KME's EPPP Industrial Organizational Psychology EXAM | Verified
Exam Questions and Answers | Latest Updated Study Material 2026
Question:
KME's EPPP Industrial Organizational Psychology
Job Analysis
Answer:
Purpose is to describe the requirements of a job.
Can be job-oriented or worker-oriented
Question:
Job-Oriented Job Analysis
Answer:
Focus on the task requirements of a
job, such as lifting, repairing, installing, etc.
Question:
Worker-Oriented Job Analysis
Answer:
Focus on knowledge, skills,
personal characteristics required for successful job performance
Question:
Methods of Job Analysis
Answer:
interviews, questionnaires, direct
observation, work diaries
Question:
Position Analysis Questionnaire
Answer:
job analysis questionnaire
,Question:
194 job elements organized into 6 divisions:
information input, mental processes, work output, relationship w/ other persons, job context,
other job characteristics
Performance Evaluation
Answer:
AKA performance appraisal or merit
rating
Question:
Criterion Measures
Answer:
methods used to evaluate job performance
Question:
can be objective or subjective
Objective criterion measures
Answer:
direct, quantitative measures
Question:
are less useful in complex jobs, do not measure many important aspects of job performance
Subjective criterion measures
Answer:
assess complex, less concrete
areas of job performance
Question:
affected by rater biases
peer ratings are valid predictors of job performance
Personnel Comparison Systems (PCS)
Answer:
a subjective criterion
measure
,Question:
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
Answer:
a subjective criterion measure
Question:
description of specific good or bad job behavior
can be anchored onto a likert scale
Behaviorally Anchored Rating Scales (BARS)
Answer:
a subjective
criterion measure
Question:
uses behavioral anchors (critical incidents) to form a likert scale for job dimensions (e.g.,
empathy)
construction requires multiple contributors
Behavioral-Observation Scales (BOS)
Answer:
a subjective criterion
measure
Question:
similar to BARS, but raters select how often an employee engages in each critical incident
Forced-Choice Checklists (FCCL)
Answer:
a subjective criterion measure
, Question:
statements are grouped together in terms of social desirability & job performance
Rater Biases & Subjective Criterion Measures
Answer:
Include the halo
effect, the central tendency bias, the leniency bias, the strictness bias, and the contrast effect
Question:
Halo Effect
Answer:
a form of rater bias in subjective criterion measures
Question:
rates all aspects of bx on the basis of one bx
can be positive or negative
Central Tendency Bias
Answer:
a form of rater bias in subjective
criterion measures
Question:
the tendency to assign average ratings to everyone
Leniency Bias
Answer:
a form of rater bias in subjective criterion
measures
Question:
the tendency to assign positive ratings to everyone
Strictness Bias
Answer:
a form of rater bias in subjective criterion
measures
Exam Questions and Answers | Latest Updated Study Material 2026
Question:
KME's EPPP Industrial Organizational Psychology
Job Analysis
Answer:
Purpose is to describe the requirements of a job.
Can be job-oriented or worker-oriented
Question:
Job-Oriented Job Analysis
Answer:
Focus on the task requirements of a
job, such as lifting, repairing, installing, etc.
Question:
Worker-Oriented Job Analysis
Answer:
Focus on knowledge, skills,
personal characteristics required for successful job performance
Question:
Methods of Job Analysis
Answer:
interviews, questionnaires, direct
observation, work diaries
Question:
Position Analysis Questionnaire
Answer:
job analysis questionnaire
,Question:
194 job elements organized into 6 divisions:
information input, mental processes, work output, relationship w/ other persons, job context,
other job characteristics
Performance Evaluation
Answer:
AKA performance appraisal or merit
rating
Question:
Criterion Measures
Answer:
methods used to evaluate job performance
Question:
can be objective or subjective
Objective criterion measures
Answer:
direct, quantitative measures
Question:
are less useful in complex jobs, do not measure many important aspects of job performance
Subjective criterion measures
Answer:
assess complex, less concrete
areas of job performance
Question:
affected by rater biases
peer ratings are valid predictors of job performance
Personnel Comparison Systems (PCS)
Answer:
a subjective criterion
measure
,Question:
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
Answer:
a subjective criterion measure
Question:
description of specific good or bad job behavior
can be anchored onto a likert scale
Behaviorally Anchored Rating Scales (BARS)
Answer:
a subjective
criterion measure
Question:
uses behavioral anchors (critical incidents) to form a likert scale for job dimensions (e.g.,
empathy)
construction requires multiple contributors
Behavioral-Observation Scales (BOS)
Answer:
a subjective criterion
measure
Question:
similar to BARS, but raters select how often an employee engages in each critical incident
Forced-Choice Checklists (FCCL)
Answer:
a subjective criterion measure
, Question:
statements are grouped together in terms of social desirability & job performance
Rater Biases & Subjective Criterion Measures
Answer:
Include the halo
effect, the central tendency bias, the leniency bias, the strictness bias, and the contrast effect
Question:
Halo Effect
Answer:
a form of rater bias in subjective criterion measures
Question:
rates all aspects of bx on the basis of one bx
can be positive or negative
Central Tendency Bias
Answer:
a form of rater bias in subjective
criterion measures
Question:
the tendency to assign average ratings to everyone
Leniency Bias
Answer:
a form of rater bias in subjective criterion
measures
Question:
the tendency to assign positive ratings to everyone
Strictness Bias
Answer:
a form of rater bias in subjective criterion
measures
