INDUSTRIAL- ORGANIZATIONAL PSYCHOLOGY

Diagnostic Examination
FERCHIE B. AMPARO
1. A concept wherein it applies the principles of D. Bystander’s effect- opposite of hawthorne,
psychology at the workplace. there’s a person on standby
A. Industrial Psychology 8. The researcher must abide in all research standards
B. Organizational Psychology and ethics. When a research participant was educated
C. Personnel Psychology on the purpose of the study and has the freedom to
D. Industrial Organizational Psychology ask questions with what it is all about, he is in the
2. What is the main purpose of IO Psychology? process of
A. to determine the welfare of every employee A. informed consent
B. to balance workforce’ life B. methodology
C. to formulate theories and concepts an C. debriefing
organization may take D. recommendations
D. to enhance the dignity and performance of 9. It is the cornerstone of all human resource functions.
human beings A. recruitment and selection
3. Which statement is correct? B. learning and development
A. The ‘I’ approach in IO focuses on the people C. compensation and benefits
itself, the competencies it possesses and D. job analysis the beginning, the starting poimt
how employees will perform of all human recource activities, the process
B. The “O” approach focuses on the work
environment and employees’ motivation 10. Ms. Rose, the sales department head, sees Joy to be
C. Both statements are correct the top performing sales associate. So, Joy was
D. Choice “A” is the definition of “O” approach promoted. However, after a week, she wasn’t able to
4. When a Human Resource Officer is concern with the function as Sales Head Assistant. What was the
employee- machine relationship, he is considering scenario depicted?
A. ergonomics A. Hawthorne effect
B. technology B. Peter Principle
C. stress management C. Pygmalion effect
D. physiological matters D. None of the above
5. IO psychology was believed to start during __; when 11. Which among the following is not an essential
___ component of Job Analysis?
A. 1903; Walter Scott wrote the Theory of A. Job Design
Advertising which was applied to business B. Job Evaluation
B. 1910; Hugo Munsterberg with his writing C. Job Classification
Psychology & Industrial Efficiency D. Job Performance Appraisal performance
C. 1911; created his book Increasing Human evaluation/assessment
Efficiency in Business 12. The following are parts of job description. Point the
D. All statements are correct exception.
6. It is a study which initially designed to investigate A. Job Title
working conditions such issues in the effects of lighting B. Job Analysis is the process, plan, activity
levels, work schedules, temperature and rest breaks C. Job Competencies
on employee performance. D. Job Context
A. Peter Principle- you reached the highest 13. Job competencies is commonly called as
incompetence in yourself A. competencies
B. Jonah’s Complex- fear of being one’s best B. job specifications
C. Hawthorne Studies aimed to study what are C. KSAOs
the effects of lights, work schedule, D. All of the above
manufacturing it was not the problem that 14. In doing Job Analysis, there are several questions
was answered but the performance of the needed to be considered. Which of the following is not
workers increased because they were included?
observed A. Who will conduct the analysis?
D. None of the above B. How often should a job description be
7. When an employee tends to increase his performance updated?
because his supervisor is observing him, he may be C. What type of employees will be retained and
experiencing obtained?
A. Peter Principle D. Who will participate in the job analysis?
B. Jonah’s Complex 15. The following are the steps in conducting job analysis.
C. Hawthorne effect Odd one out.
A. Look for supervisor’s recommendation.

PDS Review Center- Review for Psychology 1

Prepared by: Kent James S. Lapitan, RPm
 B. Determine the essential competencies.
C. Rate task statement.
D. Write task statement.
16. The most common method in conducting job analysis
is to interview subject matter experts. Who among the
following are considered to be SMEs?
A. An employee who is formerly the holder of
the position
B. A supervisor who is assigned in customer
service department
C. A service crew in McDonalds
D. All of the above
17. It refers to a body of information needed to perform the
tasks.
A. knowledge
B. skills
C. ability
D. other characteristics
18. It is an instrument developed by John Flanagan which
is used to discover actual incidents of job behavior that
is good or bad, successful or not.
A. Occupational Information Strategy
B. Critical Incident Technique
C. Functional Job Analysis
D. Job Components Inventory
19. Below are possible factors to consider in job
compensation, determine which one is not included.
A. supervisor’s character
B. working conditions
C. mental and physical demands
D. training and experience requirements
20. 1. Mediation- employees and organization meet
together and tries to help find a solution mutually
agreed upon. The role of the mediator should only help
them provide a solution not agree. Smooth
reconciliation
2. Arbitration- employees and organization meet
together and then decides which one is right. The
arbitrator will decide on the two parties that will result
to court
A. Both statements are correct
B. First statement is correct, second one is
wrong
C. First statement is false, second one is true
D. Both statements are incorrect
21. An important step in selecting employees is _____:
attracting people with the right qualifications to apply
for the job.
A. selection
B. recruitment
C. placement
D. None of the above
22. It is a type of advertisement wherein the applicant itself
posted their profile rather than organizations.
A. blind box ads refers to the organization that
means they are no posting from the company
which is a high profile like ABS CBN kay basi
dumuggon (positive side) no job posting for
negative companies ex, funeral, networking
(negative side)
B. apply- in person ads- ikaw mismo mag adto
sa company
C. situation- wanted ads- baliktad sa blind box,
ikaw mismo nag post sa services, ang
kompanya imong paduolon saimo
D. all of the above
23. A strategy of a company which they provide
information in a personal fashion to as many applicants
as possible; one way to do it is they created booths in
a particular location.
A. employee referral
B. internet ads
C. direct mail recruitment
D. job fairs
24. What is realistic job preview?
A. giving an applicant an honest assessment of
the job
B. monitoring the performance of an employee
C. lowering the expectation of an applicant
about work and their expectations
D. All of the above
25. It is the most commonly used method to select
employees.
A. interview
B. testing
C. paper screening
D. deliberation
26. Research shows that human intuition and judgment are
inaccurate predictors of a variety of factors ranging
from future employee success to the detection of
deception. This problem is in line with the
disadvantage of unstructured interview which has
A. poor intuitive ability
B. lack of job relatedness
C. primacy effects
D. contrast effects
27. A problem arises during interview is when an
interviewer seems bias to an applicant because of the
dress the applicant is wearing. The bias is called
A. interviewee- interviewer similarity
B. interviewee appearance
C. nonverbal cues
D. negative- information bias
28. Which of the following is not true about future- focused
questions? Termed as situational question/what will
you do questions (future-focused) (past
focused )behavioral or what have you done questions
A. it is also called situational questions
B. it is patterned behaviour description
C. it has questions which ask applicants on how
they will solve a particular task
D. None of these
29. An HR officer may ask several questions which
determines if a certain applicant is acceptable to the
culture of the company. What is the HR officer trying to
regulate?
A. the organization fit of an applicant
B. the behavioural management they must
create for the prospect applicants
C. maximizing the knowledge of the applicant
D. forming a KSAO questions

PDS Review Center- Review for Psychology 2

Prepared by: Kent James S. Lapitan, RPm
30. The following are scoring keys for interview answers, 39. A tool in assessing applicants wherein they are given
which one is odd? the chance to demonstrate attributes such as creativity,
A. Right/ Wrong Approach decision making and interpersonal attitudes.
B. Typical- Answer Approach A. business games
C. Key- Issues Approach B. simulations
D. All are correct C. work samples
31. Point the exception. Choose one. D. leaderless group discussion
A. chronological 40. To tap vocational interests, a test called ___ is
B. psychological designed
C. functional A. subjective tests- individual centered, ikaw
D. holistic ikaw ikaw
32. 1. Reference is the expression of an opinion, oral or B. projective tests- kung di makita sa ab psych
written, regarding an applicant’s ability, past ang projective, go to subjective tests
performance as an employee. C. objective tests- individual or usually group
2. Reference Check is the process of confirming the centered test
accuracy of information provided by an applicant D. interest inventory RIASEC/personality
A. Two statements are correct test/NCAE
B. Only the first statement is correct 41. An employer wants to know the honesty or lie
C. Only the second statement is correct probability of an applicant. If you are the HR Officer,
D. Both statements are incorrect what test will you recommend?
33. It is a letter expressing an opinion regarding an A. projective tests
applicant’s ability with his previous employment B. interest inventory
performance. C. a battery of tests
A. reference D. integrity test
B. recommendation 42. A condition which you believe to the statement which
C. referendum you think is applicable to you wherein fact it is
D. reinstatement applicable and true to almost everyone.
34. Negligent reference is A. Barnum effect
A. providing positive information to the B. Boron effect
employer C. Hypnotic Effect
B. contacting the reference for information D. None of the above
validation 43. In top- down selection as a selection tool, you will be
C. background investigation of the applicants A. ranking applicants from their overall scores
D. providing irrelevant information to the of their application
employer B. considering those applicants who scored low
35. It is the most commonly used test because it is on examination but high on interview
believed that it is the best predictor of performance. C. submitting the top three high ranking
A. Job Knowledge test applicants to the appointing officer
B. Intelligence Test D. endorsing all the names who passed the
C. Cognitive Ability test identified passing score
D. Emotional Quotient test 44. As a consideration to the applicants who does not get
36. Work samples are excellent to be used as selection the top rank, a process which considers some flexibility
tools. Which of the following is a mistake reason? to the scores and do some affirmative actions. This
A. they are indirectly related to the job process is called
B. they have excellent content validity A. banding
C. it may predict success of the actual work B. flexi scores
D. it has excellent face validity C. standard error
37. It is a selection technique characterized by multiple D. rule of bend
assessment methods that allows multiple assessors. 45. The following are reasons in evaluating performance,
A. assessment centers which is not?
B. test banking A. determining salary increase/ promotion
C. selection process B. making termination decisions
D. none of the above C. conducting personnel research
38. It is designed to simulate the types of daily information D. all are reasons
that appear on a manager’s or employee’s desk. 46. It is a performance evaluation tool which allows
A. in- basket technique multiple sources to rate and employee.
B. communications A. round- robin system
C. a and b are similar B. up down tool
D. none of the choices are correct C. circular judgement review
D. 360-degree feedback

PDS Review Center- Review for Psychology 3

Prepared by: Kent James S. Lapitan, RPm
47. The supervisor would like to rate his members in terms 55. 1. Simulation exercises allow the trainee or employee
of honesty and courtesy. What approach of to perform the task needed.
performance appraisal is best for her to use? 2. Role Play allows the trainee to perform necessary
A. Trait- focused interpersonal skills by acting out the task needed.
B. Task focus nakabuhat bag psychological A. both statements are correct
report B. first statement is false
C. Goal Focus within the timeline C. second statement is false
D. Competency Focus naperform ba ang good D. both statements are incorrect
customer service 56. Job rotation refers to
48. Individual rating is common in performance appraisal. A. an employee imitates the task of his co-
However, in order to reduce leniency, employee employee
performance evaluation is done. One of the most B. a manager performs several jobs within the
common is ____ which all employees are ranked by organization
their judgment based on the dimensions measured. C. cross training
A. paired comparison D. b and c are correct
B. rank order 57. 1. Coaching is a share of knowledge and learning from
C. forced distribution an experienced employee to a new entrant.
D. all of the following are correct 2. Mentoring is a higher form of knowledge sharing
49. During evaluation of performance, a supervisor usually coming from a veteran and expert of the specific job.
recalls the following except for one. Point the A. both definitions must be interchanged
exception. B. only the first statement is correct
A. recent behaviors C. only the second statement is correct
B. first impression D. both statements are correct
C. extreme behaviors 58. The most commonly used method to evaluate training
D. all are correct is measuring
50. A problem arises in evaluating performance when a A. employee reactions
rater uses only one part of the rating scale. This error B. employee learning
is called C. training application
A. distribution error D. return of investment
B. leniency error 59. According to Korman’s Consistency Theory, self-
C. central tendency error esteem and performance has
D. strictness error A. positive correlation
51. Behaviorally Anchored Rating Scales (BARS) was B. negative correlation
developed to reduce problems associated with graphic C. no correlation
rating scale (grs). What is the advantage of BARS than D. the result is still on debate
grs? 60. A self- fulfilling prophecy which states that an individual
A. the number of job- related dimensions were will perform well or poor as he expects. The
determined relationship between self- expectations and
B. incidents incurred by an employee can be performance is called
compared to the BARS A. Galatea effect
C. a and b is correct B. Pygmalion effect
D. none of the above C. Golem effect
52. It is the acquisition of skills, rules, concepts and D. None of the above
attitudes that expected to result improved performance. 61. When an applicant says that he wanted to work
A. training because he has self- fulfilment in doing task, then that
B. education person is
C. skills A. motivated
D. others B. extrinsically motivated
53. What will be the basis of a training officer in developing C. unmotivated
an employee training system? D. intrinsically motivated
A. needs analysis 62. McClelland (1961) suggests that employees differ in
B. organizational analysis motivation. What is the need for motivation if an
C. task analysis employee is motivated to influence others rather than
D. person analysis simply to be successful?
54. Generally, the following are considerations in order for A. need for love
a training to be effective. Among the choices, which is B. need for achievement
not? C. need for power
A. they must attend the training D. need for affiliation
B. participants must participate well 63. Employee desire jobs that are meaningful provide them
C. apply their training to their jobs with the opportunity to be personally responsible for
D. all of the above the outcome of their work and provide them feedback

PDS Review Center- Review for Psychology 4

Prepared by: Kent James S. Lapitan, RPm
 for the results of their effort. The statement best 71. One of the first methods measuring job satisfaction
describes was developed by Kunin which is called
A. Job Characteristics Theory A. faces scale
B. ERG Theory B. ranking scale
C. Two- factor Theory C. emotional scale
D. Goal Setting Theory D. none of the above
64. Which of the following best defines Premack Principle? 72. A communication which is coming from employees to
A. the reinforcement is relative to every managers.
employee A. upward communication
B. a particular employ yee will work B. serial communication
because of his needs C. channel message
C. when a supervisor was promoted but didn’t D. downward communication
perform well because he is in his highest 73. One drawback of serial communication of is
level of incompetence A. the MUM effect
D. all statements are true B. community channels
65. Pay-for- performance is C. proximity
A. different from earning-at-risk plan D. all are correct
B. a salary staff receives to every unit he sold 74. It is the style of the person who listens for the main
C. a and b are correct ideas behind any communication.
D. none of the statement is correct A. leisure
66. As to Vroom, the proponent of the Expectation theory B. inclusive
believes that there are three main factors of an C. stylistic
individual motivation. What are those factors? D. none of the above
A. Excellence, Instrumentality, Valence 75. It is the idea that people who become leaders possess
B. Value, Excellence, Integrity traits or characteristics different from people who do
C. Instrumentality, Expectancy, Values not become leaders
D. Expectancy, Instrumentality, Valence A. Leader emergence
67. Equity theory postulates that B. Leader performance
A. individuals have the same locus of control C. Leadership
B. our motivation and job satisfaction are D. Leaderless
related to how fairly we are treated with 76. People with a/n _____ motivation become leaders
others because they enjoy being in charge and leading
C. an urge that pushes everyone to work if others.
everyone is given same amount of attention A. Non calculative
to the work, no favoritism B. affective identity
D. b and c are correct C. social normative
68. This theory believes that employees observe the level D. all of the above
of motivation and satisfaction of other employees and 77. Theory X leaders are similar to
then model those levels. A. person- oriented leaders
A. Individual Difference Theory B. organization- focused leaders
B. Social information processing theory C. power- focused leaders
C. Social learning theory D. task- oriented leaders
D. both b and c 78. The ____ is filled out by supervisors or leaders who
69. Distributive justice is defined as the perceived fairness want to know their own behavioral style.
on the A. Leadership behavioral management style
A. interpersonal treatment every employee (LBMS)
receives B. Leader Behavior Description Questionnaire
B. methods used to derive a decision on the (LBDQ)
organization C. Leadership Opinion Questionnaire (LOQ)
C. actual decisions made in an organization D. None of these
D. all are correct 79. A concept which holds that any individual’s leadership
70. 1. In job rotation, the employee is given the same style is effective only in certain situations.
number of tasks to do at a time, but changes from time A. Fiedler’s contingency model
to time. B. Least-Preferred Coworker (LPC)
2. Job enlargement an employee is given more tasks C. IMPACT theory
to do it at one time. D. None of these
A. only the first statement is correct 80. A leader with a/n ____ style leads through energy and
B. only the second statement is correct optimism and is effective only in a climate of despair,
C. both statements are correct which is characterized by low morale.
D. both statements are incorrect A. Informational
B. Positional

PDS Review Center- Review for Psychology 5

Prepared by: Kent James S. Lapitan, RPm
 C. Affiliation C. Management teams
D. Magnetic D. None of the above
81. According to House’s ____ theory, a leader can adopt 89. Which of the following is the generally accepted
one of four behavioral leadership styles to handle each process of group dynamics?
situation. A. Forming- Storming- Norming- Performing-
A. IMPACT theory Adjourning
B. Path–goal B. Storming- Forming- Performing- Norming-
C. Leader–member exchange Adjourning
D. Situational leadership C. Performing- Norming- Storming- Forming-
82. As per Ward (2001), leaders also have power to the Adjourning
extent that they can reward and punish others. This D. Norming- Storming- Forming- Performing-
power of a leader involves having control over both Adjourning
financial rewards—salary increases, bonuses, or 90. It is the technical term which is used to define a
promotions—and nonfinancial rewards—praise or psychological and behavioral reaction to a perception
more favorable work assignments. that another person is either keeping you from
A. Coercive power reaching a goal, taking away your right to behave in a
B. Legitimate particular way, or violating the expectancies of a
C. Referent relationship.
D. Reward A. Grievance
83. It is a type of leader which is task-oriented, setting B. Conflict
goals, monitoring performance, and providing a C. Disagreement
consequence to success or failure of an employee/ D. Challenges
organization. 91. It is an organization-wide attempt to get rid of practices
A. Charismatic that serves no useful purpose.
B. Transactional A. Paper cow
C. Transformational B. Meeting cow
D. Theory Y leaders C. Holy cow
84. The following are believed to be the characteristics of a D. Sacred cow
high level of leadership performance. Point the 92. They are employees who are not afraid to change or
exception. make changes but want to make changes only if the
A. High in intelligence changes will improve the organization.
B. High in interpersonal skills A. Change Analyst
C. Low in self- monitoring B. Receptive changers
D. Low in affiliation C. Change resisters
85. Some experts use a general definition that basically D. Reluctant changers
defines a ____ as two or more people who perceive 93. Refers to the members which comprises the shared
themselves as a group and interact in some way. values, beliefs, and traditions that exist among
A. Clique individuals in organizations.
B. Group A. corporate culture
C. Team B. corporate climate
D. All of the above C. organizational culture
86. It is the extent to which group members like and trust D. all of the above
one another, are committed to accomplishing a team 94. Leaders using the _____ strategy share the problem
goal, and share a feeling of group pride. on an individual basis with some or all of their
A. Group cohesiveness subordinates.
B. Group participation A. Consultative I
C. Group homogeneity B. Autocratic I
D. Team Stability C. Autocratic II
87. 1. Social facilitation involves the positive effects of the D. Consultative II
presence of others on an individual’s behavior. 2. 95. As to researchers, after receiving word of being laid off,
Social inhibition involves the negative effects of others’ employees go through four stages that are similar to
presence. the stages of change. The following are the stages,
A. Both statements are correct which is not? DABDA- DENIAL ANGER NARGAIN
B. Both statements are incorrect DEPRESSION ACCEPTANCE STAGES OF GRIEVE
C. Only the first statement is correct A. Denial
D. Only the second statement is correct B. Anger
88. These are team which are formed to produce one-time C. Bargain
outputs such as creating a new product, installing a D. Fear
new software system, or hiring a new employee. 96. With this system of time management, everyone must
A. Project teams work and typically consist of the hours during which an
B. Parallel teams organization is busiest with its outside contacts.

PDS Review Center- Review for Psychology 6

Prepared by: Kent James S. Lapitan, RPm
 A. Flexi time
B. Core hours
C. Prime hour
D. Bandwidth
97. Role _____ occurs when an individual’s job duties and
performance expectations are not clearly defined.
A. Ambiguity
B. Conflict
C. Overload
D. Misconception
98. It is the state of being overwhelmed by stress, is
usually experienced by highly motivated professionals
faced with high work demands.
A. Turnover
B. Drained
C. Stress
D. Burn out
99. Asking “Will the result of this laboratory research
generalize to organizations in the real world?” is
related to:
A. External validity
B. Internal validity
C. Face validity
D. Construct validity
100. In general, the majority of research comparing college
students and actual employees shows that college
students behave __ than actual employees.
A. No research available
B. Different
C. Similar
D. A and B are correct

PDS Review Center- Review for Psychology 7

Prepared by: Kent James S. Lapitan, RPm