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Industrial Psychology Recruitment and Selection Exam Questions with Latest Update
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  • Industrial Psychology

Psychology definition - Answer-the scientific study of behavior and mental processes industrial-organizational (I/O) psychology - Answer-the application of psychological concepts and methods to optimizing human behavior in workplaces The dual focus of I/O Psychology - Answer--Efficiency/produ...

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  • September 17, 2024
  • 16
  • 2024/2025
  • Exam (elaborations)
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  • industrial psychology recruitment and selection ex
  • psychology definition answer the scientific stud

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Industrial Psychology Recruitment and
Selection Exam Questions with Latest
Update
Psychology definition - Answer-the scientific study of behavior and mental processes

industrial-organizational (I/O) psychology - Answer-the application of psychological
concepts and methods to optimizing human behavior in workplaces

The dual focus of I/O Psychology - Answer--Efficiency/productivity of organizations
-Health/well-being of employees

The dual nature of I/O Psychology - Answer--Application of the science of psychology to
the workplace
-Development/discovery of scientific psychological principles at work

Specific areas of concerns for I/O Psychology - Answer-Defining and analyzing jobs
Recruiting and selecting employees for jobs
Assessing performance
Training employees
Determining people feel about work
Determining why people act as they do at work
Effects work has on people
Effects people have on one another
How organizations are structured and function
Designing work
Designing tools and equipment
Employee Health and Safety

Personnel Psychology deals with: - Answer-Defining and analyzing jobs
Recruiting and selecting employees for jobs
Assessing performance
Determining people feel about work
Determining why people act as they do at work
Effects work has on people

recruitment - Answer-generation of an applicant pool for a position or job in order to
provide a number of applicants for future selection competitions

Selection - Answer-The selection of a job candidate from a previously generated
applicant pool in a way that will meet management goals and objectives, as well as
current legal requirements

,The dual focus of Selection - Answer--Effectiveness: High productivity, low absence and
turnover
-Fairness: equal opportunity regardless of group membership

"Best Practices" - Answer--Effective and Fair
-Not based on subjective values ("gut feelings")
-Ethical and thorough
-Based upon professional principles and standards
-Provide value: strategic, financial

Foundations of Recruitment and Selection - Answer-Reliability and Validity

Comparison of Selection-Methods: Science-Based - Answer-Analytical
Identifies KSAOs
Valid measures of KSAOs
Validate and assess predictor utility
Retain valid and useful predictors
Objective, reliable & valid measures
Rational
System-wide
Empirical
Structured procedures
Consistent process
Maintains standards
Defensible system
Increased productivity
Effective employees

Comparison of Selection-Methods: Practice-Based - Answer-Intuitive
Untested approaches
"Fad"-based selection system
Lack of reliable and valid selection tools
Techniques and tools chosen on the basis of marketing
Selection procedures used are rarely validated
Unstructured interview
"Gut-feel"
Case-by-case basis
Subjective
Comfort with the process
Flexibility and speed
Fits organizational culture
Human rights litigation
Lack of competitiveness
Marginal employees

, normal distribution - Answer-a bell-shaped curve, describing the spread of a
characteristic throughout a population

Classical Test Theory - Answer-X = T + E
Where x=score on a measure
t=true score
e=error (random and systematic)

Reliability - Answer-consistency of measurement

Validity - Answer-accuracy of inferences from scores on a measure
"appropriate, meaningful, and useful"

Utility - Answer-practical value added by using a measure

Fairness - Answer-freedom from bias

Classical Theory of Measurement (Spearman) - Answer-Factors that contribute to
consistency
The stable attribute that is being measure
Factors that contribute to inconsistency
Characteristics of the individual, the test, or the situation that has nothing to do with the
attribute being measured, but affect test scores

sources of measurement error - Answer-item selection, test administration (including
test scoring), systematic measurement error

correlation coefficient - Answer-a statistical index of the relationship between two things
(from -1 to +1)

Methods to assess reliability: Test-Retest - Answer-Correlation between test scores for
a group of people who complete the same test at different times

Methods to assess reliability: Alternate-Form - Answer-Correlation between tests score
for a group of people who complete two tests purported to measure the same construct

Methods to assess Internal Consistency: Split-Half Reliability - Answer-Correlating pairs
of scores obtained from equivalent halves of a test
If two halves of a test are correlated then scores from two whole tests of separate
administration should have a strong correlation
Works well for items that have the same difficulty level

Methods to assess Internal Consistency: Spearman-Brown - Answer-Statistical method
to derive the reliability of the whole test based on half-test correlation coefficient

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