Exam

Question 1

What are the different Research Methods ?

Answer 1

Observation
Case Study
Questionnaire/Survey
Experiments
Quasi-Experiment

Question 2

Benefits of observation?

Answer 2

Behaviour is captured in natural context

Used to generate hypotheses

Question 3

Disadvantage of observation?

Answer 3

Takes a long time
Experimenter bias
Obtrusiveness
Frequency of behaviour occurring – mystery shoppers!

Question 4

Benefits of a case study?

Answer 4

Detailed account of why particular event occurred

Helps to frame related research questions

Question 5

Disadvantage of a case study?

Answer 5

Little generalizability – but this is not really why you would choose a case study

Question 6

Benefits of a survey?

Answer 6

Can collect a large quantity of data
Often, chosen survey variables are based on
information from Focus Groups

Question 7

What are the steps involved in conducting a survey?

Answer 7

1) Identify Variables (maybe from Focus Group)
2) Literature Search
3) Questionnaire Design and Pilot Test
4) Sampling
5) Data Collection
6) Data Analysis and Presentation

Question 8

Disadvantage of a survey?

Answer 8

Accuracy of reporting
Representativeness of sample
Return rate

Question 9

The four basic types of scales are:

Answer 9

Nominal Scale
Ordinal Scale
Interval Scale
Ratio Scale

Question 10

Good test or measurement system should be:

Answer 10

• reliable
• valid
• objective
• standardized

Question 11

Benefits of Experiments?

Answer 11

Provides more safety
Cause and effect relationships:
-Manipulate I.V. (e.g., leadership style)
-Measure D.V. (e.g., task performance)
-Random assignment
-Control extraneous variables (e.g., experience)

Question 12

Disadvantage of an experiment?

Answer 12

time consuming

Question 13

Benefits of a Quasi - Experiment?

Answer 13

Real-world research

Able to evaluate the impact of organizational interventions

Question 14

Disadvantage of a Quasi - Experiment?

Answer 14

not randomized or unable to manipulate IV (e.g., gender)

Little control

Question 15

A mean is ….

Answer 15

the average score

Question 16

A median is ….

Answer 16

the middle score

Question 17

A mode is ….

Answer 17

the most often occuring score

Question 18

Organizational Psychologists Improve Organizational Functioning by:

Answer 18

Recruiting people that best fit the organization
Selecting the best people
Retaining the best people
Developing fair, legal, and efficient hiring procedures
Improving the skills of the people
Creating a diverse, qualified workforce

Question 19

The selection process…

Answer 19

Measure applicants’ qualifications
Select the best applicant to hire
Evaluation of process

Question 20

Application Blankes and Resumes (CVs) are:

Answer 20

Routinely used

Focuses on basic factual information:
Education, training, work history, skills, accomplishments, etc.

Used to screen out applicants who don’t meet minimum qualifications in terms of education, experience, etc.

Question 21

Problems with Blanks and Resumes (CVs):

Answer 21

Lack of agreement what to look for
Possible discrimination
Need to cross validate
Not stable over time, need to update

Question 22

Biodata Questionnaires are:

Answer 22

Questionnaire on applicant’s life experiences

Example questions:
Did you ever build a model airplane that flew?
When you were a child, did you collect stamps?
Do you ever repair mechanical things in your home?

Question 23

Experience & Accomplishments Questionnaires are:

Answer 23

Questionnaire focuses on applicants job-related experiences & accomplishments

Question 24

Structured Interviews are:

Answer 24

Standardized method of asking same job related questions of all applicants
Carefully planned and constructed based on job analysis
Responses are numerically evaluated
Detailed notes are taken

Question 25

Example of Structured Interviews

Answer 25

Hypothetical scenarios
A sign of how they will behave
How would the interviewee behave in a critical situationavioral:
Past incidents
A sample of work behavior – better predictor
How did the interviewee behave in a specific job situation in the past?

Question 26

Ability tests are tests that….

Answer 26

Measure what a person has learned up to that point in time (achievement)
Measure one’s innate potential capacity (aptitude)
Up to 50% of companies use some ability testing

Question 27

Work Sample tests are:

Answer 27

How do you perform job-relevant tasks?
2 characteristics:
Puts applicant in a situation similar to a work situation – measures performance on tasks similar to real job tasks.
Is it a test of maximal vs. typical performance?
Range from simple to complex

Question 28

The big 5 personality test

Answer 28

Some dimensions of personality may correlate more strongly with particular aspects of a particular job

Question 29

Advantage of personality tests

Answer 29

Intuitively appealing to managers
No adverse impact
Don’t show rates of differential selection
Efficient

Question 30

Disadvantage of personality tests

Answer 30

Response sets
Lie or socially desirable responding

All traits not equally valid for all jobs

Question 31

Why do Integrity Tests?

Answer 31

theft is expensive
also want to avoid laziness, violence, gossip
Honesty may not be a stable trait
Honesty testing is controversial
May depend on the situation (perceived unfairness)
Viewed as coercive and inaccurate
Honesty is a strong value in our society

Question 32

Disadvantage of Integrity Tests

Answer 32

Fakable
High rates of false positives
Some places think it is unethical

Question 33

Assessment Center is

Answer 33

A procedure for measuring performance with a group of individuals (usually 12 to 24) that uses a series of devices, many of which are verbal performance tests

Question 34

Frequently Used Performance Tests in Assessment Centers

Answer 34

In-Basket
Role Plays
Leaderless Group Discussion
Case Analysis

Question 35

DISADVANTAGES OF ASSESSMENT CENTRES

Answer 35

Poorly Defined Competencies & Exercises
Poor Training & Selection of Assessors
Poor Selection & Briefing of Candidates