Industrial and Organizational Psychology
Exam Solutions
Course Introduction
Industrial and Organizational Psychology explores the application of psychological principles and research methods to the workplace in order to improve productivity, employee well-being, and organizational effectiveness. The course examines topics such as personnel selection, training and development, performance appraisal, motivation, leadership, job satisfaction, work stress, and organizational culture. Through the study of theories, empirical research, and real-world case studies, students gain insights into individual, group, and organizational behavior, and learn strategies to address challenges related to human resources, management practices, and workplace dynamics.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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10 Chapters
720 Verified Questions
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Page 2
Chapter 1: An Introduction to Recruitment and Selection
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Sample Questions
Q1) Why might you consider acquiring your CHRP designation?
A) Ethical standards are defined, which will allow you to easily resolve workplace ethical dilemmas.
B) It will certify you to provide advice concerning legal and ethical behaviour.
C) It will identify you as someone possessing HR knowledge, skills and abilities, and ethical behaviour.
D) It is recognition of achievement of all the HR competencies, meaning that you will require minimal post-secondary education.
Answer: C
Q2) The chapter opening article, "Batfleck: What You Should Know About Making Bad Hires," explains why a selection error was made. What was the reason for the selection error?
A) The employer didn't consider the intangible factors that lead to job success.
B) The employer wanted to avoid the cost of hiring the wrong person.
C) The employer gave too much consideration to only one job requirement.
D) The employer chose a candidate that was somewhat qualified on all requirements. Answer: C
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Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) What is fairness? Why is it an important concept in selection?
Answer: Fairness in measurement refers to the value judgments people make about the decisions or outcomes that are based on those measurements. Fairness is the principle that every test taker should be assessed in an equitable manner. Issues of fairness cannot be determined statistically or empirically. Fairness involves perceptions. It is important from a business, ethical, and legal standpoints to have tests that are scientifically sound; it is also important to have procedures that are perceived as fair. From a business perspective, the adverse reactions to selection tests and procedures may impair the ability of the organization to recruit and hire the best applicants.
Q2) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
Q3) What is a defining characteristic of a science-based selection process?
A) It is flexible.
B) It is intuitive.
C) It is rational.
D) It is subjective.
Answer: C
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) In order to NOT be accused of discrimination, what should the employer have established prior to conducting medical exams on bus drivers?
A) that the absence of arthritis was a bona fide occupational requirement for private bus drivers
B) that the medical exam was well established and valid as a screening and selection tool
C) that the medical exam was consistent and reliable as a screening and selection tool
D) that physical ability was a bona fide occupational requirement for a private bus driver
Answer: A
Q2) What legal term states that there is a justifiable reason for a discriminatory employment practice or policy based on the necessity for business operations?
A) There is no justification for discrimination.
B) employment equity
C) bona fide occupational requirement
D) affirmative action
Answer: C
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Which of the following does NOT describe one of the three key considerations in job analysis?
A) A job analysis is a formal, structured process carried out under a set of guidelines established in advance.
B) A job analysis refers to a single methodology.
C) A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
D) A job analysis uses a range of techniques.
Q2) Refer to Scenario 4-1. The managers at Scribe Engineering cannot clearly distinguish between a position and a job. Which of the following best defines a job?
A) a collection of positions with related job activities and duties
B) the different duties and responsibilities performed by one employee
C) the knowledge, skills, and abilities required to perform work
D) the tasks, duties, and responsibilities associated with work
Q3) Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing. Describe both methods and give an example of when an organization may choose that method.
Q4) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between job performance and job criteria. Which of the following best defines job performance?
A) the observable things employees do that are relevant to accomplishing the goals of the organization
B) a means to reinforce an organization's core values in addition to identifying performance differences among employees
C) organizational processes used to improve employee and organizational performance in the workplace
D) organizational processes that evaluate employee job performance
Q2) With respect to criterion measures, what is one disadvantage of practicality?
A) The measures are applicable only if the criterion measure is available.
B) The measures are influenced by the supervisor's bias.
C) The measures do not meet the standards of reliability and validity.
D) The measures are not consistently applied, given changes in personnel.
Q3) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
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Chapter 6: Recruitment
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Sample Questions
Q1) Refer to Scenario 6-2. Which strategy is BCH using to establish its identity and perception in the marketplace as an employer of choice?
A) image advertising
B) human resource planning
C) branding
D) strategic planning
Q2) Recruitment is done separately from the selection process.
A)True
B)False
Q3) According to the textbook, which of the following is NOT an external factor affecting recruitment?
A) labour market
B) competition
C) sustainability
D) legislation
Q4) Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.
A)True
B)False
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Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) What is screening? What does screening involve? How is screening different from selection and recruitment?
Q2) WABs are particularly effective in predicting overall job performance.
A)True
B)False
Q3) Scribe Engineering, an information technology company, recently made a costly screening error when it underestimated the potential of a software engineer, resulting in a no-hire decision. The applicant accepted a position with a competing organization and developed a new, leading-edge software, taking away substantial market share from Scribe Engineering. What is this error called?
A) a false positive
B) a false negative
C) a positive error
D) a negative error
Q4) What does the STAR method represent?
A) selection, try-out, attributes, response
B) situation, time, action, result
C) screening, task, abilities, reliability
D) self-report, trait, aptitude, recruitment
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Chapter 8: Selection II: Testing and Other Assessments
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Sample Questions
Q1) Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?
A) extroversion
B) conscientiousness
C) openness to experience
D) agreeableness
Q2) The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.
A)True
B)False
Q3) There is very little difference among personality inventories in terms of how well they predict an employee's performance.
A)True
B)False
Q4) A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.
A)True
B)False
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Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) What is a traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate?
A) structured interview
B) serial interview
C) panel interview
D) unstructured interview
Q2) Which of the following is NOT a structured employment interview ?
A) behavioural
B) experience-based
C) situational
D) sequential
Q3) In a 2007 study by researchers Simola, Taggar, and Smith, more than 58.2 percent of Canadian HR practitioners reported using behaviour description interview questions.
A)True
B)False
Q4) Serial interviews are also known as sequencing interviews.
A)True
B)False
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Chapter 10: Decision Making
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Sample Questions
Q1) In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required?
A) selecting for organizational fit
B) having strong external hiring policies
C) possessing flexible job descriptions
D) hiring to fill dynamic and changing jobs
Q2) Which of the following is NOT related to the statistical composite approach?
A) collecting both judgmental and statistical data
B) combining data statistically
C) combining the ratings or scores in a formula or regression equation
D) combining data in a judgmental manner
Q3) Which concept refers to the process in which statistical data are combined in a judgmental manner?
A) pure statistical approach
B) profile interpretation
C) pure judgment approach
D) judgmental composite
Q4) Many employers believe they have a knack for making good selection decisions. Comment, defining the impact of implicit theories on the selection process.
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