Final Review Ch. 1 - 9
1. Motivation concerns the conditions responsible for variations in intensity, quality, and _________ of ongoing behavior: a. amplitude b. satisfaction c. direction d. learning
C
10. Multiple roles for both men and women enhance feelings of well-being through all of the following mechanisms except: a. Success in one role can buffer the effects of failure in another role. b. Multiple roles increase the opportunity for social support. c. Multiple roles allow an individual to focus more on work success. d. Multiple roles increase an individual's cognitive complexity.
C
2. All of the following are true of the Job Descriptive Index except: a. It includes a separate overall satisfaction measure. b. It doesn't provide much information about issues like independence. c. The actual questionnaire is fairly short. d. It assesses satisfaction with five distinct areas of work.
C
3. The Hawthorne studies were used to examine the effects of: a. revery obsession b. mass group testing c. manipulating workplace lighting d. time and motion
C
3. Which theory proposed that various forces in the psychological environment have valence? a. Instinct theory b. Maslow's need theory c. Field theory d. Metaphor theory
C
6. What is a major problem associated with using contingent reinforcement? a. The approach cannot consistently predict motivation. b. The approach makes too many assumptions of behavior. c. The approach has little or no role for any cognitive activity. d. The approach is not applicable in today's workplace.
C
6. Which of the following statements is incorrect concerning affectivity? a. Positive people tend to be more satisfied with their jobs than negative people. b. Affectivity as measured in adolescence predicts later job satisfaction. c. Neuroticism is often referred to as positive affectivity. d. Job satisfaction and affectivity have reciprocal influences on each other.
C
7. All of the following are elements of core evaluations except: a. Locus of control b. Self-efficacy c. Stimuli observation d. Absence of neuroticism
C
8. The feedback loop in goal setting theory deals with the discrepancy between: a. Actual goal accomplishment and expected goal accomplishment of peers. b. Actual goal accomplishment and the failures the person has experienced. c. Actual goal accomplishment and the goal to which the person was committed. d. Actual goal accomplishment and the actual goal accomplishment of peers.
C
8. Which of the following countries has a collectivist culture? a. United States b. German c. Japan d. France
C
9. Managers, across all cultures, tend to employ all of the following motivational practices except: a. Quality improvement interventions b. Differential distribution of rewards c. Setting goals and making decisions for employees. d. Design and redesign of jobs and organizations.
C
9. Which of the following is not one of the dimensions in Hofstede's theory of culture? a. power distance b. uncertainty avoidance c. conscientiousness d. masculinity
C
1. John, in a meeting with his boss, was elated to hear that the president of the company was impressed with his contribution. However, when he left the meeting and was sitting in his office, John began to experience feelings of anger. What theory would most support John's circumstances? a. Nine-factor theory b. Facet satisfaction theory c. Dissatisfaction theory d. Opponent process theory
D
10. The "West versus the Rest" mentality refers to the: a. degree to which individuals are expected to look after themselves versus the group. b. degree to which members of a culture feel comfortable in unpredictable situations. c. extent of immediate versus delayed gratification of members of a culture. d. tendency to apply American theories to non-American situations.
D
2. Motivation, stress, leadership, and teamwork are addressed by: a. personnel psychology b. industrial technology c. human engineering d. organizational psychology
D
5. All of the following studies examined productivity in the workplace except: a. time and motion b. revery obsession c. Hawthorne studies d. Stanford-Binet
D
9. All of the following are reasons why the effects of unemployment are complex except: a. There are fewer decisions to make since there is little to decide about. b. The loss of work reduces income and daily variety. c. There is a suspension of the typical goal setting that guides day to day activity. d. New skills are developed while current skills begin to atrophy.
D
. 6. Colleen and her colleagues have noticed that a particular employee has a very high level of integrity. The employee would be most expected to rank high on all of the following factors of the Five Factor Model except: a. Extraversion b. Emotional Stability c. Agreeableness d. Conscientiousness
a
1.All of the following are fundamental assumptions that I-O psychologists make when they apply the individual differences model except: a. The attribute levels of various people in a group can be brought to the same level through training. b. Different jobs require different attributes. c. Adults have a variety of attributes, the levels of which remain relatively stable over time. d. The attributes can be measured accurately.
a
10. A correlation of r = -.79 indicates that there is a a. high negative association between two variables. b. high positive association between two variables. c. low negative association between two variables. d. low positive association between two variables.
a
10. What is cognitive task analysis? a. A method of distilling job performance into measurable units. b. A precursor to the think-aloud protocol. c. A job analysis method that focuses on specific tasks. d. A technique used to quantify job analysis information.
a
13. _____________ identify signs of psychopathology, while _____________ identify variations of normal personality. a. Screen out tests; Screen in tests b. Screen in tests; Screen out tests c. Psychometric tests; Norm tests d. Norm tests; Psychometric tests
a
18. Graphology: a. assesses traits based on the characteristics of a person's handwriting. b. is the study of graphs. c. is a valid predictor of job performance. d. assesses personality through vocal intonations.
a
2. According to Campbell, which of the following is a performance component that is essential at some level for every job? a. Demonstrated effort. b. Motivation. c. Personal accountability. d. General proficiency.
a
2. What is the relationship called between the number of individuals actually hired and the number assessed? a. Selection ratio b. Assessment ratio c. Correlate ratio d. Applicant ratio
a
4. John works at Lunar Company as an administrative assistant. He often volunteers to do additional tasks to help others and consistently puts in extra effort in completing his own tasks. This is an example of a. organizational citizenship behavior. b. task performance. c. adaptive performance. d. overall performance.
a
5. An organization is looking to hire individuals to fill 8 positions. So far, 20 people have applied for these jobs. What is the selection ratio? a. .40 b. .44 c. 2.25 d. 2.50
a
6. All of the following are circumstances of today's workplace that seem to require adaptive performance except: a. Reliance on the status quo b. Globalization c. Changing technologies d. Corporate restructuring
a
6. Dr. Young is in the process of combining information from multiple sources to test a theory. According to Rogelberg and Brooks-Laber (2002), this approach is referred to as a. Triangulation b. Unification c. Mergence d. Convergence
a
6. What distinguishes critical thinking from ordinary thought? a. It requires active involvement in applying the principles under discussion. b. It involves the simple memorization of facts or principles. c. It takes a lot longer to do than ordinary thought. d. It is currently a basic tenet for learning in all areas.
a
7. Utility analysis is a technique that assesses: a. the return on investment of training. b. the overall usefulness of a training program. c. how easy it is to implement a training program. d. assesses the influence of training on performance.
a
8. In looking at how judges perceive performance evaluation, the characteristics most commonly cited in court decisions include all of the following except: a. whether raters were consistent over time. b. whether a job analysis was used to develop the system. c. whether the raters were given written instructions. d. whether multiple raters agreed on the ratings.
a
8. Skills are a. Practiced acts. b. Innate abilities. c. Always technically-based. d. Not dependent on certain abilities.
a
1. All of the following methods are common to all sciences except: a. Science depends on data. b. Science sets out to prove theories or hypotheses. c. Science must be communicable, open, and public. d. Scientists should be objective and not influenced by biases or prejudices.
b
1. Which of the following is false concerning performance measures? a. Relationships among different types are generally low to moderate. b. They are interchangeable and may be substituted for one another. c. Each type gives a different perspective on performance. d. There are low correlations between supervisory ratings and objective measures.
b
11. All of the following are true of speed tests except: a. They have rigid and demanding time limits. b. They may reduce the risk of legal challenges. c. Most test takers are unable to finish them in the allotted time. d. The emphasis on speed may introduce unfairness.
b
14. All of the following are criticisms of individual assessment except: a. It is not validated as rigorously as other traditional forms of assessment. b. Too little emphasis is placed on personality attributes. c. Assessment summaries may only be influenced by one or two parts of the process. d. Many individual assessments invade the privacy of the candidate.
b
17. Dominic has interviewed and given a paper and pencil test to a number of people applying for a job at his company. He notices that the validity of the paper and pencil test of general mental ability is moderate, and that the validity of the test combined with the interview is significantly higher. He might conclude that the value of the interview is: a. negligible. b. incremental. c. observable. d. nonexistent.
b
2. All of the following are considered broad categories of learning outcomes except: a. Skill-based outcomes b. Declarative outcomes c. Cognitive outcomes d. Affective outcomes
b
3. Dr. Brown is conducting a scientific experiment and has randomly assigned the participants into two training groups, which receive training programs. What type of research design is Dr. Brown using? a. Quasi-experimental design b. Experimental design c. Non-experimental design d. Survey design
b
3. Measures of "g" assess all of the following except: a. Knowledge acquisition. b. Perceptual ability. c. Reasoning ability. d. Problem-solving ability.
b
4. A performance rating form used for administrative purposes would be least valid for which of the following circumstances? a. Salary adjustment b. Employee feedback c. Promotion d. Firing
b
5. All of the following are aspects of organizational citizenship behavior except: a. Altruism toward individuals in the organization b. Responsibility c. Generalized compliance d. Altruism toward groups within the organization
b
5. Julie is currently in a training program for all managers at a certain level in her company. All of the trainees are exposed to the same material which is presented in a very sequential manner. Whether or not she grasps a specific concept is of no consequence to the presentation of the material. What type of programmed instruction is she most likely experiencing? a. Branching programming b. Linear programming c. Inclusive programming d. Reinforcement programming
b
6. When central tendency error occurs, it is often observed that: a. average performers receive the best scores. b. an extreme score is avoided in favor of a "safe" score. c. average performers are favored. d. extreme scores are chosen to move people away from the mean.
b
7. The staffing system at Modular Company involves a process whereby a candidate must successfully pass a cognitive ability test before being allowed to take the physical ability test. This is an example of a a. compensatory system. b. hurdle system. c. multiple hurdle system. d. paired system.
b
7. Which of the following is false concerning faking on a personality test? a. It may not be faking since personality is all about self-presentation. b. There is currently no way to measure if someone is faking a personality test. c. One perspective says there is not much to distinguish self-efficacy from faking. d. Some people try to respond simply as the ideal candidate.
b
8. All of the following are characteristics that can be used to describe a score distribution except: a. Mean b. Significance c. Skew d. Median
b
8. There are three different strategies for achieving an optimal fit between an applicant and a job opening. They include all of the following except: a. Fill each job with the most qualified person. b. Fill each job with candidates that get along with current employees. c. Place candidates according to their best talents. d. Place workers so that all jobs are filled with adequate talent.
b
9. All of the following may be potential distorting influences in job analysis data collection except: a. The desire to make one's own job look more difficult. b. Objective reporting by the SME. c. The desire of the SME to conform to what others report. d. Mere carelessness.
b
9. Caroline possesses a combination of skills, knowledge, abilities, and personality characteristics that allow him to complete his project management tasks. What are the sets of behaviors called that allow him to do his job well? a. Proficiencies b. Competencies c. Behavioral categories d. Individual difference characteristics
b
9. Josh works in the HR department of Lunar Company and has been asked to take steps to prevent sexual harassment. He might choose to do all of the following except: a. Establish an effective complaint or grievance process. b. Educate only the male employees on sexual harassment. c. Clearly communicate Lunar Company's zero tolerance policy to employees. d. Take immediate and appropriate action when an employee complains.
b
1. All of the following are direct determinants of job performance except: a. motivation. b. procedural knowledge and skill. c. personality factors. d. declarative knowledge.
c
1. Which of the following is least likely to be a high performance work practice? a. Use of formal job analyses b. Merit based promotions c. Use of clinical decision making to hire for line jobs d. Use of formal assessment devices for selection
c
1. __________ is a relatively permanent change in behavior and human characteristics, while __________ is the systematic acquisition of skills, concepts, or attitudes that results in improved performance in another environment. a. Teaching; learning b. Learning; teaching c. Learning; training d. Training; learning
c
10. A company administered a test to a group of job candidates two months ago. In examining the data, an HR representative discovered that a protected group tended not to do as well on the test as the majority group. This might be an example of what type of discrimination? a. Intentional discrimination b. Adverse treatment c. Adverse impact d. This does not qualify as discrimination.
c
15. Sarah, in an interview for a Disc Jockey position, was asked to describe how she would respond to a dissatisfied client. She most likely experienced what type of interview? a. Behavioral interview b. Hypothetically-based interview c. Situational interview d. Unstructured interview
c
19. The outcomes most commonly predicted by drug tests are: a. Poor performance and apathy. b. Voluntary terminations and aggression. c. Absenteeism and involuntary terminations. d. Absenteeism and poor performance.
c
2. All of the following are likely to make employees feel more positively toward performance monitoring except: a. They believe the activities monitored are job relevant. b. They are able to delay or prevent monitoring at particular times c. They are aware when it is taking place so they can censor their actions. d. They are able to participate in the design of the monitoring system.
c
2. Dr. Groeneveld is not able to include any treatments or conditions in an investigation of a new pay plan. Instead, he is gathering information about the effects of a new pay plan and making systematic observations about changes in performance based on this new pay plan. This type of research would best be classified as a(n) a. Quasi-experimental design b. Experimental design c. Non-experimental design d. Survey design
c
3. Dana was recently hired by Solar Company after going through its staffing process. Her test results placed her above the cut score. Unfortunately, her performance has been less than satisfactory and Dana's manager is beginning to think that the wrong person was hired. Dana's case might be an example of what type of error? a. False negative b. True negative c. False positive d. True positive
c
3. Performance ___________ systems are developed by HR and handed to managers to use in evaluation of subordinates; performance ___________ feedback occurs whenever a supervisor or subordinate feels a discussion about expectations and performance is necessary. a. criteria; management b. management; criteria c. appraisal; management d. management; appraisal
c
4. As the complexity of a job ___________, the predictive value of general intelligence tests ___________. a. increases; stays the same. b. increases; decreases. c. increases; increases. d. decreases; stays the same.
c
4. In I-O psychology, field studies are often non-experimental in design. All of the following help explain the popularity of non-experimental field studies except: a. The extent to which a laboratory experiment can reasonably simulate "work" is limited. b. Laboratory experiments are more likely to use samples that are not representative of the population to which I-O psychologists would like to generalize. c. Non-experimental designs in the field are most effective in leading to causal explanations. d. In the field, workers can seldom be randomly assigned to conditions or treatments.
c
7. Each of the following is directly related to increasing the extent to the results of a study can be generalized to a larger population except: a. Collecting data at several different points in time. b. Using a representative sample of the population being studied. c. Making the sample size larger. d. Collecting data from many different organizations.
c
7. Julie is reluctant to assign bad ratings for her subordinates for fear of "ruffling feathers." As a result, she tends to be unusually easy in her ratings. Julie is committing what type of error? a. Central tendency error b. Halo error c. Leniency error d. Severity error
c
8. All of the following are purposes of a job analysis except: a. To determine the necessary human attributes. b. To determine how tasks are carried out. c. To decide who to hire for a position. d. To understand the important tasks of a job.
c
2. What type of motivational approach placed the emphasis for behavior and directed activity on the environment? a. Behaviorist approach b. Instrumental approach c. Nature approach d. Environmental approach
A
4. Sharon, a manager at Solar Corp., has noticed that one of her employees has become listless on the job, often putting minimal effort into simple projects. Sharon has spoken to the employee, but the employee has displayed a general unwillingness to change. The employee is most likely experiencing a. resigned work satisfaction. b. constructive work dissatisfaction. c. boredom with his/her tasks. d. a reduced interest in success.
A
7. What is the theory called that suggests that tension exists when individuals hold incompatible thoughts? a. Dissonance theory b. Equity theory c. Comparison theory d. Incompatibility theory
A
8. Organizational commitment includes all of the following elements except: a. A desire to contribute positively to the work-life of others. b. Acceptance and belief in an organization's values. c. A strong desire to remain in the organization. d. A willingness to exert effort on behalf of the organization.
A
1. Which of the following is not one of the three major concentrations of I-O psychology? a. personnel psychology b. industrial technology c. human engineering d. organizational psychology
B
3. _______________ is related to the work that individuals do, while ________________ concerns whether employees are satisfied with aspects such as pay or benefits. a. Extrinsic satisfaction; intrinsic satisfaction b. Intrinsic satisfaction; extrinsic satisfaction c. Facet satisfaction; extrinsic satisfaction d. Extrinsic satisfaction; facet satisfaction
B
4. I-O psychology is defined as: a. the influence of an individual's personality on work and non-work behaviors. b. the application of psychological principles, theory, and research to the work setting. c. the concept of contextual work and organizational citizenship behavior. d. the study of ways to maximize productivity .
B
4. What is the basic model for considering the role of motivation in performance? a. Performance = (Motivation x Ability) + Situational constraints b. Performance = (Motivation x Ability) - Situational constraints c. Performance = (Motivation x Situational constraints) + Ability d. Performance = (Motivation / situational constraints) + ability
B
5. Maslow's model fits the person-as-machine metaphor well. Which of the following is false concerning the model? a. A person will respond to whatever satisfies the lowest level unfulfilled need. b. Workers in the same department are assumed to be at the same needs level. c. The behavior of the individual is unconscious and automatic. d. An employer needs to know at what need level a worker is operating.
B
5. ___________ are generalized feeling states that are not intense enough to interrupt ongoing work, whereas ____________ are normally associated with specific events or occurrences. a. Emotions; Moods b. Moods; Emotions c. Feelings; Moods d. Moods; Feelings
B
6. When individuals from different geographic locations work together, it is known as: a. telecommuting b. virtual teams c. digitization d. welfare-to-work
B
7. An expatriate is: a. the distribution of emotional roles between genders b. a manager or professional assigned to work abroad c. a culture that minimizes distances between individuals d. a culture that depends on the distances between individuals
B
9. An industrial plant has just been sued for racial discrimination in promotion decisions by a group of Hispanic workers. They allege that White workers have been promoted at a higher rate than Hispanic workers. Which one of the following, based on the 80% rule, would indicate that there is adverse impact against the Hispanic workers? a. Hispanic promotion rate: 19%, White promotion rate: 20% b. Hispanic promotion rate: 30%, White promotion rate: 35% c. Hispanic promotion rate: 20%, White promotion rate: 30% d. Hispanic promotion rate: 75%, White promotion rate: 85%
c
10. A test battery is a a. method of combining incongruent test results. b. special tool used to administer a test. c. test taken over a very long period of time (e.g., 2 years). d. collection of tests rather than a single test.
d
12. Which of the following is false concerning tests of psychomotor abilities? a. They may involve complex tasks or simple actions. b. They usually involve a task that requires dexterity. c. They involve the coordinated movement of the limbs. d. Ideally, they should be administered for all jobs.
d
16. In a work sample test, the task assigned and the equipment used to complete the task: a. Are very general so the test can be used for any position. b. Will often lead to non-valid results. c. Should only be somewhat relevant to the actual job. d. Are designed to be realistic simulations of the actual job.
d
2. Fleishman's taxonomy of 52 abilities can be divided into the categories of cognitive abilities, perceptual-motor abilities, and a. Problem solving abilities. b. Emotional abilities. c. Performance abilities. d. Physical abilities.
d
3. A help-desk operator's performance at Chips and Bytes Computer Company is evaluated by assessing the number of calls he takes on any given day. The other aspects of his job (e.g., customer satisfaction) are not included. The resulting performance measure would be considered a(n) a. Actual criterion b. Ultimate criterion c. Contaminated criterion d. Deficient criterion
d
3. Mary, an HR professional, is currently attending a training program where she is learning how to use a new computer program. She is not averse to making mistakes, often using them as an opportunity to further understand the computer program and add to her own knowledge. Mary might be characterized as having a a. limited orientation. b. cognitive orientation. c. performance orientation. d. mastery orientation.
d
4. John's company offers a variety of training methods to learn skills. He is currently participating in one program that is often used to prepare high-potential employees for future management responsibilities, providing him with a variety of experiences in different departments that will likely help him obtain future promotions. What type of training method is he most likely participating in? a. Classroom instruction b. Mentoring c. Apprenticeship d. Job rotation
d
4. What is one consequence of increasing a cut score? a. Fewer hires will be above average performers b. Fewer candidates need be assessed c. More false positive errors d. More false negative errors
d
5. Which of the following is false concerning task-based ratings? a. They tend to be the most easily defended in court. b. They are generally most easily accepted by incumbents. c. The rating systems are usually direct extensions of job analysis. d. They rely on some trait analysis for accuracy.
d
5. Which of the following is false concerning the Five Factor Model? a. It gives a representation of how a person typically responds to people and events. b. It describes the potential importance of personality variables in understanding job performance. c. It is the result of both statistical analyses and a conceptual analysis. d. It can be used to identify evidence of psychopathology
d
5. ___________ methods rely heavily on tests, rating scales, questionnaires, and physiological measures, while ___________ methods of investigation generally produce flow diagrams and narrative descriptions of events or processes. a. Objective; Subjective b. Subjective; Objective c. Qualitative; Quantitative d. Quantitative; Qualitative
d
6. In __________ decision making, information is combined according to a mathematical formula. In _________ decision making, the relative value of one candidate versus another is weighed in the decision maker's head. a. statistical; actuarial b. actuarial; statistical c. clinical; statistical d. statistical; clinical
d
7. Sheryl is frustrated with her job and, in recent weeks, has been sabotaging the projects of her coworkers. This is an example of a. revenge b. performance monitoring c. hostile action d. counterproductive behavior
d
8. All of the following are true concerning 360 degree feedback except: a. Raters who give feedback anonymously are more likely to be honest and open. b. To help with development, feedback should be timely. c. It describes the process of collecting feedback from a variety of sources. d. A recipient is likely to be more open if others are present to hear the feedback.
d
9. Inferential statistics are used to: a. extrapolate data into the future. b. compare the results of different analyses. c. reveal patterns in a set of data. d. draw a conclusion based on results from sample data.
d
