1. Emotional Intelligence defines as a kind of Intelligence because:
a. As cognitive abilities, it declines over the years; therefore old people have lower emotional
intelligence.
b. Even though it correlates with other intelligence, it still can be differentiated.
c. Plays role in tendencies and correlates with cognitive intelligence.
2. I. People with higher cognitive intelligence tend to have low emotional intelligence as well.
II. People with low CI can benefit higher EI because there is always a room for improvement.
a. Both correct
b. I correct, II incorrect
c. I incorrect, II correct
d. Both incorrect.
3. Which is not a mechanism explains the role of EI on the JP, that can not be attainted by CI:
a. Understanding personality of others by identifying their emotions which enhance JP
b. Regulating emotions influence the quality of social relationship which enhance JP
c. Manage their emotions can lead to enhancement of motivation.
4. Cote in his article suggested:
a. People with low CI are also have lower JP
b. EI becomes less positively correlated with JI as CI increases because there is no room
for improvement in these people.
c. Interaction between EI and CI predicts the act of helping others who have been
absent.
5. According to Cote article:
a. Leader-member exchange mediates the relationship between CI and JP
b. Contentiousness is the only trait correlated with JP and OCBI out of all 5 traits.
c. There is no evidence that EI and CI predicts JP in different jobs.
6. According to Schmidt & Hunter article,
a. GMA can only predicts occupational level or income after the age of 18
b. has a strong genetic basis
c. low GMA people stay at the same level in the hierarchy over time.
7. While assuming GMA is a predictor of occupational level, it is important to notice:
a. People with high GMA tend to have higher job knowledge, which is a mediator in the
relationship.
b. The research about this topic only focuses on cross-sectional studies, therefore causal
relationship can not be assumed
c. It does not predict as stronger as Big Five.
8. Which of the following is incorrect:
a. GMA predicts performance in job training programs.
b. The validity of GMA for predicting JP decreases as experience increases.
c. There is a non-linear relationship between JP and job experience
9. Regarding JP & Personality:
a. GMA predicts JP stronger than personality, which is stronger than abilities.
b. Conscientiousness does not contribute to the validity of GMA because two are
correlated.
c. When conscientiousness is added to equation, validity of GMA on predicting JP is
increased.
10. According to Kerr Article (EI and leadership effectiveness):
a. There is a significant positive correlation between transformational leadership and EI
b. Understanding emotions branch was the highest branch correlated with EI
, c. Experiential EI have a strong relationship with leadership effectiveness
11. In the article by O’Boyle, conducted research on 3 stream of EI in which:
a. Stream 3 (trait) was the only which did not correlate with JP.
b. Big Five correlated lowest with Stream 1 (ability).
c. When Big 5 and Cognitive Intelligence were controlled, Stream 1 (ability-
performance test) and 2 (ability-self report) explained the variance in JP.
12. One of the major limitation of the O’Boyle article was:
a. The sample was not representative as all of them were already recruited people.
b. The definition of Job Performance is too vague.
c. Streams were not differentiated clearly.
13. Boundaryless careers are:
a. Emphasize on the distinction between work and home life.
b. Seen all around the world.
c. Necessary to maintain organization’s effectiveness.
14. Organizations should be aware of the employees who have managerial competence as their
career anchors. For these people ____ are important.
Which of the following fit for the blank above:
a. Gaining relevant work experience
b. Developing and maintaining specialist skills and knowledge.
c. Reliable and predictable work environment.
15. Employees who have problem with dress-codes are more likely to have the following as their
career anchors:
a. Pure challenge
b. Lifestyle
c. Autonomy and independence
16. Employees with this career anchors are more likely to search for companies that their personal
values are inline with:
a. Service/dedication
b. Security
c. Lifestyle
17. Why using job satisfaction to predict subjective career success is not particularly helpful?
a. Job satisfaction measurement is based on lifestyle balance, which is not the same
concept with career success.
b. Job satisfaction focuses on current employment, however career success is not
defined only by current job.
c. People who are unsatisfied with their jobs are usually have low earnings, therefore
focusing on earnings gives out more information about career success.
18. According to the article “Career and Career Management” by J. Arnold (2005), which of the
followings are true:
a. The career tournament concept illustrates how structural/social factors can override
human capital.
b. Career satisfaction correlates with salary for only objective career success and did not
correlated with subjective career success.
c. Ambitious people are most satisfied.
19. According to the same article (Q18), the which of the statements above is indicated about the
social network:
a. Number of weak ties and structural holes predicts job satisfaction and therefore the
salary.
a. As cognitive abilities, it declines over the years; therefore old people have lower emotional
intelligence.
b. Even though it correlates with other intelligence, it still can be differentiated.
c. Plays role in tendencies and correlates with cognitive intelligence.
2. I. People with higher cognitive intelligence tend to have low emotional intelligence as well.
II. People with low CI can benefit higher EI because there is always a room for improvement.
a. Both correct
b. I correct, II incorrect
c. I incorrect, II correct
d. Both incorrect.
3. Which is not a mechanism explains the role of EI on the JP, that can not be attainted by CI:
a. Understanding personality of others by identifying their emotions which enhance JP
b. Regulating emotions influence the quality of social relationship which enhance JP
c. Manage their emotions can lead to enhancement of motivation.
4. Cote in his article suggested:
a. People with low CI are also have lower JP
b. EI becomes less positively correlated with JI as CI increases because there is no room
for improvement in these people.
c. Interaction between EI and CI predicts the act of helping others who have been
absent.
5. According to Cote article:
a. Leader-member exchange mediates the relationship between CI and JP
b. Contentiousness is the only trait correlated with JP and OCBI out of all 5 traits.
c. There is no evidence that EI and CI predicts JP in different jobs.
6. According to Schmidt & Hunter article,
a. GMA can only predicts occupational level or income after the age of 18
b. has a strong genetic basis
c. low GMA people stay at the same level in the hierarchy over time.
7. While assuming GMA is a predictor of occupational level, it is important to notice:
a. People with high GMA tend to have higher job knowledge, which is a mediator in the
relationship.
b. The research about this topic only focuses on cross-sectional studies, therefore causal
relationship can not be assumed
c. It does not predict as stronger as Big Five.
8. Which of the following is incorrect:
a. GMA predicts performance in job training programs.
b. The validity of GMA for predicting JP decreases as experience increases.
c. There is a non-linear relationship between JP and job experience
9. Regarding JP & Personality:
a. GMA predicts JP stronger than personality, which is stronger than abilities.
b. Conscientiousness does not contribute to the validity of GMA because two are
correlated.
c. When conscientiousness is added to equation, validity of GMA on predicting JP is
increased.
10. According to Kerr Article (EI and leadership effectiveness):
a. There is a significant positive correlation between transformational leadership and EI
b. Understanding emotions branch was the highest branch correlated with EI
, c. Experiential EI have a strong relationship with leadership effectiveness
11. In the article by O’Boyle, conducted research on 3 stream of EI in which:
a. Stream 3 (trait) was the only which did not correlate with JP.
b. Big Five correlated lowest with Stream 1 (ability).
c. When Big 5 and Cognitive Intelligence were controlled, Stream 1 (ability-
performance test) and 2 (ability-self report) explained the variance in JP.
12. One of the major limitation of the O’Boyle article was:
a. The sample was not representative as all of them were already recruited people.
b. The definition of Job Performance is too vague.
c. Streams were not differentiated clearly.
13. Boundaryless careers are:
a. Emphasize on the distinction between work and home life.
b. Seen all around the world.
c. Necessary to maintain organization’s effectiveness.
14. Organizations should be aware of the employees who have managerial competence as their
career anchors. For these people ____ are important.
Which of the following fit for the blank above:
a. Gaining relevant work experience
b. Developing and maintaining specialist skills and knowledge.
c. Reliable and predictable work environment.
15. Employees who have problem with dress-codes are more likely to have the following as their
career anchors:
a. Pure challenge
b. Lifestyle
c. Autonomy and independence
16. Employees with this career anchors are more likely to search for companies that their personal
values are inline with:
a. Service/dedication
b. Security
c. Lifestyle
17. Why using job satisfaction to predict subjective career success is not particularly helpful?
a. Job satisfaction measurement is based on lifestyle balance, which is not the same
concept with career success.
b. Job satisfaction focuses on current employment, however career success is not
defined only by current job.
c. People who are unsatisfied with their jobs are usually have low earnings, therefore
focusing on earnings gives out more information about career success.
18. According to the article “Career and Career Management” by J. Arnold (2005), which of the
followings are true:
a. The career tournament concept illustrates how structural/social factors can override
human capital.
b. Career satisfaction correlates with salary for only objective career success and did not
correlated with subjective career success.
c. Ambitious people are most satisfied.
19. According to the same article (Q18), the which of the statements above is indicated about the
social network:
a. Number of weak ties and structural holes predicts job satisfaction and therefore the
salary.
