​ **Study Practice Exam Questions: I/O Psychology**

​
​ 1. What is I/O psychology?
​ - a. The study of human behavior in the workplace.
​ - b. The branch of psychology that applies psychological theories and
principles to organizations.
​ - c. The study of individual differences in the workplace.
​ - d. The application of psychological principles to improve employee
well-being.
​
​ 2. Fill in the blanks: Helping _________ pursue ____________ _____
______________ _________.
​
​ 3. I/O psychology is _________-based.
​
​ 4. What is the scientist-practitioner model?
​ - a. A model that focuses only on scientific research.
​ - b. A model that focuses only on professional practice.
​ - c. A model that includes both scientific research and professional
practice.
​ - d. A model that emphasizes the importance of evidence-based practice.
​
​ 5. I vs O: How can we get people to work better/harder for better org
outcomes? Identify whether the following statements relate to Industrial or
Organizational psychology:
​ - a. Performance = ability
​ - b. Efficiency and productivity
​ - c. Human relations
​ - d. Psychological experience
​
​ 6. Which of the following is NOT a historical event related to I/O
Psychology?
​ - a. Taylorism
​ - b. WWI
​ - c. The Industrial Revolution
​ - d. Hawthorne Studies
​
​ 7. What was the primary focus of Taylorism?
​ - a. Maximizing human potential
​ - b. Maximizing efficiency from humans and machines
​ - c. Employee well-being
​ - d. Organizational culture
​
​ 8. The Hawthorne effect refers to:
​ - a. The effect of light on worker productivity.
​ - b. The effect of noise on worker productivity.
​ - c. Participants changing their behavior due to their awareness of being
observed.
​ - d. The impact of social interactions on productivity.
​
​ 9. Which of the following is NOT a method of inquiry in I/O Psychology?
​ - a. Method of Authority
​ - b. The Rational Method
​ - c. Intuition
​ - d. Method of Observation
​
​ 10. The Four Stages of the Scientific Method include all of the following
EXCEPT:
​ - a. Observing a phenomenon
​ - b. Deducting a hypothesis
​ - c. Observing, testing, and experimenting
​ - d. Making assumptions
​
​ ---
​
​ **Answers:**
​
​ 1. b. The branch of psychology that applies psychological theories and
principles to organizations.
​ 2. Helping individuals pursue meaningful and enriching work.
​ 3. evidence
​ 4. c. A model that includes both scientific research and professional
practice.
​ 5. a. Industrial, b. Industrial, c. Organizational, d. Organizational
​ 6. c. The Industrial Revolution
​ 7. b. Maximizing efficiency from humans and machines
 ​ 8. c. Participants changing their behavior due to their awareness of being
observed.
​ 9. d. Method of Observation
​ 10. d. Making assumptions
​
​ ---
​
​ Note: These questions are based on the provided content and are designed
for study practice purposes. Ensure to review and understand the content
thoroughly before attempting the exam.
​

**Lecture 2 - Job Analysis, Recruitment, Selection, and Decision Making: Practice

Exam Questions**

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**Section A: Fill in the Blanks**

1. A ___________ provides a systematic procedure for observing behavior or

evaluating one's past and quantifying it numerically.

2. The goal of recruitment is to allow the organization to select from as big a

___________ candidate pool as possible.

3. ___________ is a set of characteristics or properties that influence, or help to

explain, an individual's behavior.
4. The ___________ interview is the most commonly used method to select
employees.

5. Work samples assess an applicant's ability to perform a ___________ skill at this

time.

---

**Section B: Multiple Choice Questions**

6. What is the primary purpose of a job analysis?

a) To hire employees

b) To promote employees

c) To describe and specify a job

d) To provide employee benefits

7. Which of the following is NOT an outcome of work-oriented analysis?

a) Nature of the job

b) Range of tasks they are responsible for

c) Skills required for the job

d) Tasks performed to accomplish outcomes

8. The Big Five Model of Personality includes all of the following EXCEPT:

a) Conscientiousness

b) Agreeableness

c) Ambition

d) Neuroticism

9. Which of the following is a key advantage of interviews?

a) Time-saving

b) Provides very specific detailed information about a job

c) Cheap

d) Always accurate

10. The ___________ assumes that past behavior is a good predictor of future
behavior.

a) Myers Briggs

b) Biographical Information Blanks (BIB)

c) Weighted application blank (WAB)

d) Realistic Job Preview (RJP)

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**Section C: True or False**

11. Job analysis methods include interviews, direct observation, and structured job
analysis questionnaires and inventories. (True/False)

12. Cognitive ability tests have high face validity. (True/False)

13. Structured interviews are less reliable than unstructured interviews.

(True/False)

14. Work samples tend to assess maximum rather than typical performance.
(True/False)

15. The goal of a Realistic Job Preview (RJP) is to exaggerate the positive aspects
of a job. (True/False)

---

**Answers:**

**Section A:**

1. Selection test

2. Qualified

3. Personality

4. Structured

5. Work-related
**Section B:**

6. c) To describe and specify a job

7. c) Skills required for the job

8. c) Ambition

9. b) Provides very specific detailed information about a job

10. b) Biographical Information Blanks (BIB)

**Section C:**

11. True

12. False

13. False

14. True

15. False

**Practice Exam Questions**

**LECTURE 3 - PERFORMANCE MANAGEMENT**

**Multiple Choice Questions:**

1. What is the primary goal of Performance Management?

a) To measure employee's past performance.

b) To align individual performance with organizational goals.

c) To decide the salary hike for employees.

d) To identify the training needs of employees.

2. Which of the following is NOT a method used for decision-making in hiring?

a) Top-down selection

b) Cut-off scores

c) Judgmental and statistical composites

d) Bottom-up selection

3. The method where selection is based solely on one predictor is called:

a) Cut-off scores

b) Judgmental composite

c) Top-down selection

d) Statistical composite

4. Which decision-making model assumes that a high score on one dimension can
compensate for a low score on another?
 a) Multiple Regression

b) Multiple Cut-Off

c) Multiple Hurdle

d) None of the above

5. What is the primary advantage of the Multiple Hurdle method?

a) It identifies the best candidate.

b) It minimizes the cost of the selection process.

c) It ensures that all candidates go through all the tests.

d) It is the most time-efficient method.

**Fill in the Blanks:**

6. The process of defining, measuring, and developing the performance of

individuals and aligning it with the strategic goals of the organization is called
________.

7. In the Taylor Russell Model, the strength of association between the selection
test and job performance is represented by the ________ coefficient.

8. The ________ method of decision-making involves setting a cut-off score for

every predictor.
9. In a 360-degree feedback system, feedback is collected from supervisors, peers,
subordinates, and ________.

10. The method where raters form an overall impression and make a decision
without any particular formula is called ________ composite.

**Answers:**

1. b) To align individual performance with organizational goals.

2. d) Bottom-up selection

3. c) Top-down selection

4. a) Multiple Regression

5. b) It minimizes the cost of the selection process.

6. Performance Management

7. validity

8. Multiple Cut-Off

9. self

10. judgmental