Industrial and Organizational Psychology
Question Bank
Course Introduction
Industrial and Organizational Psychology is a field that applies psychological principles and research methods to understand and solve problems related to human behavior in the workplace. This course explores topics such as personnel selection, training and development, performance appraisal, motivation, job satisfaction, leadership, work-group dynamics, organizational culture, and occupational health. Students will examine how psychological theories and practices can improve employee well-being, productivity, and organizational effectiveness, as well as the ethical and legal considerations in the application of psychological principles within work settings.
Recommended Textbook
Organizational Behavior Improving Performance 4th Edition by Jason Colquitt
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16 Chapters
1871 Verified Questions
1871 Flashcards
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Page 2
Chapter 1: What Is Organizational Behavior
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103 Verified Questions
103 Flashcards
Source URL: https://quizplus.com/quiz/69592
Sample Questions
Q1) People create history, a collective pool of experience, wisdom, and knowledge that benefits the organization.
A)True
B)False
Answer: True
Q2) Choose the method which suggests that people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods?
A)Method of intuition
B)Method of authority
C)Method of science
D)Method of experience
E)Method of behavior
Answer: C
Q3) The integrative model of OB acknowledges that employees work in one or more work teams led by some formal leader.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Job Performance
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116 Verified Questions
116 Flashcards
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Sample Questions
Q1) Property deviance includes _____.
A)interpersonal and organizational behaviors
B)sabotage and theft
C)gossiping and incivility
D)harassment and abuse
E)wasting resources and substance abuse
Answer: B
Q2) Behaviors that intentionally harm the organization's assets and possessions are referred to as:
A)production deviance.
B)political deviance.
C)property deviance.
D)personal aggression.
E)organizational aggression.
Answer: C
Q3) Gossiping represents communication that is rude, impolite, discourteous, and lacking in good manners.
A)True
B)False
Answer: False
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Chapter 3: Organizational Commitment
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) Describe the four general ways of responding to negative events at work.
Answer: The four general ways of responding to negative events at work are: Exit: an active, destructive response by which an individual either ends or restricts organizational membership. Voice: an active, constructive response in which individuals attempt to improve the situation. Loyalty: a passive, constructive response that maintains public support for the situation, while the individual privately hopes for improvement. Neglect: a passive, destructive response in which interest and effort in the job declines.
Q2) The compensatory forms model of withdrawal argues that the various withdrawal behaviors are positively correlated.
A)True
B)False
Answer: False
Q3) The erosion model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave.
A)True
B)False
Answer: False
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5
Chapter 4: Job Satisfaction
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) Values are those things that people consciously or subconsciously want to seek or attain.
A)True
B)False
Q2) A publishing firm believes in providing continuous feedback to employees regarding their work.Newly hired employees are assigned a mentor who works in their team.The mentor reviews the new employee's work, and provides tips on improving productivity.In this example, the firm is addressing which of the following critical psychological states that make work satisfying for employees?
A)Responsibility for outcomes
B)Identity
C)Meaningfulness of work
D)Variety
E)Knowledge of results
Q3) Which of the following combinations is most likely to result in flow?
A)High skills and high challenges
B)Low altruism and low identity
C)High altruism and high identity
D)Low activation and high pleasantness
E)High autonomy and low growth need
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Chapter 5: Stress
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) Hindrance stressors have a _____ relationship with organizational commitment.
A)weak positive
B)strong negative
C)strong positive
D)moderately negative
E)moderately positive
Q2) Stressors can cause gastrointestinal system problems.
A)True
B)False
Q3) Veronica is feeling over-stressed and has asked her manager if there are any supportive practices available to help her.Her manager suggests that since Veronica is interested in environmental issues, she should take advantage of a program that would enable her to take six months away from the company to work on the local "reclaim the bay" initiative.Veronica's manager is offering her _____.
A)a sabbatical
B)a vacation
C)flextime
D)a compressed work week
E)a stress challenge
Q4) Write a note on the transactional theory of stress.
Page 7
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Chapter 6: Motivation
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110 Verified Questions
110 Flashcards
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Sample Questions
Q1) Motivation has a _____ effect on job performance.
A)strong positive
B)moderate positive
C)weak positive
D)moderate negative
E)strong negative
Q2) Which of these refer(s) to the learning plans and problem-solving approaches used to achieve successful performance?
A)Expectancy
B)Emotional cues
C)Vicarious experiences
D)Goal setting
E)Task strategies
Q3) How do employees make the choices that take them in the "right direction"?
Justify your answer with the help of expectancy theory.
Q4) Motivation determines the direction, intensity, and outcome of effort.
A)True
B)False
Q5) Identify and explain the possible outcomes of equity theory comparisons and ways to restore the balance for each outcome.
Page 8
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Chapter 7: Trust, Justice, and Ethics
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120 Verified Questions
120 Flashcards
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Sample Questions
Q1) Cognition-based trust is driven by the:
A)authority's track record.
B)trustor's trust propensity.
C)trustor's intuitive feelings.
D)trustor's affect-based trust.
E)trustor's disposition.
Q2) What is moral intensity? Briefly explain the factors that drive moral intensity.
Q3) _____ is defined as the degree to which a person sees himself as a "moral person."
A)Moral judgment
B)Moral identity
C)Trust propensity
D)Moral awareness
E)Moral intensity
Q4) The legal component of corporate social responsibility argues that the law represents society's codification of right and wrong and must therefore be followed.
A)True
B)False
Q5) How can employees evaluate the fairness of an authority's decision making?
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Chapter 8: Learning and Decision Making
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) _____ is the process of selecting, organizing, storing, and retrieving information about the environment.
A)Perception
B)Reinforcement
C)Heuristic
D)Stereotyping
E)Attribution
Q2) Explicit knowledge is what employees can typically learn only through experience.
A)True
B)False
Q3) The self-serving bias occurs when we attribute our own failures to external factors and our own successes to internal factors.
A)True
B)False
Q4) Research has consistently shown that fixed reinforcement schedules lead to higher levels of performance than variable schedules.
A)True
B)False
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Chapter 9: Personality and Cultural Values
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112 Verified Questions
112 Flashcards
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Sample Questions
Q1) Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior.
A)True
B)False
Q2) Cultural values are defined as shared beliefs about desirable end states or modes of conduct in a given culture.
A)True
B)False
Q3) _____ are defined as recurring regularities or trends in people's responses to their environment.
A)Perceptions
B)Values
C)Short-term orientations
D)Traits
E)Beliefs
Q4) An extravert exhibits low positive affectivity when compared to an introvert.
A)True
B)False
Q5) Contrast clear purpose tests from veiled purpose tests.
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Chapter 10: Ability
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Sample Questions
Q1) General cognitive ability measures the areas an individual has in common across the more specific cognitive abailities and is comparable to the concept of IQ.
A)True
B)False
Q2) Fine manipulative abilities are an example of sensory abilities.
A)True
B)False
Q3) When a job requires extreme ranges of motion, it involves a need for _____.
A)auditory recognition
B)extent flexibility
C)self-regulation
D)gross body equilibrium
E)explosive strength
Q4) Verbal and spatial abilities come under the general category of _____ abilities.
A)cognitive
B)emotional
C)physical
D)sensory
E)psychomotor
Q5) Describe the Wonderlic Personnel Test.
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Chapter 11: Teams: Characteristics and Diversity
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Which of the following best describes the function of the role of an orienter in a group?
A)He offers constructive challenges to the team's status quo.
B)He establishes the direction for the team.
C)He motivates team members to work harder toward team goals.
D)He resolves differences among teammates.
E)He praises the work of teammates.
Q2) Team reward structures with hybrid outcome interdependence reward members based on how well they perform as individuals rather than overall team performance.
A)True
B)False
Q3) In the _____ stage of team development, members come to realize that they need to work together to accomplish team goals, and consequently, they begin to cooperate with one another.
A)performing
B)forming
C)storming
D)norming
E)projecting
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Page 13
Chapter 12: Teams: Processes and Communication
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136 Verified Questions
136 Flashcards
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Sample Questions
Q1) Monitoring, evaluating, and providing performance-related feedback is associated with which of the following competencies?
A)Conflict resolution
B)Collaborative problem solving
C)Communications
D)Planning and task coordination
E)Goal setting and performance management
Q2) Which two network structures fall between the extremes in terms of the level of centralization?
A)All channel and circle network
B)Circle and wheel network
C)Y and wheel network
D)Circle and Y network
E)All channel and wheel network
Q3) Process gain is often driven by production blocking.
A)True
B)False
Q4) Team potency is promoted in teams that have found success in the past.
A)True
B)False
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Chapter 13: Leadership: Power and Negotiation
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) A competing style of conflict resolution should be used:
A)when an issue is trivial.
B)when potential disruption outweighs the benefits of resolution.
C)for issues vital to company welfare when you know you are right.
D)to let people cool down and regain perspective.
E)when others can resolve the conflict more effectively.
Q2) Describe the various stages in the negotiation process.
Q3) As a conflict resolution style, accommodating occurs when one party wants to remain neutral, stay away from conflict, or postpone the conflict to gather information or let things cool down.
A)True
B)False
Q4) It is impossible for a person to possess all of the forms of power at the same time. A)True
B)False
Q5) Distinguish between the accommodating and compromising styles of conflict resolution.
Q6) Differentiate between inspirational appeal and personal appeal.
Q7) Distinguish between distributive bargaining and integrative bargaining.
Page 15
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Chapter 14: Leadership: Styles and Behaviors
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112 Verified Questions
112 Flashcards
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Sample Questions
Q1) Explain the time-driven model of leadership using the seven factors.
Q2) _____ involves behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.
A)Laissez-faire leadership
B)Inspirational motivation
C)Transactional leadership
D)Intellectual stimulation
E)Individualized consideration
Q3) A leader's decision making style captures how a leader decides as opposed to what a leader decides.
A)True
B)False
Q4) For the delegative style of decision making, teamwork skills of employees involved are not important.
A)True
B)False
Q5) Making the correct decision is the ultimate means of judging a leader.
A)True
B)False
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Chapter 15: Organizational Structure
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) Although not much is known about the effect of restructuring on affective commitment, restructuring generally results in _____ level(s) of affective commitment on the part of employees.
A)standard
B)positive
C)normal
D)a higher
E)a lower
Q2) A _____ structure makes perfect sense for a small organization, because employees can come and go with no major ripple effects on the organization.
A)bureaucratic
B)matrix
C)multi-divisional
D)simple
E)geo-demographic
Q3) Once a company becomes large, it is impossible to retain a centralized structure. Large companies must use decentralized structures.
A)True
B)False
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Page 17
Chapter 16: Organizational Culture
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122 Verified Questions
122 Flashcards
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Sample Questions
Q1) The values of the marketing department culture at Clean Toothpaste Manufacturing, Inc., do not match with those of the overall organization and it consistently challenges the values of Clean Toothpaste and signifies the need for change.The marketing department's culture can be described as a(n):
A)ASA framework.
B)counterculture.
C)safety culture.
D)networked culture.
E)distractive culturE.When their values do not match those of the larger organization, we call subcultures countercultures.Countercultures can sometimes serve a useful purpose by challenging the values of the overall organization or signifying the need for change.
Q2) In practice, there are two common ways to change a culture.They are:
A)ASA framework and socialization.
B)changes in leadership and mergers or acquisitions.
C)ASA framework and changes in leadership.
D)socialization and mergers or acquisitions.
E)mergers and ASA framework.
Q3) Identify and describe the six major types of artifacts.
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