I/O Flashcards
An organizational psychologist was hired by a large mental health clinic to develop a structured interview that will be used to hire clinical psychologists. Questions included in the interview ask job applicants to describe how they would respond to hypothetical job-related situations that are similar to those they’re likely to encounter on-the-job. The psychologist has developed which of the following? :
A. a situational interview
When using the Taylor-Russell tables to estimate the incremental validity of a new selection test, the tables will indicate that the test has the greatest incremental validity when the selection ratio is _____ and the base rate is _____.
low; moderate
Vestibule training is a type of:
C. simulation training.
The core symptoms of the Type A behavior pattern include all of the following except:
D. depersonalization.
According to Hans Selye, exposure to stress triggers three predictable stages, which he named the general adaptation syndrome (GAS). During the __________ stage, the hypothalamus activates the sympathetic nervous system and stimulates the adrenal medulla to release epinephrine and norepinephrine and the pituitary gland to release adrenocorticotropic hormone (ACTH).
C. alarm reaction
Cohen-Charash and Spector’s (2001) meta-analysis of research on the effects of organizational justice found that job satisfaction is:
D. positively and similarly related to perceived procedural, distributive, and interactional justice.
As described by Trochim (2020), a summative evaluation includes all of the following except:
B. implementation evaluation.
According to McGregor (1960), Theory X managers:
C. believe that workers lack ambition and avoid taking responsibility.
Which of the following is NOT one of the types of organizational justice?
normative
Hackman and Oldham’s (1980) job characteristics model predicts that designing a job so it provides employees with five core job characteristics will have the greatest positive impact on employees who are:
D. high in growth-need strength.
Which of the following best describes mentoring and coaching?
D. Mentoring focuses primarily on career development, while coaching focuses primarily on the acquisition of skills and knowledge.
An employer is concerned about the low motivation of many of her employees and decides to interview them to obtain information on how to alleviate this problem. Being familiar with Vroom’s (1964) expectancy theory, the employer will ask employees about all of the following except:
commitment
Control, commitment, and challenge have been identified as the “3 C’s” of:
hardiness
Violation of the psychological contract between employees and their employers has been identified as a contributor to:
downsizing survivor syndrome
Simon’s (1957) bounded rationality model of decision-making proposes that the assumptions underlying the rational model are often violated because:
B. decision-makers tend to satisfice rather than optimize.
Dr. Frank, an organizational psychologist, is hired by a company to develop new performance appraisal measures for maintenance technicians. Dr. Frank’s initial step in developing these measures will be to conduct a:
job analysis
According to Tiedeman’s career decision-making model, career development involves two major phases. These are:
anticipation and implementation
Immediately after a training program has been delivered to a group of trainees, the developer of the program conducts a ____________ to assess its outcomes.
summative evaluation
When considering the optimal method of training, you would most likely choose vestibule training because:
C. it’s less dangerous than on-the-job training.
Which of the following is useful for ensuring that trainees will learn and retain newly acquired behaviors and be able to perform them successfully with little conscious effort?
overlearning
Which of the following best describes the prediction of goal-setting theory about the relationship between a supervisee’s participation in goal setting and his or her commitment to goals?
C. A supervisee’s participation in setting goals is not always necessary for his/her commitment to goals but is important when a supervisee is not likely to accept assigned goals.
An advocate of which of the following is most likely to recommend that time-and-motion studies be used to identify the most efficient way to perform a job?
A. Taylor’s scientific management
An organizational psychologist would conduct a(n) __________ to identify a company’s training needs.
needs analysis
Mayo (1933) found that, no matter what changes were made to lighting and other physical work conditions, factory workers’ productivity increased. They attributed this to the special attention the workers received as research participants and referred to it as the:
hawthorne effect
To reduce the likelihood that a work group’s decisions will be affected by groupthink, you would:
D. appoint a group member to act as “devil’s advocate.”
As described by Janis (1982), the symptoms of groupthink include all of the following except:
C. low group cohesiveness.
A new selection test has ____________ validity when adding it to the existing selection procedure increases decision-making accuracy.
incremental
You would use the Position Analysis Questionnaire to:
C. conduct a worker-oriented job analysis.
When rating employee performance, a supervisor’s ratings of one employee are often biased in an upward or downward way due to the supervisor’s comparison of that employee to another employee the supervisor just evaluated. The supervisor is exhibiting which of the following?
contrast error
Which of the following is NOT one of the three main types of organizational commitment?
behavioral
Of the Big Five personality traits, _______________ have been found to be most predictive of leader effectiveness.
B. extraversion and conscientiousness
Herzberg’s (1966) two-factor theory predicts that ____________ is the best way to increase employees’ job motivation and satisfaction.
job enrichment
Which of the following is NOT one of the bases of social power identified by French and Raven (1959)?
intuitive
A division of labor and a hierarchy of authority are defining characteristics of which of the following organizational theories?
A. Weber’s bureaucracy
When initially hired by the Acme Company three years ago, Jill Doe was told she’d receive regular raises as long as her work is satisfactory. Although Jill has consistently received excellent job evaluations from her supervisor, she has not received the raises she was promised. According to expectancy theory, which of Jill’s beliefs is most negatively affected by this situation?
instrumentality
__________ involves continuing to practice newly acquired skills beyond the point of mastery.
overlearning
Faragher, Cass, and Cooper’s (2005) meta-analysis of the research indicated that job satisfaction:
B. is related to mental and physical health, with the relationship being stronger for mental health.
Research has confirmed that different early life experiences (e.g., child maltreatment, parental divorce, parental psychopathology) can lead to childhood depression. This is an example of which of the following?
equifinality
The 80% (four-fifths) rule is used to:
D. determine if a selection test is having an adverse impact.
A problem with the paired comparison method of performance assessment is that it:
D. is time-consuming to use when there are many employees to rate.
Inputs, throughputs, and outputs are the key elements of:
C. Katz and Kahn’s open-system theory.
Which of the following is NOT one of Kirkpatrick’s (1998) four levels of training program evaluation?
application
Frame-of-reference training is useful for which of the following?
A. improving the accuracy of job performance ratings
A worker-oriented _______________ is conducted to identify the knowledge, skills, abilities, and other characteristics required to perform a job successfully.
job analysis
Donald Super’s life-career rainbow depicts the relationship between which of the following?
C. life stages and major life roles
A disadvantage of empirically derived biodata forms is that they:
C. may contain items that lack face validity.
As defined in the EEOC’s Uniform Guidelines on Employee Selection Procedures, ____________ may be a cause of adverse impact when members of one group consistently obtain lower scores than another group on a selection test but this score difference is not reflected in differences in job performance.
test unfairness
A criticism of behaviorally anchored rating scales (BARS) is that:
B. they’re time-consuming to develop.
With regard to leadership style, which of the following is the best conclusion that can be drawn about the effects of consideration and initiating structure on job outcomes?
C. A high level of consideration is more important for satisfaction, while a high level of initiating structure is more important for performance.
Unfreezing, changing, and refreezing are stages of which of the following?
B. Lewin’s model of planned change
Dawis and Lofquist’s (1984) theory of work adjustment is best described as a:
C. person-environment fit theory.
Physical and psychological fidelity are associated with which of the following?
A. the principle of identical elements
According to Fiedler’s (1967) contingency theory, a low LPC leader is most effective in:
D. very unfavorable and very favorable situations.
A supervisor’s knowledge of how well employees did on the selection measures that were used to hire them affects how the supervisor subsequently rates each employee on measures of job performance. This is an example of which of the following?
D. criterion contamination
According to Holland’s (1985) theory of career choice, the realistic personality type is most similar to which of the following types?
A. investigative and conventional
A concurrent validity study finds that a selection test has the same validity coefficient for men and women and that men and women obtained similar job performance scores. However, women obtained significantly lower scores than men on the selection test. Which of the following terms is used to describe this situation?
tets unfairness
An employee of the Acme Company always orders inventory as soon as the level of inventory falls below a specified point. This is an example of:
A. a programmed decision.
When conducting a(n) ___________, an organizational psychologist would assign points to a job’s compensable factors.
job evaluation
The “forced distribution” is a(n):
B. relative measure of job performance.
Of the types of organizational commitment, which is the best predictor of a variety of job outcomes?
affective
Minority group members tend to obtain lower scores than majority group members on a selection test, even though both groups do equally well in terms of job performance. The difference in selection test scores results in a smaller proportion of minority group members being hired. As described in the Uniform Guidelines on Employee Selection, this is an example of:
test unfairness
Which of the following best describes the prediction of goal-setting theory about the relationship between a supervisee’s participation in goal setting and his or her commitment to goals?
C. A supervisee’s participation in setting goals is not always necessary for his/her commitment to goals but is important when the supervisee is not likely to accept assigned goals.
Research evaluating the validity of general mental ability tests as predictors of job performance has generally found that they are:
D. the most valid predictors across different jobs and job performance measures.
Maslow’s (1954) need hierarchy theory predicts that, when a person’s physiological and safety needs have been satisfied, the person will be motivated primarily by his or her __________ needs.
social
Which of the following is used to help establish comparable worth?
job evaluation
When evaluating the adequacy of a newly developed selection test, a test developer would use the 80% (four-fifths) rule to determine:
C. if the test is likely to have an adverse impact.
Members of self-managed work teams (SMWTs):
C. have total control over their own work, including task assignments and methods, work schedules, employee selection and training, and performance appraisal.
Longitudinal research has found that the job satisfaction of individuals is:
C. stable over time and across jobs and careers.
Which of the following is NOT an example of a technostructural intervention?
B. process consultation
According to Hersey and Blanchard’s (1988) situational leadership theory, a telling leadership style is most effective for employees who have:
A. low ability and low motivation.
A realistic job preview is used to:
B. reduce turnover by ensuring that new employees have accurate job expectations.
Dawis and Lofquist’s (1984) theory of work adjustment identifies satisfaction and satisfactoriness as predictors of a person’s:
job tenure
The stages of Selye’s (1976) general adaptation syndrome are:
A. alarm reaction, resistance, and exhaustion.
Which of the following questions is most likely to be included in a covert integrity test?
B. Would your friends describe you as impulsive?
Components of a program logic model ordinarily include all of the following except:
solutions
Holland (1985) used which of the following terms to describe the extent to which a person’s personality is clearly defined with regard to the six personality types.
differentiation
An organizational psychologist would most likely be hired by a company to conduct a job evaluation for the purpose of:
establishing comparable worth
A supervisor consistently gives supervisees high ratings on a performance rating scale, even when they don’t deserve them. This supervisor is exhibiting which of the following?
leniency bias
An employer who’s concerned about the low motivation of her employees decides to interview them to obtain information that will help her determine how to alleviate this problem. Being familiar with equity theory, she will focus on which of the following when interviewing the employees?
A. their perceptions of the relative fairness of their treatment at work
Research has linked a chronically elevated level of the hormone __________ to a loss of neurons in the hippocampus and memory impairment.
cortisol
__________ theory predicts that a worker’s motivation is affected by the comparisons the worker makes between his or her input/outcome ratio and the input/outcome ratios of workers doing the same or a similar job.
equity
During process consultation, an organizational development (OD) consultant will most likely focus on which of the following?
D. communication, decision-making, and problem-solving
In organizations, decisions that rely on established rules and procedures are referred to as __________ decisions.
programmed
When reviewing a supervisor’s performance ratings of the employees he supervises, you notice that there is a great deal of consistency in the positivity or negativity of ratings he has assigned to each employee, but his positive and negative ratings vary for different employees. For example, the supervisor assigned one employee very low ratings on all dimensions of job performance but another employee high ratings on all dimensions. Which of the following rater biases is suggested by this pattern of ratings?
halo effect
The research has found that general mental ability tests are good predictors of job performance and that administering a structured interview, integrity test, or work sample in conjunction with a general mental ability test increases the accuracy of prediction. In other words, adding a second selection technique to a general mental ability test has an effect on which of the following?
incremental validity
The unique information gained when a new selection test or other procedure is added to the current selection procedure is maximized when:
B. the base rate is moderate and there are many applicants and a few job openings.
Of the core characteristics of the Type A behavior pattern, ________ has been most closely linked to an increased risk for heart disease and other health problems.
hostility
Bandura’s (1986) social cognitive theory supports use of which of the following as a method of training?
bx modeling
An advocate of leader-member exchange theory is most likely to agree that:
A. leaders have qualitatively different relationships with in-group and out-group subordinates.
When included in an assessment center, the primary purpose of the leaderless group discussion is to:
D. evaluate the leadership potential of participants.
When obtaining a high score on one or more predictors cannot compensate for a low score on another predictor, the best technique for making a hiring decision on the basis of multiple predictors is which of the following?
multiple cutoff
As described by the full-scope evaluation model (Dessinger & Moseley, 2010), which of the following is true about summative evaluation?
B. It’s conducted immediately after a training program is delivered to determine if the program has achieved its goals.
As described by __________, a career is “the combination and sequence of roles played by a person during the course of a lifetime.”
donald super
An organizational psychologist familiar with goal-setting theory is likely to tell a supervisor that having supervisees participate in setting their own performance goals will produce goals that are:
D. more difficult than the goals the supervisor would set alone.
Which of the following has been found to be the best predictor of job performance across different jobs and different measures of job performance?
B. general mental ability tests
A group leader familiar with Janis’s groupthink is most likely to describe a “mindguard” as:
C. an information filter.
Studies investigating the outcomes associated with the compressed workweek have found that it has:
C. a stronger positive effect on job satisfaction than on job productivity.
Dr. Miller is hired by an insurance company to develop a performance appraisal measure for salespeople. She’s most likely to recommend that the company use a relative measure (as opposed to a Likert-type rating scale) because relative measures:
C. are less susceptible to some rater biases.
Leader-member exchange (LMX) theory is based on the assumption that:
C. leaders adopt different behaviors with different subordinates and these behaviors depend on the quality of the leader-subordinate relationship.
Tiedeman’s career decision-making model links vocational identity development to:
B. ego identity development.
_____________ is the appropriate method for combining scores on several selection tests when a high score on one or more tests can compensate for a low score on another test.
multiple regression
____________ is occurring when ratings on a measure of job performance are affected by non-performance factors.
criterion contamination
As described by Herbert Simon (1957) “satisficing” is caused by several factors that include all of the following except:
communication failures
Kirkpatrick (1998) distinguished between four levels of training program evaluation and proposed that which of the following is the most informative level?
results
Krumboltz’s (1979) social learning theory of career decision-making identifies four factors that influence decision-making. Which of the following is NOT one of the four factors?
self-efficacy beliefs
The essential features of total quality management (TQM) include:
B. continuous improvement, full employee involvement, and data-supported decisions.
Dr. Wong has been hired by a law firm to evaluate a new selection test that will be used to hire legal assistants. To ensure the test has adequate reliability, he will administer the test to a sample of legal assistants to determine if the test:
produces consistent scores
While developing a training program, an organizational psychologist administers each component of the program to a sample of newly hired employees. After delivering each component, the psychologist has the employees complete questionnaires to evaluate their satisfaction with the program and acquisition of information to determine if the component needs revision. The psychologist is conducting which type of evaluation?
formative
Technostructural interventions address all of the following except:
B. process consultation.
When the court determines that an employer’s selection test has an adverse impact on members of a legally protected group, the employer:
D. may be permitted to use the test if the attributes it measures are job related and there are no alternative valid measures available that would not have an adverse impact.
Based on the results of their meta-analysis of the research, Shockley and her colleagues (2018) concluded that:
A. men and women experience similar levels of work-family conflict.
Methods of __________ can be categorized as work-oriented, worker-oriented, or a combination of the two.
job analysis
In the context of Dawis and Lofquist’s (1984) theory of work adjustment, satisfactoriness is the result of the correspondence between the worker’s:
D. skills and the skill requirements of the job.
As described by __________, a career is “the combination and sequence of roles played by a person during the course of a lifetime.”
donald super
An advantage of behaviorally anchored rating scales (BARS) is that they:
D. provide information that’s useful for performance feedback.
With regard to leadership style, which of the following is the best conclusion that can be drawn about the effects of consideration and initiating structure on job outcomes?
C. A high level of consideration is more important for satisfaction, while a high level of initiating structure is more important for performance.
When designing a training program, providing “identical elements” is most important for:
B. ensuring transfer of training.
When assessing the performance of the employees he supervises, Mr. Stein tends to prioritize an employee’s willingness to take responsibility for resolving work-related problems. Consequently, when assessing employees who consistently and enthusiastically assume responsibility, Mr. Stein gives them high ratings on unrelated dimensions of job performance. And when assessing employees who frequently shirk responsibility, Mr. Stein gives them low ratings on all dimensions of job performance. Mr. Stein’s tendency is an example of which of the following?
B. halo error
____________ refers to the tendency of a group to make more extreme decisions than would be made by individual group members working alone.
group polarization
Which of the following is NOT one of Maslow’s five basic needs?
meaningfulness
Use of utility analysis to evaluate the usefulness of a newly developed test for selecting job applicants provides an estimate of which of the following?
C. the monetary gain that can be expected when the test is used to make hiring decisions
You would use which of the following to teach each member of a team the essential tasks performed by other team members?
cross-training
When acquiring new knowledge or a new skill, overlearning is particularly important:
D. when performance errors are likely to be costly.
During the general adaptation syndrome (GAS), the adrenal cortex releases which of the following?
cortisol
According to Donald Super, the primary determinant of a person’s occupational choice is which of the following?
self-concept
Research conducted in the 1950s at Ohio State University found that leader behaviors can be categorized in terms of which of the following dimensions?
A. initiating structure and consideration
House’s (1971) path-goal theory predicts that the best leadership style is determined by which of the following?
D. certain characteristics of the employee and the task.
To use the Taylor-Russell tables to estimate a predictor’s incremental validity, you need to know the predictor’s criterion-related validity coefficient and which of the following?
A. selection ratio and base rate
A summative evaluation report is least likely to include information on the results of which of the following?
A. evaluability evaluation
Which of the following techniques is being used when job applicants must obtain a score above the cutoff score on one selection technique in order for the next selection technique to be administered to them?
B. multiple hurdles
A psychologist is hired to assist with the development of an assessment center that will be used to hire and promote managerial level employees. The psychologist will most likely recommend including which of the following in the assessment center?
A. leaderless group discussion and in-basket exercise
When using competency modeling, the process of identifying core competencies begins with specifying:
C. the organization’s primary values, goals, and strategies.
A supervisor tells you that the low job motivation of one of her newly hired supervisees is affecting his job performance, and she asks your advice about the best management style when working with him. As an advocate of ______________, you question the supervisor about some of the characteristics of the supervisee and his job tasks and, based on her answers, recommend that she adopt a supportive style with this supervisee.
C. House’s path-goal theory
Research has identified which of the Big Five personality traits to be the best predictor of job performance across different jobs and different measures of job performance?
conscientiousness
The validity of a job performance measure is affected by which of the following when a supervisor’s knowledge of an employee’s performance on the selection tests used to hire the employee 12 months ago affects how the supervisor rates the employee on the measure of job performance.
criterion contamination
One of the questions included in a survey asks employees to rate the fairness of the outcomes of a recent organizational decision regarding raises and bonuses. This question assesses employees’ perceptions of which of the following?
A. distributive justice
Which of the following would be most useful for combining scores on multiple predictors when good performance on one predictor can compensate for poor performance on another predictor?
A. multiple regression
Which of the following distinguishes between the anticipation and implementation phases of career decision-making?
A. Tiedeman’s career decision-making model
When the court determines that an employer’s selection test has an adverse impact on members of a legally protected group, the employer:
D. may be permitted to use the test if the attributes it measures are job related and there are no alternative valid measures available that would not have an adverse impact.
According to the 4D model of appreciative inquiry, the first stage in organizational change is which of the following?
discover
The job characteristics model (Hackman & Oldham, 1980) identifies five core job dimensions that affect worker motivation, satisfaction, and performance. Which of the following is NOT one of these dimensions?
work engagement
A positive halo error occurs when:
D. a rater who views one performance dimension as being most important rates employees who score high on that dimension high on all other dimensions.
Satisfaction and satisfactoriness are key concepts in which of the following theories?
D. Dawis and Lofquist’s theory of work adjustment
The validity of a job performance measure is affected by _______________ when a supervisor’s knowledge of an employee’s performance on the selection tests used to hire the employee 12 months ago affects how the supervisor rates the employee on the measure of job performance.
criterion contamination
A newly promoted manager tells you that most of the employees he manages have high levels of motivation but limited skills, and he asks your advice about the best management style in this situation. As an advocate of ______________, you recommend that he adopt a selling leadership style.
B. Hersey and Blanchard’s situational leadership theory
A meta-analysis of research on sex differences in leadership style by Eagly, Johannesen-Schmidt, and van Engen (2003) found that:
C. Men tend to be more transactional than women are in terms of active and passive management by exception, while women tend to be more transformational than men are and more transactional in terms of contingent rewards.
In the context of expectancy theory, __________ refers to an employee’s belief that adequate effort will lead to successful performance.
C. expectancy
A problem with the forced distribution method of performance assessment is that:
B. the prespecified performance categories may not match the actual performance of employees.
To identify the knowledge, skills, abilities, and other characteristics (KSAOs) that workers must have to perform a job successfully, you would conduct a:
job analysis
An organizational psychologist is hired by the owner of Best Plumbing Supply to determine why so many of her employees seem to have low levels of job motivation and satisfaction. The owner says she recently gave employees salary increases and bonuses for outstanding performance, but this did not have a noticeable effect. Being familiar with ____________, the psychologist will most likely tell the owner that, to increase motivation and satisfaction, she should redesign the employees’ jobs so they provide opportunities for autonomy, responsibility, and advancement.
two-factor theory
A new selection test will most likely increase decision-making accuracy when the base rate is:
.50
Based on the results of their study of twins separated shortly after birth, Arvey, Bouchard, Segal, and Abraham (1989) concluded that genetic factors explain about _____ of observed variability in job satisfaction scores.
30%
Organizational analysis, task analysis, person analysis, and demographic analysis are components of which of the following?
needs analysis
A movie production company hires only males for male roles and females for female roles for its action/adventure films, even though this means significantly more males than females are hired. In this situation:
B. gender is a bona fide occupational qualification.
Which of the following theories attributes a worker’s job motivation to the worker’s social comparisons?
equity theory
The Taylor-Russell Tables provide an estimate of a predictor’s incremental validity for various combinations of which of the following?
C. the base rate, selection ratio, and predictor’s criterion-related validity coefficient
Lewin (1951) proposed that planned change in organizations involves which of the following?
C. unfreezing, changing, and refreezing
A psychologist is developing a selection test for a large manufacturing company that will be used to predict the job performance ratings of maintenance technicians six months after they’re hired. The test developer will be most interested in ensuring that the test has adequate:
criterion-related validity
Driver and Brousseau’s career concept model distinguishes between four career concepts. These include all of the following except:
circular
An undergraduate student is writing a paper on Taylor’s scientific management for her organizational psychology class. Assuming that the student understands the major assumptions of this approach, she’s likely to note in her paper that Taylor believed that worker motivation is most affected by which of the following?
A. desire for economic gain
The questions included in ____________ ask experienced job applicants to describe how they handled specific job-related situations in the past.
bx interview
A meta-analysis of the research by Baltes and his colleagues (1999) found that flextime has the greatest positive influence on which of the following?
abstenteeism
According to Donald Super, career development involves five stages that occur over the lifespan. These stages include all of the following except:
anticipation
Research conducted in the 1950s at Ohio State University investigated the __________ of leaders.
bxs
Which of the following describes career development as paralleling the eight psychosocial stages identified by Erikson?
B. Tiedeman and O’Hara’s career decision-making model
The core components of transformational leadership include all of the following except:
group consensus
As described by McClelland (1961), which of the following is least characteristic of people who have a high need for achievement?
C. They are motivated most by opportunities for gaining status and recognition.
Expectancy theory (Vroom, 1964) predicts that worker motivation is affected by three beliefs. One of these is “expectancy,” which refers to the belief that:
A. adequate effort leads to successful performance.
As defined by Maslach and colleagues (2001), which of the following is not one of the core characteristics of job burnout?
resistance
At a “big box” home improvement store, use of a newly developed selection procedure results in a hiring rate for male salespeople of 50%. In this situation, to be consistent with the 80% (four-fifths) rule, the minimum hiring rate for female salespeople when using this procedure should be _____%.
40
According to Krumboltz’s (1979) social learning theory of career decision-making (SLTCDM), four factors influence the decision-making process. Which of the following is not one of these factors?
outcome expectations
With regard to gender and leader effectiveness, the research has found that:
A. female leaders are rated as more effective in feminine work settings, while male leaders are rated as more effective in masculine work settings.
One problem with empirically developed biographical information blanks (BIBs) is that:
C. applicants often have a negative reaction to them because some of the questions seem to be irrelevant to job performance.
Based on the results of their meta-analysis of the research, Shockley and her colleagues (2018) concluded that:
A. men and women experience similar levels of work-family conflict.
Behaviorally anchored rating scales (BARS) combine which of the following?
A. graphic rating scale and critical incidents
____________ career concept model distinguishes between four career concepts that differ in terms of key motives, direction of career movement, and frequency of career change.
B. Driver and Brousseau’s
According to Fiedler’s (1967) contingency theory, a high LPC leader is most effective in:
A. moderately favorable situations.
Dr. Dennis, an organizational psychologist, is hired by a company to develop and validate a new selection test for customer service representatives. When she conducts a concurrent validity study on the test she develops, Dr. Dennis finds that it has a validity coefficient of .65 for men and a validity coefficient of .20 for women. This suggests that the test has:
A. differential validity for men and women.
Data collected by Schmidt, Oh, and Shaffer (2016) indicate that the greatest increase in predictive validity for job performance occurs when a test of general mental ability is combined with which of the following?
integrity test
Kobasa (1982) identified three core characteristics of hardiness. Which of the following is NOT one of these characteristics?
C. an inner conviction of self-worth
Linking the requirements for successful job performance to organizational values, goals, and strategies is characteristic of which of the following?
C. competency modeling
When evaluating the job performance of her supervisees, Mrs. Akeem tends to give all supervisees average ratings, regardless of their actual performance. Mrs. Akeem’s tendency illustrates which of the following?
central tendency bias
Organizational analysis, task analysis, person analysis, and demographic analysis are the four levels of a:
C. needs assessment.
Kobasa’s (1982) concept of __________ is useful for understanding the traits that are needed to cope successfully with stress.
psychological hardiness
In the context of performance appraisal, a “critical incident” is job-related behavior that:
A. is associated with very good or very poor performance.
According to Cummings and Worley (2009), the primary focus during the beginning of the first phase of planned change is on:
B. identifying the relevant client(s) for addressing the organization’s problems.
An organizational psychologist is hired by a company to determine if the performance of many of its recently hired employees can be improved by providing them with training. To do so, the psychologist will conduct a:
needs analysis
Based on the results of their meta-analysis of the research, Shockley and her colleagues (2017) concluded that:
A. men and women experience similar levels of work-family conflict.
The two main types of integrity tests that are used to assist with selection decisions are:
D. overt and personality-based tests.
An advocate of Hersey and Blanchard’s (1988) situational leadership model is most likely to agree that the best leadership style depends on the:
C. employee’s job maturity.
The original version of which of the following provided a decision tree to help leaders determine the optimal leadership style in a particular situation?
D. Vroom-Yetton-Jago’s leadership model
According to Herzberg’s (1966) two-factor theory, if a worker’s job is redesigned so that it provides adequate hygiene (job context) factors, the worker will be:
D. neither satisfied nor motivated.
Research investigating the outcomes of the compressed workweek has found that it:
C. has a strong positive effect on job satisfaction, a weaker positive effect on job productivity, and an unclear effect on absenteeism.
When creating a training program, it’s important to keep in mind that:
C. distributed practice is usually more effective than massed practice, but the effectiveness of whole- versus part-task training depends on the type of task.
Frame-of-reference training is a type of training that focuses on:
A. helping raters recognize the multidimensionality of job performance and what constitutes different levels of performance.
Members of quality circles (QCs):
B. provide management with recommendations for resolving the work-related problems they’ve identified.
The owner of several fast-food restaurants tells you she’s concerned about the low job satisfaction and poor job performance of many of her employees. She says she’s heard that “satisfied workers are productive workers” and asks what the research has found about this. You tell her that the studies support which of the following?
C. Workers who are rewarded for their productivity are most productive and satisfied.
When using the Taylor-Russell tables to estimate the incremental validity of a new selection test, the tables will indicate that the test has the greatest incremental validity when the selection ratio is _____ and the base rate is _____.
.10; .50
A person who obtains the highest score on the realistic scale of Holland’s Self-Directed Search would most likely say he/she likes to:
D. work with tools and machinery.
A supervisor who agrees with McGregor’s (1960) Theory Y approach to management is most likely to say that:
D. employees are capable of self-direction and self-control.
Which of the following is NOT one of the six personality/environment types identified by Holland?
administrative
A concurrent validity study finds that a selection test has the same validity coefficient for male and female employees and that male and female employees obtained similar job performance scores. However, female employees obtained significantly lower scores than male employees did on the selection test. Which of the following terms is used to describe this situation?
test unfairness
Which of the following is the least accurate description of mentoring in organizations?
C. Mentors identify the agenda for the nature and goals of their relationships with mentees.
Fiedler’s contingency model proposes that the optimal leadership style depends on which of the following?
D. the leader’s position power, the nature of the relationships between the leader and the employees, and the task structure
The “in-basket test” is most likely to be included as part of which of the following?
assessment center
Conducting a utility analysis for a new selection test would be useful for:
C. obtaining information on the return on investment that can be expected when the test is used to hire job applicants.
As defined by Holland (1985), differentiation refers to:
B. the degree to which a person’s personality type is clearly defined in terms of the RIASEC types.
According to the theory of groupthink, mindguards:
B. protect the group and group leader from dissenting views.
The organizational development technique known as survey feedback involves obtaining information on which of the following?
A. employee attitudes and opinions about important aspects of work
The multifactor leadership questionnaire (MLQ) assesses characteristics associated with transformational and transactional leadership. The two transactional leadership characteristics assessed by the MLQ are:
C. contingent rewards and management-by-exception.
According to Simon’s (1957) bounded rationality model, managers often “satisfice” when making decisions due to:
A. time restrictions and limited information.
A supervisor notices that an employee seems to be putting more time and effort into his work but this increase has not been accompanied by an increase in productivity. The employee’s behavior is most likely:
B. an early sign of job burnout.
Research by Baltes and colleagues (1999) investigating the outcomes associated with flextime found that it has:
A. the strongest beneficial effect on absenteeism and the weakest beneficial effect on self-rated job performance.
When a predictor has low to moderate criterion-related validity, it can improve decision-making accuracy as long as:
B. the base rate is moderate and the selection ratio is low.
The principle of ________ predicts that different systems that have the same starting point may reach different endpoints.
multifinality
As described by Janis (1982), groupthink is most likely to occur in:
A. highly cohesive groups that have a strong directive leader.
As described by Fiedler (1967):
A. low LPC leaders are task-oriented, while high LPC leaders are person-oriented.
