I/O Psy

Question 1

Question ID #17828: According to Krumboltz (1996), a person’s career path is determined primarily by:
Select one:
A. basic needs and drives.
B. ego identity development.
C. perceptions of the match between his/her abilities and the requirements of the job.
D. learning that occurs as the result of interactions with other people.

Answer 1

D

Question 2

Question ID #17837: When performing a(n) \_\_\_\_\_\_\_\_ task, group members select a solution offered by one of the group members as the group's solution. 
Select one: 
A. compensatory 
B. disjunctive    
C. conjunctive 
D. additive

Answer 2

B

Question 3

Question ID #17887: In the context of training, "identical elements" is associated with: 
Select one: 
A. overlearning. 
B. overtraining. 
C. elaborative rehearsal. 
D. transfer of training.

Answer 3

D

Question 4

Question ID #18653: An organizational psychologist would use the Position Analysis Questionnaire to:
Select one:
A. obtain the information needed to complete a job analysis.
B. identify employees who are good candidates for managerial positions.
C. determine the causes of conflict between supervisors and supervisees.
D. evaluate employee performance.

Answer 4

A

Question 5

Question ID #17891: When using _______________, a leader uses a decision tree to identify the most effective leadership style for a specific situation.
Select one:
A. Fiedlers contingency model
B. Hersey and Blanchards situational leadership model
C. Vroom, Yetton, and Jagos normative model
D. Lewins force-field model

Answer 5

C

Question 6

Question ID #17884: Of the "Big Five" personality traits, \_\_\_\_\_\_\_\_\_\_\_\_ is most predictive of job performance across different types of jobs and job settings. 
Select one: 
A. openness to experience 
B. conscientiousness    
C. agreeableness 
D. extraversion

Answer 6

B

Question 7

Question ID #17881: An implication of Bandura’s social cognitive theory is that, to maximize worker motivation, a job should be designed so that:
Select one:
A. rewards are matched to the employees prepotent needs.
B. the job maximizes team (versus individual) responsibility.
C. job roles and responsibilities match the employees self-concept.
D. the job maximizes opportunities for self-regulation.

Answer 7

D

Question 8

Question ID #17850: Research on job satisfaction suggests that it:
Select one:
A. is a relatively stable trait and is minimally affected by job changes.
B. is relatively stable within the same job but unstable when measured across different jobs.
C. is unstable and varies over time both within the same job and across different jobs.
D. may be stable or unstable within and across jobs depending on other characteristics of the worker.

Answer 8

A

Question 9

Question ID #17861: If a supervisor includes the supervisee in the goal-setting process, what will most likely the resulting goals be:
Select one:
A. less difficult than the goals the supervisor would have set alone.
B. more difficult than the goals the supervisor would have set alone.
C. similar in difficulty level to the goals the supervisor would have set alone.
D. less realistic than the goals the supervisor would have set alone.

Answer 9

B

Question 10

Question ID #17900: As defined by Edgar Schein (1992), ______________ can function as “cognitive defense mechanisms” in organizations.
Select one:
A. formal organizational hierarchies
B. informal organizational policies and procedures
C. beliefs about what constitutes good performance
D. assumptions underlying the organization’s culture

Answer 10

D

Question 11

Question ID #17894: Which of the following will have the greatest impact on employees’ perceptions of distributive justice at work?
Select one:
A. Employees receive the pay and benefits they believe they deserve.
B. Employees participate in making decisions that affect their jobs.
C. Employees believe hiring and promotion decisions are fair.
D. Employees feel they are treated with respect and consideration by managers.

Answer 11

a. CORRECT CORRECT Distributive justice refers to the fairness of the outcomes of organizational policies and procedures.
b. Incorrect This sounds more like procedural justice, which refers to the fairness of the ways in which procedures and policies are implemented.
c. Incorrect This also sounds like procedural justice.
d. Incorrect Interactional justice refers to how employees perceive the quality and content of their interactions with managers and other employees.

Question 12

Question ID #17824: According to Tuckman and Jensen (1977), group members begin to develop close relationships with one another, trust each other, and feel as though they are part of a cohesive, effective group during the \_\_\_\_\_\_\_\_\_\_ stage. 
Select one: 
A. norming 
B. forming   
C. performing 
D. storming

Answer 12

A

Question 13

Question ID #17838: An employee perceives a discrepancy between his input/outcome ratio and the input/outcome ratio of a fellow employee who is performing the same job. This situation is:
Select one:
A. equally likely to affect the employee’s performance whether he perceives a state of underpayment or overpayment.
B. more likely to have an effect on the employee’s performance if he perceives that he is being underpaid.
C. more likely to have an effect on the employee’s performance if he perceives that he is being overpaid.
D. likely to affect the employee’s interpretation of the situation but not his actual performance.

Answer 13

B

Question 14

Question ID #18657: Members of self-management work teams (SMWTs):
Select one:
A. are led by an external change agent who provides coaching and suggestions as needed.
B. are employees from different departments who have different levels of expertise.
C. make suggestions that may or may not be accepted by management.
D. make hiring, budget, and other decisions that were formerly made by managers.

Answer 14

D

Question 15

Question ID #17835: Research comparing male and female leaders indicates that, in terms of decision-making style:
Select one:
A. men and women do not differ in a consistent way.
B. women tend to adopt a more democratic style.
C. men tend to adopt a more participative style.
D. women tend to adopt a more autocratic style.

Answer 15

B

Question 16

Question ID #17885: The function of a formative evaluation is best described as obtaining the information needed to:
Select one:
A. guide program development so as to produce the best version of the program as possible.
B. determine whether the program has produced outcomes commensurate with the program’s goals.
C. initially formulate the goals and objectives of a new program.
D. identify and define the causal links between observed relationships among a set of variables.

Answer 16

A

Question 17

Question ID #17888: The Leaderless Group Discussion is used in organizations to:
Select one:
A. train and evaluate managerial-level employees.
B. mediate conflicts between managers and subordinates.
C. improve communication between members of newly formed teams.
D. diagnose the cause of communication problems in established work groups.

Answer 17

A

Question 18

Question ID #17846: A transactional leader can be expected to:
Select one:
A. rely on rewards and punishments to motivate employees.
B. communicate high expectations for performance to employees.
C. act as a role model for employees.
D. be convinced of the moral rightness of his/her decisions.

Answer 18

A

Question 19

Question ID #17873: A company president is concerned about the low motivation and satisfaction of her employees and, as a result, institutes a wage and bonus (financial) incentive program for all employees. Six months later, the president finds that her efforts have not increased the employees' job motivation or satisfaction. This result is best predicted by which of the following theories? 
Select one: 
A. ERG theory 
B. expectancy theory 
C. equity theory 
D. two-factor theory

Answer 19

D

Question 20

Question ID #17848: Job satisfaction is an accurate predictor of: 
Select one: 
A. both job performance and health.   
B. job performance but not health. 
C. health but not job performance. 
D. neither job performance nor health.

Answer 20

C

Question 21

Question ID #17821: Which of the following performance appraisal techniques would be most useful when a primary goal of appraisal is to provide employees with specific feedback that will help them improve their job performance? 
Select one: 
A. forced-choice 
B. forced-distribution 
C. BARS    
D. BIB

Answer 21

C

Question 22

Question ID #17866: If a “process consultant” is hired by a school district to help it resolve ongoing problems between school board members, the administrative staff, and the teachers, the consultant is most likely to:
Select one:
A. conduct formal interviews to pinpoint problem areas and then conduct training to rectify identified problems.
B. help board members, staff, and teachers identify and modify the ways in which their behaviors are inconsistent with their goals.
C. act as a mediator or arbitrator between the board members, staff, and teachers.
D. conduct a survey to identify discrepancies between how board members, staff, and teachers view their roles and the school district’s goals.

Answer 22

B

Question 23

Question ID #17883: A problem with the “critical incident technique” is that:
Select one:
A. it focuses too much on task requirements as opposed to employee attributes.
B. it does not provide a very good picture of what is typically required for effective job performance.
C. it is susceptible to biases such as the tendency to overestimate what the employee actually accomplishes.
D. its items are too general and often do not apply to specific jobs or tasks.

Answer 23

B

Question 24

Question ID #17871: One problem with job enrichment is that:
Select one:
A. it has not been shown to have beneficial effects on job satisfaction.
B. simply increasing the variety of job tasks does not enhance motivation.
C. its effects vary from individual to individual.
D. it has negative effects on self-esteem, especially for lower-status workers.

Answer 24

C

Question 25

Question ID #119477: Which step of the four-step organizational assessment includes creating questions that are important to the organization and address topics such as organizational performance and motivation? 
Select one: 
A. Step 1 
B. Step 2 
C. Step 3   
D. Step 4

Answer 25

B

Question 26

Question ID #17908: Which of the following selection techniques is the most accurate predictor of job performance across different jobs and job settings? 
Select one: 
A. situational interviews 
B. general mental ability tests    
C. interest tests 
D. work sample tests

Answer 26

B

Question 27

Question ID #17847: In terms of EEOC guidelines, a substantially different rate of selection or promotion that results in disadvantage to people of a particular gender, race, or ethnicity is evidence of: 
Select one: 
A. test bias. 
B. adverse impact.    
C. criterion deficiency. 
D. situational specificity.

Answer 27

B

Question 28

Question ID #17893: A group member accumulates “idiosyncrasy credits” by:
Select one:
A. acting in unexpected or spontaneous ways during group meetings.
B. challenging the group leaders authority.
C. acting as the self-appointed mind guard in group meetings.
D. consistently adhering to group norms.

Answer 28

D

Question 29

Question ID #17849: A \_\_\_\_\_\_\_\_\_\_ leader has a clear vision for the future and communicates that vision to followers by acting as a role model, empowering followers, and inspiring followers to replace self-interest with the interests of the group. 
Select one: 
A. charismatic 
B. transactional 
C. transformational    
D. bureaucratic

Answer 29

C

Question 30

Question ID #17830: To intervene effectively, a mediator should:
Select one:
A. encourage direct contact between disputants at the beginning of the mediation process.
B. hold early discussions in an “open site” that is readily observed and influenced by interested parties.
C. prioritize relevant issues so they can be settled sequentially in order from the most specific to the more general.
D. introduce new ideas and alternatives for reaching an agreement to the disputants.

Answer 30

D

Question 31

Question ID #17886: Female applicants consistently obtain lower scores on a selection test than do male applicants. However, when they are hired, females perform as well on the job as do males. This situation illustrates which of the following? 
Select one: 
A. differential validity   
B. differential selection 
C. adverse impact 
D. unfairness

Answer 31

D

Question 32

Question ID #10345: A meta-analysis of the research conducted by Baltes et al. (1999) found that, in terms of job outcomes, the compressed workweek has the least impact on:
Select one:
A. overall job satisfaction.
B. satisfaction with work schedule.
C. supervisor performance ratings.
D. objective measures of job performance.

Answer 32

D