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,...
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
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Nursewendo. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $14.49. You're not tied to anything after your purchase.
