Deck 14: Therapies

Question 1

Industrial/organizational (I/O) psychology is the branch of psychology that:

A)focuses on the study of human behavior in the workplace.
B)studies how people in industrialized societies organize social activities.
C)focuses on how individuals change and develop over the lifespan.
D)investigates organizational ability in people who are employed in industrial settings.

Answer 1

focuses on the study of human behavior in the workplace.

Question 2

The _____ side of I/O psychology helps companies to develop a culture that fulfills organizational goals while addressing employee needs and applies psychological findings to areas such as leadership development, team building, motivation,ethics training, and wellness planning.

A)industrial
B)organizational
C)behavioral
D)therapeutic

Answer 2

organizational

Question 3

One content area of I/O psychology is _____, which focuses onthe development of assessment techniques to help select job applicants most likely to be successful in a given job or organization.

A)selection and placement
B)training and development
C)ergonomics
D)organizational development

Answer 3

selection and placement

Question 4

The _____ side of I/O psychology helps companies to attract,recruit, select, and train the best employees for the organization.

A)industrial
B)organizational
C)behavioral
D)therapeutic

Question 5

The content area of I/O psychology that is concerned with ways to improve companies' performance evaluation systems,including teaching managers how to collect evaluation data,how to avoid evaluation errors, and how to communicate the results, is called:

A)team building.
B)performance management and evaluation
C)ergonomics.
D)job analysis.

Question 6

The subarea of industrial/organizational psychology that focuses on bringing about positive change in an organization through assessment of organizational social environment and culture is called:

A)personnel psychology.
B)performance management and evaluation.
C)organizational development.
D)organizational behavior.

Question 7

The "I" side of I/O psychology is called personnel psychology.This subarea helps companies to:

A)attract, recruit, select, and train the best employees for the organization.
B)develop a culture that fulfills organizational goals while addressing employee needs.
C)apply psychological findings to areas such as leadership development, team building, motivation, ethics training, and wellness planning.
D)find the most narcissistic leaders to act as CEOs because they are the ones who typically make the most money for their companies.

Question 8

This picture shows a mechanic whose employer installed acounter balanced tool that allows the mechanic to sit level with the wheel and work with his legs and back relaxed. The employer has been attentive to human factors involved in workplace procedures and equipment. Which content area ofI/O psychology is concerned with the design of equipment and the development of work procedures based on human capabilities and limitations?

A)performance management and evaluation
B)training and development
C)ergonomics
D)job analysis

Question 9

As a psychology faculty member at City University, Dr.Kamphaus makes presentations at some of the local highschools on majoring in psychology. Although many of the students assume that Dr. Kamphaus is trained to treat people with psychological disorders, she explains that her training and research focus is on human behavior in the workplace.What kind of psychologist is Dr. Kamphaus?

A)a behavioral psychologist
B)an industrial/organizational psychologist
C)an educational psychologist
D)a social psychologist

Question 10

The man in this photograph regularly works from home inorder to avoid a long commute. His office uses video conferencing, instant messaging, and other communication technology to stay connected. Researchers have found thatsuch telecommuting:

A)results in lower job satisfaction and lower income levels.
B)has predominantly negative effects for both employees and employers.
C)dramatically lowers productivity because teleworkers get distracted by household duties and tend to take too many breaks.
D)results in higher job satisfaction, higher employee morale, greater employee autonomy, and improved supervisor/employee relations.

Question 11

The "O" side of I/O psychology is called organizational behavior (OB). This subarea helps companies to:

A)attract, recruit, select, and train the best employees for the organization.
B)develop opportunities for trade with foreign countries by organizing the flow of information between the company and the foreign country's bureaucrats.
C)find the most highly organized narcissistic leaders to act as CEOs because they are the ones who typically make the most money for their companies.
D)develop a culture that fulfills organizational goals while addressing employee needs and applies psychological findings to areas such as leadership development, team building, motivation, ethics training, and wellness planning.

Question 12

Kelly's work focuses on accurately measuring job performance, assessing employee training needs, and matching people's characteristics to job requirements. Kelly works in a subarea of industrial/organizational psychology called:

A)organizational behavior.
B)personnel psychology.
C)organizational development.
D)ergonomics.

Question 13

Martha is the new chief executive officer of Ace Manufacturing. Martha wants to bring about positive changein her organization through assessment of the organizational social environment and culture. She should probably consultan I/O psychologist who specializes in a content area called:

A)organizational development.
B)ergonomics.
C)job analysis.
D)personnel psychology.

Question 14

This figure provides a description of a specific job, called"personnel analyst" or "job analyst." What do you need to qualify for this position?

A)a bachelor's degree
B)a bachelor's degree plus at least one year of work experience in industry
C)a doctorate degree or master's degree
D)a college diploma in business administration

Question 15

The branch of psychology that focuses on the study of human behavior in the workplace is called:

A)developmental psychology.
B)abnormal psychology.
C)industrial/organizational psychology
D)behavioral psychology.

Question 16

A subarea of industrial/organizational psychology that focuses on workplace culture and its influence on employee behavioris called:

A)ergonomics.
B)personnel psychology.
C)job analysis.
D)organizational behavior.

Question 17

Which subarea of industrial/organizational (I/O) psychology focuses on matching people's characteristics to job requirements, accurately measuring job performance, and assessing employee training needs?

A)personnel psychology
B)ergonomics
C)behavioral psychology
D)organizational behavior

Question 18

According to your textbook, Figure 2 shows sample items from two tests used in the personnel selection process. The setests are called:

A)integrity tests.
B)sensory ability tests.
C)personality tests.
D)cognitive ability tests.

Question 19

Nelson Mandela is a charismatic leader who has accomplished much for his country and is an effective role model. According to your textbook, which theory is used to explain Mandela's leadership effectiveness?

A)the leader-member exchange model of leadership effectiveness
B)the situational (contingency) theory of leadership
C)the behavioral theory of leader effectiveness
D)the trait approach to leader effectiveness

Question 20

In industrial/organizational psychology, the industrial side isalso called:

A)organizational behavior.
B)ergonomics.
C)organizational development.
D)personnel psychology.

Question 21

The three major goals of _____ are (a) selecting the best applicants for jobs, (b) training employees so that they perform their jobs effectively, and (c) accurately evaluating employee performance.

A)personnel psychology
B)organizational psychology
C)ergonomics
D)organizational behavior

Question 22

In assessing job applicants, Dr. Amundson uses a variety oftests that measure cognitive ability, mechanical aptitude,motor and sensory ability, and personality traits. Dr.Amundson is using _____ for employee selection purposes.

A)the work sample technique
B)situational exercises
C)psychological tests
D)the unstructured interview technique

Question 23

_____ refers to the extent to which a selection device is successful in distinguishing between those applicants who will become high performers and those who will not.

A)Ergonomics
B)Selection device reliability
C)Selection device validity
D)Contingency validity

Question 24

Which content area of I/O psychology focuses on determining the duties of a particular position, as well as the personal characteristics that best match those duties?

A)ergonomics
B)job analysis
C)organizational development.
D)selection and placement

Question 25

A national survey of Fortune 1000 firms found that _____percent of employer respondents use honesty/integrity tests,and _____ percent screen for violence.

A)28; 22
B)50; 25
C)75; 50
D)90; 60

Question 26

_____ is a subarea of industrial/organizational psychology that tries to achieve a good match between people and the equipment they use. It involves designing equipment and developing work procedures that take into account human capabilities and limitations.

A)Ergonomics
B)Personnel psychology
C)Organizational behavior
D)Performance management and evaluation

Question 27

The term _____ refers to the extent to which a selection deviceis successful in distinguishing between those applicants whowill become high performers at a certain job and those who will not.

A)selection device validity
B)discrepancy hypothesis testing
C)ergonomics
D)leader-member exchange

Question 28

In her job with the ABC Corporation, Helga focuses on factors that contribute to a productive and healthy workforce such asperk packages and employee-centered policies. This content area of I/O psychology is called:

A)ergonomics.
B)team building and leadership development.
C)quality of work life.
D)training and development.

Question 29

Cassandra was asked at a party what she does for a living. Shes aid that she is an industrial/organizational psychologist andthat she helps design equipment and develop work procedures that take into consideration human capabilities and limitations. Which subarea of I/O psychology does Cassandra specialize in?

A)job analysis
B)organizational development
C)ergonomics
D)performance management and evaluation

Question 30

Dr. Rafferty is conducting research on designing computer keyboards that minimize fatigue, muscle strain, and repetitivemotion injuries. Dr. Rafferty works in a subarea ofindustrial/organizational psychology called:

A)selection and placement.
B)organizational behavior.
C)ergonomics.
D)organizational development.

Question 31

_____ is a technique in which the major responsibilities of ajob, along with the human characteristics needed to fill it, are determined.

A)Ergonomics
B)Job analysis
C)Organizational development
D)Selection and placement

Question 32

Marion is the director of personnel for a large institution andwants to make sure that the methods and techniques used in personnel selection are successful in distinguishing between applicants who will perform the job effectively and those who will not. Marion's concerns are related to:

A)selection device validity.
B)discrepancy hypothesis testing.
C)the contingency theory of leadership.
D)ergonomics.

Question 33

Job analysis is a technique in which the major responsibilities of a job, along with the human characteristics needed to fill it,are determined. Job analysis is also important for:

A)designing effective training programs that integrate job analysis data with organizational goals.
B)designing performance appraisal systems where job competencies are clarified in order that performance appraisal instruments can be developed and training results assessed.
C)collecting information about a position through interviews, observations, or surveys.
D)doing all these tasks.

Question 34

John has a Ph.D. in I/O psychology and works for a large corporation. In his job, John focuses on determining the duties of a particular position, as well as the personal characteristics that best match those duties. As part of his job, he interviews employees, observes them at work, and asks them to complete surveys regarding major job duties and tasks. John is most likely employed as:

A)a training specialist.
B)a labor-relations specialist.
C)a job analyst.
D)a quality-of-work-life analyst.

Question 35

Which of the following is NOT one of the three major goals of personnel psychology?

A)determining how the social environment affects workers' attitudes
B)selecting the best applicants for jobs
C)training employees so that they perform their jobs effectively
D)accurately evaluating employee performance

Question 36

Training and development is a content area of I/O psychology that:

A)is concerned with ways to improve companies' performance evaluation systems, which includes teaching managers how to collect evaluation data, how to avoid evaluation errors, and how to communicate the results.
B)strives to identify the traits, behaviors, and skills that great leaders have in common.
C)focuses on factors that contribute to a productive and healthy workforce such as perk packages and employee- centered policies.
D)focuses on designing customized training programs and evaluating the effectiveness of these programs

Question 37

The subarea of industrial/organizational psychology that focuses on ways to improve the company's performance evaluation systems by teaching managers how to collect evaluation data, how to avoid evaluation errors, and how to communicate the results is called:

A)personnel psychology.
B)performance management and evaluation
C)organizational development.
D)organizational behavior.

Question 38

Many companies use psychological tests that attempt to assess an applicant's level of honesty, despite concerns about the tests' validity, reliability, fairness, and privacy. These psychological tests are called:

A)sensory ability tests.
B)polygraph tests.
C)integrity tests.
D)personality tests.

Question 39

Wundt's first research assistant was _____, whose most important contributions to I/O psychology were in the field of mental testing.

A)Michael Scott
B)James McKeen Cattell
C)Hugo Münsterberg
D)Robert Blake

Question 40

The person who is considered by many to be the founding father of I/O psychology and whose book, Psychology ofIndustrial Efficiency (1913) was the field's first textbook is:

A)William Wundt.
B)James McKeen Cattell.
C)Hugo Münsterberg.
D)Robert Blake.

Question 41

Which of the following statements about structured behavior alinterviews is FALSE?

A)They involve questions that are standardized for all applicants.
B)They are based on a job analysis.
C)They involve an evaluation by a panel of interviewers trained to record and rate the applicants' responses using a numerical scale.
D)They are based on how the selection committee subjectively feels about the personality characteristics and attractiveness of the candidate.

Question 42

As a personnel selection device, work samples:

A)require a job applicant to complete a task as if he or she were actually on the job.
B)involve determining if a job applicant can identify satisfactory versus unsatisfactory samples of work performance.
C)involve showing job applicants brief videos of the types of work performed by the company.
D)are always done online today to avoid the risk of litigation.

Question 43

Sensory ability tests are used to measure:

A)visual acuity, color vision, and hearing
B)fine dexterity in fingers and hands, accuracy and speed of arm and hand movement, and eye-hand coordination.
C)mechanical reasoning.
D)general intelligence or specific cognitive skills, such as mathematical or verbal ability.

Question 44

Structured behavioral interviews:

A)involve going to a recruitment site or situation to interview job applicants using the "off-the-cuff" technique.
B)are the same thing as unstructured interviews done online.
C)are adequate predictors of job performance if they are properly developed and properly conducted
D)are considered unethical because they involve secretly observing how the job applicant reacts when the interviewer is called out of the room.

Question 45

The Acme Job Agency specializes in finding the most appropriate candidates for sensitive jobs such as nuclear plant operators, airline pilots, and similar positions. The selection device most likely to be used for this purpose is:

A)a mechanical ability test.
B)the unstructured interview.
C)a sensory ability test.
D)a test that is designed to measure both normal and abnormal personality characteristics.

Question 46

Unstructured interviews:

A)are typically subjective, outdated, and non-researched based.
B)are rarely, if ever, used today as selection devices because of their low validity and low reliability.
C)have higher validity than structured behavioral interviews based on a job analysis.
D)are the best way to evaluate the honesty and integrity of job applicants.

Question 47

Dr. Alvarez is a personnel psychologist who uses a number of different psychological tests for employee selection purposes.Which of the following is an example of one of those psychological tests?

A)personality tests
B)Morris water maze
C)VO2 max
D)situational exercise tests

Question 48

Dr. Sidhu is a personnel psychologist who uses a number of different psychological tests for employee selection purposes.Which of the following is NOT one of those psychological tests?

A)personality tests
B)cognitive ability tests
C)motor and sensory ability tests
D)situational exercise tests

Question 49

Carlos runs a consulting firm that assesses job satisfaction,organizational commitment, and employee motivation. The consulting firm also advises on leadership issues,organizational communication patterns, and group processes within the organization. Carlos's consulting firm specializes ina subarea of industrial/organizational psychology called:

A)organizational behavior.
B)personnel psychology.
C)ergonomics.
D)performance management and evaluation.

Question 50

When Amil applied for a job at the Duisenberg Auto Company he had to demonstrate his ability to read dials,gauges, and spot safety problems in a virtual setting as part ofthe company's "Computer Assembler Audition." Amil hascompleted a(n) _____, which is a type of selection device calleda(n) _____.

A)online interactive assessment; cognitive ability test
B)online video pre-interview; situational exercise
C)interactive job simulation; integrity test
D)interactive job simulation; work sample

Question 51

Which of the following is NOT a type of personnel selectiondevice routinely used by companies and organization in the workplace today?

A)work samples and situational exercises
B)the structured behavioral interview
C)the polygraph test
D)psychological tests

Question 52

The approach to explaining job satisfaction that focuses on the difference between what a person wants from a job and how that person evaluates what is experienced at work is called the:

A)contingency or situational hypothesis.
B)dispositional factors hypothesis.
C)discrepancy hypothesis.
D)behavioral trait hypothesis.

Question 53

As part of the selection procedure for the position of assistant manager, Keenan demonstrated a certain subset of skills typically associated with a managerial position. Keenan has:

A)taken an integrity test.
B)done a mechanical aptitude test.
C)taken the polygraph test.
D)done a situational exercise.

Question 54

The discrepancy hypothesis consists of which of the following assumptions?

A)People differ in what they want from a job.
B)People differ in how they evaluate what they experience at work.
C)Job satisfaction is based on the difference between what is desired and what is experienced.
D)All these assumptions are part of the discrepancy hypothesis.

Question 55

As an industrial/organizational psychologist working for Brownstone Corporation, Ryan agrees with the research showing that job satisfaction results from the difference between what a person desires from a job and how that person evaluates what is actually experienced. Ryan's view of job satisfaction is most consistent with the:

A)dispositional factors hypothesis.
B)situational influence hypothesis.
C)contingency influence hypothesis.
D)discrepancy hypothesis.

Question 56

Tests that measure general intelligence or specific cognitive skills, such as mathematical or verbal ability, are called:

A)cognitive ability tests.
B)personality tests.
C)polygraph tests.
D)sensory ability tests.

Question 57

If you were asked by the personnel department of a large organization to make recommendations regarding the validity and reliability of various selection devices, which of th efollowing would you rank as having the lowest validity?

A)work samples and situational exercises
B)structured behavioral interviews
C)unstructured interviews
D)interactive job simulations

Question 58

Personnel selection devices that provide a high degree of realism and have been called "high-fidelity simulations"because they require applicants to complete tasks as if they were on the job are called:

A)cognitive ability tests.
B)work samples.
C)situational exercises.
D)unstructured selection interviews.

Question 59

Tests that measure fine dexterity, accuracy and speed of arm and hand movement, and eye-hand coordination are _____tests. Tests that measure mechanical reasoning and are used to predict job performance for engineering, carpentry, and assembly work, are _____ tests.

A)mechanical ability; cognitive
B)motor ability; mechanical ability
C)sensory ability; integrity
D)motor ability; sensory ability

Question 60

When Taylor applied for a job as a computer programmer,she was given a programming task to complete as part of the selection process. The programming task is an example of a(n):

A)personality test.
B)integrity test.
C)work sample test.
D)polygraph test.

Question 61

A large number of traits, such as height, physical attractiveness, dominance, resourcefulness, and intelligence,have been examined to see if they determine how effective a leader will be. The initial research into leader effectiveness found that:

A)the trait approach had more support than any other theory.
B)there was little connection between personal traits and leader effectiveness.
C)height and dominance are the only two traits that correlate with leader effectiveness.
D)there was a negative correlation between leader effectiveness and the traits of sociability, intelligence, empathy, dominance, and resourcefulness.

Question 62

Daniel believes that a leader's effectiveness is not due to a particular combination of personality traits but is instead affected by various circumstances or conditions. Daniel'sbeliefs are most consistent with _____ theories of leadereffectiveness.

A)dispositional
B)situational (or contingency)
C)trait
D)behavioral

Question 63

A model of leadership that emphasizes the interaction between supervisors and subordinates is called the:

A)charismatic model of leadership.
B)trait model of leadership.
C)situational theory of leadership.
D)leader-member exchange model of leadership.

Question 64

I/O psychologists have spent a great deal of time trying to determine what makes someone an effective leader. Which ofthe following is NOT one of those approaches?

A)the trait approach to leader effectiveness
B)the situational (or contingency) theory of leader effectiveness
C)the discrepancy factors approach to leader effectiveness
D)the behavioral theory of leader effectiveness

Question 65

Research has shown that negative discrepancies (getting lessthan desired) are related to _____ and positive discrepancies(getting more than desired) are related to _____.

A)job dissatisfaction; job dissatisfaction in some areas
B)job satisfaction; job dissatisfaction in all areas
C)job satisfaction; job satisfaction in some areas
D)job dissatisfaction; job satisfaction in all areas

Question 66

Frank is writing a term paper on the causes of job dissatisfaction. After reviewing the literature, Frank is likely to conclude that:

A)negative discrepancies between desires and experiences (getting less than desired) are related to job dissatisfaction.
B)positive discrepancies (getting more than desired) are related to high levels of job satisfaction in almost every area.
C)in general, research has not supported the discrepancy hypothesis.
D)both positive and negative discrepancies are related to high levels of job satisfaction.

Question 67

The 2007 SHRM Job Satisfaction Survey identified a number of factors that contribute to job satisfaction. Which of the following is NOT one of those factors?

A)compensation and benefits
B)working for managers who rank low on both the concern for production and the concern for people dimensions on the Managerial Grid
C)job security and work-life balance
D)communication between employees and senior management

Question 68

Theories that focus on how particular circumstances or conditions influence a leader's effectiveness are called _____theories of leader effectiveness.

A)behavioral
B)trait
C)situational or contingency
D)dispositional

Question 69

According to the Managerial Grid concept, the impoverished management style of leadership is likely to be rated as _____on the X dimension (concern for production) and _____ on theY dimension (concern for people).

A)high; high
B)high; low
C)low; low
D)low; high

Question 70

The leader-exchange model of leader effectiveness suggests that _____ are characterized by mutual trust, respect, and liking.

A)impoverished management styles of leadership
B)negative leader-member relationships
C)country-club styles of management
D)positive leader-member relationships

Question 71

According to the Managerial Grid concept, the team management style of leadership is likely to be rated as _____on the X dimension (concern for production) and _____ on theY dimension (concern for people).

A)high; high
B)high; low
C)low; low
D)low; high

Question 72

Theories of leader effectiveness that focus on differences in the behavior of effective and ineffective leaders are called:

A)situational (or contingency) theories.
B)social influence theories.
C)behavioral theories.
D)trait theories.

Question 73

Blake and Mouton proposed the Managerial Grid, on which a manager's level of concern for both production (X axis) and people (Y axis) could be plotted. According to this model, the impoverished manager was one who had:

A)low ratings on the Y dimension and high ratings on the X dimension (9,1).
B)high ratings on the Y dimension and low ratings on the X dimensions (1,9).
C)high ratings on both the X and Y dimensions (9,9).
D)low ratings on both the X and Y dimensions (1,1).

Question 74

Josh loves working for the Acme Company because of thethoughtful attention to the needs of employees, the emphasison creating a comfortable, friendly atmosphere, the high levelof job security, and good health benefits. According to the Managerial Grid concept, the leadership style of the managers of Acme would be called:

A)team management.
B)country-club management.
C)impoverished management.
D)organization man management.

Question 75

Della is the CEO of a public relations firm with 30 employees.Her employees are committed people with a common stake int he company's goals. Della encourages interdependence and is well respected and trusted by those who work for her.According to the Managerial Grid concept, which of the following leadership styles best describes Della?

A)country-club management
B)organization man management
C)team management
D)impoverished management

Question 76

Recent trait research on leader effectiveness has shown that:

A)traits such as the emotional intelligence of a leader, including her ability to accept feedback and show empathy, can positively impact employee behavior
B)there is no relationship between personal traits and leadership effectiveness.
C)traits such as the emotional intelligence of a leader, including her ability to accept feedback and show empathy, can negatively impact employee behavior.
D)traits such as height, physical attractiveness, dominance, resourcefulness, and intelligence are highly correlated with leader effectiveness.

Question 77

One behavioral theory of leader effectiveness proposed that leaders polarized into those who cared about the job (X) and those who cared about the people (Y). Research on these two dimensions found that:

A)the most effective managers focus primarily on the X dimension.
B)the most ineffective managers were those who attempted to combine both X and Y dimensions.
C)the most effective managers focus primarily on the Y dimension.
D)the most ineffective managers focused on only one dimension, either X or Y.

Question 78

Theories claiming that good leadership skills depend on various situational factors, such as the structure of the task and the willingness of the followers:

A)were better at explaining leader effectiveness than either the trait approach or the behavioral theories of leader effectiveness.
B)were better at explaining leader effectiveness than the trait approach but worse than the behavioral theories of leader effectiveness.
C)were much poorer at explaining leader effectiveness than either the trait approach or the behavioral theories of leader effectiveness.
D)were better at explaining leader effectiveness than the behavioral theories of leader effectiveness but worse than the trait approach.

Question 79

According to the Managerial Grid concept, the country-club management style of leadership is likely to be rated as _____on the X dimension (concern for production) and _____ on theY dimension (concern for people).

A)high; high
B)high; low
C)low; low
D)low; high

Question 80

The Blasé Corporation management style was assessed by an independent I/O psychology consulting firm. The report indicated that they had a 9,9 rating, indicating that they were high on both the X and Y dimensions of the Managerial Grid.Their management style would therefore be called:

A)team management.
B)impoverished management.
C)country-club management.
D)authority obedience management.