Test Bank for Industrial/Organizational Psychology
Name the branch of I/O psych that is concerned with
assessment, selection, placement, and training of new and
current employees. - ANSWERSPersonnel Psychology
Performance assessments are conducted in organizations
most often to ______ and to _______, but they may als be
used to ________, ______, and ______. - ANSWERSmake salary decisions
provide feedback to employees
help determine training needs
make decisions about promotions
validate selection procedures
Job analysis is a systematic method for collecting the
information needed to identify three things: - ANSWERS1) nature of the job
2) KSAOs (knowledge, skills, abilities, and other
characteristics) that people must have to do the job; and
3) the measures with which job performance can be
evaluated
The development of performance assessment techniques
usually begins with a ________. - ANSWERSJob Analysis
The increase in decision-making accuracy an employer
achieves by using the predictor to make selection decisions is
,called? - ANSWERSIncremental Validity
In terms of INCREMENTAL VALIDITY, which of the
following situations most supports the use of a new
predictor:
a. moderate base rate with many applications and few job
openings (low selection ratio)
b. low base rate with many applicants and few job openings
(low selection ratio)
c. moderate base rate with few applicants and many job
openings (high selection ratio)
d. low base rate with few applicants and many job openings
(high selection ratio) - ANSWERSa. a moderate base rate suggests that there is room for
improvement and, therefore, that a new predictor is likely to increase decision-making accuracy.
Also, the situation is optimal when there is a low selection ratio.
b. INCORRECT. a low base rate suggests that something else besides selection is the problem -
e.g., company's standards is too low or too high or employees need training in order to do the
job satisfactorily.
Define incremental validity: - ANSWERSThe degree to which a new selection technique will
increase decision-making accuracy. it depends on several factors including the base rate
(proportion of correct decisions without the new technique) and the selection ratio (ratio of
applicants to job openins.
A transformational leader defines a goal to employees in a
way that imbues the goal with meaning and purpose. This is
referred to as:
a. priming
,b. escalating commitment
c. framing
d. positioning - ANSWERSc. framing
According to Hersey and Blanchard's situational leadership
model, a "telling" leader will respond to an employee who is
low in both ability and motivation by:
a. recommending that the employee receive additional
training
b. having the employee participate in goal-setting
c. providing the employee with close supervision and
specific instructions
d. setting easy goals for the employee and providing external
incentives. - ANSWERSc. a telling leadership style is optimal for employees who are low in both
ability and motivation and provides close supervision and specific instructions.
In an interview, a job applicant exhibits one or two very
positive characteristics. These characteristics influence how
the interviewer evaluates the applicant on the unrelated
characteristic so that her overall impression is very
favorable. This is an example the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSHalo error
, In an interview, several poor job applicants are interview and
then a mediocre applicant is interviewed and hired
immediately. This is an example of the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSb. a contrast effect occurs when the evaluation of an
applicant is affected by a previous applicant.
The tendency for a rater to rate everyone highly is known as
the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSc. leniency bias
The tendency to attribute the behavior of others as
dispositional versus situational is known as the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSd. fundamental attribution bias
The best conclusion that can be drawn about biodata as a
selection technique is that:
a. it is the best predictor of organizational behavior for entry
Name the branch of I/O psych that is concerned with
assessment, selection, placement, and training of new and
current employees. - ANSWERSPersonnel Psychology
Performance assessments are conducted in organizations
most often to ______ and to _______, but they may als be
used to ________, ______, and ______. - ANSWERSmake salary decisions
provide feedback to employees
help determine training needs
make decisions about promotions
validate selection procedures
Job analysis is a systematic method for collecting the
information needed to identify three things: - ANSWERS1) nature of the job
2) KSAOs (knowledge, skills, abilities, and other
characteristics) that people must have to do the job; and
3) the measures with which job performance can be
evaluated
The development of performance assessment techniques
usually begins with a ________. - ANSWERSJob Analysis
The increase in decision-making accuracy an employer
achieves by using the predictor to make selection decisions is
,called? - ANSWERSIncremental Validity
In terms of INCREMENTAL VALIDITY, which of the
following situations most supports the use of a new
predictor:
a. moderate base rate with many applications and few job
openings (low selection ratio)
b. low base rate with many applicants and few job openings
(low selection ratio)
c. moderate base rate with few applicants and many job
openings (high selection ratio)
d. low base rate with few applicants and many job openings
(high selection ratio) - ANSWERSa. a moderate base rate suggests that there is room for
improvement and, therefore, that a new predictor is likely to increase decision-making accuracy.
Also, the situation is optimal when there is a low selection ratio.
b. INCORRECT. a low base rate suggests that something else besides selection is the problem -
e.g., company's standards is too low or too high or employees need training in order to do the
job satisfactorily.
Define incremental validity: - ANSWERSThe degree to which a new selection technique will
increase decision-making accuracy. it depends on several factors including the base rate
(proportion of correct decisions without the new technique) and the selection ratio (ratio of
applicants to job openins.
A transformational leader defines a goal to employees in a
way that imbues the goal with meaning and purpose. This is
referred to as:
a. priming
,b. escalating commitment
c. framing
d. positioning - ANSWERSc. framing
According to Hersey and Blanchard's situational leadership
model, a "telling" leader will respond to an employee who is
low in both ability and motivation by:
a. recommending that the employee receive additional
training
b. having the employee participate in goal-setting
c. providing the employee with close supervision and
specific instructions
d. setting easy goals for the employee and providing external
incentives. - ANSWERSc. a telling leadership style is optimal for employees who are low in both
ability and motivation and provides close supervision and specific instructions.
In an interview, a job applicant exhibits one or two very
positive characteristics. These characteristics influence how
the interviewer evaluates the applicant on the unrelated
characteristic so that her overall impression is very
favorable. This is an example the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSHalo error
, In an interview, several poor job applicants are interview and
then a mediocre applicant is interviewed and hired
immediately. This is an example of the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSb. a contrast effect occurs when the evaluation of an
applicant is affected by a previous applicant.
The tendency for a rater to rate everyone highly is known as
the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSc. leniency bias
The tendency to attribute the behavior of others as
dispositional versus situational is known as the:
a. halo error
b. contrast effect
c. leniency bias
d. fundamental attribution bias - ANSWERSd. fundamental attribution bias
The best conclusion that can be drawn about biodata as a
selection technique is that:
a. it is the best predictor of organizational behavior for entry
