I/O PSYCHOLOGY Flashcards
(163 cards)
1
Q
Team oriented workers or those working in sales might most likely score very high on which of the following needs according to McClelland?
A. Needs for Affiliation
B. Needs for Achievement
C. Need for Engagement
D. Need for Power
A
A
2
Q
A company with a bad reputation can look for applicants using _
A. Blind box
B. Newspaper advertisement
C. Point-of-purchase advertisement
D. Referral
A
A
3
Q
Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs are known as _.
A. Compensable job factors
B. Market position
C. Internal pay equity
D. Comparable worth of a job
A
A
4
Q
A method of resolving conflict in which a neutral third party is asked to help the two parties reach an agreement
a) Grievance system
b) Mediation
c) Arbitration
d) Internal Resolution
A
B
5
Q
A type of structured interview question in which applicants are given a situation and asked how they would handle it
a) Skill-level determiner
b) Situational questions
c) Patterned-behavior description
d) Clarifier questions
A
B
6
Q
Which of the following is TRUE for interpersonal demands?
A. Conflict among members is not beneficial for the growth of the organization
B. Leadership styles should rarely differ among companies to minimize conflict
C. It is impossible to completely eliminate
conflict in organizations
D. None of the above
A
C
7
Q
A variation of the case study called the incident process requires the trainee to:
A. Gather info by asking questions
B. Solve arithmetic and writing related problems
C. Identify the hierarchy in the company
D. Re-enactment of a scenario
A
A
8
Q
If the applicants are asked about their religious beliefs and stand in moral issues during the job interview, they may think that the questions have nothing to do with the purpose of the assessment. We can say that the questions lack:
A. Construct validity
B. Internal consistency
C. Criterion validity
D. Face validity
A
D
9
Q
A training technique in which employees act out simulated roles to practice interpersonal skills
a) Role-Play
b) Simulation
c) Business Games
d) Behavior Modelling
A
A
10
Q
Someone who most likely volunteers himself as leader would have _____
A. High conscientiousness
B. High extraversion
C. High openness to experience
D. High agreeableness
A
B
11
Q
A performance appraisal method in which a predetermined percentage of employees are placed into a number of performance categories from poor to excellent
A. Graphic Rating Scales
B. Forced Distribution
C. Paired Comparison
D. Behaviorally Anchored Rating Scale
A
B
12
Q
Which of the following is an example of lateral communication?
A. Your officemate telling you how bad his
customer was a while ago
B. Your boss instructing you how to file your requirements
C. Your subordinate asking you if he could have the day off
D. All of the above
A
A
13
Q
Job rotation, job enrichment and job enlargement satisfy which need in Maslow’s hierarchy?
A. Physiological needs
B. Ego needs
C. Safety needs
D. Self-actualization needs
A
D
14
Q
In ERG theory, this need is related to the lowest levels in Maslow’s hierarchy:
A. Growth
B. Existence
C. Physiological
D. Safety & Security
A
B
15
Q
The process of confirming the accuracy of resume and job application information is called
a) Background Check
b) Reference check
c) Reference
d) Legit Check
A
B
16
Q
The “I” in I/O Psychology is related to all of the following except:
a) recruitment
b) training
c) motivation
d) termination
A
C
17
Q
When doing an interview as part of a job
analysis, the following questions are typically asked EXCEPT FOR?
A. “Tell me about the job’s overall purpose?”
C. “Can you give personal information about
you?”
B. “What equipment do you use?”
D. “To whom are you accountable?”
A
C
18
Q
This pertains to the process of determining the worth of a job
a) Job Classification
b) Job Compensation
c) Job Equity
d) Job Evaluation
A
D
19
Q
A school is currently training its HR employees. As part of the module, they were asked to discuss and try to provide a solution to the significant number of teachers resigning every school year. This is actually happening in their organization. Their trainers made use of what we call _.
A. Simulation
B. Role-play
C. Case Study
D. Living case
A
D
20
Q
The HR personnel presented you the nature of your work, your task and duties, the location of your work, the expected output from you, the equipment you will use and who you will work with. You were presented a/the _.
A. Realistic Job Preview
B. Job Design
C. Job Description
D. Work Activities
A
C
21
Q
A method in which job vacancy notices are posted in places where customers or current employees are likely to see them
a) Strategic Posting Method
b) Blind Box Method
c) Point-of-Purchase Method
d) Ads-on-Point Method
A
C
22
Q
Employees with high self-esteem actually desire to perform at high levels while employees with low self-esteem desire to perform at low levels. This is an assumption of which theory?
a) Self-efficacy
b) Consistency
c) Self-fulfilling prophecy
d) Golem effect
A
B
23
Q
In relation to job evaluation, comparable worth refers to:
A. Different jobs with the same KSAOs being
paid equally
B. How good your work environment is as compared to others
C. What level the organization is in relation to other organizations
D. The worth of the job itself and not the person
A
A
24
Q
The following are considered organizational strategies to reduce stress EXCEPT?
A. Having a good culture
B. Sabbaticals
C. Time management
D. Proper work designs
A
C
25
This refers to the process of **determining the monetary worth** of a job
A. Job analysis
B. Job evaluation
C. Performance appraisal
D. Performance management
B
26
According to this theory, jobs will have motivation potential if they allow for skill variety, task identification, task significance, autonomy, and feedback
a) Job Characteristics Theory
b) ERG Theory
c) Five-Factor Theory
d) Theory X of Motivation
A
27
A spontaneous role-play requires the trainee to:
A. Play out multiple roles
B. Follow a behavioral model
C. Develop insight on one’s behavior and its
effects
D. Utilize equipment and technologies required for the actual job
C
28
Burnout most likely results from:
A. High work pressure, low job satisfaction
B. Low work pressure, low job satisfaction
C. High work pressure, high job satisfaction
D. Low work pressure, high job satisfaction
A
29
Employee reactions towards training programs appear to have a ___ correlation with learning and application of training
a) Significant
b) Positive
c) Weak
d) Moderate
C
30
*Elton Mayo* would **disagree** with which of the ff.?
A. What is good for business is good for
employees
B. Take care of the employees, take care of the business
C. The workplace is an interdependent social system
D. The workplace allows for fulfillment of higher needs
A
31
These are job-related elements that result from but do not involve the job itself
a) Hygiene factors
b) Motivators
c) Existence factors
d) Both a and b
A
32
Type of commitment mostly related to the concept of *utang na loob*
a) Affective
b) Continuance
c) Normative
d) Indebtance
C
33
An assessment exercise designed to demonstrate applicant's attributes in terms of creativity and decision-making
a) Business Games
b) Leaderless Group Discussions
c) Simulation
d) Logic quizzes
A
34
A secretarial applicant might be asked to type a letter and a data-entry clerk applicants to actually enter information into a computer using a particular software package. This selection technique is known as _.
A. Assessment Centers
B. Business Games
C. In-basket Technique
D. Work Sample
D
35
This is a long-term relationship between a **senior and a younger employee **in which the **former guides the latter **in his/her career.
A. Apprenticeship
B. On-the-job Training
C. Coaching
D. Mentoring
D
36
The tendency to **promote someone** until he reaches the **highest level of incompetency**
A. Peter principle
B. Halo effect
C. Pygmalion effect
D. Galatea effect
A
37
When information reaches you but you do not tend to pass it on to someone else, then you can be called a:
a. Dead-ender
b. Liason
c. Isolates
d. Mediator
A
38
Considered as a very selfish kind of culture where everyone believes that he/she is above the organization itself:
a. Task culture
b. Role culture
c. Person culture
d. Power culture
C
39
The **manner** and **timing** at which **Realistic Job Preview** must be provided
a) Oral; at the time of the job offer
b) Oral; early in the recruitment process
c) Written; at the time of the job offer
d) Written; early in the recruitment process
A
40
3. All except one are related to ergonomics. Find the exception.
a) workplace design
b) fatigue and stress
c) human-machine interaction
d) none of the above
D
41
Job applicant is asked to go through job-related paperworks and respond to them as if he/she were actually on the job
a) Work samples
b) Assessment center
c) Job simulation
d) In-basket Technique
D
42
KSAO stands for
a) Knowledge, skills, abilities, other qualifications
b) Knowledgability, skillfulness, agreeableness, openness
c) Knowledge, standards, agreement, operations
d) Knowledge, skills, abilities, other characteristics
D
43
Also known as behavioral interview
A. Clarifier
B. Disqualifier
C. Past-focused
D. Future-focused
C
44
Occurs when a rating made on one dimension affects the rating made on the dimension that immediately follows it on the rating scale
a) Halo error
b) Contrast error
c) Proximity Error
d) Recency effect
C
45
Other jobs are stressful because of their co-worker’s expectations on what they should do in a particular situation. This is called:
A. Task demands
B. Physical demands
C. Role demands
D. Interpersonal demand
C
46
Those who experience sexual harassment often experience:
A. Higher psychological stress
B. Lower job satisfaction
C. Lower organizational commitment
D. All of the above
D
47
A recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.
A. Job Posting
B. Employment Agencies
C. Referral
D. None of these
D
48
A diverse workforce…
A. Increases possibility of conflict
B. Increases a diverse customer base
C. Will attract a more diverse applicant pool
D. All of the above
D
49
**Promoting employees** until they eventually reach their **highest level of incompetence**
a) Personpower Threshold
b) Peter Principle
c) Competency Ladder
d) Performance Plateau
B
50
Poorly substantiated information and insignificant information that is primarily about individuals.
A. Rumor
B. Grapevine
C. Gossip
D. Informal communication
C
51
When doing diversity training, it is ideal to give it to:
A. Entry level employees
B. Managers & supervisors
C. Department heads
D. Everyone in the company
D
52
**Reinforcing an employee** with something that on the surface **does not appear to be a reinforcer**
a) Peter Principle
b) Grandma’s rule
c) Rule of thumb
d) None of the above
B
53
________ determines who will perform **at an *acceptable level*** whereas ________ determines who **will perform *best***.
A. Multiple cutoff; Multiple hurdle
B. Multiple hurdle; Multiple cutoff
C. Passing score; Top-down
D. Top-down; Passing score
C
54
With the _______, the interview performance of one applicant may affect the interview score given to the next applicant
A. contrast effect
B. primacy effect
C. recency effect
D. negative information bias
A
55
Research has indicated that employees referred by unsuccessful employees had ________ than did employees who had been referred by successful employees.
A. Longer tenure
B. Shorter tenure
C. Lower motivation
D. Higher motivation
B
56
A job evaluation is poor when:
A. It considers the consequences of error on the job
B. It considers the possible risks and hazards
C. Experts do not agree on compensable factors
D. All of the above
C
57
**Health insurance** can provide ________ needs in Maslow’s hierarchy
A. Physiological
B. Esteem
C. Belongingness
D. Safety
D
58
Also known as cross-training
A. Job crafting
B. Job rotation
C. Job evaluation
D. Job enlargement
B
59
According to Holmes and Rahe (1967), which of the following is the **most stressful life change** which ultimately *affects your work*?
A. Divorce
B. Death of spouse
C. Jail term
D. Personal injury or illness
B
60
Who among the following would benefit MOST from overlearning?
A. A bank teller learning how to balance cash drawer
B. A customer service staff receiving bills payment
C. A first aider learning to conduct CPR
D. A security guard learning how to check bags
D
61
Instead of waiting for a company to post a vacancy, the jobseeker posted online that he is a psychometrician looking for a company who is in need of one. He is utilizing which kind of ad?
A. External Recruitment Ad
B. Internal Recruitment Ad
C. Situation Wanted Ad
D. Newspaper Ad
C
62
32. A selection strategy in which applicants must meet or exceed the passing score on more than one selection test
a) Top-Down Selection
b) Passing Score
c) Multiple-Hurdle approach
d) None of the above
D
63
A method of performance appraisal in which the **supervisor records employee behaviors that were observed on the job and rates the employee** on the basis of that record.
A. Critical Accidents Technique
B. Critical Knowledge Technique
C. Critical Incidents Technique
D. Critical Observation Technique
C
64
According to Vroom, this refers to the extent to which an **employee values the reward** or **consequence**
a) Instrumentality
b) Expectancy
c) Valence
d) Attraction
C
65
This determines the perceived fairness of the actual decisions made in an organization:
a. Distributive justice
b. Procedural justice
c. Interpersonal justice
d. Enrichment justice
A
66
Policy manuals would be considered under _ communication
A. Upward
B. Business
C. Downward
D. Informal
C
67
Role-play trains employees by acting out _______ behaviors whereas behavior modeling make use of ________ behaviors.
A. Ideal; Normally Performed
B. Normally Performed; Ideal
C. Covert; Overt
D. Overt, Covert
B
68
A structured role-play is one where you
A. Create your own script on the spot
B. Focus on attitudes instead of technical skills
C. Focus on interpersonal skills and decision
making
D. All of the above
C
69
Korman believed that job performance is positively associated with
A. Self-regulation
B. Self-esteem
C. Self-efficacy
D. Self-concept
B
70
A psychological test designed to predict an applicant’s tendency to steal
A. Integrity test
B. Rorschach Inkblot Test
C. Minnesota Multiphasic Personality Inventory D. Graphology
A
71
A type of discrimination where negative stereotypes are emphasized:
A. Incivility
B. Sexual harassment
C. Exclusion
D. Mockery and insult
D
72
Which personality trait is said to be the best predictor of performance in most occupations?
a) Extraversion
b) Agreeableness
c) Openness
d) Conscientiousness
D
73
SMEs refer to
a) Job incumbents
b) Supervisors
c) Customers
d) All of the above
D
74
A variation of the original expectancy model by Vroom which included additional factors such as abilities/traits, role perception, intrinsic/extrinsic reward, etc. was the:
a. Porter Lawler Model
b. Classic Conditioning Model
c. McClelland's Model
d. Theory X Theory Y
A
75
The theory that goals must be specific, measurable, attainable, relevant, and time-bound is attributed to
a) Edwin Locke
b) Clayton Paul Aldefer
c) Frederick Herzberg
d) Vroom
A
76
A friend of yours wants to **evaluate the worth of a job** in her company. Which of the following should be your **BEST** advice?
A. “Use salary surveys to determine internal comparability”
B. “A going rate is what you would want to attract those who are highly skilled”
C. “Do your best to determine which job-related
factors have more weight than others ”
D. None of the Above
C
77
The following are guidelines in writing and sending rejection letters except
a) Don't send the rejection letter immediately
b) Be as personable and as specific as possible
c) Include a statement about the individual who received the job
d) Include the name of a contact person
D
78
The foundation of all HR functions
A. Job evaluation
B. Performance appraisal
C. Recruitment
D. Job analysis
D
79
This type of power stems from complimenting others, doing favors, and generally being friendly and supportive:
a. Coercive power
b. Legitimate power
c. Referent power
d. Expert power
C
## Footnote
**Coercive Power**: Involves using threats or punishment to influence.
**Legitimate Power**: Based on a person's formal authority within an organization.
**Referent Power**: Comes from being liked, respected, or admired.
**Expert Power**: Derived from possessing knowledge, skills, or expertise.
80
Ergonomics is a field that combines…
A. Architecture and psychology
B. HR and clinical fields
C. Engineering and psychology
D. Economics and clinical fields
C
81
This refers to the **process of attracting people** with the **right qualifications** to apply for the job
a) Recruitment
b) Selection
c) Advertising
d) Marketing
A
82
An organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble
A. Realistic job preview
B. Resume fraud
C. Negligent hiring
D. Negligent reference
D
83
The **proper order** of training needs assessment process
a) Person Analysis > Task Analysis > Organizational Analysis
b) Task Analysis > Person Analysis > Organizational Analysis
c) Organizational Analysis > Person Analysis > Task Analysis
d) Organizational analysis > Task Analysis > Person Analysis
D
84
When you have mastered the job and the tasks involved with it until you’ve become bored with what you are doing, then you are said to reach a:
A. Structural Plateau
B. Content Plateau
C. Mastery Plateau
D. Life Plateau
B
85
What is the primary advantage of using role rotations during a role-play training?
A. Keeps trainees active and flexible
B. Allows for more open critiquing
C. Eliminates shyness in acting out behaviors
D. None of the above
A
86
Which of the ff. is an example of organizational citizenship behavior?
A. Reporting to work every day
B. Leaving the workplace on time
C. Staying late to get a project done
D. Mentoring a new employee to get a raise
C
87
A person with ________ is most likely to **engage in a lot** of **Organizational citizenship** behaviors:
A. High extraversion
B. Low neuroticism
C. High agreeableness
D. Low Conscientiousness
C
88
KSA in training stands for ____
A. Knowledge, Skills, Attitude
B. Knowledge, Skills, Aptitude
C. Knowledge, Skills, Abilities
D. Keep it simple, always!
C
89
The following are determinants when looking for effectiveness of incentive programs **except** for?
a. contingency of consequences
b. fairness of rewards
c. type of incentive used
d. number of perks received
D
90
Type of communication that starts from the superior to subordinate or management to employees
a. Upward communication
b. Downward drift
c. Downward communication
d. Informal communication
C
91
Unlike in Maslow’s theory, the needs in ERG are:
A. Satisfied one after the other
B. Satisfied from highest to lowest level
C. Satisfied simultaneously
D. Never completely satisfied
C
92
Deliberately ignoring or interrupting someone during a meeting because “she is a woman” is a form of discrimination called:
A. Intimidation
B. Incivility
C. Exclusion
D. Sexual harassment
B
93
A type of informal communication grapevine which involves a person passing the message to **only a select group** of people
a. Clamor grapevine
b. Gossip grapevine
c. Single-strand grapevine
d. Probability grapevine
B
## Footnote
**Clamor Grapevine**: It's a grapevine with numerous messages, often noisy or chaotic.
**Gossip Grapevine**: Involves spreading rumors or personal information among a network.
**Single-Strand Grapevine**: Information passes along a single route within the network.
**Probability Grapevine**: The likelihood of information passing through a network, considering the odds or chances.
94
You examine the job descriptions for every position in your company and determine that every employee must know how to use Excel to be successful. What level of analysis is this?
A. Organizational analysis
B. Task analysis
C. Operational analysis
D. Person analysis
B
95
For McClelland, people with a strong need for power may be motivated to:
A. Seek challenges in work
B. Want approval from others
C. Control their environment
D. Be an outstanding performer
C
96
Which of the ff. is an *important consideration* when doing job evaluation?
A. Internal pay equity
B. External pay equity
C. Comparable worth
D. All of the above
D
97
The extent to which **a test found valid for a job** in one location is **valid for the same job in a *different location***
a) Generalizability
b) Validity generalization
c) Synthetic Validity
d) Range Validity
B
98
Promoting your worker too much will put him/her at risk for:
A. Structural Plateau
B. Content Plateau
C. Mastery Plateau
D. Life Plateau
A
99
**Job enrichment** is *connected* to this **factor in job-characteristics theory**.
A. Skill Variety
B. Feedback
C. Task significance
D. Autonomy
D
100
This serves as stepping stone to identify employees' need for training or counselling
a) Personpower Planning
b) Job Evaluation
c) Performance Appraisal
d) None of the above
C
101
He is the author of the theory which is a close equivalent of Maslow’s hierarchy of needs:
A. John Locke
B. Edwin Locke
C. Clayton Alderfer
D. Frederick Herzberg
C
102
The goal of IO Psychology is to
a) Increase the productivity of employees
b) Uplift the well-being of employees
c) Examine factors that affect the people in an organization
d) Both a and b
A
103
A company who is looking for a manager can ask help from _.
A. Blind Box
B. Public Employment Agencies
C. Private Employment Agencies
D. Executive Search Firms
D
104
Determining ____ involves **comparing jobs within an organization** to ensure that the people in jobs *** worth the most money*** are paid accordingly
a) Intraorganizational Equity
b) Compensable job factors
c) Internal pay equity
d) Compensatory factors
C
105
When doing behavioral modelling, an accurate and standardized depiction of required behaviors is achieved if the medium is through:
A. Video
B. Live
C. Group format
D. Text format
A
106
According to Feldman (1976), the onboarding process proceeds in *three phases*. Which of the following is **NOT** included?
A. Anticipatory socialization
B. Accommodation
C. Role management
D. Assimilation
D
107
Designed to **estimate the percentage of future employees** who will be **successful on the job** if an organization uses a particular **test**
a) Taylor-Russell Tables
b) Lawshe Tables
c) BCG formula
d) Utility Formula
A
108
The type of training given to new employees
A. Symbols
B. Rituals
C. Simulation
D. Job Induction
D
109
Hans Salye emphasized two kinds of stress which are:
A. Type A & Type B
B. Eustress and Distress
C. Reactive and Proactive stresses
D. Resistance and Exhaustion
B
110
Method of scoring interview answers that provides points for each part of an answer that matches the scoring key
a) Benchmark Answers
b) Typical-answer approach
c) Key issues approach
d) Pm issues approach
C
111
From a legal standpoint, _____ interviews are viewed more favorably by the courts than _____ interviews
a) structured; unstructured
b) unstructured; structured
c) Highly structured; slightly structured
d) Slightly structured; highly structured
A
112
These are factors which professionals consider in determining a person’s pay:
A. Compensable job factors
B. Motivational factors
C. Needs related factors
D. All of the above
A
113
A **job analyst** joining the field workers ***to understand their job*** is using which job analysis method?
A. Simulation
B. Vestibule Training
C. Job Participation
D. Ammerman Technique
C
114
A *test* used to determine whether a candidate **would be dishonest on the job or not**:
A. Integrity test
B. Validity test
C. Biographical inventory
D. Conditional reasoning test
A
115
The *personality dimension* most **highly correlated** with **number of promotions received**
a) Conscientiousness
b) Openness
c) Extraversion
d) Stability
C
116
The **problem** with ***upward communication*** is:
A. Lack of channels for communication
B. Lack of trust for leaders
C. Lack of proper ways to address issues
D. Lack of daily interaction
B
117
Which of the following demonstrates a “glass ceiling” in the workplace?
A. Joshua who was told to quit due to conduct problems
B. Letty who was told that she’d never be a
manager despite her efforts
C. Mia who remembers her slow and confusing career progression
D. Flynn who was confused with what he really does in the company
B
118
The informal changes that an employee makes in a certain job is referred to as _
A. Job crafting
B. Job rotation
C. Job enlargement
D. Job enrichment
A
119
“Do we have budget to conduct training? Is this the right time to undergo training?” These are **questions** that you ask in the ________________
A. Organizational analysis
B. Task analysis
C. Operational analysis
D. Person analysis
A
120
In 360-degree feedback, we could say that supervisors see the ____ of an employee’s efforts, peers often see the ______.
A. Undesirable; Desirable
B. Desirable; Undesirable
C. Actual Behavior; Results
D. Results; Actual Behavior
D
121
An incentive plan in which employees **receive pay bonuses** based on *performance appraisal scores*
a) Pay for performance
b) Merit pay
c) Gainsharing
d) Evaluation bonus
B
122
By nature, some jobs are more stressful than others due to the things they have to do under pressure. This relates to:
A. Task demands
B. Physical demands
C. Role demands
D. Interpersonal demands
A
123
This approach attempts to answer the question, "if we spent 100,000 training the employees, how much more revenue was brought in as a result of the training?"
a. Business impact
b. Return of investment
c. Employee learning
d. Employee feedback
B
124
A type of rating error in which a rater consistently gives all employees low ratings, regardless of their actual levels of performance.
A. Central tendency
B. Horn effect
C. Generosity error
D. Strictness error
D
125
If you want to use a **quiz show format** in your training, then you would most likely do:
A. In-basket technique
B. Business games
C. Role play
D. Equipment simulations
B
126
An advantage of using face valid tests in recruitment
a) Increased chances of legal challenge
b) Increased chance that an applicant will accept a job offer
c) Decreased chances of faking
d) Increases test-taking demotivation
B
127
Which of the following will result to **competitive promotion**?
A. Internal Recruitment
B. External Recruitment
C. Internal Pay Equity
D. External Pay Equity
A
128
People with this type of power are best able to get employees to comply with their orders but have low follower satisfaction:
a. Coercive power
b. Legitimate power
c. Referent power
d. Expert power
129
A major problem with *biographical inventories* is the:
A. Unverifiable answers
B. Questions that do not seem to predict performance
C. Questions which may be about the candidate’s life experience
D. All of the above
B
130
According to research conducted by Levine et al., this *job analysis method* gives the **best overall job picture**
a) Critical Incident Technique
b) Job elements reports
c) Task analysis
d) PAQ
C
131
**Group pressures** and **leadership** are what can be called as
A. Role conflicts
B. Physical Demands
C. Life Traumas
D. Interpersonal Demands
D
132
In this stage, the new hires are still trying to determine if they really are fit for the nature of the organization:
A. Anticipatory socialization
B. Accommodation
C. Role management
D. Assimilation
A
133
Employees who have a strong need for ________ are **motivated by jobs that are challenging** and over which ***they have some control***
a) Success
b) Power
c) Achievement
d) Affiliation
C
134
The type of training in which you are **placed in a situation similar** to the one that will be encountered on the job itself. It also focuses on working the **actual equipment.**
A. Simulation
B. Role-play
C. Case Study
D. Living case
A
135
The following are essential to an in-basket exercise EXCEPT FOR?
A. Written information and requests
B. Typically developing complex skills related to
decisions
C. Writing down trainees’ decisions needed for the given tasks
D. Filler materials that require no action
B
136
Which of the following *statement of competencies* refers to a ***Skill***?
a) Willing to be trained for 3 months
b) With certificate in Psychological First Aid training
c) Can speak English language fluently
d) Graduate of Bachelor of Science in Psychology
C
137
In this stage of onboarding, new hires are still “**learning the ropes**” as they discover **work group norms and standards**:
A. Anticipatory socialization
B. Accommodation
C. Role management
D. Assimilation
B
138
What test would you give to check for counter-productive behavior?
A. Integrity test
B. Validity test
C. Biographical inventory
D. Conditional reasoning test
D
139
__________ is the best predictor of success in most occupations and for most criteria.
A. Agreeableness
B. Emotional Stability
C. Conscientiousness
D. Extraversion
C
140
The most common type of rating scale is the ________ scale.
A. Critical incidents technique
B. Rank order
C. Graphic rating scale
D. Paired comparison technique
C
141
The foundation of all human resource activities
a) Job Analysis
b) Job Description
c) Recruitment and Selection
d) Training and Development
A
142
This is very specific and lengthy, containing all of the rules and policies under which the organization operates.
A. Policy manual
B. Employee handbook
C. Memos
D. Bulletin boards
A
143
Group norms serve the following purpose for the group **except** for?
a. it helps the group survive by differentiating between behaviors that help the group's goals and those that don't
b. it simplifies and makes more predictable behaviors expected of group members
c. it helps express the reflected external values of a group and avoids in identifying the group to other people outside of it
d. it helps the group avoid embarrassing situations such as avoiding certain subjects that hurt a member's feelings
C
144
A **salary survey** is used in determining _______
A. Internal pay equity
B. Compensable job factors
C. Comparable worth of a job
D. External pay equity
D
145
The cashier in the department store **inserted flyer inside your paper bag** before the transaction was completed. You noticed that the flyer **shows the vacancies** in their company. It also **contains the contact details **for those who are interested in joining their organization. This is an example of which*recruitment technique*?
A. Job Posting
B. Point-of-Purchase
C. Referral
D. Blind Box
B
146
Questionnaire used for Job analysis that reveals information about worker activities
a) JSP
b) JAI
c) AET
d) None of the above
| TAKE NOTE OF THE ACRONYMS
A
| **JAI** (Job Analysis Inventory)
147
This includes any **relationship** between **dimensions of the work **and the **person’s personal life**:
A. Person-Job Fit
B. Organizational Fit
C. Support Groups Relationships
D. Work-Life relationships
D
148
With this method, the company establishes a baseline performance. Then productivity goals above the baseline are set and the employees are told they will receive bonuses for each period that the goal is reached
a. earning at risk
b. profit sharing
c. merit pay
d. gain sharing
D
## Footnote
**Earning at Risk**: Pay based on meeting specific goals.
**Profit Sharing**: Employees receive a share of company profits.
**Merit Pay**: Salary increases based on individual performance.
**Gain Sharing**: Bonuses for achieving performance targets.
149
Which of the following is not a criterium to be met for a minimum qualification to be considered as justifiable?
a) needed to perform the job
b) formally identified and communicated prior to the start of the selection process
c) consistently applied
d) None of the above
D
150
A performance appraisal method in which a ***predetermined percentage* of employees are placed** into a **number of performance categories**
a) Rank and yank
b) Paired comparisons
c) Rank order
d) Distributed force
A
151
A computer programmer might believe he is a terrible person whom nobody likes has a low _______ but feels that he can program a computer better than anyone has high ________.
A. Chronic Self-esteem; Situational Self-esteem
B. Personal Self-esteem; Chronic Self-esteem
C. Situational self-esteem; Socially Influenced
Self-esteem
D. Personal Self-esteem; Situational Self-esteem
A
152
Filtering messages being communicated is possible in:
A. Upward communication
B. Downward communication
C. Lateral communication
D. All of the above
D
153
This can **stem from poor job descriptions** or **unclear cues *from coworkers***:
A. Role conflict
B. Overload
C. Role ambiguity
D. Burnout
C
154
Training program usually utilized in crafts and trades such as construction, manufacturing, and plumbing
a) On-the-job training
b) Pass-through program
c) Cross-training
d) Apprentice training
D
155
The first step in conducting job analysis
a) Identifying tasks performed
b) Writing Task statements
c) Determining essential KSAOs
d) Selecting tests to tap KSAO
A
156
Which of the following is not a tendency of underpaid employees
a) Might work harder
b) Inflate the value of the rewards they receive
c) Bargain for more rewards
d) Becomes less team-oriented
A
157
Yelena is a nurse that works in a hospital.
She has many overlapping responsibilities with
Zeke who is the attending physician. Despite the equivalency of their jobs, she still receives lesser pay. This is called:
A. Exceptioning
B. Comparable worth
C. Labyrinth
D. Glass ceiling
A
158
For an employee to be able to follow a model's behavior, these conditions are necessary **except** for?
a. paying attention
b. retaining information
c. learn newer skills with behavior
d. reproduce the behavior
C
## Footnote
In a social learning or observational learning context, an individual can replicate a behavior by observing it (paying attention), retaining it in memory, and reproducing it. However, the concept of "learning newer skills with behavior" is not a requisite in observational learning. This condition implies the development of new skills, which might not always be mandatory for replicating observed behaviors. Often, mere observation, retention, and reproduction suffice in observational learning without necessitating the acquisition of additional skills.
159
A formal method of coaching in which excellent employees are temporarily assigned in the training department
a) Cross-training
b) Pass-through program
c) Corporate coaching program
d) Job Rotation
B
160
Using pretest and posttest to assess training effectiveness is a way of measuring _.
A. Employee reactions
B. Employee learning
C. Application of training
D. Business impact
B
161
What is the first step in constructing a structured interview?
A. Creating a scoring key
B. Removing primacy effects
C. Conducting a job analysis
D. Writing questions
C
162
An **I/O Psychologist is responsible** for which of the following?
A. help employees with such problems as drug and alcohol abuse
B. conduct research that can be applied to the
workplace
C. conduct therapy and counseling for workers
D. all of the above
B
163
Recruiters that specialize in placing applicants in high-paying jobs
a) Headhunters
b) Executive Search firms
c) Both a and b
d) None of the above
C
