EPPP Sample Questions - I/O Psychology fully solved 2023

EPPP Sample Questions - I/O Psychology fully solved 2023 B. A distinction is made between formative and summative evaluation in the literature on evaluation. Formative evaluations are conducted during the delivery of the intervention to identify ways to improve it. Summative evaluations (a.) are conducted at the end of the intervention to evaluate its effectiveness and participants' reactions to it. A needs analysis (d.) is the first step in developing a training program. It is conducted prior to developing an intervention to determine what the intervention should include. Whereas the utility analysis (c.) summarizes and identifies key variables that describe the consequences of HR programs - correct answer A __________________ is performed during the development or delivery of an intervention to determine if it needs to be modified in order to meet its goals. A. summative evaluation B. formative evaluation C. utility analysis D. needs analysis B. There is some evidence that interviewers place less importance on interview information when biodata is not very favorable and more importance when it is supportive of a hiring decision. Apparently, a good interview cannot make up for a bad history, but a good history can be supported or canceled out by the results of the interview - correct answer In terms of interviews as selection techniques, which of the following is most consistent with the research? A. Panel interviews generally have the highest levels of validity, and they are especially valid when an average (versus consensus) rating is derived. B. When interviewers are given biodata information about an interviewee prior to the interview, interviewers give less credence to interview information when the biodata is not supportive of a decision to hire than when the biodata is very supportive of a decision to hire. C. Although the research is inconsistent, the best conclusion about interviews is that future- oriented (situational) interviews are more valid than past-oriented (behavior description) interviews regardless of whether the interview is structured or unstructured. D. One of the difficulties with interviews, even when they are structured, is that they are highly susceptible to gender biases, especially when the interviewee and the interviewer are of different genders. D. A mixed standard scale tries to overcome halo, leniency, and similar rater biases by arranging, in a non-hierarchal manner, items that describe performance as either good, average, or poor and then the rater rates whether the individual performs better, equal to, or worse (+, 0, -) than the behavior described in the item. Items are arranged in a way, which supposedly helps reduce rater biases - correct answer A "mixed standard scale" helps reduce rater biases by: A. using a forced-choice format that matches items with a comparable level of social desirability. B. using a specific description of work-related behavior to anchor each point on the rating scale. C. comparing two or more employees on each job behavior. D. obscuring order-of-merit when describing work-related behaviors. A. Rater biases include the strictness, leniency, central tendency, and halo biases. The central tendency bias is the tendency to use the middle of a scale in rating all ratees. The halo effect (b.) occurs when evaluations of one aspect of a person's behavior influence evaluations of other aspects. The halo effect can be positive or negative; i.e., it can result in a bias in favor of or against a person. You may have considered the leniency bias (c.) as the correct response. This type of rater bias involves giving ratees high ratings on each dimension of performance regardless of their actual performance. However, the question does not indicate that all the ratings are high, only that Margaret is reluctant to give low scores for poor performance. Severity error (d.), or strictness bias, refers to the tendency to use the low end of a rating scale to rate all ratees - correct answer Margaret is reluctant to give poor ratings to her subordinates for fear of "ruffling feathers." Consequently, she tends to be unusually easy in her ratings. Margaret is committing what type of error? A. central tendency B. halo C. leniency D. severity B. Validity generalization, or generalized evidence of validity, is evidence of validity that generalizes to setting(s) other than the setting(s) in which the original validation evidence was documented and is accumulated through strategies such as synthetic validity/job component validity (a.), transportability (c.) and meta-analysis (d.). Synthetic validity/job component validity is based on previous demonstration of the validity of inferences from scores on the selection procedure or battery with respect to one or more domains of work (job components). Transportability refers to a strategy for generalizing evidence of validity in which demonstration of important similarities between different work settings is used to infer that validation evidence for a selection procedure accumulated in one work setting generalizes to another work setting - correct answer Justification for the use of a selection procedure or battery in a new setting without conducting a local validation research study is referred to as: A. synthetic validity. B. validity generalization. C. transportability. D. meta-analysis. C. Dawis and Lofquist's (1964) Theory of Work Adjustment defines satisfaction as an individual's satisfaction with a job based on how well it meets the individual employee's needs. Satisfactoriness refers to the degree to which the employee's skills meet the requirements of the job and to which the employee successfully performs the job. According to TWA, both are influences of employment tenure. - correct answer The Theory of Work Adjustment (TWA) is a person-environment fit theory of career development that indicates employment tenure is tied to: A. organizational culture B. organizational justice C. satisfaction and satisfactoriness D. satisfaction and ability C. High group cohesiveness has positive and negative consequences. In terms of productivity, the relationship between group cohesiveness and group productivity is affected by several moderator variables. One of which is management supportiveness. High management support is associated with high levels of productivity for cohesive groups, while management hostility is associated with low productivity for cohesive groups. - correct answer With respect to productivity, cohesive groups are associated with: A. low levels of productivity for the group B. high levels of productivity for the group C. higher levels of productivity for the group only when management is supportive D. higher levels of productivity for the group only when management is hostile or indifferent D. Subjective rating scale accuracy is influenced by the suspectibility to rater biases. A contrast effect (a.) occurs when a rater's ratings of a ratee are impacted by the ratings given to another. Severity error (b.), or strictness bias, refers to the tendency to use the low end of a rating scale to rate all ratees, whereas the central tendency bias (c.) is the tendency to use the middle of a scale in rating. A floor effect is not a rater bias. It refers to a measuring instrument's inability to distinguish between individuals who have low scores on whatever is being measured - correct answer All of following are rater biases EXCEPT: A. contrast effect B. severity error C. central tendency bias D. floor effect C. Based on the principle that a higher score must correlate with better performance on the job, top-down ranking (a.) occurs when an employer selects candidates in the strict highest/lowest order of their test scores. Decisions based on rank ordering when there is no correlation between a higher score and better performance on the job results in adverse impact. Proposed alternatives to reduce adverse impact are using a cut-off score (b.), reflecting the minimal qualifications for the job rather than an unreasonably stringent requirement, and banding. Banding (c.) is based on the assumption that different scores should be viewed as equivalent unless they are statistically significantly different (determined by the standard error of the difference (SED) between scores) and refers to a range of scores being considered as equivalent for selection purposes. Adverse impact is reduced due to lower-scoring applicants being included within the band and banding provides flexibility to select from candidates based on other factors such as ethnicity, gender, work experience, seniority and other job-related factors. Multiple hurdles (d.) approach requires applicants to score above a specific level or pass several measures such as a weighted application, drug test, interview, and skill tests. - correct answer Two applicants score 42 and 45 on an assessment test and the standard error of the difference is 3.5 points. The scores are treated as equivalent allowing the applicant with the score of 42 to be selected on the basis of some other job-related characteristic. This approach is an example of __________________ in selection decision making. A. top-down B. cut-off C. banding D. multiple hurdles-required to score above on specific level on several measures C. Organizational commitment is related to an employee's willingness to exert extra effort on behalf of the organization and, like job satisfaction, appears to have the highest correlation with job turnover. - correct answer The term organizational commitment refers to the degree of an employee's involvement and identification with the organization. An employee's level of organizational commitment is most predictive of: A. job satisfaction. B. work-family life satisfaction. C. job turnover. D. quality and quantity of work. D. In a structured interview, a series of job-related questions with predetermined "correct" answers are used consistently with all interviewees for a particular job. An advantage of this technique is the provision of individual item scores and a total score that are derived from prespecified criteria. To predict job performance, the interview score can then be combined with scores on other selection procedures in a multiple regression equation or similar technique. Another advantage of the structured interview is that it reduces the impact of interviewer subjectivity (a.). A utility analysis (b.) considers the procedure's validity coefficient, employee job performance variability (typically in dollar value of output or mean output), and the selection ratio to evaluate the practical value of a selection procedure. Subject matter experts (c.) are one of several methods for determining scores to responses to a structured interview. - correct answer In structured interviews, interviewees responses are appraised by: A. interviewer subjectivity. B. utility analysis. C. subject matter experts' consensus. D. pre-specified criteria. B. Super's (1990) life-span, life-space approach to career development uses the life-career rainbow and the archway model to communicate the personal (e.g., values, needs, and interests) and situational (e.g., community, school, and social policies) determinants that influence when and how people play particular life roles and the degree of importance any life role holds. The rainbow is a longitudinal two-dimensional graphic depicting nine life roles that are played in four theaters as one progresses through five developmental stages. Super (1980) identified the nine primary life roles as: child, student, worker,