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