KME's EPPP Industrial Organizational Psychology UPDATED ACTUAL Questions and CORRECT Answers

KME's EPPP Industrial Organizational
Psychology UPDATED ACTUAL Questions
and CORRECT Answers
Job Analysis - CORRECT ANSWER - Purpose is to describe the requirements of a job.
Can be job-oriented or worker-oriented


Job-Oriented Job Analysis - CORRECT ANSWER - Focus on the task requirements of a
job, such as lifting, repairing, installing, etc.


Worker-Oriented Job Analysis - CORRECT ANSWER - Focus on knowledge, skills,
personal characteristics required for successful job performance


Methods of Job Analysis - CORRECT ANSWER - interviews, questionnaires, direct
observation, work diaries


Position Analysis Questionnaire - CORRECT ANSWER - job analysis questionnaire
194 job elements organized into 6 divisions:
information input, mental processes, work output, relationship w/ other persons, job context,
other job characteristics


Performance Evaluation - CORRECT ANSWER - AKA performance appraisal or merit
rating


Criterion Measures - CORRECT ANSWER - methods used to evaluate job performance
can be objective or subjective


Objective criterion measures - CORRECT ANSWER - direct, quantitative measures
are less useful in complex jobs, do not measure many important aspects of job performance

,Subjective criterion measures - CORRECT ANSWER - assess complex, less concrete
areas of job performance
affected by rater biases
peer ratings are valid predictors of job performance


Personnel Comparison Systems (PCS) - CORRECT ANSWER - a subjective criterion
measure
an employee is compared to other employees
can be rank-ordered
paired comparison- each employee compared to each
forced distribution- top 10%, etc.
PCS reduces central tendency, leniency & strictness


Critical Incidents - CORRECT ANSWER - a subjective criterion measure
description of specific good or bad job behavior
can be anchored onto a likert scale


Behaviorally Anchored Rating Scales (BARS) - CORRECT ANSWER - a subjective
criterion measure
uses behavioral anchors (critical incidents) to form a likert scale for job dimensions (e.g.,
empathy)
construction requires multiple contributors


Behavioral-Observation Scales (BOS) - CORRECT ANSWER - a subjective criterion
measure
similar to BARS, but raters select how often an employee engages in each critical incident


Forced-Choice Checklists (FCCL) - CORRECT ANSWER - a subjective criterion measure

, statements are grouped together in terms of social desirability & job performance


Rater Biases & Subjective Criterion Measures - CORRECT ANSWER - Include the halo
effect, the central tendency bias, the leniency bias, the strictness bias, and the contrast effect


Halo Effect - CORRECT ANSWER - a form of rater bias in subjective criterion measures
rates all aspects of bx on the basis of one bx
can be positive or negative


Central Tendency Bias - CORRECT ANSWER - a form of rater bias in subjective
criterion measures
the tendency to assign average ratings to everyone


Leniency Bias - CORRECT ANSWER - a form of rater bias in subjective criterion
measures
the tendency to assign positive ratings to everyone


Strictness Bias - CORRECT ANSWER - a form of rater bias in subjective criterion
measures
the tendency to assign negative ratings to everyone


Contrast Effect - CORRECT ANSWER - a form of rater bias in subjective criterion
measures
rate based on contrast w/ other employees
(if you rate 3 poor, the next "mediocre" may get very good ratings)


What is the best way to reduce rater bias? - CORRECT ANSWER - train raters
training is most effective when it focuses on being accurate rather than avoiding errors
frame-of-reference training