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PSYC406 FInal Exam Study Quiz (Ch. 11)

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For McGill psyc 406
Kendra Hewlett
Quiz by Kendra Hewlett, updated more than 1 year ago
Kendra Hewlett
Created by Kendra Hewlett over 8 years ago
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Question 1

Question
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?
Answer
  • True
  • False

Question 2

Question
Why is criterion validity emphasized in I/O psychology?
Answer
  • 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

Question 3

Question
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?
Answer
  • 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?

Question 4

Question
Response elaboration technique (RET) requires applicants to elaborate on their responses to biodata questions in order to reduce faking. True/false?
Answer
  • True
  • False

Question 5

Question
What is NOT true about biodata testing?
Answer
  • 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

Question 6

Question
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?
Answer
  • Gestalt effect
  • Attribution bias
  • self-enhancing bias
  • halo effect

Question 7

Question
Interviews are more reliable when done by a panel of judges? True/false?
Answer
  • True
  • False

Question 8

Question
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?
Answer
  • 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.

Question 9

Question
Which has the HIGHEST correlation with academic performance? (aka. MOST reliable)
Answer
  • Credentials
  • Credentials and 1 hr interview
  • Credentials and objective test scores
  • Credentials, test scores and 2hr interview

Question 10

Question
Women benefit more than men from stronger handshakes. True/false?
Answer
  • True
  • False

Question 11

Question
Which are well predicted by cognitive ability tests?
Answer
  • 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

Question 12

Question
Are general factors of intelligence more predictive of job performance, or job-specific factors?
Answer
  • job specific
  • general (like g factor)
  • both are equally

Question 13

Question
Which test has disadvantages to visual-spatial impaired candidates and non-english speakers? (HINT: a test of cognitive ability)
Answer
  • Bennet mechanical comprehension test (BMCT)
  • Wonderlic personnel test revised (WPT-R)
  • Minnesoda clerical test (MCT)

Question 14

Question
Outdated, sexist and minority offensive. This describes the cons of which cognitive ability test?
Answer
  • Wonderlic personnel test revised
  • bennett mechanical comprehension test
  • minnesoda clerical test
  • Spearman's g-factor test

Question 15

Question
Which is not a test of cognitive ability used in personnel assessment?
Answer
  • Spearman personnel test IV (SPT-IV)
  • Wonderlic personnel test revised (WPT-R)
  • Bennet mechanical comprehension test (BMCT)
  • Minnesoda clerical test (MCT)

Question 16

Question
Which test has been validated for testing personality in military/hosptal/corporate setting?
Answer
  • NEO PI-R
  • Hogan personality inventory (HPI)
  • Inwald personality inventory

Question 17

Question
The Inwald personality inventory is used for which occupation?
Answer
  • Law enforcement
  • Military
  • educators (teachers, principles, professors)
  • Secretaries and clerks

Question 18

Question
The multphasic personality inventory and the Inwald personality inventory are both useful for which purpose?
Answer
  • predicting law enforcement job performance
  • predicting military job performance
  • predicting medical job performance

Question 19

Question
Hogan Personality inventory is based on the Big Five theory of personality. True/false?
Answer
  • True
  • False

Question 20

Question
"Paper and pencil tests" for employment purposes are used to assess what according to the text?
Answer
  • dependability
  • biodata
  • Integrity
  • past employment history

Question 21

Question
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?
Answer
  • True
  • False

Question 22

Question
The In-basket test is an example of ________.
Answer
  • a test for layers competence
  • a measure of motor accuracy
  • a work sample/situational test
  • a neurospychological assessment of executive function

Question 23

Question
Preparing for work, amount of work, and seeking guidance are all assessment factors of which test?
Answer
  • Q-technique
  • Halo effect
  • Gestalt test
  • in-basket test
  • self-report

Question 24

Question
_________________ id defined by difficulties in conceptualizing and measuring performance constructs that are complex and fuzzy.
Answer
  • selection problem
  • construct problem
  • criterion problem
  • Predictive validity problem

Question 25

Question
What are problems with performance based measures?
Answer
  • rate of productivity may not be under worker's control
  • production counts may not be applicable to professions
  • may compromise quality
  • they are subjective

Question 26

Question
Peers give more _________ ratings that supervisors in the workplace.
Answer
  • tough
  • lenient
  • comprehensive
  • valid

Question 27

Question
In spite of their low ______, supervisor rating scales are the most widely used measure of job performance
Answer
  • validity
  • value
  • predictive ability
  • reliability

Question 28

Question
The graphic rating scale and critical incidents checklist (of desirable and undesirable incidents of behaviour) are a type of __________.
Answer
  • peer rating scale
  • supervisor rating scale

Question 29

Question
Behaviorally anchored rating scale (BARS) is a ______________ referenced judgement measure used by supervisors in the workplace.
Answer
  • Construct
  • Criterion
  • vocation
  • job
  • performance

Question 30

Question
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?
Answer
  • True
  • False

Question 31

Question
[blank_start]Criterion[blank_end] contamination is said to exist when a criterion measure includes factors that are not measurably part of the job.
Answer
  • Criterion

Question 32

Question
Types of criterion contamination are:
Answer
  • halo effect
  • opportunity bias
  • When characteristics of group effect individual performance
  • Knowledge of predictor bias (personal information gets in way)

Question 33

Question
The "ethnic penalty" refers to high unemployment rates among minority groups
Answer
  • True
  • False

Question 34

Question
What are the 3 needs that the textbook outlines as reasons people work?
Answer
  • survival, social connection and wealth
  • Survival and power, social connection and self-determination
  • wealth, power, success
  • fulfillment, goal pursuit and power

Question 35

Question
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?
Answer
  • 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

Question 36

Question
The theory of person-environment correspondence (PEC) states what?
Answer
  • 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

Question 37

Question
What are the RIASEC personality types based on Holland's Person-Environement Fit theory?
Answer
  • Realistic
  • Artistic
  • conservative
  • Enterprising
  • altruistic
  • Social
  • conventional
  • investigative

Question 38

Question
An Enterprising person (based on RIASEC) would be best suited for which career?
Answer
  • professor
  • sales
  • pharmacist
  • cook
  • reporter

Question 39

Question
Holland codes can be ______________ and ______________.
Answer
  • reliable and unreliable
  • useful and not useful
  • consistent and inconsistent
  • tertiary or secondary
  • None of these are true

Question 40

Question
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
Answer
  • True
  • False

Question 41

Question
celerity, pace and endurace are assessed along a continuum for which test?
Answer
  • TWA
  • PEC
  • Both

Question 42

Question
How many stages does Super's stage theory of career development have?
Answer
  • 2
  • 5
  • 10
  • 6

Question 43

Question
Which stage of Super's model starts around 25-30 and involves trial stabilization sub-phases?
Answer
  • Growth
  • Exploration
  • establishment
  • maintenance
  • decline

Question 44

Question
What is NOT one of the 4 premises of the social, cognitive approach of Happenstance learning theory (HLT)
Answer
  • 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

Question 45

Question
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?
Answer
  • True
  • False

Question 46

Question
Which career assessment inventory measures attitudes and beliefs that might block career development (self-limiting beliefs)?
Answer
  • Strong interest inventory revised (SII-R)
  • Career beliefs inventory (CBI)
  • Vocational preference inventory (VPI)
  • Campbell interest and skill survey (CISS)

Question 47

Question
Jim is in highschool and completes an internet assessment to see which occupation might suit his interests. Which assessment was this likely to be?
Answer
  • Vocational preference inventory (VPI)
  • Strong interest inventory revised (SII-R)
  • self-directed search

Question 48

Question
the _____________________ is based on the RIASEC model of personality.
Answer
  • NEO PI-R
  • Strong interest inventory revised
  • vocational preference inventory
  • None of these
  • Self-directed search
  • two of these

Question 49

Question
The campbell interest and skill survey (CISS) has 7 orientations: influencing, organizing, helping, creating, analyzing, producing and adventuring. True/False?
Answer
  • True
  • False
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