Question 1

General mental ability is an especially good predictor of an individual's performance in jobs that are:&#10;A) Moderately complex and require a great deal of interpersonal skill&#10;B) Highly complex and require a good deal of information processing&#10;C) Based around challenging, but fully attainable goals&#10;D) Repetitive and simple

Accepted Answer

General mental ability (also known as cognitive ability) has consistently been shown to be a strong predictor of job performance in complex jobs that involve a lot of information processing. This is because cognitive ability reflects an individual's ability to learn, process, and apply new information, which is particularly important in jobs that require a lot of problem-solving and decision-making. In contrast, general mental ability is less important for jobs that are repetitive and simple, as these jobs do not require as much cognitive processing.

Question 2

An evaluation of the results of an employee's actual performance on the job is the evaluation of that employee's:&#10;A) Productivity&#10;B) Utility&#10;C) Value&#10;D) Effectiveness

Accepted Answer

Effectiveness is the most accurate choice as it refers to how successful the employee is in achieving their goals and objectives on the job, rather than just their level of output or value to the organization. Productivity, utility, and value can all be factors in evaluating an employee's effectiveness, but they do not encompass the full scope of their performance.

Question 3

Campbell's (1990) model of job performance indicated that an employee's performance would be determined by an interaction of which of the following?&#10;A) Declarative knowledge, skill, and motivation&#10;B) Factual knowledge, ability, and personal characteristics&#10;C) Environmental factors, personality, and money&#10;D) Job characteristics, personal drive, and values

Accepted Answer

Campbell's model proposes that job performance is determined by an interaction of declarative knowledge (knowledge of facts and information), skill (ability to perform tasks), and motivation (willingness to perform tasks). Environmental factors, personality, money, job characteristics, personal drive, and values may all influence performance, but they are not the primary determinants according to this model.

Question 4

Employee behaviors that are not required under a formal job description (e.g., altruism, general courtesy) are known in organizational psychology as:&#10;A) Organizational personal behaviors&#10;B) Organizational citizenship behaviors&#10;C) Person-in-organization behaviors&#10;D) Extra-organizational behaviors

Accepted Answer

Organizational citizenship behaviors refer to voluntary employee behaviors that are not part of their job description but contribute to the overall effectiveness of the organization. These behaviors can include things like helping co-workers, going above and beyond in serving customers, and participating in organizational initiatives.

Question 5

Which of the following is not an example of adaptive performance?&#10;A) Completing work duties in a timely manner&#10;B) Handling work stress&#10;C) Handling emergencies or crisis situations&#10;D) Demonstrating cultural adaptability

Accepted Answer

Completing work duties in a timely manner is not an example of adaptive performance because it is a basic expectation and not a situation that requires a person to adapt to changing circumstances or challenges. The other options - handling work stress, emergencies or crisis situations, and cultural adaptability - all involve adapting to changing situations and can be considered examples of adaptive performance.

Deck 5: Productive Behavior in Organizations