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EPPP Industrial Organizational Psychology Exam Questions Correctly Solved.

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EPPP Industrial Organizational
Psychology Exam Questions Correctly
Solved.

Job Analysis - CORRECT ANSWER -Used to clarify the requirements of a job

-Job-Oriented Techniques: focus on actual work activities or tasks performed

-Worker-Oriented Techniques: focus on knowledge, skills, attitudes, and other characteristics (KSAOs)
that a worker needs to perform the job successfully; the Position Analysis Questionnaire (PAQ) provides
quantitative information on six dimensions of worker activity

Job Evaluation - CORRECT ANSWER -Used to determined the relative value of a job in order to set
salaries/wages

-Involves identifying the jobs requirements (e.g., education, autonomy, responsibility, consequences of
errors) and assigning a dollar value to each

-Used to establish comparable worth: people who are performing comparable work should received
comparable pay

Criterion Measures - CORRECT ANSWER -Measures of job performance that are used to provide
employees with feedback and help make decisions about salary, training needs, promotion, and
termination

Characteristics of Criterion Measures - CORRECT ANSWER -Ultimate vs Actual Criterion: the ultimate
criterion is the conceptual criterion while the actual criterion refers to the way performance is actually
measured (e.g., effective therapy and client satisfaction survey)

-Relevance: construct validity; degree to which is measures the ultimate criterion

-Deficiency: degree to which an actual criterion does not measure all aspects of the ultimate criterion;
limits criterion relevance

-Contamination: when an actual criterion assesses factors other than those it was designed to measure;
also limits relevance

,Objective Criterion Measures - CORRECT ANSWER -Direct; include quantitative measures of production
and certain types of personnel data

-Difficult to do for many jobs and may not provide a complete picture of an employee's performance

Subjective Criterion Measures - CORRECT ANSWER -Rely on the judgement of a rater; most frequently
used

-Self-ratings are usually most lenient but are less susceptible to halo bias

-Supervisor ratings are most reliable

-Peer ratings are good for predicting training success and subsequent promotion

-Subordinate, peer, and supervisor ratings usually agree more with each other than self-ratings

Absolute vs Relative Measures - CORRECT ANSWER -Absolute measures: rating an employee without
consideration of performance of other employees

-Relative measures: comparing employees to each other

Rating Techniques - CORRECT ANSWER -Paired Comparison: comparing each worker with every other
worker

-Forced Distribution: assigning workers to a limited number of categories based on a predefined normal
distribution

-Critical Incident: supervisor watches employees work and derives a checklist of behaviors associated
with outstanding and poor performance

-Forced-Choice Rating Scale: consists of 2-4 alternatives considered to be about equal in terms of
desirability; rater selects the alternative that best or least describes the worker

-Graphic Rating Scale: use of Likert-type rating scales

-Behaviorally Anchored Rating Scales (BARS): anchors points on the scale with descriptions of specific
behaviors representing poor to excellent performance

Rater Bias - CORRECT ANSWER -Leniency Bias: when a rater consistently assigns high ratings to all
employees

-Strictness Bias: when a rater consistently assigns low ratings to all employees

-Central Tendency Bias: when a rater consistently assigns average ratings to all employees

, -Halo Bias: when a rater's evaluation of an employee on one dimension of performance impacts their
rating on other unrelated dimensions of performance; when the rater's general impression of an
employee influences how they rate the employee on all dimensions of performance; can be positive or
negative

Methods for Reducing Rater Bias - CORRECT ANSWER -Provide raters with training that helps them
become better observers of behavior; frame-of-reference training helps ensure raters have the same
definitions of successful vs unsuccessful performance

-Use something other than a graphic rating scale OR improve graphic rating scales by incorporating
critical incidents or Behaviorally Anchored Rating Scales (BARS)

Reliability vs Validity - CORRECT ANSWER -Reliability: extent to which performance on a measure in
unaffected by measurement error

-Validity: extend to which the measure actually assesses what it was designed to assess; content,
construct, or criterion-related

Steps in Evaluating Criterion-Related Validity - CORRECT ANSWER 1. Conduct a job analysis to determine
what KSAO the job requires

2. Select/Develop the predictor

3. Administer the predictor to a sample of job applicants (predictive validity) or current employees
(concurrent validity); obtain criterion information for all individuals in the sample

4. Correlate scores on the predictor and criterion measures; calculate the criterion-related validity
coefficient

4. Check for adverse impacts to determine if the predictor unfairly discriminates against a group

5. Evaluate incremental validity to determine if the predictor increases decision-making accuracy

6. Cross-Validate by administering the predictor and criterion to a new group

Adverse Impacts - CORRECT ANSWER -Title VII of the Civil Rights Act of 1964 prohibits discrimination in
hiring, placement, training, promotion, and retention

-Enforced by the Equal Employment Opportunity Commission (EEOC), which issued the Uniform
Guidelines on Employee Selection Procedures

-Adverse Impact: a selection test or other employment procedure discriminates against members of a
legally protected group when use of that procedure results in substantially different selection,
placement, or promotion rates for members of that group

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