PSY 319 - Exam #2 Questions With
Correct Answers
Performance - CORRECT ANSWER✔✔-Actions or behaviors that are
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observsble and measurable | |
Job performance - CORRECT ANSWER✔✔-Is the most important work
| | | | | | | | |
out ome that I-O psychologists study
| | | | |
Declarative knowledge (DK) - CORRECT ANSWER✔✔-Knowledge about
| | | | | | |
facts and things; an understanding of a given task's requirements
| | | | | | | | |
Procedural knowledge and skills (PKS) - CORRECT ANSWER✔✔-Knowing
| | | | | | | |
how to do things (cognitive skill, psychomotor skill, physical skill, self-
| | | | | | | | | |
management skill, and interpersonal skill) | | | |
Motivation - CORRECT ANSWER✔✔-choices that individuals make to
| | | | | | | |
perform (level of effort)
| | |
job specific task proficiency - CORRECT ANSWER✔✔-capacity to
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perform core tasks that are central to job
| | | | | | |
,demonstrated effort - CORRECT ANSWER✔✔-consistency of effort
| | | | | |
maintenance of personal discipline - CORRECT ANSWER✔✔-following
| | | | | | |
rules and avoiding negative behaviors such as absence, lateness,
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substance abuse |
criterion relevance - CORRECT ANSWER✔✔-includes both theoretical
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criterion and observed criterion
| | |
criterion deficiency - CORRECT ANSWER✔✔-a situation that occurs
| | | | | | | |
when actual criterion is missing information that is part of the behavior
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one is trying to measure; when actual criterion is missing information
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that is part of behavior one is trying to measure; TOO LITTLE
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criteria contamination - CORRECT ANSWER✔✔-a situation that occurs
| | | | | | | |
when an actual criterion includes information unrelated to the behavior
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one is trying to measure; measuring too much that is not intended (e.g.,
| | | | | | | | | | | |
bias); TOO MUCH
| | |
theoretical criterion - CORRECT ANSWER✔✔-!!! everything that a
| | | | | | | |
prospective employee can contribute to the job
| | | | | |
observed criterion - CORRECT ANSWER✔✔-!!! measurable
| | | | |
, ultimate criterion - CORRECT ANSWER✔✔-ideal measure of all the
| | | | | | | | |
relevant aspects of job performance
| | | |
actual criterion - CORRECT ANSWER✔✔-actual measure of job
| | | | | | | |
performance obtained |
criterion - CORRECT ANSWER✔✔-an outcome variable that describes
| | | | | | | |
important aspects or demands of the job; the variable that we predict
| | | | | | | | | | | |
when evaluating the validity of a predictor
| | | | | |
task performance - CORRECT ANSWER✔✔-proficiency with which job
| | | | | | | |
incumbents perform activities that are formally recognized as part of
| | | | | | | | | |
their job; doing what is expected
| | | | |
organizational citizenship behavior - CORRECT ANSWER✔✔-going
| | | | | |
beyond what is expected (not required)
| | | | |
performance measures - CORRECT ANSWER✔✔-there are 3 types of
| | | | | | | | |
____________:
-objective
-judgmental
-personnel
Correct Answers
Performance - CORRECT ANSWER✔✔-Actions or behaviors that are
| | | | | | | |
observsble and measurable | |
Job performance - CORRECT ANSWER✔✔-Is the most important work
| | | | | | | | |
out ome that I-O psychologists study
| | | | |
Declarative knowledge (DK) - CORRECT ANSWER✔✔-Knowledge about
| | | | | | |
facts and things; an understanding of a given task's requirements
| | | | | | | | |
Procedural knowledge and skills (PKS) - CORRECT ANSWER✔✔-Knowing
| | | | | | | |
how to do things (cognitive skill, psychomotor skill, physical skill, self-
| | | | | | | | | |
management skill, and interpersonal skill) | | | |
Motivation - CORRECT ANSWER✔✔-choices that individuals make to
| | | | | | | |
perform (level of effort)
| | |
job specific task proficiency - CORRECT ANSWER✔✔-capacity to
| | | | | | | |
perform core tasks that are central to job
| | | | | | |
,demonstrated effort - CORRECT ANSWER✔✔-consistency of effort
| | | | | |
maintenance of personal discipline - CORRECT ANSWER✔✔-following
| | | | | | |
rules and avoiding negative behaviors such as absence, lateness,
| | | | | | | | |
substance abuse |
criterion relevance - CORRECT ANSWER✔✔-includes both theoretical
| | | | | | |
criterion and observed criterion
| | |
criterion deficiency - CORRECT ANSWER✔✔-a situation that occurs
| | | | | | | |
when actual criterion is missing information that is part of the behavior
| | | | | | | | | | | |
one is trying to measure; when actual criterion is missing information
| | | | | | | | | | |
that is part of behavior one is trying to measure; TOO LITTLE
| | | | | | | | | | |
criteria contamination - CORRECT ANSWER✔✔-a situation that occurs
| | | | | | | |
when an actual criterion includes information unrelated to the behavior
| | | | | | | | | |
one is trying to measure; measuring too much that is not intended (e.g.,
| | | | | | | | | | | |
bias); TOO MUCH
| | |
theoretical criterion - CORRECT ANSWER✔✔-!!! everything that a
| | | | | | | |
prospective employee can contribute to the job
| | | | | |
observed criterion - CORRECT ANSWER✔✔-!!! measurable
| | | | |
, ultimate criterion - CORRECT ANSWER✔✔-ideal measure of all the
| | | | | | | | |
relevant aspects of job performance
| | | |
actual criterion - CORRECT ANSWER✔✔-actual measure of job
| | | | | | | |
performance obtained |
criterion - CORRECT ANSWER✔✔-an outcome variable that describes
| | | | | | | |
important aspects or demands of the job; the variable that we predict
| | | | | | | | | | | |
when evaluating the validity of a predictor
| | | | | |
task performance - CORRECT ANSWER✔✔-proficiency with which job
| | | | | | | |
incumbents perform activities that are formally recognized as part of
| | | | | | | | | |
their job; doing what is expected
| | | | |
organizational citizenship behavior - CORRECT ANSWER✔✔-going
| | | | | |
beyond what is expected (not required)
| | | | |
performance measures - CORRECT ANSWER✔✔-there are 3 types of
| | | | | | | | |
____________:
-objective
-judgmental
-personnel
