I/O psychology (industrial and organizational) is the psychology that deals with behavior in work situations and emphasizes criterion related validity over other forms of validity. True/false?
Why is criterion validity emphasized in I/O psychology?
because you want to make sure people are good at the job they are doing
because it preaches that current results predict future work behaviors
Because it allows for a more internally consistent text
because only one criterion is important when assessing people's behavior in any workforce
The biodata approach to personnel selection is based on the idea that previous behaviour predicts future behaviour. Which of the following would be expected on a biodata test?
How long have you lived at your current address?
What is our attitude towards others who use marijuana?
Have you ever been fired from a job?
In the future do you expect you will be late to work often?
Response elaboration technique (RET) requires applicants to elaborate on their responses to biodata questions in order to reduce faking. True/false?
What is NOT true about biodata testing?
includes basic background and info, as well as attitudinal/emotional/judgemental data
There are no laws to stop employers from using biodata approaches to select employees
Only biodata and peer evaluations measure up to standardized testing when it comes to predictability of work performance
It captures the most innovative and alternate employees that will diversify the company
Kimmy goes in for an interview with Times Magazine, and her interviewer (and potential boss) immediately loves Kimmy's personal style. She also likes the fact Kimmy arrived 10 mins early to the interview. The interviewer then rates Kimmy high on all the measures of assessment (including references and suitability) even though she had the same references as other applicants who received a lower evaluation. What effect is this?
Gestalt effect
Attribution bias
self-enhancing bias
halo effect
Interviews are more reliable when done by a panel of judges? True/false?
True
False
A study was done and found that those who made better first impressions in a pre-interview received higher ratings and more internship offers after the real interview. What does this demonstrate?
Interviews are objective and reliable
First impressions dictate a large say in if an applicant gets a job by interview or not
Interviews are a make-or-break component of the job application process.
Which has the HIGHEST correlation with academic performance? (aka. MOST reliable)
Credentials
Credentials and 1 hr interview
Credentials and objective test scores
Credentials, test scores and 2hr interview
Women benefit more than men from stronger handshakes. True/false?
Which are well predicted by cognitive ability tests?
military training and high complexity job performance
low and medium job performance
military training and low complexity job perfromance
creativity and high complexity job performance
Are general factors of intelligence more predictive of job performance, or job-specific factors?
job specific
general (like g factor)
both are equally
Which test has disadvantages to visual-spatial impaired candidates and non-english speakers? (HINT: a test of cognitive ability)
Bennet mechanical comprehension test (BMCT)
Wonderlic personnel test revised (WPT-R)
Minnesoda clerical test (MCT)
Outdated, sexist and minority offensive. This describes the cons of which cognitive ability test?
Wonderlic personnel test revised
bennett mechanical comprehension test
minnesoda clerical test
Spearman's g-factor test
Which is not a test of cognitive ability used in personnel assessment?
Spearman personnel test IV (SPT-IV)
Which test has been validated for testing personality in military/hosptal/corporate setting?
NEO PI-R
Hogan personality inventory (HPI)
Inwald personality inventory
The Inwald personality inventory is used for which occupation?
Law enforcement
Military
educators (teachers, principles, professors)
Secretaries and clerks
The multphasic personality inventory and the Inwald personality inventory are both useful for which purpose?
predicting law enforcement job performance
predicting military job performance
predicting medical job performance
Hogan Personality inventory is based on the Big Five theory of personality. True/false?
"Paper and pencil tests" for employment purposes are used to assess what according to the text?
dependability
biodata
Integrity
past employment history
Employee Polygraph Protection Act was signed by Regan in the USA, saying employers are allowed to screen their employees using a polygraph at any time in order to protect the employer from fraud. True/False?
The In-basket test is an example of ________.
a test for layers competence
a measure of motor accuracy
a work sample/situational test
a neurospychological assessment of executive function
Preparing for work, amount of work, and seeking guidance are all assessment factors of which test?
Q-technique
Halo effect
Gestalt test
in-basket test
self-report
_________________ id defined by difficulties in conceptualizing and measuring performance constructs that are complex and fuzzy.
selection problem
construct problem
criterion problem
Predictive validity problem
What are problems with performance based measures?
rate of productivity may not be under worker's control
production counts may not be applicable to professions
may compromise quality
they are subjective
Peers give more _________ ratings that supervisors in the workplace.
tough
lenient
comprehensive
valid
In spite of their low ______, supervisor rating scales are the most widely used measure of job performance
validity
value
predictive ability
reliability
The graphic rating scale and critical incidents checklist (of desirable and undesirable incidents of behaviour) are a type of __________.
peer rating scale
supervisor rating scale
Behaviorally anchored rating scale (BARS) is a ______________ referenced judgement measure used by supervisors in the workplace.
Construct
Criterion
vocation
job
performance
The difference between Behaviorally anchored rating scale (BARS) and Behaviour observation scale (BOS) is that the BOS is scored on a scale from "almost always" to "almost never". True/false?
contamination is said to exist when a criterion measure includes factors that are not measurably part of the job.
Types of criterion contamination are:
opportunity bias
When characteristics of group effect individual performance
Knowledge of predictor bias (personal information gets in way)
The "ethnic penalty" refers to high unemployment rates among minority groups
What are the 3 needs that the textbook outlines as reasons people work?
survival, social connection and wealth
Survival and power, social connection and self-determination
wealth, power, success
fulfillment, goal pursuit and power
Parson's advocated making a career choice based on matching personal traits with job factors. Which factor(s) did he endorse as important for this?
Clear understanding of self
More than one of these is correct (but not all)
knowledge of requirements for success
true reasoning on the relationship between understanding of self and knowledge of job
all of these are correct
The theory of person-environment correspondence (PEC) states what?
that each of the major personality types have a corresponding job environment that fits them best
the best performance outcomes are a result of the perfect person-environment match
that personality traits tend to cluster into small number of job relevant patterns/personality types, and there is an environment best suited to each type
What are the RIASEC personality types based on Holland's Person-Environement Fit theory?
Realistic
Artistic
conservative
Enterprising
altruistic
Social
conventional
investigative
An Enterprising person (based on RIASEC) would be best suited for which career?
professor
sales
pharmacist
cook
reporter
Holland codes can be ______________ and ______________.
reliable and unreliable
useful and not useful
consistent and inconsistent
tertiary or secondary
None of these are true
The theory of person-environment correspondence (PEC) evolved form the theory of work adjustment (TWA) and has 6 crucial values: achievement altruism, autonomy, comfort, safety and status
celerity, pace and endurace are assessed along a continuum for which test?
TWA
PEC
Both
How many stages does Super's stage theory of career development have?
2
5
10
6
Which stage of Super's model starts around 25-30 and involves trial stabilization sub-phases?
Growth
Exploration
establishment
maintenance
decline
What is NOT one of the 4 premises of the social, cognitive approach of Happenstance learning theory (HLT)
engage in exploration to generate beneficial unplanned events
goal of career counseling is to help client learn to take better actions
success of counseling is assessed by client's accomplishments outside sessions
assessment's stimulate learning process
the end goal is to find a good person-environment fit
O*NET is a career development tool for career exploration sponsored by US department of labor and is open for anyone around the world to use online. true/false?
Which career assessment inventory measures attitudes and beliefs that might block career development (self-limiting beliefs)?
Strong interest inventory revised (SII-R)
Career beliefs inventory (CBI)
Vocational preference inventory (VPI)
Campbell interest and skill survey (CISS)
Jim is in highschool and completes an internet assessment to see which occupation might suit his interests. Which assessment was this likely to be?
self-directed search
the _____________________ is based on the RIASEC model of personality.
Strong interest inventory revised
vocational preference inventory
None of these
Self-directed search
two of these
The campbell interest and skill survey (CISS) has 7 orientations: influencing, organizing, helping, creating, analyzing, producing and adventuring. True/False?
