IO Exam 1
The multiple regression model for employee selection
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Adverse impact
All of the above
Which of the following is NOT a "people" work function in functional job analysis?
Analyzing
Which of the following is NOT a typical reason for organizational downsizing?
Decreasing globalization of business
DOT denotes
Dictionary of Occupational Titles
A 1970s re-analysis of the data from the original Hawthorne studies revealed that the Hawthorne studies were a model of good social scientific research methods.
False
A power test is one that has a fixed time limit for applicants to complete the test.
False
Another name for the median is the "average."
False
Concurrent validity of a test is determined by comparing scores on the test before hire with performance measures after hire.
False
Descriptive statistics are used to statistically verify that there is a significant difference between two groups on some dependent variable
False
Exceptioning refers to the practice of eliminating the lowest rating in a group of ratings to arrive at the overall performance evaluation.
False
Human resource planning are primarily focused on short-term goals within an organization.
False
I/O practitioners follow different ethical standards than I/O scientists
False
Informed consent refers to participants' being paid for their research participation.
False
Open-ended questions should be avoided when interviewing for a job analysis, because answers to open-ended questions are too difficult to compile.
False
Polygraphs, or lie detectors, are routinely used throughout industry to select "honest" employees for a wide range of jobs.
False
Test utility refers to how easily a particular screening strategy can be used.
False
The Americans with Disabilities Act (ADA) explicitly forbids the testing of disabled applicants when using performance-based tests.
False
The Great Depression of the 1930s led to increased opportunities for industrial/organizational psychologists.
False
The Hawthorne studies were conducted in laboratories at Harvard University in the mid-1920s.
False
The critical incidents technique of job analysis uses the same series of closed-ended, standardized questions asked of job incumbents about all jobs.
False
The internal consistency of a test refers to whether or not an individual would get similar scores on the test with repeated administrations.
False
The most recent research evidence indicates that the gender gap between male and female workers in the US is rapidly disappearing.
False
The multiple cutoff selection model is a compensatory selection model.
False
The validity of handwriting analysis as a screening device is supported by research results
False
Time-and-motion studies are part of the procedures known as the human relations movement.
False
Which of the following is NOT a job analysis method?
Field experiment method
The use of O*NET is associated with which of the following job analysis techniques?
Functional Job Analysis
A dozen job applicants are seated at word processors that allow the applicants to type for exactly 10 minutes, while their typing speed and accuracy is automatically measured. What type of test was administered?
Group; speed; performance
Which of the following is NOT a major trend that is influencing the course of I/O psychology?
Increase in the world's population
Which of the following is the best definition of employee screening?
It is the process of reviewing information about job applicants to select individuals for jobs
Which of the following recent strategies/trends is most consistent with Elton Mayo's thinking and the principles of the Human Relations movement?
The expanding focus on human resources.
Which of the following is an outcome associated with organizational downsizing?
The organization is usually more efficient and more competitive.
A talent inventory is an assessment of the current knowledge, skills, abilities, and other characteristics of current employees and how they are used.
True
Analysis of research data can be either quantitative or qualitative.
True
Applicants for positions operating or repairing machinery, for construction jobs, and for certain engineering positions are most likely to be given mechanical ability tests
True
By the year 2010, white males will be in the minority in the US workforce
True
Cognitive ability tests assess constructs that are similar to intelligence.
True
Computer-adaptive tests are also referred to as "smart tests."
True
Even when using standardized tests, it is critical that the tests' abilities to predict job success be established for the particular position in question
True
External validity is concerned with whether obtained research results will generalize to other settings.
True
External validity is usually more of a problem for research conducted in laboratory settings as opposed to field settings.
True
In a normal distribution, the median and the mode are the same number.
True
In hiring, the ultimate criterion for "job success" may never actually be captured by screening devices.
True
In the early 2000's, there will be a serious shortage of individuals who are truly qualified for entrylevel management positions
True
One category of job elements around which the Position Analysis Questionnaire is structured is "relationships with other people."
True
One of the primary objectives of a successful recruitment program is to attract a large pool of qualified applicants.
True
One principle of the human relations movement is that social factors will sometimes outweigh the effects of monetary incentives in motivating workers.
True
Recent meta-analytic reviews suggest that certain personality tests can be quite good predictors of job performance.
True
Research shows that personal characteristics of recruiters can cause applicants to accept or turn down job offers.
True
Researchers use multivariate research designs to help capture the complexity of actual work behavior.
True
Taylor believed that there must be a match between the worker's skills and abilities and the type of work he or she performs.
True
The Equal Employment Opportunity Commission is the federal agency that protects against employment discrimination.
True
The Equal Pay Act of 1963 mandates that men and women performing equal work receive equal pay
True
The multiple regression and multiple cutoff selection models can sometimes be used in combination.
True
The two World Wars contributed greatly to the growth of I/O psychology, particularly in the area of employee testing
True
There is considerable evidence that women receive lower wages than men performing the same, or equivalent, work.
True
Time-and-motion studies may be most useful for examining simple jobs involving manual labor or repetitive action
True
Title VII of the Civil Rights Act of 1964 includes provisions related to sex discrimination in hiring.
True
Using a combination of different job analysis methods should lead to a more detailed, more reliable job analysis than using any one method by itself.
True
While diversity in the workforce has benefits, demographic and cultural differences can increase work team conflict, inhibit team cooperation, and harm performance
True
A employee specialist who is concerned about equal employment opportunity and fairness in hiring employees will likely consult the
Uniform Guidelines on Employee Selection Process
According to Mayo, which workers are most likely to turn to the social environment of the work setting for motivation?
Workers in repetitive or low-level positions.
A power test is one that
allows the test-taker sufficient time to complete the entire test
The multiple hurdle approach to employee selection involves
an ordered sequence of screening devices after each of which a decision is made.
A major event in the "modern era" of I/O psychology (1960s-1990s) that had a major impact on employment decisions was
civil rights legislation.
An intelligence test is a type of
cognitive ability test.
The Wonderlic Employee Test is an example of a
cognitive ability test.
Which of the following personality characteristics has been indicated by research to be a good predictor of employee job performance?
conscientiousness
According to functional job analysis, all jobs require workers to interact with
data, people, and things.
The multiple regression approach to employee selection involves
designating a score on each predictor above which the candidate must score
The multiple cutoff approach to employee selection involves
designating a score on each predictor above which the candidate must score.
. In a field experiment, the researcher
generally has less control than in the laboratory.
The experimental method is designed to
give the researcher a very high degree of control over the research setting
A main proposition of the human relations movement is
good interpersonal relationships among coworkers will lead to increased productivity.
If, after hire, applicants who score high on a test do well and applicants who score low do poorly, the test can be said to have
good predictive validity
A field experiment in I/O psychology is one which is conducted
in a work setting.
The main benefit of random sampling is
it is very flexible and follows very loose guidelines.
A standardized typing test is an example of a
job skills test.
The job elements method analyzes jobs in terms of
knowledge, skills, abilities, and other characteristics
By the year 2010, white males will constitute __________ of the US workforce.
less than half
The independent variable is the variable that is
manipulated by the researcher.
The dependent variable is the variable that is
measured by the researcher.
A random sample is one in which
participants are chosen in such a way that each individual has an equal probability of being selected.
The two approaches to criterion-related validity are
predictive validity and concurrent validity.
The Minnesota Multiphasic Personality Inventory is best used to
screen out applicants who possess some psychopathology.
The federal agency that protects against discrimination in employment is called
the Equal Employment Opportunity Commission.
Making selection decisions by subjectively combining sources of information according to the general impression of the hiring specialist is often referred to as
the clinical approach.
The final step in the research process is
the interpretation of the results.
An advantage of interview methods of job analysis is
the job analyst can ask open-ended, detailed questions.
World War II contributed greatly to the growth of I/O psychology through
the need for state-of-the-art machinery.
In functional job analysis, the category of "things" refers to
the worker's interaction with tools, machines, and equipment
The major reason that organizations will need to give greater and greater attention to human resources in the future is
there is a dwindling supply of truly skilled workers
An advantage of job diaries is __________, while a disadvantage is __________.
they provide rich day-to-day information...they are time-consuming.
Dr. Io is a scientist who studies teamwork. She is interested in examining differences in worker job satisfaction based on the type of product a team is assigned to work on in the laboratory. In this example, the independent variable is
worker job satisfaction.
Dr. Ob has been hired to evaluate the effectiveness of the XYZ company's training program in increasing worker productivity. In this example, the dependent variable is
worker productivity
One advantage of using surveys rather than interviews is
workers may remain anonymous through the use of survey methods
Which of the following is NOT a protected group?
young workers
