INDUSTRIAL PSYCH 2 EXAM QUESTIONS AND ANSWERS
WITH VERIFIED CORRECT SOLUTIONS
Protected classes
race, color, religion, sex, national origin, age over 40, disability, genetic info, pregnancy,
military vet status
Adverse impact
When a measure results. In differences between groups depending on a protected class
Criterion for adverse impact
If minority hiring rate less than 4/5 majority rate
BFOQs
Must be necessary to perform the job, as demonstrated by job analysis
No exceptions
Not valid BFOQs
Job is unpleasant for women
Customer preference
Race
Lack of facilities
Stereotypes
Reasonable accommodations
Organizations must make reasonable accommodations for people with disabilities
unless doing so would impose an undue hardship
, Americans with Disabilities Act
Passed by Congress in 1991, this act banned discrimination against the disabled in
employment and mandated easy access to all public and commerical buildings.
Protected classes
It is illegal to discriminate based on sexual orientation and gender expectations
Regression approach
Use an equation to estimate future performance
Use equation to predict sales from interview scores for applicants
Can have equation with more than one predictor
Criterion validity
Evaluates the extent to which a measurement predicts some kind of outcome or
behavior
Predictive validity
A form of criterion validity in which test scores of applicants are compared at a later date
with a measure of job performance
Conscientiousness test
The most predictive of the big five personality measures
the care given to organization and thoughtfulness; dependability
Psychomotor ability test
Dexterity
Hand eye coordination
Reaction time
WITH VERIFIED CORRECT SOLUTIONS
Protected classes
race, color, religion, sex, national origin, age over 40, disability, genetic info, pregnancy,
military vet status
Adverse impact
When a measure results. In differences between groups depending on a protected class
Criterion for adverse impact
If minority hiring rate less than 4/5 majority rate
BFOQs
Must be necessary to perform the job, as demonstrated by job analysis
No exceptions
Not valid BFOQs
Job is unpleasant for women
Customer preference
Race
Lack of facilities
Stereotypes
Reasonable accommodations
Organizations must make reasonable accommodations for people with disabilities
unless doing so would impose an undue hardship
, Americans with Disabilities Act
Passed by Congress in 1991, this act banned discrimination against the disabled in
employment and mandated easy access to all public and commerical buildings.
Protected classes
It is illegal to discriminate based on sexual orientation and gender expectations
Regression approach
Use an equation to estimate future performance
Use equation to predict sales from interview scores for applicants
Can have equation with more than one predictor
Criterion validity
Evaluates the extent to which a measurement predicts some kind of outcome or
behavior
Predictive validity
A form of criterion validity in which test scores of applicants are compared at a later date
with a measure of job performance
Conscientiousness test
The most predictive of the big five personality measures
the care given to organization and thoughtfulness; dependability
Psychomotor ability test
Dexterity
Hand eye coordination
Reaction time
