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Industrial-Organizational Psychology
Questions with Detailed Verified Answers
Name the branch of I/O psych that is concerned with
assessment, selection, placement, and training of new and
current employees. Ans: Personnel Psychology
Performance assessments are conducted in organizations
most often to ______ and to _______, but they may als be
used to ________, ______, and ______. Ans: make 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: Ans: 1) nature of the job
2) KSAOs (knowledge, skills, abilities, and other
characteristics) that people must have to do the job; and
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3) the measures with which job performance can be
evaluated
The development of performance assessment techniques
usually begins with a ________. Ans: Job Analysis
The increase in decision-making accuracy an employer
achieves by using the predictor to make selection decisions is
called? Ans: Incremental 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) Ans: a. a moderate base rate suggests that there
is room for
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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: Ans: The 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 Ans: c. 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
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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. Ans: c. 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 Ans: Halo 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
Industrial-Organizational Psychology
Questions with Detailed Verified Answers
Name the branch of I/O psych that is concerned with
assessment, selection, placement, and training of new and
current employees. Ans: Personnel Psychology
Performance assessments are conducted in organizations
most often to ______ and to _______, but they may als be
used to ________, ______, and ______. Ans: make 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: Ans: 1) nature of the job
2) KSAOs (knowledge, skills, abilities, and other
characteristics) that people must have to do the job; and
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3) the measures with which job performance can be
evaluated
The development of performance assessment techniques
usually begins with a ________. Ans: Job Analysis
The increase in decision-making accuracy an employer
achieves by using the predictor to make selection decisions is
called? Ans: Incremental 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) Ans: a. a moderate base rate suggests that there
is room for
, Page | 3
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: Ans: The 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 Ans: c. 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
, Page | 4
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. Ans: c. 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 Ans: Halo 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
