Question 1

What is the Occupational Information Network (O*NET)?

Accepted Answer

The Occupational Information Network (O*NET) is a collection of databases that describe jobs and the requirements for workers that may fill them. It contains information on hundreds of occupations and is used by a wide range of audiences, including job seekers, employers, researchers, and policy makers.

Question 2

Employers frequently use ______________ tests to help them select employees who are likely to succeed at their jobs.

Accepted Answer

Employers use personality tests to assess an individual's behavioral traits, interests, and values to determine if they are a good fit for a particular job. These tests help identify the strengths and weaknesses of the individual and predict their performance on the job. Personality tests improve the chances of selecting successful candidates, as they ensure that the individual's personality aligns with the job requirements.

Question 3

KSAOs stands for

Accepted Answer

KSAOs refers to knowledge, skills, abilities, and other traits that are required for a particular job or task. Option B, C, and D are incorrect as they do not accurately represent the meaning of KSAOs.

Question 4

When an employer discusses a variety of job- and personality-related topics with a candidate with relatively few prepared questions to guide the conversation, it is called a(n) ______________ interview.

Accepted Answer

An unstructured interview is when the employer has relatively few prepared questions and instead discusses a variety of job- and personality-related topics with the candidate. The conversation is more free-flowing and can lead to more in-depth information about the candidate, but can also be less reliable as a hiring tool. The other options, structured, simulated, and freeform, do not fit the described scenario.

Question 5

A key part of the hiring process is ______________, which is the process of writing a detailed description of a position in terms of the required KSAOs.

Accepted Answer

Job analysis is the process of determining the KSAOs required to perform a job. This information is then used to create a detailed job description, which is a key part of the hiring process. Therefore, option A is the correct answer. B, C, and D are not correct, as job crafting involves employees modifying their own job roles, employee targeting refers to identifying potential job candidates, and a validation study is a research study to determine the validity of a selection process.

Question 6

Which of the following is an advantage of structured interviews over unstructured interviews?

Accepted Answer

Structured interviews provide a standardized and consistent set of questions for all candidates, making it easier to compare their responses and determine the most qualified candidate for the position. In contrast, unstructured interviews allow for greater variation in questions and answers, making it harder to compare candidates and assess their qualifications.

Question 7

Manuel works as the IT technician for a small company. Because he is good with electronics, other employees often ask Manuel for help when the photocopiers stop working. Although this was not part of Manuel's original job description, he now considers fixing the photocopiers as part of his job. This is an example of

Accepted Answer

The situation described is an example of job crafting, a process where employees redefine their jobs or work roles to better align with their strengths and interests, and to enhance their sense of meaning and engagement in their work. Manuel has taken on additional responsibilities outside of his original job description, and has made adjustments to his work to include fixing photocopiers.

Question 8

Suppose your university is planning on hiring a new president. As part of this process, they hire an expert to determine the knowledge, abilities, skills, and other characteristics that the search committee should look for in potential candidates for the position. This process is known as

Accepted Answer

Job analysis is the process of determining the knowledge, abilities, skills, and other characteristics that are necessary for a particular job. In this scenario, the university has hired an expert to conduct a job analysis to determine the qualifications and characteristics that potential candidates for the president position should possess. Employee targeting refers to identifying specific individuals who would be a good fit for a job, job crafting refers to modifying an existing job to better fit an individual's skills and preferences, and a validation study is a type of research that evaluates the effectiveness or validity of an assessment tool or process. None of these terms accurately describe the process described in the scenario of determining the necessary qualifications for a job.

Question 9

KSAOs refer to

Accepted Answer

KSAOs stand for Knowledge, Skills, Abilities, and other characteristics that are required for a specific job. They refer to the attributes or qualifications that a person must possess to perform a job effectively.

Question 10

According to a job posting in the newspaper, candidates for the position must know how to design webpages, be skilled at working on their own, and creative. This is a description of the ___________ for the job.

Accepted Answer

The answer of According to a job posting in the...

Question 11

The Big Five personality trait measured by the NEO-PI that evaluates whether a job applicant is likely to show anger, hostility, or nervousness is

Accepted Answer

Neuroticism is a personality trait that measures emotional instability and a tendency towards negative emotions such as anger, anxiety, and moodiness. High levels of neuroticism may indicate a greater likelihood of expressing anger or hostility in the workplace. The NEO-PI specifically measures neuroticism as one of the five core personality traits.

Question 12

In a structured interview, which of the following is typically true?

Accepted Answer

Structured interviews use a standardized set of questions that are relevant to the job and drawn from the job analysis. This ensures that each applicant is evaluated on the same set of criteria, leading to greater consistency and objectivity in the hiring process. Structured interviews often require more preparation than unstructured interviews, as the questions must be carefully designed and tested. Follow-up questions may also be included in structured interviews, depending on the design of the interview.

Question 13

Which of the following is an example of a situational interview question?

Accepted Answer

The question "What would you do if one of our clients asked you to make an illegal stock trade?" is a situational interview question because it presents a hypothetical scenario and asks the candidate how they would handle it. The other options are not situational interview questions as they do not present a specific scenario.

Question 14

Prior to the 1960s, the field that would become known as I/O psychology primarily focused on the hiring, training, and managing of

Accepted Answer

Prior to the 1960s, the field of I/O psychology primarily focused on the hiring, training, and managing of industrial workers.

Question 15

______________ allow researchers to determine which personality traits or cognitive abilities correlate with job performance.

Accepted Answer

Validation studies are specifically designed to determine the relationship between job performance criteria and individual differences such as personality traits or cognitive abilities. Job analyses are used to identify the necessary skills and knowledge required for a particular job, while job simulations are used to assess a candidate's ability to perform specific job tasks. Performance appraisals evaluate an employee's job performance after they have been hired.

Question 16

Which of the Big Five personality traits is most likely to predict employee performance for a job that requires a great deal of organization and an attention to detail?

Accepted Answer

Conscientiousness is the personality trait that is most predictive of job performance in roles that require organization and attention to detail. Highly conscientious individuals are reliable, responsible, and detail-oriented, which are all critical attributes for success in such roles.

Question 17

The Scranton Life Insurance Company gives the NEO-PI to its current sales people. An analysis of the data shows that sales people who score high in extraversion tend to have the greatest number of sales each year. Based on this data, the company can now use the NEO-PI to hire the applicants who are most likely to succeed. This process is an example of

Accepted Answer

This process is a validation study, as the company analyzed the data to determine which personality trait (extraversion) was most strongly associated with success in their sales positions. They can now use this information to make more informed hiring decisions.

Question 18

The human resources manager for a large company likes to let interviews with job applicants go wherever the conversation naturally leads. He feels that this technique gives him a fairly accurate sense of the applicant's personality. Which technique is the manager using?

Accepted Answer

The human resources manager is using an unstructured interview technique, where the conversation is allowed to flow naturally without predetermined questions or a set format. This technique relies on the interviewer's ability to read between the lines and assess the applicant's personality based on the overall conversation.

Question 19

In the second half of the 20^th century, the U.S. economy shifted away from industrial jobs and towards service industry and office jobs. How did this impact the development of I/O psychology?

Accepted Answer

As the U.S. economy shifted towards service industry and office jobs, workplace psychology had to adapt to include more focus on the culture and organizational qualities of work. This is because these jobs typically require more interpersonal and communication skills, and may have different workplace dynamics compared to industrial jobs. Therefore, I/O psychology began to focus on factors such as job satisfaction, employee engagement, and workplace culture in addition to traditional topics such as hiring and training.

Question 20

In _______________, researchers administer tests to a large sample of incumbents and evaluate their performance to find correlations between job performance and personality traits or cognitive abilities.

Accepted Answer

Validation studies are meant to assess the validity and accuracy of employment selection procedures. They often involve administering tests to a large group of job incumbents and evaluating their performance based on those tests. This can help identify correlations between job performance and specific personality traits or cognitive abilities, which can be used to improve the accuracy and effectiveness of selection procedures. Performance appraisals are typically used to evaluate the performance of individual employees and are not necessarily focused on identifying correlations between job performance and specific traits. Job simulations and job analyses may be used in conjunction with validation studies, but they are not sufficient on their own to assess the validity of selection procedures.

Quiz 17: Industrial and Organizational Psychology

What is the Occupational Information Network (O*NET) ?

Employers frequently use ______________ tests to help them select employees who are likely to succeed at their jobs.

KSAOs stands for

When an employer discusses a variety of job- and personality-related topics with a candidate with relatively few prepared questions to guide the conversation, it is called a(n) ______________ interview.

A key part of the hiring process is ______________, which is the process of writing a detailed description of a position in terms of the required KSAOs.

Which of the following is an advantage of structured interviews over unstructured interviews?

Suppose your university is planning on hiring a new president. As part of this process, they hire an expert to determine the knowledge, abilities, skills, and other characteristics that the search committee should look for in potential candidates for the position. This process is known as

KSAOs refer to

According to a job posting in the newspaper, candidates for the position must know how to design webpages, be skilled at working on their own, and creative. This is a description of the ___________ for the job.

The Big Five personality trait measured by the NEO-PI that evaluates whether a job applicant is likely to show anger, hostility, or nervousness is

In a structured interview, which of the following is typically true?

Which of the following is an example of a situational interview question?

Prior to the 1960s, the field that would become known as I/O psychology primarily focused on the hiring, training, and managing of

______________ allow researchers to determine which personality traits or cognitive abilities correlate with job performance.

Which of the Big Five personality traits is most likely to predict employee performance for a job that requires a great deal of organization and an attention to detail?

The human resources manager for a large company likes to let interviews with job applicants go wherever the conversation naturally leads. He feels that this technique gives him a fairly accurate sense of the applicant's personality. Which technique is the manager using?

In the second half of the 20^th century, the U.S. economy shifted away from industrial jobs and towards service industry and office jobs. How did this impact the development of I/O psychology?

In _______________, researchers administer tests to a large sample of incumbents and evaluate their performance to find correlations between job performance and personality traits or cognitive abilities.

Quiz 17: Industrial and Organizational Psychology

What is the Occupational Information Network (O*NET) ?

Employers frequently use ______________ tests to help them select employees who are likely to succeed at their jobs.

KSAOs stands for

When an employer discusses a variety of job- and personality-related topics with a candidate with relatively few prepared questions to guide the conversation, it is called a(n) ______________ interview.

A key part of the hiring process is ______________, which is the process of writing a detailed description of a position in terms of the required KSAOs.

Which of the following is an advantage of structured interviews over unstructured interviews?

Suppose your university is planning on hiring a new president. As part of this process, they hire an expert to determine the knowledge, abilities, skills, and other characteristics that the search committee should look for in potential candidates for the position. This process is known as

KSAOs refer to

According to a job posting in the newspaper, candidates for the position must know how to design webpages, be skilled at working on their own, and creative. This is a description of the ___________ for the job.

The Big Five personality trait measured by the NEO-PI that evaluates whether a job applicant is likely to show anger, hostility, or nervousness is

In a structured interview, which of the following is typically true?

Which of the following is an example of a situational interview question?

Prior to the 1960s, the field that would become known as I/O psychology primarily focused on the hiring, training, and managing of

______________ allow researchers to determine which personality traits or cognitive abilities correlate with job performance.

Which of the Big Five personality traits is most likely to predict employee performance for a job that requires a great deal of organization and an attention to detail?

The human resources manager for a large company likes to let interviews with job applicants go wherever the conversation naturally leads. He feels that this technique gives him a fairly accurate sense of the applicant's personality. Which technique is the manager using?

In the second half of the 20th century, the U.S. economy shifted away from industrial jobs and towards service industry and office jobs. How did this impact the development of I/O psychology?

In _______________, researchers administer tests to a large sample of incumbents and evaluate their performance to find correlations between job performance and personality traits or cognitive abilities.

In the second half of the 20^th century, the U.S. economy shifted away from industrial jobs and towards service industry and office jobs. How did this impact the development of I/O psychology?