MOCK EXAM: ORGANISATIONAL PSYCHOLOGY (PEOPLE AT WORK) 1.4.1C
- This mock exam includes extensive answers that are like a summary around
the topic related to the questions.
- Questions were made based on checklists.
- 36 questions in total.
Problem 1 - What drives them?
1. Goal - setting theory adapted to work environments by Locke distinguishes
between goal - acceptance and goal - commitment, What is the difference?
a) Goal acceptance refers only to goals that have been assigned, goal
commitment also includes self set goals.
b) Goal acceptance refers to agreeing to complete the goal, and goal
commitment is when a person puts high effort into actually accomplishing the
goal.
c) Goal acceptance and goal commitment are used interchangeably in goal -
setting theory.
2. What Maslow’s Needs theory and Herzberg’s 2 - factor theory have in common?
a) Both theories talk about needs that are hierarchically arranged. If an individual
does not satisfy the first need, they cannot focus on the higher need.
b) They both assume that individuals work in an unconscious and automatic
way.
c) Both theories assume that people are intentional - that is why their highest
need is self - actualization (called motivator needs in Herzberg’s theory)
3. In Vroom's Expectancy theory, what was meant by “instrumentality”?
a) An individual’s belief that a particular behaviour will lead to higher
performance
, b) The strength of a person’s preference for a particular outcome
c) The perceived relationship between performance and the attainment of a
certain outcome
4. Which of the motivation theories received the most scientific support?
a) Herzberg’s 2 - factor theory
b) Equity theory
c) Maslow’s need theory
Problem 2 - Selective Selection
1. Mark has to write a motivational letter for a sales position in an insurance
company. He is writing a paragraph describing his relevant skills and
explaining how he practised them in his previous job. What kind of predictor of
a selection process does this activity refer to?
a) Competency predictor
b) Sample predictor
c) Sign predictor
2. What is the main difference between predictive and concurrent validity? Which
option describe it the most accurately?
a) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity assesses the correspondence between a
measurement and a criterion assessed at the same time.
b) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity assesses the strength between the
predictor and the criterion.
c) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity measures the correlation between 2
unrelated constructs such as athletic ability and conscientiousness.
, 3. Which 3 selection methods are the most effective when selecting new
employees?
a) Work sample, assessment centre and cognitive abilities test.
b) Work sample, cognitive abilities test and structured interview.
c) Assessment centre, cognitive abilities test and biographical data.
4. Jessica is going through the recruitment process and she just found out that the
second round will include an assessment center. What does Jessica think of such a
method - is it valid, fair and relevant as a way of selecting best candidates? In other
words, what is user acceptance in this case?
a) Negative: Assessment centers include lots of tests that are rarely relevant for
the job
b) Positive: It tests a variety of skills and competencies and is a pretty
comprehensive way of selecting candidates.
c) Moderate: It is at least better than a cognitive abilities test.
Problem 3: Leadership
1. Which description reflects Hersey and Blanchard’s situational leadership theory
best?
a) The theory focuses on the adaptation of leadership style based on the
maturity level of followers.
b) The theory emphasises the match between leadership style and
situational favorableness
c) The theory emphasises the type of behaviour by the leader that allows
subordinates more participation in decision making and encourages
more two - way communication.
- This mock exam includes extensive answers that are like a summary around
the topic related to the questions.
- Questions were made based on checklists.
- 36 questions in total.
Problem 1 - What drives them?
1. Goal - setting theory adapted to work environments by Locke distinguishes
between goal - acceptance and goal - commitment, What is the difference?
a) Goal acceptance refers only to goals that have been assigned, goal
commitment also includes self set goals.
b) Goal acceptance refers to agreeing to complete the goal, and goal
commitment is when a person puts high effort into actually accomplishing the
goal.
c) Goal acceptance and goal commitment are used interchangeably in goal -
setting theory.
2. What Maslow’s Needs theory and Herzberg’s 2 - factor theory have in common?
a) Both theories talk about needs that are hierarchically arranged. If an individual
does not satisfy the first need, they cannot focus on the higher need.
b) They both assume that individuals work in an unconscious and automatic
way.
c) Both theories assume that people are intentional - that is why their highest
need is self - actualization (called motivator needs in Herzberg’s theory)
3. In Vroom's Expectancy theory, what was meant by “instrumentality”?
a) An individual’s belief that a particular behaviour will lead to higher
performance
, b) The strength of a person’s preference for a particular outcome
c) The perceived relationship between performance and the attainment of a
certain outcome
4. Which of the motivation theories received the most scientific support?
a) Herzberg’s 2 - factor theory
b) Equity theory
c) Maslow’s need theory
Problem 2 - Selective Selection
1. Mark has to write a motivational letter for a sales position in an insurance
company. He is writing a paragraph describing his relevant skills and
explaining how he practised them in his previous job. What kind of predictor of
a selection process does this activity refer to?
a) Competency predictor
b) Sample predictor
c) Sign predictor
2. What is the main difference between predictive and concurrent validity? Which
option describe it the most accurately?
a) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity assesses the correspondence between a
measurement and a criterion assessed at the same time.
b) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity assesses the strength between the
predictor and the criterion.
c) Predictive validity evaluates the ability of a measurement to predict future
outcomes, while concurrent validity measures the correlation between 2
unrelated constructs such as athletic ability and conscientiousness.
, 3. Which 3 selection methods are the most effective when selecting new
employees?
a) Work sample, assessment centre and cognitive abilities test.
b) Work sample, cognitive abilities test and structured interview.
c) Assessment centre, cognitive abilities test and biographical data.
4. Jessica is going through the recruitment process and she just found out that the
second round will include an assessment center. What does Jessica think of such a
method - is it valid, fair and relevant as a way of selecting best candidates? In other
words, what is user acceptance in this case?
a) Negative: Assessment centers include lots of tests that are rarely relevant for
the job
b) Positive: It tests a variety of skills and competencies and is a pretty
comprehensive way of selecting candidates.
c) Moderate: It is at least better than a cognitive abilities test.
Problem 3: Leadership
1. Which description reflects Hersey and Blanchard’s situational leadership theory
best?
a) The theory focuses on the adaptation of leadership style based on the
maturity level of followers.
b) The theory emphasises the match between leadership style and
situational favorableness
c) The theory emphasises the type of behaviour by the leader that allows
subordinates more participation in decision making and encourages
more two - way communication.
