Occupational Psychology Test Bank
Course Introduction
Occupational Psychology explores the application of psychological principles to the workplace, focusing on understanding human behavior in organizational settings. The course examines topics such as employee motivation, job satisfaction, leadership, teamwork, personnel selection, training and development, and occupational health. Through a blend of theory and practical case studies, students learn how psychological insights can improve individual and organizational performance, foster well-being, and address challenges such as stress, diversity, and workplace conflict. This course is ideal for those interested in enhancing productivity and creating positive work environments through the science of human behavior.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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10 Chapters
722 Verified Questions
722 Flashcards
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Chapter 1: An Introduction to Recruitment and Selection
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) Effective recruitment and selection practices identify job applicants with the appropriate level of knowledge, skills, abilities, and other requirements needed for successful performance in a job and organization.
A)True
B)False
Answer: True
Q2) Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices?
A) human rights, privacy, and security issues
B) rapid advances in information technology
C) changing work force demographics
D) total compensation and reward strategy
Answer: A
Q3) Two external factors that affect the HR system are economic and legal context.
A)True
B)False
Answer: True
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Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/23196
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) The Meiorin case became a precedent setting case in British Columbia in the 1990s. What was the main thesis of the case?
A) Male and female firefighters run at different speeds.
B) Bona fide occupational requirements are discriminatory.
C) Women should not be hired as firefighters if they cannot pass the fitness tests.
D) The maximal oxygen uptake can be expanded with increased fitness.
Answer: B
Q3) Achieving fairness often requires compromise between conflicting interests.
A)True
B)False
Answer: True
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4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) To what two causes can the success or failure of recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.
Answer: The two causes that the success or failure of recruitment can be traced to are the effectiveness or ineffectiveness of the organization in contacting and communicating with target group members and the positive or negative perceptions that target group members hold about the organization.
The three questions are the following: Do the hiring procedures I am using result in direct or indirect discrimination? If they do, can I establish a BFOR? Is the selection procedure a valid predictor of job performance?
Q2) When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?
A) discrimination
B) adverse impact
C) adverse effect discrimination
D) direct discrimination
Answer: B
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) Which of the following is NOT a job analysis method?
A) work profiling system
B) threshold traits analysis system
C) job element analysis
D) cognitive task analysis
Q2) Which of the following would NOT typically be used as data for a job analysis?
A) performance
B) standards
C) responsibilities
D) knowledge
Q3) Refer to Scenario 4-1. What process can you use to ensure the job analysis is anchored into the context of Scribe Engineering's organizational mission and goals?
A) person analysis
B) needs analysis
C) organizational analysis
D) task analysis
Q4) Extroversion is a predictor for the competency of adapting and coping.
A)True
B)False
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) Refer to Scenario 5-1. What task performance behaviour did BCH hire you for?
A) communication proficiency
B) maintaining self-discipline
C) demonstrating effort
D) knowledge of legislation
Q2) Which performance behaviour is similar to contextual performance behaviour?
A) organizational citizenship
B) job-specific task proficiency
C) non-job-specific task proficiency
D) organizational culture
Q3) Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?
A) criterion contamination
B) criterion deficiency
C) criterion relevance
D) criterion reliability
Q4) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/23200
Sample Questions
Q1) Social networks are increasingly being used as a powerful recruiting method by employers. What is social networking? As an applicant, what are the advantages and disadvantages of using social networks to apply for a position?
Q2) Refer to Scenario 6-1. Which of the following would NOT be a constraint on TS Inc.'s recruitment?
A) lack of recruitment training
B) strategic human resource plans
C) technological costs
D) external recruiting
Q3) Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.
A)True
B)False
Q4) Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of them.
A)True
B)False
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
Source URL: https://quizplus.com/quiz/23201
Sample Questions
Q1) The first impression created by the résumé is not a factor in screening.
A)True
B)False
Q2) What is cyber-profiling? How can it be used as a screening tool in the selection process?
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) Reference checks require an applicant's consent for an employer to gather information about a job candidate from any referees.
A)True
B)False
Q5) Before any screening tool is used, it should be reviewed with respect to human rights legislation.
A)True
B)False
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) Which term defines knowledge that is derived from experience when learning is not the primary objective?
A) job knowledge
B) explicit knowledge
C) implicit knowledge
D) tacit knowledge
Q2) Which of the following is NOT a psychological test used to select employees?
A) an emotional intelligence test
B) a cognitive ability test
C) a psychomotor test
D) a genetic test
Q3) Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.
A)True
B)False
Q4) What is the goal of employment testing?
Q5) What is psychological testing and how are psychological tests used?
Q6) What is personality and what are two ways that personality can be measured?
Page 10
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Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/23203
Sample Questions
Q1) Structuring factors include standardization, job relatedness of interview questions, and standardized scoring systems.
A)True
B)False
Q2) Serial interviews are also known as sequencing interviews.
A)True
B)False
Q3) 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
Q4) If a competency for a job is communication, what would be an example of a behavioural indicator?
A) responding to clients and concerns
B) interpersonal relations
C) people skills
D) oral and written communication skills
Q5) Describe three purposes of the employment interview.
Q6) What is the difference between a panel and a serial interview?
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/23204
Sample Questions
Q1) Refer to Scenario 10-1. TS inc. has often selected the first applicant who met the minimum qualifications. What is this constraint?
A) applicant knowledge, skills, abilities and other attributes
B) satisficing
C) implicit hiring
D) judgmental procedure
Q2) Many employers believe they have a knack for making good selection decisions. Comment, defining the impact of implicit theories on the selection process.
Q3) In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?
A) 80 percent
B) 70 percent
C) 60 percent
D) 50 percent
Q4) In the profile matching model, current employees who are poor performers are assessed on several predictors.
A)True
B)False
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