Ali Dolla
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I/O Psych Chapters 3 and 4

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Ali Dolla
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Question 1 of 20

1

Work analysts identify the criteria or performance dimensions of a job by systematically gathering, documenting, and analyzing information about which of the following?

Select one of the following:

  • Worker attributes related to performance

  • The context in which work is performed

  • The content of work performed by people in organizations

  • All of the above

Explanation

Question 2 of 20

1

A procedure in work analysis designed to identify important or frequently performed tasks as a means of understanding the work performed is regarded in your text as

Select one of the following:

  • Task-oriented procedure

  • Position-oriented procedure

  • Linkage Analysis

  • Criterion relevance

Explanation

Question 3 of 20

1

According to the text, employees readily identify with and relate to the resulting competencies, an outcome rarely achieved in work analysis. This most likely occurs because:

Select one of the following:

  • KSAOs are more inclusive

  • Competency modeling is likely to include review sessions and group meetings that capture the language and spirit vital to the organization

  • Competency modeling aims to identify characteristics that explore an employee's willingness to perform certain activities or to fit in with the organizational culture

  • Work analysis includes organizational-level issues of vision and values

Explanation

Question 4 of 20

1

Which of the following would be considered an organizational counterproductive behavior?

Select one of the following:

  • Disclosing confidential information

  • Theft from coworkers

  • Gossip

  • Threats of violence

Explanation

Question 5 of 20

1

Citizenship behavior

Select one of the following:

  • Requires employees to adapt their own behavior to changing work duties

  • Refers to those aspects of employee performance that transcend performing tasks on a job

  • Require that employees express emotions to customers or clients that are associated with enhanced performance in the job

  • Are judgmental evaluations of an employee's performance

Explanation

Question 6 of 20

1

Which of the following performance criteria is not considered highly objective?

Select one of the following:

  • Days absent

  • Being caught stealing

  • Units of production

  • Wasting time on the job

Explanation

Question 7 of 20

1

Criterion deficiency refers to the extent to which the actual criterion:

Select one of the following:

  • and the conceptual criterion coincide

  • fails to overlap the conceptual criterion

  • measures something other than the conceptual criterion

  • is a distorted measure of the conceptual criterion

Explanation

Question 8 of 20

1

Physically attractive people are often rated or judged higher than average looking people on such factors as popularity, leadership and achievement, when in reality there is no association between physical attractiveness and those other aspects of human behavior. In the language of I/O psychology, physical attractiveness has what effect on the rating of these other aspects of behavior?

Select one of the following:

  • a source of deficiency

  • a source of relevance

  • a source of contamination

  • a source of generalizability

Explanation

Question 9 of 20

1

An I/O psychologist develops a "multiple uses test" to assess creativity. Individuals who identify more uses of a paper clip, for example, are deemed more creative. Creativity represents the ______ criterion, while the multiple uses test represents the ______ criterion.

Select one of the following:

  • conceptual; actual

  • actual; conceptual

  • structured; multiple

  • structured; actual

Explanation

Question 10 of 20

1

How is the level of unemployment determined in the US?

Select one of the following:

  • by the number of people who collect unemployment benefits

  • a survey of households across the nation

  • the average response rate to job vacancies

  • statistical projections based on the previous year's employment rate

Explanation

Question 11 of 20

1

Multiple interviewers evaluating job candidates should be sure to evaluate candidates in a similar manner according of which assessment of reliability?

Select one of the following:

  • Internal-consistency reliability

  • Inter-rater reliability

  • Equivalent form reliability

  • Test-retest reliability

Explanation

Question 12 of 20

1

Concurrent criterion-related validity, according to the text, allows managers to predict a worker's level of productivity on the basis of a test. Which of the following would be considered the criterion in this example?

Select one of the following:

  • The test

  • The worker

  • Worker's level of productivity

  • None of the above

Explanation

Question 13 of 20

1

Which of the five personality factors is considered by your text most consistently correlated with job performance criteria for all occupations and across different cultures?

Select one of the following:

  • Extraversion

  • Openness to experience

  • Agreeableness

  • Conscientiousness

Explanation

Question 14 of 20

1

Supporters of computerized adaptive testing give all of the following as reasons CAT is beneficial for organizations EXCEPT

Select one of the following:

  • greater security

  • less expensive

  • lower precision of measurement

  • tests can be shorter

Explanation

Question 15 of 20

1

A type of personnel selection tests in which the candidate demonstrates proficiency on a task representative of the work performed in the job is known as

Select one of the following:

  • Situational judgement test

  • work samples

  • structure interview

  • situational exercise

Explanation

Question 16 of 20

1

All of the following are true of assessment centers except

Select one of the following:

  • A technique for assessing job candidates in a specific location

  • Provide basis for predictions of human behaviors relevant to work performed in an organizational setting

  • A standardized series of activities

  • None of the above

Explanation

Question 17 of 20

1

An ideal predictor would have all of the following attributes EXCEPT

Select one of the following:

  • Equally applicability across different groups of people

  • An accurate forecaster of the criterion

  • Not too costly to the administrator

  • A lengthy method of analysis

Explanation

Question 18 of 20

1

Extensive research reveals the job interview is not a highly valid method of personnel selection. If so, why is it used so often?

Select one of the following:

  • Candidates would prefer to be interviewed than be given a paper-and-pencil test

  • Adverse impact is less with interviews than most other types of selection methods

  • Interviews are an inexpensive and efficient means of assessment

  • As interviewers, we think we are better judges of other people than we really are

Explanation

Question 19 of 20

1

If the internal consistency reliability of a test is very low, we can conclude that:

Select one of the following:

  • a person will get a very different score on the test in another administration

  • the two forms of the test measure very different concepts

  • the test is made up of very different kinds of items

  • raters disagree in their assessments

Explanation

Question 20 of 20

1

A mechanical ability test was administered to 100 apprentice mechanics at CAR, Inc. One year later, researchers found a strong correlation between their test scores as apprentices and their job performance as mechanics. This evidence lends support for the ______ validity of the test.

Select one of the following:

  • content

  • concurrent criterion-related

  • predictive criterion-related

  • construct

Explanation

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