obey her by yelling at them and threatening to fire them. Many of them have been written up for minor infractions, and most are afraid of her. In this case, we might argue that Hazel has:
coercive power
Job satisfaction consists of two components: an affective component and a(n) ____ component.
cognitive
which style to choose
complex task/inexperienced work-> directive style/achievement-o routine/easy tasks w/experienced workers-> supportive/paticipative
cognitive choice theories
concerned with the cognitive process that effect work motivation. Based on decision-making and rational thoughts of workers.
consideration
concerns the extent to which leaders act in a supportive way and show concern and respect for their subordinates.
legitmate
conferred on a person by the organization.
Recent research suggests that extraversion and _____ are related to the emergence of a leader.
conscientiousness
Based on the Ohio State studies, the dimension of leadership behavior that relates to the extent to which leaders act in a supportive way and show respect for their subordinates is:
consideration behavior.
The Iowa studies, led by Kurt Lewin, examined all of the following leadership styles EXCEPT:
consideration.
leader-member exchange theory
contemporary theory; focuses on interaction between leader and individual members
The leadership theories that formally take into account situational and contextual variables are referred to as:
contingency theories.
Which of the following is NOT a component of work motivation?
controls effort
growth needs
correspond to esteem and self-actualization needs.
existence needs
correspond to physiological and safety needs.
relatedness needs
correspond to social/love needs.
behavioural criteria (Kirkpatrick's taxonomy)
criteria that refer to changes that take place back on the job; most closely linked to transfer of training
learning criteria (Kirkpatrick's taxonomy)
criteria that reflect how much of the material is actually learned in the training program; internal criteria
If researchers ask Creed what he thinks of his relationships with other people at the paper company he works at, what time of measurement is being used?
facet measures
supportive leader behaviors
focus on interpersonal relations and provide psychological and emotional support for subordinates
social cognitive theory
focus or the relation between cognitive and behavioral elements of motivation.
trait theories
focuses on identifying the individual characteristics that make people good leaders.
Two conflicting outcomes that can result from transformational leadership are:
dependence on the leader and empowered self-direction.
work simulator
designed to be as realistic as possible so that trainees can easily transfer the skills they gain to real-life situations
contingency theories
differ from both trait and behavioral theories by formally taking into account situational or contextual variables. Leader behavior is a function of leader traits and the environment (B=F(P,E))
If a leader is able to influence his or her work group to produce successful, long-term performance, that leader is:
effective
path-goal theory
effective leaders help group achieve work goals, job satisfaction, and receive rewards.
fiedler's contingency model
effective leadership= fit between the behavioral style of the leader and amount of control leader has. Some leaders focus greater on tasks while others focus greater on relations.
characteristics of the trainer
effective trainers: establish specific objectives and communicate clearly; have solid understandings of how people learn and what role their own approach can play; and must realize that different trainees may require a different style or different treatment from the trainer
Juan, a long-distance runner, perceives his ability to successfully complete a marathon to be quite good. According to Bandura, Juan's perceptions reflect his:
efficacy expectations.
One common characteristic among the new leadership theories is that they:
encourage subordinates to identify with the leader's values.
Individuals who are driven by, are involved in, and enjoy their work to the extent that they may neglect other areas of their life are known as:
enthusiastic workaholics
Justice is a large factor that causes people to quit their jobs. If Angela feels as though resources within the company are not being distributed based on ability, what type of justice does she believe is being violated?
equity distributive justice
e
evaluation of the outcome or attribute
coercive
exists when a individual controls the punishment of others.
According to Hackman and Oldham, all of the following are core job dimensions EXCEPT:
experienced responsibility.
Harold is the only employee in his restaurant who knows the secret recipe for its famous prize-winning apple pie. Harold has likely gained:
expert power
One common characteristic among the new leadership theories is that they:
explain how leaders can take organizations to new heights.
Recent research suggests that conscientiousness and _____ are related to the emergence of a leader.
extraversion
David is a manager who deals with organizational politics, is not sure that his job will exist inthe next few months, and faces "red tape" whenever he wants to advocate an idea to his boss. The type of stress that David is likely encountering is
hindrance related
One way organizations can lessen the burden of emotional labor in, for example, a customer service job, is by:
hire employees who are a good "fit" for a customer-service type of organization.
overall decision accuracy
how well the number of hits and correct rejections were made compared to the overall outcome
Which of these is a component of transformational leadership?
idealized influence
Akoni is a very charismatic leader. All of his subordinates want to emulate him. The facet of transformational leadership Akoni embodies is:
idealized influence.
The facet of transformational leadership where a leader arouses a strong desire among employees to emulate the leader is:
idealized influence.
u. of michigan studies
identify to categories behaviors common to effective: task-oriented behaviors and relationship-oriented behaviors. (task-oriented/initiating structure and consideration/relationship-oriented are used interchangeably)
ohio state studies
identify two categories of behaviors common to effective leaders: initiating structure and consideration
Mila thinks her boss, Elliot, is a very effective leader. When Mila is asked whether Elliot is collegial and professional with his peers, she says yes, even though she's never actually observed Elliot around his peers. This issue is most relevant to which theory of leadership?
implicit leadership theory
The theory that views leadership as the outcome of a perceptual process involving both leaders and subordinates is:
implicit leadership theory.
feedback
in which the effect or output of an action is 'returned' to modify the next action.
One main difference between transformational leadership and servant leadership is that servant leadership focuses on _____, whereas transformational leadership focuses on _____.
individual growth; organizational growth
Alessandro is careful to give his subordinates tasks suited to their talents, goals, and abilities. In this case, the facet of transformational leadership he is showing is:
individualized consideration.
The facet of transformational leadership where a leader treats followers as individuals by supporting and encouraging them is:
individualized consideration.
self-efficacy expectations
individuals' perceptions of their ability to successfully complete a task or attain a goal
self-efficacy expectations
individuals' perceptions of their ability to successfully complete a task or attain a goal.
Which of these was identified as a prototypical leadership trait by U.S. participants in a research study?
industriousness
power
influence over attitudes and actions of others despite their resistance.
Research by Li and colleagues (2013) found that transformational leadership had the greatest impact on teams when team members:
initially feel low levels of cohesion within their team.
According to the Leader Behavior Description Questionnaire (LBDQ), "Tries out his or her ideas in the group" and "Decides what shall be done and how it will be done" are statements that measure:
initiating structure.
Based on the Ohio State studies, the dimension of leadership behavior that relates to the extent to which leaders define their roles and their subordinates' roles in achieving group goals is the:
initiating-structure behavior.
important factors in equity theory
inputs: investments in the job (effort/experience/education/skills). outcomes: expect to receive from the job (compensation/benefits/recognition/satisfaction). comparison others: used as basis of comparison.
Lisbet encourages her subordinates to fight for a common cause. She also focuses on seeing the best in people and wants everyone to work for the greater good. In this case, the facet of transformational leadership she is demonstrating is:
inspirational motivation.
The facet of transformational leadership where a leader focuses on the best in people and gives followers a reason to engage in shared goals is:
inspirational motivation.
Carlos believes that there is a strong relationship between studying many hours and receiving an "A" on his next exam. According to expectancy theory, Carlos' beliefs reflect:
instrumentality.
Vina gives her subordinates challenging problems and encourages them to find creative solutions to them. The facet of transformational leadership she is showing is:
intellectual stimulation.
According to the general model of stress, which of the following is a source of stress?
interpersonal relationships
Lupe has learned that her organization will be merging with another corporation. According to Wexley and Silverman (1993), which of the following actions should she take to help her deal with this stressor?
learn as much as possible about the merging organization
continuous learning
learning how to learn; stems from an intense desire to acquire knowledge and improve results and from participation in activities that facilitate learning.
passive learning
learning in which little energy is devoted to thinking about or elaborating on information
Sheila's company has promoted her to the position of Senior Vice President of Accounting. Sheila possesses a(n):
legitimate base of power.
Surveys indicate that compared to women, men do _______ housework; this disparity is particularly marked in ______.
less; Japan
Mel is someone who sets goals and develops strategies to reach those goals. She is also flexible enough to develop contingency approaches when her initial strategy is unsuccessful. Which theory suggests that Mel will perceive less job stress and report low work-family conflict?
life management theory
valence
literally means "value", is the expected level of satisfaction to be derived from some outcome.
Joely is a leader who spends a great deal of time supporting and encouraging her employees. She tends to spend very little time, however, scheduling tasks and defining roles for them. Joely is _____ on the initiating structure dimension and _____ on the consideration dimension.
low; high
Research by Hennessy (2008) found that ______ were particularly likely to demonstrate aggression and hostility at work.
male commuters
A reliable finding that resulted from Martinko and Zellars' (1998) research is that:
males are considerably more likely to be aggressive in the workplace than females
Social influence
measured by evaluation of various social groups (most of my friends smoke, I feel ashamed of smoking in front of a group of friends who don't smoke)
Mary is 45 years old. She is taking care of her 80-year-old father while also taking care of her 16-year-old twins and working a 40-hour-a-week job. Mary can be labeled as a(n):
member of the sandwiched generation
implicit leadership theory
members general beliefs/prototype about leadership.
In their research on work-family conflict, Martins, Eddleston, and Veiga (2002) found that:
men make family more central to their lives as they get older
According to Fiedler, relationship-oriented leaders are best in situations of:
moderate control.
Labert, Tepper, Carr, Holt & Barelka (2012) found that in terms of most leadership outcomes, it was most effective for leaders to have:
moderate levels of initiating structure and high levels of consideration.
Even if an organization has an extremely effective selection system, it may still need to conduct some training because:
most applicants will not know aspects of jobs that are specific to a particular organization.
According to leader-member exchange (LMX) theory, which of these is characteristic of in-group subordinates' relationships with their leaders?
mutual trust
One main difference between transformational leadership and servant leadership is that transformational leadership has the potential for _____, whereas this is not possible with servant leadership.
narcissism
love
needs (sometimes called social needs), which have to do with our needs for affiliation, belonging, and friendship.
physiological
needs are those for food, shelter, and water-the basic needs for existence.
esteem
needs, at the next level, are those for respect from others, self-confidence, and belief in oneself.
safety
needs, one level up, are the needs to be free from threat and danger.
According to Peter Warr (1999, 2007a), the more that employees experience environmental determinants on the job, the less likely they are to experience:
negative well-being
on-the-job training
new employees can learn the job by watching an experienced employee doing the job and by active learning (most widely used technique)
emotional labor
the effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions
job involvement
the extent to which employees are cognitively engaged in their jobs
growth need strength
the extent to which individuals value higher-order needs or desire to fulfill them.
growth need strength
the extent to which individuals value or desire fulfilling higher-order needs
psychological fidelity
the extent to which the essential behavioural processes needed for success on the job are also necessary for success on the training simulation
transfer of training
the extent to which the material, skills, or procedures learned in training are taken back to the job and used by the employee in some regular fashion.
physical fidelity
the extent to which the operation of equipment in training mimics that in the real world
decision accuracy
the gain in accuracy that is provided by our new selection battery; maximizing "hits" and "correct rejections" and minimizing "false alarms" and "misses"
positive transfer
the hope that what is learned in the training program will improve performance back on the job
hygienes
one factor of herzberg's theory; factors related to job context (e.g., salary, working conditions, supervision). When absent/ negative, it will lead to job dissatisfaction.
Research on implicit leadership theory suggests that subordinates will rate a leader positively when:
the leader matches their prototype.
Which of the following has NOT been shown to impact the effectiveness of coping behavior?
one's cognitive ability
prototype
one's mental representation of something or someone, such as a leader.
Research suggest that _____ of employees are chronically overworked.
one-third
motivators
one factor of herzberg's theory; factors related to job content (e.g, recognition, interesting work). When present/ positive, it will lead to job satisfaction.
Research suggests that _____ of employees are chronically overworked.
one-third
Monique views herself as someone who has skills and experience that make her highly valuable to her company. Monique possesses:
organization-based self-esteem.
The relative strength of an individual's identification with and involvement in a particular organization is known as:
organizational commitment
The relative strength of an individual's identification with and involvement ina particular organization is known as:
organizational commitment.
One of the strongest predictors of affective and normative commitment is:
organizational support.
A major criticism of total quality management (TQM) is that it:
overlooks the consequences of change.
According to House's (1971) path-goal theory, leader behaviors that involve mentoring, guidance, and coaching are known as:
participative leader behaviors.
need-motive-value theories
people have needs they are motivated to satisfy.
Omar works in a toy factory. He genuinely wants to meet his quota of 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects:
perceived behavior control
According to the theory of planned behavior, ________ is an individual's belief about how easy or difficult performing a behavior is likely to be.
perceived behavioral control
Omari works in a toy factory. He genuinely wants to meet his quota of 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects:
perceived behavioral control
The antecedent to employee turnover that has been largely operationalized with respect to job satisfaction is?
perceived desirability of movement
Which of the following is NOT an antecedent of organizational commitment?
performance
Person Analysis
performance appraisal data that are used to identify good candidates for training
Research by DeRue and colleagues (2011) suggests that task-oriented leadership behaviors are related to _____, while relationship-oriented leadership behaviors are related to _____.
performance-related outcomes; affect-related outcomes
According to Fiedler, a favorable situation for leadership is defined by three dimensions that include:
positive relationships with subordinates, well-defined tasks, and decision-making power.
An individual's potential influence over the attitudes and behaviors of others is referred to as:
power
One way we can ensure that employees will be able to transfer their new skills to a novel situation is to:
practice their desired behaviors in different contexts.
Because Lucy does not make much money, she knows that missing a day of work may make it difficult for her to pay her rent on time. In this case, Lucy is unlikely to skip work due to:
pressure to attend
behavioral beliefs
produce favorable or unfavorable "attitude toward the behavior"
learning context
the context, which includes principles of instructional design, basic principles of learning, and characteristics of the trainee and trainer, that largely determines the success of a training intervention.
Self-Efficacy
the conviction that one can successfully execute the behavior required to produce the outcomes
Marta believes that a leader is someone who is charismatic, encouraging, and forceful. In this case, one might call this concept of a leader a:
prototype
According to implicit leadership theory, one's mental representation of a leader is known as a:
prototype.
directive behavior
provides structure, directions and clarifying of performance goals. Sets work rules/schedule and standards for evaluation.
overjustification effect
providing external reinforcement reduces intrinsic motivation. Remember: Mr. Warren and the kids.
The dark triad is composed of:
psychopathy, narcissism, and Machiavellianism.
The glass ceiling is a phenomenon in which:
qualified individuals cannot move up in an organization because of discrimination.
What are the types of criteria, in Kirkpatrick's taxonomy, that are used in the evaluation of training programs?
reaction criteria, learning criteria, behavioural criteria, and results criteria
What falls under the internal criteria?
reaction, and learning criteria
Jackson attends a training session that he enjoys tremendously. However, when he takes a knowledge test after the training, it is clear that he has not gained any new knowledge on the training content. In this example, the training demonstrated good results on the _____ criterion, and poor results on the _____ criterion under Kirkpatrick's Taxonomy.
reaction; learning
Latrice is well-liked and respected by her colleagues. Even though she is not a supervisor, her colleagues often do what she suggests because she is so admired. In this case, we might say that Latrice has:
referent power
Outcome expectancy
refers to a person's estimation that a given behavior will lead to certain outcomes
glass ceiling
refers to a stituation in which qualified individuals are prevented from truly achieving all that they can because of some form of discrimination.
self-observation
refers to the extent to which we pay attention to specific aspects of our behavior.
"normative beliefs"
result in subjective norm
Fernando is the human resources manager responsible for making all decisions about employee raises and promotions in his company. He has:
reward power.
The five dimensions of job satisfaction that are measured by the JDI are satisfaction with the work itself, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:
satisfaction with promotion opportunities
behavior theories
says that if traits aren't particularly useful in helping us understand the leadership process and what makes a good leader, perhaps we should begin to look at what leaders actually do.
components of self-regulation
self-observation, self-evaluation, self-reaction, and self-efficacy. Motivation results from joint influence of self-efficacy expectations and reactions to discrepancies between current performance and some standard or goal.
achievement-oriented behavior
sets challenging goals, measures/encourages personal performance and personal excellence.
Research supporting the importance of affective dispositions on job satisfaction suggests that if Nava is unhappy with her job as a mail clerk at McDonell Law Associates, then:
she will be just as unhappy in any job, at any company.
lecturing
simple lecturing to teach trainees important work-related information (very economical)
five job characteristics
skill variety, task identity, task significance, autonomy, and feedback.
work centrality
the degree of importance that work holds in one's life
attitude
the degree of positive or negative feeling a person has toward a particular person, place, or thing
c
strength of each control belief
One common characteristic among the new leadership theories is that they:
stress emotionally appealing behaviors such as empowering subordinates.
SN
subjective norm
According to the theory of planned behavior, an individual's perception of the social pressures to perform or not perform a particular behavior is a(n):
subjective norm.
The theory of planned behavior suggests that in order to predict behavior, we need to know about perceived behavioral control, attitudes, and:
subjective norms
One of the main differences between leader-member exchange (LMX) theory and behavior-based theories is that LMX theory:
suggests that leaders treat subordinates differently from one another.
House's (1996) concept of _____ is quite similar to consideration behaviors.
supportive leader behaviors
Abby works at the front desk of a hotel and guests often act rudely and aggressively toward her. Abby finds herself hiding her anger, waiting until she gets home to vent her frustration. The type of emotion regulation that Abby displays is referred to as:
suppression
Ruby works in an elementary school. At times young children swear at each other, which Ruby finds amusing, but she must hide her amusement so she can properly scold the children. The type of emotion regulation Ruby displays is referred to as:
suppression
Research demonstrates that effective trainers establish specific objectives, have a solid understanding of how people learn, and:
tailor the style of instruction to fit the trainee.
Nilsu is attempting to train a new administrative assistant on using a word processing program. Since the program is fairly complex and has many independent components (e.g., creating mail merge documents is very different from formatting a letterhead), she should:
teach the assistant bits and pieces of the program.
leadership
the ability to influence a group toward the achievement of goals.
emotional intelligence
the ability, capacity, or skill to identify and manage one's on emotions and understand emotions of others.
job crafting
the action employees take to shape,mold and redefine their jobs physically, cognitively and relationally
person-environment (PE) fit
the agreement or match between an individual's KSAOs and values and the demands of a job and characteristics of an organization
misses (false negatives)
the applicants we didn't hire but should have hired, as they would have been successful performers
false alarms (false positives)
the applicants who were hired but proved to be ineffective performers
organizational behavior management
the application of the principles of behavioral psychology to the study and control of individual and group behavior within organizational settings
situational specificity
the belief that test validities are specific to particular situations.
distance learning
the delivery of material to all participants at the same time even though participants are separated by geographical distance.
To determine leadership style, Fiedler used a scale where leaders described the worst colleague they have ever encountered. This scale was known as:
the least preferred coworker scale.
self-regulation theories
the manner in which individuals monitor our behavior and adjust our behavior while pursuing goals.
self-regulation
the manner in which individuals monitor their own behaviors and make adjustments to those behaviors in the pursuit of goals
m
the motivation to comply with the referent
self-actualizaiton
the need to fulfill one's potential.
organization-motivated violence
the negative effects on people or property that result from organization-motivated aggression
hits (true positives)
the number of applicants hired on the basis or our selection system who went on to be successful performers
correct rejection (true negatives)
the number of applicants who were not hired and would have been unsuccessful on the job
selection ratio
the number of job openings divided by the number of applicants
Lucy needs to train an employee on tasks that are highly organized, coherent, and interdependent. According to learning theorists, Lucy should train the employee on:
the overall task at one time.
leadership self-efficacy (LSE)
the perceived ability on an individual to successfully accomplish leadership tasks.
p
the perceived power of the control factor
instrumentality
the perceived relationship between the performance of a particular behavior and the likelihood that a certain outcome will result from that behavior
base rate
the percentage of current employees who are successful on the job; how were we doing before the selection battery
sexual harassment training
the prevention (through various methods) of sexual harassment which effects work outcomes, psychological and somatic outcomes, and negatively effects the organization
recruitment
the process of encouraging potentially qualified applicants to seek employment with a particular company
overlearning
the process of giving trainees continued practice even after they have appeared to master the behaviour, resulting in high levels of learning
job enrichment
the process of increasing the motivating potential of jobs, often by strengthening the key motivating characteristics identified by job characteristics theory
organizational commitment
the relative strength of an individual's identification with and involvement in a particular organization
organizational justice
the role of fairness in the workplace
positive psychology
the study of human strength and well-being rather than weakness or disorders
organizational justice
the study of people's perceptions of fairness in organizational contexts
organizational psychology
the systematic study of dispositional and situational variables that influence the behaviors and experiences if individuals and groups at work
Recent findings suggest that perceptions of leader-member exchange (LMX) variability can lead to lower levels of satisfaction and well-being when:
there is high variability within a work group.
Implicit leadership theory suggests that white men might emerge as leaders more often because:
they match most people's prototype of a leader.
Across all countries, research has found that the leadership traits that appear to be important are:
those that match cultural expectations.
job characteristics theory
three psychological states necessary for motivation: (1) perceive work as meaningful (2) feel sense of responsibility for the job (3) know the results of work efforts
lewin: U of Iowa Studies
three types of leadership styles; authoritarian, democratic and laissez-faire. They revealed that most subordinates prefer democratic leaders but that there isn't much of a relationship between leader style an subordinate behaviors.
massed practice
training in which all the practice takes place at one time, without breaks.
distributed practice
training in which the practice is divided into segments, usually with rest periods in between
Which leadership theory focuses on identifying the individual characteristics that make people good leaders?
trait
Janet is a leader who focuses on outlining clear expectations for her team. In a weekly email, she informs her team of the rewards they will receive for meeting her expectations. Janet is most likely engaged in:
transactional leadership.
Research suggests that transformational leadership is most effective when it is combined with aspects of:
transactional leadership.
Nikki is a manager who not only motivates her team to exceed its goals but also helps her subordinates see the value in their work beyond the paycheck. Nikki is most likely engaged in:
transformational leadership.
According to Eagly et al. (2003), female leaders are more likely to engage in _____ behaviors, and male leaders are more likely to engage in _____ behaviors.
transformational; ineffective transactional
effective leadership
usually operationalized as the successful long-term performance of the leader's work group or subordinates.
negative transfer
when performance declines as a result of training
Research has indicated that employees' smiles predict customer satisfaction and higher customer ratings of service, EXCEPT:
when the customer detected the smile was not genuine
multiple hurdle approach
when the predictors are administered in a predetermined order (normally least to most expensive) and applicants are measured on the next predictor only if they scored above the cutoff of the previous predictor.
According to the National Institute for Occupational Safety and Health (NIOSH), which of the following is NOT a risk factor for the likelihood of being assaulted at work?
working at night
