ch.4 io
10. 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
24. Which of these refers to the stability or consistency of a measure? A) reliability B) sensitivity C) relevance D) practicality
A
32. 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
4. 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
43. 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
45. 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
49. Which of these would be an example of an objective criterion? A) accidents B) peer ratings C) supervisor ratings D) effectiveness
A
53. Objective criteria tend to be more appropriate for: A) nonmanagerial positions. B) managerial positions. C) low-quality employees. D) high-quality employees.
A
65. 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
69. 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
8. 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
15. 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
17. 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
26. 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
36. 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 expensive.
B
52. 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
59. 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
60. Contextual performance is similar to the concept known as: A) social organizational performance. B) prosocial organizational behavior. C) organizational courtesy performance. D) organizational development behavior.
B
7. 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
71. 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
12. 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
16. _____ 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
20. One contributing factor of criterion contamination is: A) validity. B) fairness. C) random measurement error. D) contextual performance.
C
48. 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
5. 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
51. 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
61. _____ 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
62. 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
67. 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
68. 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
72. Which of these is NOT an example of a counterproductive behavior? A) theft B) abuse of others C) anger D) withdrawal behaviors
C
73. 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
11. 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
14. _____ 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
19. 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
22. 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
27. 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
31. 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
35. 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
46. 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
47. 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
50. Probably the most typical objective criterion is: A) turnover. B) absence. C) effort. D) productivity.
D
56. 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
66. 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
9. 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
6. 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
