Industrial and Organizational Psychology
Textbook Exam Questions
Course Introduction
Industrial and Organizational Psychology explores the application of psychological principles and research methods to the workplace. This course examines topics such as employee selection, training and development, motivation, job satisfaction, performance appraisal, and leadership. Students will also analyze the impact of organizational structures, culture, and group dynamics on productivity and well-being. Through case studies and practical examples, the course provides insights into strategies for optimizing human potential and promoting healthy, efficient work environments.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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10 Chapters
722 Verified Questions
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Page 2
Chapter 1: An Introduction to Recruitment and Selection
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Sample Questions
Q1) Ethics can be defined in a variety of ways. According to the textbook, which of the following is NOT a definition of ethics?
A) knowing what is good from what is bad
B) determining what is moral from what is immoral
C) identifying what may be done from what may not be done
D) distinguishing what is right from what is wrong
Answer: A
Q2) Refer to Figure 1.1. What two external factors affect the HR system?
A) legal and socioeconomic environments
B) vision/values and mission
C) strategic objectives and organizational requirements
D) personnel competence/commitment and effectiveness
Answer: A
Q3) Refer to Scenario 1-2. What is TS Inc.'s goal for recruitment?
A) to find and screen job applicants
B) to hire job candidates
C) to generate an applicant pool
D) to find and hire the best aviation employees
Answer: C
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3
Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) Refer to Figure 2.1. What process does Line D represent?
A) validating the job analysis and identifying performance criteria
B) clarifying the performance domain and utilizing the knowledge, skills, abilities, and other attributes constructs
C) defining the performance domain and developing related criterion measurements
D) validating the selection system
Answer: C
Q2) Which employment test has been identified as being biased toward males?
A) Bennett Mechanical Comprehension test
B) Wonderlic Personnel test
C) Winnipeg Police Service physical abilities test
D) cognitive ability test
Answer: A
Q3) What does a regression line mean?
A) The predictable variable X predicts the dependent variable Y.
B) The predictable variable Y predicts the dependent variable X.
C) The dependent variable X correlates to the predictable variable Y.
D) The dependent variable Y correlates to the predictable variable X.
Answer: A
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Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) Refer to Scenario 3.3. What new legislation will affect KM Contracting's hiring practices?
A) civil law
B) industry codes of conduct
C) privacy legislation
D) Internet security laws
Answer: C
Q2) Which one of the following questions can be asked of a potential candidate?
A) Were you born in Canada?
B) Are you legally entitled to work in Canada?
C) What is your name on your birth certificate?
D) Is French your first language?
Answer: B
Q3) Which of the following is an example of indirect discrimination?
A) psychological inability of people to deal with persons with disabilities
B) requirements that an attendant in a women's locker room must be female
C) minimum scores on certain employment tests
D) minimum height or weight requirements for police forces
Answer: A
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Page 5
Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) What job analysis technique would you use in a traditional organization where employees' tasks are routine?
A) self-oriented analysis
B) work-oriented analysis
C) worker-oriented analysis
D) group-oriented analysis
Q2) Refer to Scenario 4-1. What would NOT be one of your key guidelines while conducting the 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.
Q3) What is a job analysis? What data is included in a job analysis? What are three key considerations in job analysis?
Q4) What is the difference between a job, position, and job family? Give examples of each.
Q5) 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 5-1. What counterproductive performance behaviour did BCH hire you for?
A) communication proficiency
B) maintaining self-discipline
C) demonstrating effort
D) knowledge of legislation
Q2) Which of the following best defines job criteria?
A) organizational processes used to improve employee and organizational performance in the workplace
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C) organizational processes that evaluate employee job performance
D) a means to reinforce an organization's core values in addition to identifying performance differences among employees
Q3) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
Q4) Define criterion relevance, criterion contamination and criterion deficiency.
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Chapter 6: Recruitment
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Sample Questions
Q1) Which of the following would NOT be considered to be an effective recruiting guideline?
A) Give serious consideration to the content of information presented to candidates rather than the context in which it is presented.
B) Present important information about the job and the organization to job candidates by several different, reliable, and credible sources.
C) Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees.
D) Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative
Q2) What is recruitment? What information does an organization need to make a decision to recruit?
Q3) Which of the following is NOT a disadvantage of internal job postings?
A) employment equity needs to be followed
B) time needed to fill the position
C) motivational impact on candidates not selected
D) collective agreement prevents best candidate to be hired
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Chapter 7: Selection I
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Sample Questions
Q1) Refer to Scenario 7-1. How would OMC screen for the minimum educational qualifications of an MOA?
A) school transcripts/certificates
B) aptitude test
C) reference check
D) employment interview
Q2) Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.
A)True
B)False
Q3) Screening refers to the early stages of a sequential selection process in which applicants meeting selection criteria are selected for further consideration involving more assessments.
A)True
B)False
Q4) Describe privacy issues and/or legislation and their relevance to screening and reference checks.
Q5) Job applicants have to be screened with great care. Explain.
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Chapter 8: Selection II
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Sample Questions
Q1) If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?
A) a general cognitive ability test
B) a practical intelligence test
C) a multiple aptitude test
D) a tacit knowledge test
Q2) Which concept is referred to as an individual's degree of proficiency or competency on a given task that develops through performing the task?
A) performance
B) skill
C) proficiency
D) aptitude
Q3) 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
Q4) What is the goal of employment testing?
Q5) What is personality and what are two ways that personality can be measured?
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Chapter 9: Selection III
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Sample Questions
Q1) Describe three purposes of the employment interview.
Q2) An interview conducted by two or more interviewers together at one time is referred to as a panel interview.
A)True
B)False
Q3) Which of the following is a preliminary interview designed to fill gaps left on the candidate's application form or résumé?
A) a behavioural interview
B) a screening interview
C) a situational interview
D) a sequential interview
Q4) Describe two structured employment interview techniques.
Q5) One concern with the behaviour description interview is that applicants could make up stories about events that never happened.
A)True
B)False
Q6) 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) A false negative error occurs when an applicant who is rejected would have been a good choice.
A)True
B)False
Q2) Which concept refers to the proportion of applicants for one or more positions who are hired?
A) yield ratio
B) applicant ratio
C) selection ratio
D) employment ratio
Q3) Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories rather than explicit, objective criteria?
A) the pure judgment approach
B) the trait rating approach
C) the profile interpretation
D) the judgmental composite
Q4) What are two common types of errors made in selection decision making?
Q5) Why do most employers resist using statistical decision-making approaches?
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