I/O Psych Test Ch. 4, I/O Psych Test Ch. 3, I/O Psych Test Ch. 2, I/O Psych Ch. 1 Test

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

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

A

A case study is an example of a(n): A) observational method. B) field experiment. C) lab experiment. D) true experiment.

A

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

A

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

A

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

A

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

A

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

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

A

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

A

According to the 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

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

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

A

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

A

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

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

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

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

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

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

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

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

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 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

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

Independent variables are frequently referred to as: A) predictors. B) criteria. C) confounds. D) outcomes.

A

Inthedataset3556788910101015172020,whatisthemode? A) 8 B) 9 C) 10 D) 20

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

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

A

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

A

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

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

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

A

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

A

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

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

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 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

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 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

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

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

A

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

A

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

A

Studies using observational methods are sometimes called: A) correlational designs. B) regression designs. C) archival designs. D) meta-analyses.

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

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 MOST frequent single score in a distribution is called the: A) mode. B) mean. C) median. D) variance.

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 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, organizational development, quality of work life, and: A) selection. 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, organizational development, and: A) quality of work life. 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 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

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

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

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 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 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 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 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 LEAST common method of collecting data in I/O psychology research? A) naturalistic observation B) surveys C) case studies D) archival research

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

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

A

Which of these would 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 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 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

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 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

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

"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

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

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 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

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

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

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

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

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

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

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

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

Dependent variables are frequently referred to as: A) predictors. B) criteria. C) confounds. D) outcomes.

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

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

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

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

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 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

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

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 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

Inthedataset3556788910101015172020,what is the range? A) 8 B) 10 C) 15 D) 17

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

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

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

B

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

B

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 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 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 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 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

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

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

B

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

B

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

B

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

B

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

B

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

B

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

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

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

B

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

B

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

B

What is one 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 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 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 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 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 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

_____ 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

n which areas do more I/O psychologists work? A) quality of work life B) selection C) industrial engineering D) performance management

B

"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

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

C

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

C

A 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 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

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

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

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

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

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. 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

Fredrick Taylor's approach to work motivation was known as: A) vocational interests. B) Army Alpha. C) scientific management. D) scientist/practitioner approach.

C

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

C

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

C

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

C

If 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

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 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 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 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 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

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

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

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

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

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

C

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

C

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

C

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

C

One 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

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

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

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

C

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

C

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

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

C

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

C

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

C

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

C

The 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 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 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 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

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

C

When 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

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 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 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 goal of science? A) capitalism B) internal validity C) control D) external validity

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 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

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

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

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

_____ 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 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

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

. 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

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 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 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

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

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

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

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

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

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

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

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

D

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

D

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

D

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

D

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

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

D

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

D

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

D

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

D

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

D

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

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

D

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

D

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

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 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 goals of science include description, explanation, prediction, and _____. A) proscription B) prescription C) prevention D) control

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 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 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

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

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

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 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 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 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 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

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

_____ 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 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

_____ 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

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