PY 326 - I/O PSYCHOLOGY TEST 2
QUESTIONS WITH COMPLETE
SOLUTIONS
Employees who are paid on an hourly basis are being reinforced using a - Answer-
fixed interval schedule
When asked about her level of job satisfaction on a 1-7 scale, Jodie thinks about
several things (including her behavior and thoughts) to determine her level of
satisfaction with her job tasks, environment, the people she works with, etc. Because
of this, job satisfaction is believed to be a(n) __________ rather than a(n)
___________. - Answer-attitude...emotion
Brodie has heard that people in his company aren't happy, though he doesn't know
the root of it since he is rarely on site. If he would like to get a sense of what's going
on and try to improve the satisfaction level of employees, he should survey
employees using a facet measure of job satisfaction. - Answer-true
The Faces Scale that uses the instructions below is a ______ measure of job
satisfaction. How do you feel about your job in general? - Answer-global
Kylie enjoys her job and where she works, so she wants to stay in her current job.
She is staying in her job because of ____ commitment. - Answer-affective
Worker well-being that focuses on making sure employees are happy and having fun
by putting swings and slides in the common area is focusing on___ well-being. -
Answer-hedonic
Job design theories suggest if Kristen provides less autonomy for how employees do
their work, their job satisfaction will increase. - Answer-false
Which of the following strategies would best be referred to as job enlargement? -
Answer-adding varied work tasks to the job
Which of the following seems to have the weakest relationship with job satisfaction?
- Answer-workaholism
Based on what we know from the research and from your book, which of the
following hypotheses would most likely be supportive if we tested it? - Answer-there
is negative correlation between job satisfaction and turnover
Research has shown that a happy worker is always a productive worker. - Answer-
false
, Employment Process - Answer-Job---> Applicants--->Selection---> Enter: Training,
Socialization---> In Job: Performance, Work Groups, Work Environment, Individual
Reactions, Development---> Leave Job: Reasons, Coworker Reactions, Related
behaviors
The Criterion Problem - Answer-trying to define and measure the illusive
"performance"
Determining What Job Performance is? - Answer-Some things to consider in thinking
about performance:
1. actions or behaviors
2. relevant to the organization's goals
3. what employees are hired to do
4. the action or behavior itself vs. the consequences of action
Task Performance - Answer-the tasks required in the job
examples: typing, greeting customers; taking inventory of stock
Contextual Performance - Answer-supports the organizational, social and
psychological environment in which the job tasks are performed
common to most jobs
Not part of the job description; helps organization run smoothly
examples: having enthusiasm, volunteering, helping and cooperating with others,
supporting organizational objectives
Why evaluate performance? - Answer-1. Employee development and identification of
training needs
-Very specific constructive feedback, written feedback, avoid overall assessments
2. "High stakes" decision-making (e.g. promotions, pay increases, reassignment)
-Fairness, accuracy, transparency, motivations of rater and rate
3. Research purposes (including validation studies)
-concern with construct validity and reliability
Ana Lisa is required to use a forced distribution in scoring the performance of her
employees. This method is useful to - Answer-distinguish employees who should be
given a raise
A Performance Distribution Assessment (PDA) measures performance by asking
raters to... - Answer-indicate the percentage of time an employee spent in each level
of performance
A performance evaluation that asks:
"On a 0-10 scale (0=extremely poorly, 10=extremely well), how well has this
employee communicated with subordinates?"
QUESTIONS WITH COMPLETE
SOLUTIONS
Employees who are paid on an hourly basis are being reinforced using a - Answer-
fixed interval schedule
When asked about her level of job satisfaction on a 1-7 scale, Jodie thinks about
several things (including her behavior and thoughts) to determine her level of
satisfaction with her job tasks, environment, the people she works with, etc. Because
of this, job satisfaction is believed to be a(n) __________ rather than a(n)
___________. - Answer-attitude...emotion
Brodie has heard that people in his company aren't happy, though he doesn't know
the root of it since he is rarely on site. If he would like to get a sense of what's going
on and try to improve the satisfaction level of employees, he should survey
employees using a facet measure of job satisfaction. - Answer-true
The Faces Scale that uses the instructions below is a ______ measure of job
satisfaction. How do you feel about your job in general? - Answer-global
Kylie enjoys her job and where she works, so she wants to stay in her current job.
She is staying in her job because of ____ commitment. - Answer-affective
Worker well-being that focuses on making sure employees are happy and having fun
by putting swings and slides in the common area is focusing on___ well-being. -
Answer-hedonic
Job design theories suggest if Kristen provides less autonomy for how employees do
their work, their job satisfaction will increase. - Answer-false
Which of the following strategies would best be referred to as job enlargement? -
Answer-adding varied work tasks to the job
Which of the following seems to have the weakest relationship with job satisfaction?
- Answer-workaholism
Based on what we know from the research and from your book, which of the
following hypotheses would most likely be supportive if we tested it? - Answer-there
is negative correlation between job satisfaction and turnover
Research has shown that a happy worker is always a productive worker. - Answer-
false
, Employment Process - Answer-Job---> Applicants--->Selection---> Enter: Training,
Socialization---> In Job: Performance, Work Groups, Work Environment, Individual
Reactions, Development---> Leave Job: Reasons, Coworker Reactions, Related
behaviors
The Criterion Problem - Answer-trying to define and measure the illusive
"performance"
Determining What Job Performance is? - Answer-Some things to consider in thinking
about performance:
1. actions or behaviors
2. relevant to the organization's goals
3. what employees are hired to do
4. the action or behavior itself vs. the consequences of action
Task Performance - Answer-the tasks required in the job
examples: typing, greeting customers; taking inventory of stock
Contextual Performance - Answer-supports the organizational, social and
psychological environment in which the job tasks are performed
common to most jobs
Not part of the job description; helps organization run smoothly
examples: having enthusiasm, volunteering, helping and cooperating with others,
supporting organizational objectives
Why evaluate performance? - Answer-1. Employee development and identification of
training needs
-Very specific constructive feedback, written feedback, avoid overall assessments
2. "High stakes" decision-making (e.g. promotions, pay increases, reassignment)
-Fairness, accuracy, transparency, motivations of rater and rate
3. Research purposes (including validation studies)
-concern with construct validity and reliability
Ana Lisa is required to use a forced distribution in scoring the performance of her
employees. This method is useful to - Answer-distinguish employees who should be
given a raise
A Performance Distribution Assessment (PDA) measures performance by asking
raters to... - Answer-indicate the percentage of time an employee spent in each level
of performance
A performance evaluation that asks:
"On a 0-10 scale (0=extremely poorly, 10=extremely well), how well has this
employee communicated with subordinates?"
