Industrial and Organizational Psychology Test
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Course Introduction
Industrial and Organizational Psychology explores the application of psychological principles and research methods to understand human behavior in workplaces and organizations. This course examines topics such as personnel selection, training, motivation, job satisfaction, leadership, performance evaluation, organizational culture, and the impact of work environments on employee well-being. Students will learn how psychological theories and evidence-based practices are used to enhance productivity, promote employee development, and improve overall organizational effectiveness. Through case studies and real-world examples, the course highlights the critical role psychologists play in addressing workplace challenges and fostering healthy, productive organizational climates.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor
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10 Chapters
711 Verified Questions
711 Flashcards
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Page 2
M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Refer to Scenario 1-2.What two important principles should be followed if TS Inc.'s human resource system is to function properly
A)Build a sustainable staffing strategy and use Web-based technology.
B)Coordinate human resources activities with other parts of the organization and use a systems-thinking approach.
C)Systematically integrate diversity and manage human resource information systems.
D)Build a strong culture and enhance communication systems.
Answer: B
Q2) List several ways that recruitment and selection are important to organizations.
Answer: Hiring the right people with the right skills leads to positive economic outcomes for an organization.Effective recruitment and selection contributes to the competitive advantage of an organization.Best practices in recruitment and selection reduce employee turnover and increase productivity.Recruitment and selection contributes to profits.Productivity and profitability are affected by recruitment and selection.Employee trust is strengthened through effective recruitment and selection practices.The knowledge, skills, and abilities of an organization's current and future employees are improved.Motivation is increased.Retention is improved.
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Page 3
Chapter 2: Foundations of Recruitment and Selection I: Reliability
and Validity
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) Issues of fairness need to be determined statistically.
A)True
B)False Answer: False
Q2) Validity is the degree to which observed scores are free from random measurement errors.
A)True
B)False Answer: False
Q3) What is the best way for HR professionals to ensure that their selection decisions meet the standards set by courts and tribunals
A)completely eliminating factors such as age, gender, and disability when considering candidates
B)thoroughly analyzing required KSAOs for each position to be filled
C)avoiding making hiring decisions
D)using valid and reliable science-based methods when choosing BFORs
Answer: B
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Page 4
Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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73 Verified Questions
73 Flashcards
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Sample Questions
Q1) Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.
A)True
B)False
Answer: True
Q2) Refer to Scenario 3.5.Under which jurisdiction does TS Inc.fall
A)federal
B)provincial
C)national
D)international
Answer: A
Q3) Which of the following statements would apply to a requirement that a hospital nurse be female
A)The requirement is a violation of the Canadian Human Rights Act.
B)The requirement is a bona fide occupational requirement.
C)The requirement is justified if the nurse works at the maternity ward of a hospital.
D)The requirement is mandatory if determined by the Pay Equity Act.
Answer: A
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) Which concept describes the process of collecting information about jobs by any method for any purpose
A)organizational analysis
B)job analysis
C)work analysis
D)needs analysis
Q2) Why is a job analysis important for recruitment and selection
A)It is the first line of defence when selection procedures are legally challenged.
B)It emphasizes selection skills and responsibilities while de-emphasizing effort and working conditions.
C)It provides subjective evidence of the skills and abilities required for effective job performance.
D)It establishes the worth of a job and defines it in measurable terms.
Q3) Which of the following would NOT typically be used as data for a job analysis
A)performance
B)standards
C)responsibilities
D)knowledge
Q4) Describe one job analysis method.
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Chapter 5: Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Define performance management.
Q2) Refer to Scenario 5-2.As the HRM, you are responsible for defining sets of related behaviours that are derived from KM Contracting's goals and linked to successful job performance.What are these behaviours called
A)performance domains
B)performance criteria
C)performance dimensions
D)performance indicators
Q3) What is contextual performance
Briefly describe two categories of contextual performance.
Q4) Engaging in unsafe work practices is a counterproductive performance behaviour.
A)True
B)False
Q5) Which of the following is NOT a common type of counterproductive work behaviour
A)bullying
B)workaholism
C)presenteeism
D)tardiness
Q6) Define criterion relevance, criterion contamination, and criterion deficiency.
Q7) Describe two methods for measuring job performance.
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Chapter 6: Recruitment: the First Step in the Selection Process
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) What term is defined as the process through which an organization reaches a decision that a job candidate fits the organization's values and culture, and has the attributes desired by the organization
A)person-job fit
B)person-organization fit
C)cultural fit
D)organizational fit
Q2) Refer to Scenario 6-2.What does BCH need to consider to ensure a good person-organization fit
A)image advertising
B)creating high expectations
C)recruitment and selection training
D)accurate communication, perceptions, and expectations
Q3) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
Q4) There is evidence that employees recruited by referral remain longer in the organization.
A)True
B)False
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Chapter 7: Selection I: Applicant Screening
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Screening refers to the early stages of a sequential selection process in which applicants who meet the selection criteria are selected for further consideration and more assessment. A)True
B)False
Q2) Reference checks require a job applicant's consent for an employer to gather information about the candidate from any referees.
A)True
B)False
Q3) In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following A)two pages only
B)no GPA
C)a career or job objective
D)specific examples of accomplishments
Q4) How does human rights legislation affect the screening process
Q5) Job applicants have to be screened with great care.Explain.
Q6) List and briefly describe three screening methods that are frequently used.
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Chapter 8: Selection 2: Testing
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Which of the commonly used predictors used in selection are best Which should be considered for adoption as part of a selection system
Q2) According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills
A)an organization-wide simulation
B)a leaderless group discussion
C)a Markov analysis
D)a situational exercise
Q3) What kind of test is the Wonderlic Personnel Test
A)Personality Inventory
B)Cognitive Ability Test
C)Vocational Interest Inventory
D)Sensory Ability Test
Q4) Testing as a stand-alone program doesn't provide employers with the best results.
A)True
B)False
Q5) It is important to evaluate the effectiveness of selection tests.Define all the ways in which one might compare integrity tests.
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Chapter 9: Selection 3: Interviewing
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Sample Questions
Q1) Refer to Scenario 9-1.OMC would like to use a structured interview in which the applicant is asked to describe what he or she did in given situations in the past.What type of interview is this
A)behaviour description interview
B)situational interview
C)comprehensive structured interview
D)behavioural sample interview
Q2) Factors such as the applicant's physical appearance and nonverbal behaviours during the interview can affect the interviewer's evaluation of the applicant.
A)True
B)False
Q3) As an HRM, what is the first step you would take at the interview stage of the selection process What are employment interviews best suited to assess
Q4) A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge.
A)True
B)False
Q5) Describe two structured employment interview techniques.
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process
A)expectancy errors
B)person-organization fit
C)negligent hiring
D)biases and errors
Q2) What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice
A)false negative error
B)false positive error
C)leniency error
D)strictness error
Q3) What concept refers to grouping applicants based on ranges of scores
A)banding
B)profiling
C)matching
D)categorizing
Q4) Describe some of the major challenges facing HR professionals with respect to decision making in the recruitment and selection process.
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