EPPP I/O PSYCHOLOGY EXAM 2024-
2025 WITH ACTUAL CORRECT
QUESTIONS AND VERIFIED
DETAILED RATIONALES ANSWERS
|FREQUENTLY TESTED QUESTIONS
AND SOLUTIONS |ALREADY GRADED
A+|NEWEST|GUARANTEED
PASS|LATEST UPDATE
The notion that a person would not mind losing money in a civil judgment following a trial as much as
she would mind losing it to a thief is related to the concept of:
A. procedural justice.
B. distributive justice.
C. social exchange theory.
D. cognitive dissonance.
A.
Procedural justice is commonly defined by way of a distinction from distributive justice. Judgments of
distributive justice are based on comparisons between one's own outcomes to those of others;
fairness is perceived when those outcomes are perceived as equal. By contrast, judgments of
procedural justice depend on perceptions of fairness in the processes that lead to outcomes. The
question describes a situation in which outcomes are equal but the processes that led to them were
different. If the person had been focused on distributive justice, she would have been equally upset
about losing money in either circumstance, in the trial or to the thief. However, if she is less upset
losing the money in a civil judgment, her judgment of fairness may be related to the process by which
the money was lost; for example, she may have perceived the trial as reasonably fair. Therefore,
procedural justice is the best answer o
Which of the following is not one of the three forms of job commitment?
affective commitment
continuance commitment
1|Page
,instrumental commitment
normative commitment
C.
Factor analysis has shown that job commitment has three forms. Affective commitment (a.) refers to
the employee's psychological attitudes toward the organization; continuance commitment (b.) refers
to the costs of leaving the company and normative commitment (d.) is the employee's perceived
obligation to stay with the company. Continuance commitment is least related to job satisfaction and
other job-related attitudes and more to practical considerations
The best predictor of job success among the following are:
A. reference letters.
B. in-depth interviews.
C. work samples.
D. personality tests.
C.
Work samples are good predictors of job success, assuming of course that there is a way to devise an
accurate work sample. While interviews and reference letters are the most widely used selection
devices, they are not valid predictors by themselves. The popularity of personality tests (particularly
personality inventories) has declined, partly due to the non-standardized way they are employed in
private industry. They are also not good predictors of job success
Of the following, the best predictor of job success would likely be a:
A. general cognitive ability test.
B. personality test.
C. structured interview.
D. vocational interest inventory.
A.
Research on the validity of selection measures generally finds the cognitive ability tests and biodata
are 1-2 in terms of predictive validity. Although validity coefficients will vary from study to study, the
most widely accepted conclusion is that general ability tests are the best overall predictors
In industrial settings, administration of a trainability test would be done for the purposes of determining
whether:
A. the examinee is likely to do well on the job.
B. the examinee is likely to do well on a job sample.
C. the examinee will be satisfied on the job.
D. the examinee is suited to train others.
B.
A trainability test is designed to determine whether or not potential employees are suitable for
training. It is not designed to be directly predictive of how well the person will do on the job itself.
Instead, it would more directly indicate how well the person would do on a job sample, which is likely
to be a part of the training sessions. In fact, trainability tests typically include job samples and are
described as a type of job sample
2|Page
,Goal setting as a motivational technique is most effective when:
A. performance goals are difficult and specific feedback is provided regarding progress toward the goal
B. performance goals are difficult and general feedback is provided regarding progress toward the goal
C. performance goals are easy and specific feedback is provided regarding progress toward the goal
D. performance goals are easy and general feedback is provided regarding progress toward the goal
A.
The technique of goal setting involves allowing workers to set their own performance goals, or setting
performance goals for them that they accept. Research on goal-setting theory indicates that the
technique is most effective when goals are at least moderately difficult and specific feedback
regarding progress toward the goal is provided.©
Which of the following statements regarding employee preference for male and females boss' is most
supported by survey research?
A. A greater proportion of both male and female employees prefer a male boss to a female boss.
B. A greater proportion of both male and female employees prefer a female boss to a male boss.
C. Males prefer a male boss to a female boss, and females prefer a female boss to a male boss.
D. In the past, there was a greater preference of a male bass over a female boss in both genders, but
that difference is now non-existent.
A.
Polls in different countries at different times have indicated that both males and females are more
likely to prefer a male boss to a female boss. For example, one recent study in the U.S. found that 45%
and 50% of males and females respectively prefer a male boss, as compared to 19% of men and 26%
of women who prefer a female boss; the rest of the respondents expressed no preference. The
preference for male bosses over female bosses has been on the decline over the years, but contrary to
choice 4, it is not non-existent.
The notion of social comparison is central to which of the following theories?
A. expectancy theory
B. equity theory
C. path-goal theory
D. ERG theory
B.
Of the theories listed in the responses, only one -- equity theory -- predicts that worker motivation is
related to the comparisons we make between our own situation and that of others
The organizational developmental intervention called team building is most appropriate for addressing
which of the following issues?
A. increasing the morale of an entire organization.
B. diagnosing group interactional issues that interfere with group effectiveness.
C. reducing role ambiguity or role confusion in work groups.
D. providing feedback to group members about group norms of which they are unaware.
C.
The term "organizational development" (OD) refers to a planned, organization-wide effort, managed
3|Page
, from the top-down, designed to improve organizational health and effectiveness by applying
behavioral science knowledge. It is distinct from other industrial-organizational interventions in that
the target of intervention is an entire organization (or entire work group within an organization), as
opposed to an individual unit such as an employee or job. There are a number of intervention
strategies associated with OD, including team building, process consultation, and survey feedback.
Team building is designed to improve the problem-solving abilities of goal-oriented work groups. It
can involve a variety of exercises, activities, and games. The specific goals of the technique include
increasing motivation, increasing team cohesiveness, reducing interpersonal conflict and, clarifying
team members' roles. Thus, of the
A high LPC leader:
A. Treats his least favorite worker well
B. Treats his least favorite worker poorly
C. Treats his favorite worker like his least favorite worker
D. Has an ambivalent style toward his workers .
A.
Fiedler's Contingency Theory proposed that in terms of a leader's style and the favorableness of a
situation, the latter was determined by the degree to which the leader could control and influence
their subordinate. Fiedler described a leader's style by his or her scores on his Least Preferred
Coworker Scale. A high LPC leader describes their least preferred coworker in positive terms and these
leaders are primarily relationship oriented. Note that the question talks about how a leader "treats"
their worker rather than how they "describe" the worker.. While these are not exactly the same
concepts, the EPPP will take these type of liberties so this is an example of choosing an answer that is
in the "ballpark"
An engineering psychologist hired by a company to decrease accidents and improve safety in the
organization would most likely focus on:
A. working with employees to ensure that they understand and accept the company's safety policies
B. ensuring that enough information about ways to increase safety is available to employees
C. working with managers to increase their commitment to safety
D. identifying aspects of the work environment that could be modified in order to improve safety
D.
Engineering psychology is concerned with fitting aspects of the job to the worker. The focus is on the
total environmental system, including procedures, work environments, and the design and
functioning of equipment. Thus, in this situation, an engineering psychologist would most likely focus
on the safety of the work environment.
While both positive and negative effects are associated with high levels of group cohesiveness, with
respect to productivity, high group cohesiveness is:
A. associated with higher productivity when management is indifferent to the group.
B. associated with higher productivity when management is supportive of the group.
C. consistently associated with lower group productivity.
D. consistently associated with higher group productivity.
4|Page
2025 WITH ACTUAL CORRECT
QUESTIONS AND VERIFIED
DETAILED RATIONALES ANSWERS
|FREQUENTLY TESTED QUESTIONS
AND SOLUTIONS |ALREADY GRADED
A+|NEWEST|GUARANTEED
PASS|LATEST UPDATE
The notion that a person would not mind losing money in a civil judgment following a trial as much as
she would mind losing it to a thief is related to the concept of:
A. procedural justice.
B. distributive justice.
C. social exchange theory.
D. cognitive dissonance.
A.
Procedural justice is commonly defined by way of a distinction from distributive justice. Judgments of
distributive justice are based on comparisons between one's own outcomes to those of others;
fairness is perceived when those outcomes are perceived as equal. By contrast, judgments of
procedural justice depend on perceptions of fairness in the processes that lead to outcomes. The
question describes a situation in which outcomes are equal but the processes that led to them were
different. If the person had been focused on distributive justice, she would have been equally upset
about losing money in either circumstance, in the trial or to the thief. However, if she is less upset
losing the money in a civil judgment, her judgment of fairness may be related to the process by which
the money was lost; for example, she may have perceived the trial as reasonably fair. Therefore,
procedural justice is the best answer o
Which of the following is not one of the three forms of job commitment?
affective commitment
continuance commitment
1|Page
,instrumental commitment
normative commitment
C.
Factor analysis has shown that job commitment has three forms. Affective commitment (a.) refers to
the employee's psychological attitudes toward the organization; continuance commitment (b.) refers
to the costs of leaving the company and normative commitment (d.) is the employee's perceived
obligation to stay with the company. Continuance commitment is least related to job satisfaction and
other job-related attitudes and more to practical considerations
The best predictor of job success among the following are:
A. reference letters.
B. in-depth interviews.
C. work samples.
D. personality tests.
C.
Work samples are good predictors of job success, assuming of course that there is a way to devise an
accurate work sample. While interviews and reference letters are the most widely used selection
devices, they are not valid predictors by themselves. The popularity of personality tests (particularly
personality inventories) has declined, partly due to the non-standardized way they are employed in
private industry. They are also not good predictors of job success
Of the following, the best predictor of job success would likely be a:
A. general cognitive ability test.
B. personality test.
C. structured interview.
D. vocational interest inventory.
A.
Research on the validity of selection measures generally finds the cognitive ability tests and biodata
are 1-2 in terms of predictive validity. Although validity coefficients will vary from study to study, the
most widely accepted conclusion is that general ability tests are the best overall predictors
In industrial settings, administration of a trainability test would be done for the purposes of determining
whether:
A. the examinee is likely to do well on the job.
B. the examinee is likely to do well on a job sample.
C. the examinee will be satisfied on the job.
D. the examinee is suited to train others.
B.
A trainability test is designed to determine whether or not potential employees are suitable for
training. It is not designed to be directly predictive of how well the person will do on the job itself.
Instead, it would more directly indicate how well the person would do on a job sample, which is likely
to be a part of the training sessions. In fact, trainability tests typically include job samples and are
described as a type of job sample
2|Page
,Goal setting as a motivational technique is most effective when:
A. performance goals are difficult and specific feedback is provided regarding progress toward the goal
B. performance goals are difficult and general feedback is provided regarding progress toward the goal
C. performance goals are easy and specific feedback is provided regarding progress toward the goal
D. performance goals are easy and general feedback is provided regarding progress toward the goal
A.
The technique of goal setting involves allowing workers to set their own performance goals, or setting
performance goals for them that they accept. Research on goal-setting theory indicates that the
technique is most effective when goals are at least moderately difficult and specific feedback
regarding progress toward the goal is provided.©
Which of the following statements regarding employee preference for male and females boss' is most
supported by survey research?
A. A greater proportion of both male and female employees prefer a male boss to a female boss.
B. A greater proportion of both male and female employees prefer a female boss to a male boss.
C. Males prefer a male boss to a female boss, and females prefer a female boss to a male boss.
D. In the past, there was a greater preference of a male bass over a female boss in both genders, but
that difference is now non-existent.
A.
Polls in different countries at different times have indicated that both males and females are more
likely to prefer a male boss to a female boss. For example, one recent study in the U.S. found that 45%
and 50% of males and females respectively prefer a male boss, as compared to 19% of men and 26%
of women who prefer a female boss; the rest of the respondents expressed no preference. The
preference for male bosses over female bosses has been on the decline over the years, but contrary to
choice 4, it is not non-existent.
The notion of social comparison is central to which of the following theories?
A. expectancy theory
B. equity theory
C. path-goal theory
D. ERG theory
B.
Of the theories listed in the responses, only one -- equity theory -- predicts that worker motivation is
related to the comparisons we make between our own situation and that of others
The organizational developmental intervention called team building is most appropriate for addressing
which of the following issues?
A. increasing the morale of an entire organization.
B. diagnosing group interactional issues that interfere with group effectiveness.
C. reducing role ambiguity or role confusion in work groups.
D. providing feedback to group members about group norms of which they are unaware.
C.
The term "organizational development" (OD) refers to a planned, organization-wide effort, managed
3|Page
, from the top-down, designed to improve organizational health and effectiveness by applying
behavioral science knowledge. It is distinct from other industrial-organizational interventions in that
the target of intervention is an entire organization (or entire work group within an organization), as
opposed to an individual unit such as an employee or job. There are a number of intervention
strategies associated with OD, including team building, process consultation, and survey feedback.
Team building is designed to improve the problem-solving abilities of goal-oriented work groups. It
can involve a variety of exercises, activities, and games. The specific goals of the technique include
increasing motivation, increasing team cohesiveness, reducing interpersonal conflict and, clarifying
team members' roles. Thus, of the
A high LPC leader:
A. Treats his least favorite worker well
B. Treats his least favorite worker poorly
C. Treats his favorite worker like his least favorite worker
D. Has an ambivalent style toward his workers .
A.
Fiedler's Contingency Theory proposed that in terms of a leader's style and the favorableness of a
situation, the latter was determined by the degree to which the leader could control and influence
their subordinate. Fiedler described a leader's style by his or her scores on his Least Preferred
Coworker Scale. A high LPC leader describes their least preferred coworker in positive terms and these
leaders are primarily relationship oriented. Note that the question talks about how a leader "treats"
their worker rather than how they "describe" the worker.. While these are not exactly the same
concepts, the EPPP will take these type of liberties so this is an example of choosing an answer that is
in the "ballpark"
An engineering psychologist hired by a company to decrease accidents and improve safety in the
organization would most likely focus on:
A. working with employees to ensure that they understand and accept the company's safety policies
B. ensuring that enough information about ways to increase safety is available to employees
C. working with managers to increase their commitment to safety
D. identifying aspects of the work environment that could be modified in order to improve safety
D.
Engineering psychology is concerned with fitting aspects of the job to the worker. The focus is on the
total environmental system, including procedures, work environments, and the design and
functioning of equipment. Thus, in this situation, an engineering psychologist would most likely focus
on the safety of the work environment.
While both positive and negative effects are associated with high levels of group cohesiveness, with
respect to productivity, high group cohesiveness is:
A. associated with higher productivity when management is indifferent to the group.
B. associated with higher productivity when management is supportive of the group.
C. consistently associated with lower group productivity.
D. consistently associated with higher group productivity.
4|Page
