Industrial and Organizational Psychology Practice
Exam
Course Introduction
Industrial and Organizational Psychology is a field that explores the application of psychological principles and research methods to understand and solve problems related to human behavior in the workplace. The course covers topics such as personnel selection, training and development, motivation, job satisfaction, leadership, performance appraisal, and organizational culture. Students will examine how psychological theories can be used to improve employee well-being, enhance productivity, and foster positive organizational change, while also considering ethical and legal issues within the workplace. The course aims to provide a comprehensive understanding of both individual and group dynamics within organizational settings, preparing students to apply this knowledge in real-world professional contexts.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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Chapter 1: Staffing Models and Strategy
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Sample Questions
Q1) In terms of the person/organization match ________.
A) the "organization" includes only tasks to be performed that are written down as part of the job description.
B) attempts to match people to organization values should not be made.
C) there is a concern with the "fit" of people to multiple jobs or future jobs.
D) all of the above are correct.
Answer: C
Q2) When head count requirements exceed availabilities, the organization will be overstaffed.
A)True
B)False
Answer: False
Q3) Core activities for HR include legal compliance, planning, and job analysis. A)True
B)False
Answer: False
Q4) Employee turnover does not represent a significant cost to most organizations.
A)True
B)False
Answer: False
Page 3
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Chapter 2: Legal Compliance
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Sample Questions
Q1) The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called ________.
A) employment-at-will
B) affirmative action
C) equal employment opportunity
D) a consent decree
Answer: A
Q2) Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency.
A)True
B)False
Answer: False
Q3) The majority of common law decisions are made at the federal level.
A)True
B)False
Answer: False
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Chapter 3: Planning
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Sample Questions
Q1) In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process.
A)True
B)False
Answer: True
Q2) A manager has gathered data on staffing levels over time, and then predicts future requirements based on the pattern of demand, taking seasonal variations in demand into account.This equation is used to predict future staffing levels.This is an example of
A) regression analysis
B) ratio analysis
C) trend analysis
D) Markov analysis
Answer: C
Q3) The gap between current workforce size and available workforce size is a critical part of the reconciliation process.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and Rewards
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Sample Questions
Q1) Ensuring consistency is seldom important for competency-based job analysis, because the focus is mostly on accuracy and objectivity.
A)True
B)False
Q2) A job description is best defined as ________.
A) the organization's framework for AA compliance
B) the organization's indicator of tasks, duties, and responsibilities required for each job
C) the organizations principle job training tool
D) the organization's performance appraisal instrument
Q3) Job requirements job analysis involves collecting information on the activities performed on the job, and uses this information to assess the KSAOs needed for each job.
A)True
B)False
Q4) Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.
A)True
B)False
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Chapter 5: External Recruitment
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Sample Questions
Q1) Only those who fill out paperwork for employment need be considered applicants, for legal purposes.
A)True
B)False
Q2) Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
A)True
B)False
Q3) Applicants tend not to pay much attention to organizational culture when considering which job to pursue.
A)True
B)False
Q4) Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.
A)True
B)False
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Chapter 6: Internal Recruitment
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Sample Questions
Q1) There is not much research concerning perceptions of fairness in internal recruiting processes.
A)True
B)False
Q2) Why might an organization use internal temporary pools?
A) to decrease accountability for personnel errors
B) to avoid paying agency feels to temporary help agencies
C) to provide a buffer against lawsuits
D) both to decrease accountability for personnel errors and to provide a buffer against lawsuits
Q3) Succession planning techniques are important as the workforce increasingly approaches retirement.
A)True
B)False
Q4) Alternative mobility paths tend to be very difficult to administer.
A)True
B)False
Q5) Under a hybrid system, neither open nor close steps are implemented.
A)True
B)False
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Chapter 7: Measurement
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Sample Questions
Q1) A correlation score of minus one between two sets of scores indicates an exceptionally low association or relationship between the two sets.
A)True
B)False
Q2) Applicant flow statistics require the calculation of ________.
A) selection rates for the groups under analysis
B) interview rates for the groups under analysis
C) rejection rates for the groups under analysis
D) range scores for the groups under analysis
Q3) Applicant stock statistics for groups under analysis require calculation of percentages for ________.
A) unemployed workers
B) measures of content validity
C) availability in the population
D) the reliability of a measure
Q4) To achieve standardization the content of job application tests should be the same for all applicants.
A)True
B)False
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Chapter 8: External Selection I
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Sample Questions
Q1) Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
A) the organization has adopted a thorough competency modeling approach
B) qualifications carry over from one job to another
C) that each candidate is assessed based on his or her unique experiences
D) anonymous periodic reviews of applicant files to ensure accuracy
Q2) External selection refers to the assessment and evaluation of external job applicants.
A)True
B)False
Q3) Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.
A)True
B)False
Q4) Genetic screening is becoming a valuable component of many organizations' selection systems.
A)True
B)False
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Chapter 9: External Selection II
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Sample Questions
Q1) Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
A)True
B)False
Q2) The difference between black and white test takers on cognitive ability tests has been ________.
A) demonstrated to be an artifact of question wording
B) decreasing over time
C) lower when tests are given in an open-ended format
D) both decreasing over time and lower when tests are given in an open-ended format
Q3) Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
A)True
B)False
Q4) Which of the following is a recommendation for the use of drug testing programs?
A) Drug testing should be done with all jobs.
B) Do not inform applicants of the test results.
C) Provide rejected applicants with an opportunity to appeal.
D) All of the above
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Chapter 10: Internal Selection
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Sample Questions
Q1) One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.
A)True
B)False
Q2) Which of the following statements about various methods of managerial sponsorship is false?
A) A coach is available to the person being assisted on and off the job.
B) A coach provides day-to-day feedback.
C) A mentor becomes personally responsible for the success of the person being assisted.
D) A sponsor actively promotes the person being assisted for advancement opportunities.
Q3) The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called ________ methods.
A) discretionary
B) initial
C) substantive
D) sequential
E) compensatory
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Page 12
Chapter 11: Decision Making
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Sample Questions
Q1) HR professionals have access to data related to predictor-outcome relationships, and therefore can quantify which current selection systems are most effective in meeting operational goals.
A)True
B)False
Q2) The selection ratio is the number of people hired divided by the number of applicants, and it is desirable that this ratio be high.
A)True
B)False
Q3) Validity refers to ________.
A) the number of individuals hired by a predictor
B) the number of individuals hired divided by the number of applicants
C) the relationship between predictor and criterion scores
D) the inverse of the adverse impact ratio
Q4) The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making.
A)True
B)False
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Chapter 12: Final Match
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Sample Questions
Q1) The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
A)True
B)False
Q2) The goal(s) of the socialization process is(are) ________.
A) to achieve an effective person/job match
B) to achieve an effective person/organization match
C) to help the newcomer fit into the job in the long-term
D) all of the above are true
Q3) An employment arrangement that is based on negotiating unique terms of employment for individual employees is called a(n) ________.
A) idiosyncratic deal
B) procedural misstep
C) key skill premium
D) factor uniqueness
Q4) Statements in employee handbooks can be construed as employment contracts.
A)True
B)False
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Page 14
Chapter 13: Staffing System Management
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Sample Questions
Q1) Which of the following are significant issues related to culture should be considered when designing staffing programs?
A) Average age and political views of the workforce
B) Hierarchy versus participation
C) Vacation time sequencing
D) All of the above
Q2) Factors that are driving organizations to consider outsourcing HR activities include cost reduction, the cost of technology acquisition, need for improved service quality, and expertise of vendors.
A)True
B)False
Q3) Staffing systems frequently need to override organizational culture, since effective practices shouldn't be limited by what people in the organization are willing to accept.
A)True
B)False
Q4) Records may be used to audit staffing practices and conduct staffing research.
A)True
B)False
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Chapter 14: Retention Management
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Sample Questions
Q1) In many cases, the post-layoff environment for those who remain is marked by
A) reductions in trust of management
B) stress among those who remain
C) reductions in workforce quality
D) all of the above
Q2) Which of the following is the most commonly pursued alternative to layoffs for reducing staffing levels?
A) Attrition
B) Retraining
C) Benefits reductions
D) Job sharing
Q3) Which of the following are issues that come into play in determining the legal ramifications of terminating an employee?
A) Public policy limits on employment-at-will
B) Labor contract provisions
C) Negligent supervision
D) All of the above
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