D576 HLTH 4370
Industrial & Organizational
Psychology
Final Assessment Review
(With Solutions)
2025
1
,1. A global manufacturing firm conducts a competency‐modeling job
analysis to redesign frontline supervisor roles. Which outcome is
most directly improved by this approach?
a. Legal defensibility of selection procedures
b. Breadth of informal work behaviors captured
c. Specificity of required skills and behaviors
d. Speed of data collection
ANS: c. Specificity of required skills and behaviors
Rationale: Competency modeling focuses on detailed task,
knowledge, skill, and attitude specifications, enhancing role clarity
and targeted development.
2. An organization validates a new cognitive ability test against
annual productivity metrics. After cross‐validation in three separate
facilities, the validity coefficient drops from .45 to .30. Which issue is
most likely responsible?
a. Restriction of range in the validation sample
b. Criterion contamination
c. High base rates of turnover
d. Inter-rater reliability variance
ANS: a. Restriction of range in the validation sample
Rationale: When high‐performers dominate the sample, the
observed correlation between test scores and performance shrinks in
cross‐validation.
3. During training evaluation, a company assesses changes in
trainees’ on‐the‐job behaviors six months post‐program. This level
corresponds to which Kirkpatrick evaluation stage?
a. Level 1: Reaction
b. Level 2: Learning
c. Level 3: Behavior
2
, d. Level 4: Results
ANS: c. Level 3: Behavior
Rationale: Level 3 measures transfer of learned skills into actual
workplace behavior rather than reactions or test scores.
4. A firm measures organizational climate using a confirmatory factor
analysis (CFA) of a survey with five hypothesized dimensions. Which
fit statistic indicates poor model fit?
a. RMSEA = 0.04
b. CFI = 0.96
c. χ²/df = 1.8
d. RMSEA = 0.12
ANS: d. RMSEA = 0.12
Rationale: RMSEA values above 0.10 suggest poor fit, whereas
values below .06 are acceptable.
5. In a leadership development program, participants show
significant gains on transformational leadership behaviors but no
change in transactional contingent reward behaviors. Which
explanation aligns best with behavioral plasticity theory?
a. Contingent rewards are less observable than inspirational
communication.
b. Transactional behaviors are more deeply ingrained and harder to
modify.
c. Self‐efficacy only influences transformational behaviors.
d. Measurement error biases the transactional reward scale.
ANS: b. Transactional behaviors are more deeply ingrained and
harder to modify.
Rationale: Transformational behaviors often respond more readily
to training; transactional rewards are habitual managerial routines
requiring longer intervention.
3
Industrial & Organizational
Psychology
Final Assessment Review
(With Solutions)
2025
1
,1. A global manufacturing firm conducts a competency‐modeling job
analysis to redesign frontline supervisor roles. Which outcome is
most directly improved by this approach?
a. Legal defensibility of selection procedures
b. Breadth of informal work behaviors captured
c. Specificity of required skills and behaviors
d. Speed of data collection
ANS: c. Specificity of required skills and behaviors
Rationale: Competency modeling focuses on detailed task,
knowledge, skill, and attitude specifications, enhancing role clarity
and targeted development.
2. An organization validates a new cognitive ability test against
annual productivity metrics. After cross‐validation in three separate
facilities, the validity coefficient drops from .45 to .30. Which issue is
most likely responsible?
a. Restriction of range in the validation sample
b. Criterion contamination
c. High base rates of turnover
d. Inter-rater reliability variance
ANS: a. Restriction of range in the validation sample
Rationale: When high‐performers dominate the sample, the
observed correlation between test scores and performance shrinks in
cross‐validation.
3. During training evaluation, a company assesses changes in
trainees’ on‐the‐job behaviors six months post‐program. This level
corresponds to which Kirkpatrick evaluation stage?
a. Level 1: Reaction
b. Level 2: Learning
c. Level 3: Behavior
2
, d. Level 4: Results
ANS: c. Level 3: Behavior
Rationale: Level 3 measures transfer of learned skills into actual
workplace behavior rather than reactions or test scores.
4. A firm measures organizational climate using a confirmatory factor
analysis (CFA) of a survey with five hypothesized dimensions. Which
fit statistic indicates poor model fit?
a. RMSEA = 0.04
b. CFI = 0.96
c. χ²/df = 1.8
d. RMSEA = 0.12
ANS: d. RMSEA = 0.12
Rationale: RMSEA values above 0.10 suggest poor fit, whereas
values below .06 are acceptable.
5. In a leadership development program, participants show
significant gains on transformational leadership behaviors but no
change in transactional contingent reward behaviors. Which
explanation aligns best with behavioral plasticity theory?
a. Contingent rewards are less observable than inspirational
communication.
b. Transactional behaviors are more deeply ingrained and harder to
modify.
c. Self‐efficacy only influences transformational behaviors.
d. Measurement error biases the transactional reward scale.
ANS: b. Transactional behaviors are more deeply ingrained and
harder to modify.
Rationale: Transformational behaviors often respond more readily
to training; transactional rewards are habitual managerial routines
requiring longer intervention.
3
