IOP1501 TEST BANK 2025 Most Recent exam COMPLETE (2026)
EXAM Questions and Answers (Verified Answers) (Latest Update
2026) Graded A+
✅ CHAPTER 1 – INTRODUCTION TO I–O PSYCHOLOGY
1. Industrial and Organisational Psychology focuses on:
A. Treating mental illness
B. Workplace behavior and performance
C. Family dynamics
D. Public health
Rationale: IOP studies human behaviour in work settings.
2. The “industrial” side of IOP focuses on:
A. Group behaviour
B. Job analysis and selection
C. Leadership
D. Work attitudes
Rationale: Industrial = personnel decisions, assessment, HR systems.
3. The “organisational” side focuses on:
A. Motivation and teams
B. Hiring tests
C. Ergonomics
D. Job descriptions
Rationale: Organisational topics = leadership, culture, motivation.
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4. A primary goal of IOP is to:
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,A. Reduce unemployment
B. Improve both employee well-being and performance
C. Increase government jobs
D. Diagnose disorders
Rationale: IOP balances productivity and human welfare.
5. IOP as a discipline is best described as:
A. Applied psychology
B. Clinical psychology
C. Psychiatry
D. Sociology
Rationale: It applies psychological principles to workplace issues.
✅ CHAPTER 2 – RESEARCH METHODS IN IOP
6. A variable that the researcher manipulates is a:
A. Dependent variable
B. Independent variable
C. Control variable
D. Moderator
Rationale: IV is manipulated to study its effect.
7. When results can be generalised to real workplaces, the study has high:
A. Internal validity
B. External validity
C. Face validity
D. Reliability
Rationale: External validity = generalisability.
8. The consistency of a measurement tool is called:
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,A. Validity
B. Correlation
C. Reliability
D. Standard error
Rationale: Reliable tools produce stable results.
9. The MOST common research design in organisations:
A. Experimental lab studies
B. Field surveys
C. Clinical trials
D. Animal studies
Rationale: Surveys are inexpensive and easy to administer.
10. Ethical research requires:
A. Large sample sizes
B. Random assignment
C. Informed consent
D. Paying all participants
Rationale: Consent is a fundamental ethical requirement.
✅ CHAPTER 3 – JOB ANALYSIS
11. Job analysis identifies:
A. Employee personality
B. Job tasks and requirements
C. Pay scales
D. Company profits
Rationale: JA defines duties, KSAs, competencies.
12. KSAs refer to:
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, A. Knowledge, Skills, Abilities
B. Kindness, Support, Attitude
C. Key Selection Attributes
D. Keeping Staff Active
Rationale: KSAs describe worker requirements.
13. A job description contains:
A. Worker traits
B. Organisational culture
C. Job tasks and responsibilities
D. Personality tests
Rationale: Describes WHAT the worker does.
14. A job specification contains:
A. Pay grade
B. Required KSAs
C. Leadership style
D. Training policies
Rationale: Specifies WHO is qualified.
15. The MOST widely used method of job analysis is:
A. Brain scans
B. Observation
C. Interviews and questionnaires
D. Polygraph tests
Rationale: Practical and cost-effective.
✅ CHAPTER 4 – EMPLOYEE SELECTION & ASSESSMENT
16. Predictive validity tells us whether a test:
4
Page
EXAMPREPMASTER
EXAM Questions and Answers (Verified Answers) (Latest Update
2026) Graded A+
✅ CHAPTER 1 – INTRODUCTION TO I–O PSYCHOLOGY
1. Industrial and Organisational Psychology focuses on:
A. Treating mental illness
B. Workplace behavior and performance
C. Family dynamics
D. Public health
Rationale: IOP studies human behaviour in work settings.
2. The “industrial” side of IOP focuses on:
A. Group behaviour
B. Job analysis and selection
C. Leadership
D. Work attitudes
Rationale: Industrial = personnel decisions, assessment, HR systems.
3. The “organisational” side focuses on:
A. Motivation and teams
B. Hiring tests
C. Ergonomics
D. Job descriptions
Rationale: Organisational topics = leadership, culture, motivation.
1
4. A primary goal of IOP is to:
Page
EXAMPREPMASTER
,A. Reduce unemployment
B. Improve both employee well-being and performance
C. Increase government jobs
D. Diagnose disorders
Rationale: IOP balances productivity and human welfare.
5. IOP as a discipline is best described as:
A. Applied psychology
B. Clinical psychology
C. Psychiatry
D. Sociology
Rationale: It applies psychological principles to workplace issues.
✅ CHAPTER 2 – RESEARCH METHODS IN IOP
6. A variable that the researcher manipulates is a:
A. Dependent variable
B. Independent variable
C. Control variable
D. Moderator
Rationale: IV is manipulated to study its effect.
7. When results can be generalised to real workplaces, the study has high:
A. Internal validity
B. External validity
C. Face validity
D. Reliability
Rationale: External validity = generalisability.
8. The consistency of a measurement tool is called:
2
Page
EXAMPREPMASTER
,A. Validity
B. Correlation
C. Reliability
D. Standard error
Rationale: Reliable tools produce stable results.
9. The MOST common research design in organisations:
A. Experimental lab studies
B. Field surveys
C. Clinical trials
D. Animal studies
Rationale: Surveys are inexpensive and easy to administer.
10. Ethical research requires:
A. Large sample sizes
B. Random assignment
C. Informed consent
D. Paying all participants
Rationale: Consent is a fundamental ethical requirement.
✅ CHAPTER 3 – JOB ANALYSIS
11. Job analysis identifies:
A. Employee personality
B. Job tasks and requirements
C. Pay scales
D. Company profits
Rationale: JA defines duties, KSAs, competencies.
12. KSAs refer to:
3
Page
EXAMPREPMASTER
, A. Knowledge, Skills, Abilities
B. Kindness, Support, Attitude
C. Key Selection Attributes
D. Keeping Staff Active
Rationale: KSAs describe worker requirements.
13. A job description contains:
A. Worker traits
B. Organisational culture
C. Job tasks and responsibilities
D. Personality tests
Rationale: Describes WHAT the worker does.
14. A job specification contains:
A. Pay grade
B. Required KSAs
C. Leadership style
D. Training policies
Rationale: Specifies WHO is qualified.
15. The MOST widely used method of job analysis is:
A. Brain scans
B. Observation
C. Interviews and questionnaires
D. Polygraph tests
Rationale: Practical and cost-effective.
✅ CHAPTER 4 – EMPLOYEE SELECTION & ASSESSMENT
16. Predictive validity tells us whether a test:
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