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EPPP I/O PSYCHOLOGY EXAM NEWEST ACTUAL EXAM COMPLETE 120 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+ $28.49
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EPPP I/O PSYCHOLOGY EXAM NEWEST ACTUAL EXAM COMPLETE 120 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+
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EPPP I/O PSYCHOLOGY EXAM NEWEST 2024- 2025 ACTUAL EXAM COMPLETE 120 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+

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  • July 17, 2024
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  • 2023/2024
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1 | P a g e EPPP I/O PSYCHOLOGY EXAM NEWEST 2024 -
2025 ACTUAL EXAM COMPLETE 120 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+ The primary purpose of feedback in the context of organizational development is to: A. help clients understand the diagnostic information that has been collected B. provide clients with information on the effectiveness of an OD intervention C. provide employees with information about their individual performance D. provide managers with information on the employee's concerns - ANSWER - A. Ration ale: Organization development (OD) is a process used to facilitate organizational change. The phases of OD have been described by Burke as: entry, contracting, diagnosis, feedback, planning change, intervention, and evaluation. The purpose of the feedback phase is to help clients understand the information that the consultant has gathered and diagnosed so the clients can decide what 2 | P a g e actions to take In equity theory, the key factor influencing motivation is: A. the desirability of rewards for tasks and the expectancy that tasks will be successfully accomplished. B. the degree to which job tasks satisfy higher -order needs. C. perceived self and other input/outcome ratios. D. the degree to which workers believe that their input into the chosen goals of the organization is valued. - ANSWER - C. Ration ale: According to equity theory, individuals compare the ratio of inputs they bring to a job (e.g., amount and quality of work) and the outcomes they receive (e.g., pay, praise) and attempt to keep that ratio equitable to their perceived input/outcomes of others. For example, if a person felt that he was doing more work than a colleague but both were getting the same pay, the person would perceive an underpayment inequity. The theory states that workers seek to restore equity if they perceive either an underpayment or an overpayment inequity. They may, for example, attempt to increase or decrease their inputs, seek more compensation or other positive outcomes, or change their perceptions of the value of the inputs or outcomes involved. A needs assessment is usually conducted to: A. acertain a job applicant's skills B. describe the requirements of a job 3 | P a g e C. determine the relative worth of a job D. identify the needs of an organization - ANSWER - D. A needs assessment involves identifying the needs of the organization. A Ration ale: needs assessment is often conducted to determine which employees need training and what should be included in that training. Choice B describes the purpose of a job analysis, which is to describe the requirements of a job. And choice C describes the purpose of a job evaluation, which is to determine the salary levels of jobs. All of the following are examples of a rater bias except: A. central tendency bias B. ceiling effect C. contrast effect D. severity error - ANSWER - B. Ration ale: Rater biases impacts the accuracy of subjective rating scales. When a rater rates all individuals using the middle of a rating scale, he/she is exhibiting the central tendency bias (a.). When ratings of one individual are affected by ratings given to another then the rater is exhibiting a contrast effect (c.). Severity error (d.), also known as strictness error or bias, refers to the rater tendency to rate all individuals using the low end of the rating scale. A ceiling effect is not a rater bias, it refers to the measurement instrument's inability to distinguish between individuals who have high levels of what is being assessed by the instrument. 4 | P a g e In a meta -analysis of the relationship between self -efficacy beliefs and achievement outcomes, Stajkovic and Luthans (1998) found self -
efficacy was positively and strongly related to work -related performance and: A. the relationship between self -efficacy and work -related performance is moderated by task complexity B. the relationship between self -efficacy and work -related performance is moderated by locus of performance C. the relationship between self -efficacy and work -related performance is moderated by task complexity and locus of performance D. the relationship between self -efficacy and work -related performance is not influenced by task complexity or locus of performance - ANSWER - C. Ration ale: The results of Stajkovic and Luthans' meta -analysis found self -efficacy positively related to work -related performance and that the relationship is moderated by task complexity and situational factors present in work environments. The two moderators appear to weaken the relationship between self -efficacy and work -
related performance, with the relationship weakest for the higher levels of task complexity and field settings. Situational factors and organizational practices identified as influences on th e relationship between self -efficacy and performance include: accuracy of task descriptions, definitions and circumstances of the tasks; instruction on necessary technical means and how to use them for successful task performance; physical distractions

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