KingSoP3e TB Ch14

Chapter 14
Chapter 14 – Industrial and Organizational Psychology
Multiple Choice Questions
1. _____ is the field of psychology that applies the science of human behavior to work and the workplace.
A. Developmental psychology
B. Abnormal psychology
C. Cognitive psychology
D. Industrial and organizational psychology
Answer: D
Feedback: Origins of Industrial and Organizational Psychology
Topic: Industrial and Organizational Psychology
Bloom’s Level: Remember
Difficulty: Medium
APA Learning Outcome: 1.1
2. _____ is the managerial philosophy that emphasizes the worker as a well-oiled machine and the
determination of the most efficient methods for performing any work-related task.
A. Contingency management
B. Scientific management
C. Strengths-based management
D. Human relations approach
Answer: B
Feedback: Scientific Management
Topic: Scientific Management
Difficulty: Low
3. Which of the following is NOT included in the guidelines for scientific management?
A. Jobs should be carefully analyzed to identify the best way to perform them.
B. Employees should be trained at the job they will perform.
C. Employees should be rewarded for productivity to enhance performance.
D. Employees should be hired on the basis of their formal education.
Answer: D
Bloom’s Level: Understand
Difficulty: Low
4. The advent of _____ demonstrates the spirit of scientific management and its emphasis on efficiency.
A. operations research
B. ergonomics
C. assembly line
D. supply chain management
Answer: C
King, The Science of Psychology, 3e TB-14 | 1
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Chapter 14
Difficulty: Medium
5. The management at Concar Inc., a manufacturer of automobiles, decides to increase the company’s
productivity. The engineers implement a system in which the installations of the different components of a
car take place at several stations, in a sequential flow. Which of the following manufacturing processes is
Concar Inc. using to manufacture its cars?
A. Assembly line
B. Batch production
C. Prototyping
D. Pilot production
Answer: A
Bloom’s Level: Apply
Difficulty: Medium
6. Food & Fun Inc., a hamburger fast food restaurant, systematizes its operations in such a way that one
person is in charge of grilling, another person is in charge of dressing the edible items, and the third person
delivers the orders to the customers. The unassembled burger ingredients are moved from one worker to
another via a small motorized conveyor belt. Food & Fun is probably following a pattern of:
A. craft production.
B. pilot production.
C. prototyping.
D. assembly line.
Answer: D
Difficulty: Medium
7. Meterminx Inc., a clock manufacturer, adds a motorized conveyer belt to its manufacturing plant so that
the clock being fabricated automatically moves from one workstation to the next, and the workers stay in the
same place. From the information in this scenario, it is evident that Meterminx has employed the process of
_____.
A. assembly line
B. batch production
C. collaborative customization
D. pilot production
Answer: A
Difficulty: Medium
Chapter 14
8. Understanding and enhancing the safety and efficiency of the human—machine interaction is the central
focus of:
A. mnemonics.
B. behavioral psychology.
C. group dynamics.
D. ergonomics.
Answer: D
Feedback: Ergonomics: Where Psychology Meets Engineering
Topic: Ergonomics
Difficulty: Low
9. Which of the following is true of ergonomics?

A. Ergonomics is a field that focuses on studying group and intergroup phenomena.
B. Ergonomics is a field that focuses on the social environment of the workplace.
C. Ergonomics is a field that focuses on combining engineering and psychology.
D. All of these
Answer: C
Topic: Ergonomics
Difficulty: Low
10. Today, ergonomics specialists have expertise in:

A. perception, attention, and cognition.
B. learning theories.
C. social and environmental psychology.
D. All of these
Answer: D
Topic: Ergonomics
Difficulty: Low
11. Vail Co., a manufacturer of electronic gadgets, has designed a new computer mouse. The engineers at
Vail Co. claim that their mouse has been specifically designed to mitigate pain and stress. The mouse has
been designed to have a vertical grip that keeps the user's hand and wrist at a neutral angle, thereby reducing
discomfort. In designing their new computer mouse, the scientists at Vail Co. have conducted studies in the
field of _____.
A. ergonomics
B. group dynamics
C. mnemonics
D. abnormal psychology
Answer: A
Topic: Ergonomics
Chapter 14
Difficulty: Medium
12. Calico Inc. manufactures computer chairs that are designed to prevent muscular strain and provide back
rest. These chairs have been specifically engineered for office workers who spend several hours a day in
front of their computers. The managers of Calico Inc. claim that their computer chairs are aimed at
promoting worker efficiency and safety. Which of the following disciplines have the engineers at Calico
used in developing their chairs?
A. Mnemonics
B. Ergonomics
C. Human relations
D. Group dynamics
Answer: B
Topic: Ergonomics
Difficulty: High
13. In his office, Dylan sits in a chair that is too low for his desk. Consequently, he develops neck and
shoulder pain. Research in which of the following fields can be used to fix this problem?
A. Mnemonics
B. Ergonomics
C. Group dynamics
D. Human relations
Answer: B
Topic: Ergonomics
Difficulty: Medium
14. Adam works in a cubicle that barely accommodates his desktop and keyboard. Moreover, the mouse
wire doesn’t seem long enough. Adam always has to bend his wrist to click on the mouse. Adam is probably
facing a problem related to:
A. orientation.
B. ergonomics.
C. mnemonics.
D. job design.
Answer: B
Topic: Ergonomics
Difficulty: Medium
15. Which of the following approaches has influenced industrial and organizational psychology?
A. Ergonomics
Chapter 14
B. Scientific management
C. Hawthorne studies
D. All of these
Answer: D
Topic: Ergonomics
Topic: Hawthorne Studies
Difficulty: Low
16. The tendency of individuals to perform better simply because of being singled out and made to feel
important is called:
A. the primacy effect.
B. the Hawthorne effect.
C. positive reinforcement.
D. the halo effect.
Answer: B
Feedback: The Hawthorne Studies and the Human Relations Approach to Management
Difficulty: Low
17. According to the Hawthorne effect, people perform better when they are:
A. given negative feedback.
B. singled out and made to feel important.
C. subjected to a great deal of stress.
D. given incentives and rewards on a regular basis.
Answer: B
Difficulty: Medium
18. When her manager asks Sally to demonstrate how fast she can accomplish her task on the production
line, Sally finishes the task in record time. Sally’s performance is best explained by the _____.
A. Placebo effect
B. anchoring effect
C. halo effect
D. Hawthorne effect
Answer: D
Difficulty: Medium
Chapter 14
19. Desmond is an account executive at a small accounting firm. Over the years, his performance has dipped
gradually. One day, his manager summons him and tells him that his performance is being monitored. The
manager further warns Desmond that if he fails to improve his productivity, he may have to lose his job.
Surprisingly, after one month, performance reviews indicate a drastic improvement in Desmond’s
productivity. Desmond’s performance can be best explained by the _____.
A. Placebo effect
B. halo effect
C. Hawthorne effect
D. anchoring effect
Answer: C
Difficulty: Medium
20. Jackie, Henry's supervisor, informs Henry that she is going to monitor his performance over the course
of the next week. The following week, Jackie is surprised to find a great improvement in Henry's
productivity. Henry’s performance can be attributed to the _____.
A. anchoring effect
B. Placebo effect
C. halo effect
D. Hawthorne effect
Answer: D
Difficulty: Medium
21. Which of the following statements is true of the Hawthorne studies?

A. The studies indicate that management style is a primary factor in increasing employees’ productivity.
B. The studies suggest that workers tend to work harder when they are aware that their performance is being
studied.
C. The studies strongly support management’s obsession with efficiency and its effect on the human side of
business.
D. The studies focus on the impact of mechanization on labor and productivity.
Answer: B
Difficulty: Medium
22. Which of the following statements demonstrates how the Hawthorne studies affected industrial and
organizational (I/O) research?
A. The studies reinforced the principles of scientific management.
Chapter 14
B. The studies confirmed the idea that what was good for business was good for the employee.
C. The studies steered research away from scientific management and toward human relations.
D. All of these
Answer: C
Difficulty: Medium
23. _____ emphasizes the psychological characteristics of workers and managers and stresses the
significance of factors such as moral, attitudes, and values.
A. Scientific management
B. The human relations approach
C. Strengths-based management
D. Ergonomics
Answer: B
Topic: Human Relations Approach
Difficulty: Low
24. The human relations approach to management lays emphasis on _____.

A. the significance of factors such as morale, attitudes, and values
B. the psychological characteristics of workers and managers
C. the workplace as an important social system
D. All of these
Answer: D
Difficulty: Low
25. Which of the following is true of the differences between industrial psychology and organizational
psychology?
A. Industrial psychology focuses more on efficiency and cost effectiveness in comparison to organizational
psychology.
B. Organizational psychology is less concerned with feelings of fulfillment when compared to industrial
psychology.
C. Industrial psychology is more concerned with human relations, while organizational psychology is less
concerned with human relations.
D. Organizational psychology focuses more on safety issues, while industrial psychology does not divert
much attention to such issues.
Answer: A
Chapter 14
Difficulty: Medium
26. _____ focuses on increasing efficiency and productivity through the appropriate use of a firm’s
personnel or employees.
A. Comparative psychology
B. Cross-cultural psychology
C. Industrial psychology
D. Organizational psychology
Answer: C
Feedback: Industrial Psychology
Difficulty: Low
27. The process of generating a description of what a job involves, including the knowledge and skills that
are necessary to carry out the functions of the job, is called a:
A. job evaluation.
B. job analysis.
C. job orientation.
D. performance appraisal.
Answer: B
Feedback: Job Analysis
Topic: Job Analysis
Difficulty: Medium
28. Which of the following is NOT one of the three essential elements of a job analysis?
A. Following a systematic procedure that is set up in advance
B. Stating the current demand for a particular job
C. Breaking down a job into small units
D. Framing an employee manual that characterizes a job
Answer: B
Topic: Job Analysis
Difficulty: Medium
29. Gwen has been working at her current job for seven years and is due for a promotion. Her manager asks
her to create a description of what her job entails and asks her to specify the skills required to execute her
tasks on a daily basis. Gwen's manager has asked her to write a(n):
A. job analysis.
B. structured interview.
C. job performance review.
D. integrity test.
Answer: A
Chapter 14
Topic: Job Analysis
Difficulty: Medium
30. A _____ outlines what the job entails and what it requires.
A. job-oriented analysis
B. person-oriented job analysis
C. performance appraisal
D. job evaluation
Answer: A
Topic: Job Analysis
Difficulty: Medium
31. In the context of a person-oriented job analysis, which of the following stands for the acronym KSAOs?
A. Knowledge, skills, abilities, and other characteristics
B. Kinesis, serenity, attitudes, and organizational cAPAbilities
C. Kaizen, salary, advancements, and orientations
D. Kindness, serenity, attractiveness, and orientations
Answer: A
Topic: Job Analysis
Difficulty: Medium
32. Bella’s employer asks her to generate a description of her job that entails what a job applicant needs to
know to perform the job, the desired skills and abilities required for the job, and other favorable
characteristics that the job applicant must possess for the job. Bella’s employer has asked her to generate
a(n) _____.
A. performance appraisal
B. job evaluation report
C. person-oriented job analysis
D. integration test
Answer: C
Topic: Job Analysis
Difficulty: Medium
33. In the context of job analysis, _____ refers to a person’s cAPAcity to put the KSAOs into action and
apply them effectively in the workplace.
A. the halo effect
B. situational judgment
Chapter 14
C. orientation
D. competency
Answer: D
Topic: Job Analysis
Difficulty: Medium
34. Jonah works as a program analyst for Ruby Inc. James, a human resource manager, is in the process of
recruiting new candidates for the company. He asks Jonah to write a description of what his job entails and
the necessary skills required for the position. James has asked Jonah to help him prepare a(n) _____.
A. job analysis
B. integrity test
C. job evaluation
D. performance appraisal
Answer: A
Topic: Job Analysis
Difficulty: Medium
35. In the context of industrial psychology, a job analysis:

A. involves evaluating whether a person is doing a good job.
B. can focus on the job itself or on the characteristics of the person who is suited for the job.
C. accurately describes the essential functions of a job while eliminating the nonessential functions.
D. is irrelevant in the legal realm.
Answer: B
Topic: Job Analysis
Difficulty: Medium
36. The Americans with Disabilities Act of 1990:

A. was passed to prevent individuals with disabilities from performing essential functions.
B. made it illegal to offer employment or a promotion to a person with a disability.
C. supports the use of accommodations that permit qualified individuals with disabilities to perform the
essential functions of a job.
D. defines a person with a disability as qualified for a position if he is only able to perform nonessential job
functions, with or without reasonable accommodations.
Answer: C
Topic: Americans with Disabilities Act
Difficulty: Medium
Chapter 14
37. Marilyn has a walking disability. She needs a wheelchair to move around. In accordance with the
Americans with Disabilities Act (ADA) of 1990, if she is hired for a new job, the company must:
A. compensate her for the costs of a functional workplace wheelchair.
B. limit her job responsibilities accordingly.
C. make accommodations to allow her to do the job.
D. hire an assistant to assist with her mobility issues.
Answer: C
Topic: Americans with Disabilities Act
Difficulty: Medium
38. Job analysis provides information that is useful to all of the following EXCEPT:
A. job seekers who are looking for jobs to match their skills and interests.
B. personnel officers who are making hiring decisions.
C. lawyers who are considering fairness in job requirements.
D. analysts who determine market wages and pay rates for occupations.
Answer: D
Topic: Job Analysis
Difficulty: Medium
39. Joshua is a marketing associate at Sapphire Inc. He has been working in the company for the past five
years and is expecting a promotion to the position of assistant marketing manager. Although his
performance is consistent, he is an introvert. The management turns down his promotion on the grounds that
the position requires an active leadership style. Which of the following might the management have referred
to in order to arrive at such a decision?
A. Job analysis
B. Job evaluation
C. Performance appraisal
D. Integrity test
Answer: A
Topic: Job Analysis
Difficulty: Medium
40. A _____ allows job seekers to evaluate their interest in a particular occupation.
A. 360-degree feedback form
B. performance evaluation
C. competency chart
D. job description
Answer: D
Topic: Job Analysis
Chapter 14
Difficulty: Medium
41. _____ refers to an employee selection method used to identify a potential candidate for an opening
through current or former employees’ social networks.
A. Referral
B. Screening
C. Internal hiring
D. Orientation
Answer: A
Feedback: Employee Selection
Topic: Employee Selection
Difficulty: Low
42. _____are websites that employers use to advertise openings to recruit new hires.
A. Human resource management systems
B. Job reference pages
C. Job boards
D. Wikis
Answer: C
Difficulty: Low
43. A(n) _____ is a type of job-screening examination that is designed to assess whether a candidate will be
honest on the job.
A. integrity test
B. situational judgment test
C. projective test
D. authenticity test
Answer: A
Difficulty: Low
44. Bruce is the owner of Orion Inc., a manufacturer of electronic gadgets. He wants to hire the most honest
job applicants as marketing executives for the company. In the context of employee selection, it can be
inferred that Bruce is likely to employ a(n) _____ to assess the honesty levels of the job applicants.
A. situational judgment test
B. integrity test
C. job analysis
D. structured interview
Chapter 14
Answer: B
Difficulty: Medium
45. In the process of being evaluated for a certain job position, Eric was asked to complete a test that
questioned his attitude toward lying. After answering the questionnaire, Eric was told that this test was
designed to determine how honest he would be on the job if he were selected. Eric was asked to take a(n)
_____.
A. intelligence test
B. projective test
C. integrity test
D. situational judgment test
Answer: C
Difficulty: Medium
46. “If you receive an extra cheeseburger when you go through the drive-thru, is it okay to keep it?” In the
context of the employee selection process, this could be a question from a(n) _____.
A. intelligence test
B. ability test
C. integrity test
D. situational judgment test
Answer: C
Difficulty: Medium
47. A key drawback with the use of tests to screen individuals for desirable characteristics is that:
A. prospective candidates can fake a good impression.
B. it is an expensive procedure.
C. employers require extensive training to make accurate assessments.
D. it is a time-consuming procedure.
Answer: A
Difficulty: Medium
48. A(n) _____ is a type of job screening examination that presents job candidates with realistic,
hypothetical scenarios and asks them to identify the most appropriate response.
Chapter 14
A. situational judgment test
B. IQ test
C. projective test
D. overt integrity test
Answer: A
Difficulty: Low
49. Which of the following tests is used by an employer to assess a job candidate’s adaptability?
A. An integrity test
B. An intelligence test
C. A projective test
D. A situational judgment test
Answer: D
Difficulty: Low
50. In the context of employee selection, a situational judgment test:

A. can measure how efficient a job applicant is in handling unanticipated obstacles.
B. can assess whether a job applicant is likely to be honest on the job.
C. involves unforced choices and close-ended responses.
D. can only assess a job applicant’s knowledge but not his competencies.
Answer: A
Difficulty: Medium
51. Which of the following is true of an employee selection interview?

A. An interview only reveals whether an interviewee is qualified for a job but does not disclose aspects of
his cognitive ability.
B. During an interview, an interviewee may display a lot of different qualities, not all of which are relevant
to the position in question.
C. Most interviewers, during interviews, hone their social skills as these skills are mandatory for every job.
D. During an interview, an interviewer and an interviewee tend to have the same goal.
Answer: B
Difficulty: Medium
Chapter 14
52. Pablo, Harry’s boss, has just finished interviewing a potential new employee. Pablo tells Harry that it
only takes him a few minutes to accurately assess a person's strengths and weaknesses. Pablo is confident
that the candidate he just interviewed is an honest and hardworking individual. Which of the following
tendencies has Pablo exhibited in this instance?
A. Normative commitment
B. Interviewer illusion
C. The Hawthorne effect
D. Interviewer bias
Answer: B
Difficulty: High
53. The term interviewer illusion refers to the tendency of interviewers to believe that:
A. their first impression of an applicant is always incorrect.
B. applicants who give all the right answers make the best employees.
C. applicants who are attractive are also highly cAPAble.
D. they can discern the truth from job applicant.
Answer: D
Difficulty: Medium
54. “I don’t need fancy tests or inventories; I can read people like books.” This statement from an
interviewer reflects the tendency of:
A. normative commitment.
B. the Hawthorne effect.
C. interviewer bias.
D. interviewer illusion.
Answer: D
Difficulty: Low
55. The possible concerns about hiring an employee through an interview process include all of the
following EXCEPT:
A. gender bias.
B. ethnic bias.
C. failure to assess the skills required to do the job.
D. the time involved in hiring the candidate.
Answer: D
Chapter 14
Difficulty: Low
56. Bruce and Grant apply for work at the same company. Bruce is interviewed using a structured interview
format, while Grant is interviewed using an unstructured interview format. Both men are hired. Will the
employer be able to predict their future job performance based on how each of them performed in their
respective interviews?
A. No, interviews are not good predictors of future job performance.
B. The employer will be better able to predict Bruce’s future job performance.
C. The employer will be better able to predict Grant’s future job performance.
D. The employer will be able to predict both Bruce’s and Grant’s future job performance equally well.
Answer: B
Difficulty: Medium
57. A(n) _____ is a kind of interview in which candidates are asked specific questions that methodically
seek to obtain truly useful information for the interviewer.
A. structured interview
B. unstructured interview
C. orientation
D. work sample
Answer: A
Difficulty: Medium
58. Which of the following is true of a structured interview?

A. A structured interview facilitates spontaneity and gives priority to competent candidates with job
experience.
B. A structured interview is less superior to an unstructured interview in terms of predicting eventual job
performance.
C. A disadvantage of conducting a structured interview is that it can hinder a job candidate’s performance
during an interview.
D. A structured interview puts all candidates on equal footing and gives them all the same chance to
demonstrate their skill.
Answer: D
Difficulty: Medium
Chapter 14
59. Dave, a graphic designer, has applied for a job at Animatrix Co., an animation studio. When he is called
for the interview, Dave is asked to carry his portfolio along with him. His portfolio contains copies of the
brochures, illustrations, and advertisements that he's designed. In this scenario, Dave’s graphic portfolio is
an example of a(n) _____.
A. structured interview
B. work sample
C. exercise
D. integrity test
Answer: B
Difficulty: Low
60. Ross is an aspiring photographer. He attends a job interview in a photo studio where he is asked to
present his photography portfolio. In this scenario, Ross’s portfolio is an example of a(n) _____.
A. prototype
B. work sample
C. orientation
D. integrity test
Answer: B
Difficulty: Medium
61. A(n) _____ is a program by which an organization introduces newly hired employees to the
organization’s goals, familiarizes them with its rules and regulations, and lets them know how to get things
done.
B. integrity test
C. orientation
D. interview
Answer: C
Feedback: Training
Topic: Job Training
Difficulty: Low
62. Cathy and the other new employees of Oblivion Co. were introduced to the company and its managers
on their first day of work. After attending a presentation on the company norms, the employees were given a
brief tour of the office. Such a program is an example of a(n) _____.
A. interview
B. orientation
C. job evaluation
D. exercise
Chapter 14
Answer: B
Feedback: Training
Topic: Job Training
Difficulty: Low
63. Teaching a new employee the essential requirements to do the job well is known as _____.
A. training
B. mentoring
C. job crafting
D. downsizing
Answer: A
Feedback: Training
Topic: Job Training
Difficulty: Medium
64. Which of the following positions requires the most extensive training?
A. Software engineer
B. Home health aide
C. Airline pilot
D. Massage therapist
Answer: C
Feedback: Training
Topic: Job Training
Difficulty: Low
65. In the context of training, which of the following is true of computer-based and in-person orientation
programs?
A. Most organizations avoid using computer-based orientation programs as they are more expensive.
B. Studies suggest that in-person orientation programs fall short on social factors.
C. Computer-based orientation programs give new employees a good sense of the social culture of their new
workplace.
D. Both computer-based orientation programs and in-person orientation programs provide new employees
with information about the company.
Answer: D
Topic: Job Training
Difficulty: Low
66. Kenneth, a software engineer, has been working for Ruby Inc. for nearly two years. He is about to attend
a workshop that will outline the features of a new software program that his company is planning on
adopting in the future. Which of the following activities is Kenneth engaging in?
Chapter 14
A. Overlearning
B. Mentoring
C. Employee development
D. Orientation
Answer: C
Feedback: Training
Topic: Job Training
Difficulty: Low
67. _____ is a relationship between an experienced employee and a novice in which the more experienced
employee serves as an advisor, a sounding board, and a source of support for the newer employee.
A. Mentoring
B. Orientation
C. Normative commitment
D. Continuance commitment
Answer: A
Feedback: Training
Topic: Job Training
Difficulty: Low
68. In the context of employee training, a workplace mentor is a(n):

A. new employee.
B. trainee.
C. inexperienced employee.
D. experienced employee.
Answer: D
Feedback: Training
Topic: Job Training
Difficulty: Low
69. Which of the following statements is true regarding the mentoring process in the workplace?
A. An assigned mentor is as effective as a natural mentor.
B. An incompetent mentor may be worse than having no mentor at all.
C. Mentoring can develop naturally for women in fields that are dominated by men.
D. A natural mentor is less likely to dedicate himself to new workers than an assigned one.
Answer: B
Feedback: Training
Topic: Job Training
Difficulty: Medium
70. The evaluation of a person’s success at meeting his or her organization’s goals is known as _____.
Chapter 14
B. orientation
C. job crafting
D. job analysis
Answer: A
Feedback: Performance Appraisal
Topic: Performance Appraisal
Difficulty: Low
71. Which of the following statements is true with regard to workplace performance appraisals and job
termination?
A. Within the U.S., firings from private businesses must be based on documentation of poor performance.
B. The U.S. is more stringent than Canada about documented proof of poor job performance.
C. In Canada, a person cannot be fired from any job without evidence of poor performance.
D. Within the U.S. government, an individual can be fired without documented evidence of poor
performance.
Answer: C
Difficulty: Medium
72. Joe and Larry are employed at the same telecommunications company. Their manager has just
conducted objective assessments of their sales of complex data products during the first quarter. Larry sold
more products than Joe. Subjectively, however, Joe is considered to be easier to work with. Which of the
following is an implication for the manager in conducting Joe and Larry’s respective performance
appraisals?
A. The manager should focus only on the highest number of total sales.
B. The manager should include subjective ratings by supervisors or a panel of experts.
C. The manager should lay emphasis on the quality of work and ignore the sales numbers.
D. The manager should consider only the cancellations and disregard the numbers of sales.
Answer: B
Difficulty: Medium
73. Hugh is a sales representative at Bellclark Inc., an electronics manufacturer. For the third quarter, he is
assigned a challenging territory. Although, he is a consistent performer, his sales figures fall below the
average of other representatives, who are assigned to less difficult areas. Which of the following
considerations should Hugh’s manager take while evaluating Hugh’s performance for the third quarter?
A. The manager should focus only on the objective count of the total sales.
B. The manager should include subjective ratings by supervisors or a panel of experts.
C. The manager should lay emphasis on the quality of work and ignore the sales numbers.
D. The manager should consider only the cancellations and disregard the numbers of sales.
Chapter 14
Answer: B
Difficulty: Medium
74. During the annual performance appraisal, Jill’s supervisor gives her a “9” on a scale of “1” to “10” for
all the assessment items. Jill's colleagues, however, are aware that Jill's efficiency was more like a “6” on
the “1-to-10” scale even though her work quality was a “9”. Which of the following biases has been
exhibited by Jill’s supervisor in this instance?
A. The Hawthorne effect
B. The halo effect
C. Interviewer’s illusion
D. Stereotyping
Answer: B
Difficulty: Medium
75. Susan’s boss is evaluating her performance at work. Susan is known for her ability to complete large
volumes of work in short periods of time. She also has excellent time management skills, is good at
prioritizing, and is good at delegating tasks. In addition to these strengths, Susan also has certain
weaknesses. For instance, she fails to pay attention to detail and tends to make a lot of errors. Susan’s boss,
however, gives her very similar scores for productivity, efficiency, and accuracy. Which of the following
phenomena has been exemplified in this scenario?
A. The placebo effect
B. Organizational citizenship behavior
C. The halo effect
D. The Hawthorne effect
Answer: C
Difficulty: Medium
76. Leanne recently had a performance appraisal at her job. The reviews for her performance were
submitted by her supervisor as well as her coworkers. Leanne also had to submit a review of her own work.
Which of the following types of performance appraisals has been illustrated in this scenario?
A. Unbiased evaluation
B. 360-degree feedback
C. 180-degree feedback
D. Reflexive feedback
Answer: B
Chapter 14
Difficulty: Medium
77. At the end of each month, Tonya’s performance is evaluated by several of her co-workers, her manager,
and even herself. This is known as _____.
A. 180-degree feedback
B. unbiased feedback
C. 360-degree feedback
D. job evaluation
Answer: C
Difficulty: Medium
78. The _____ refers to a bias, common in performance appraisals, that occurs when a rater gives an
employee the same rating on all of the items being evaluated, even though the individual varies across the
dimensions being assessed.
A. primacy effect
B. placebo effect
C. Hawthorne effect
D. halo effect
Answer: D
Difficulty: Low
79. _____ refers to discretionary actions on the part of an employee that promote institutional effectiveness
but are not included in the person’s formal responsibilities.
A. Continuance commitment
B. Job crafting
C. Mentoring
D. Organizational citizenship behavior
Answer: D
Difficulty: Low
80. Ryan works as a software engineer at Sysinfo Inc., a software firm. He usually comes in early for work
and stays late, beyond the normal working hours. He also assists his colleagues with assignments when they
approach him for help. In this scenario, Ryan’s conduct exemplifies _____.
A. organizational citizenship behavior
B. the Hawthorne effect
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C. the halo effect
D. continuance commitment
Answer: A
Difficulty: Medium
81. Nicholas is a systems engineer at Databell Corp., a manufacturer of electronic gadgets. He reports to
work on time and stays in the office, well beyond his working hours, to help other colleagues with their
projects. He is also willing to work on weekends. Nicholas's attitude exemplifies _____ in this scenario.
A. organizational citizenship behavior
B. the Hawthorne effect
C. the halo effect
Answer: A
Difficulty: Medium
82. Which of the following is a drawback of organizational citizenship behavior (OCB)?

A. OCB can lead to the stagnation of organizational innovation and creativity.
B. OCB tends to make fellow employees feel more negative about their jobs.
C. If OCB interferes with completing one’s actual job duties; it can take a toll on performance and
organizational success.
D. OCB does not comply with an employee’s formal job responsibilities and tends to have a negative impact
on employee morale.
Answer: C
Difficulty: Medium
83. Organizational psychology focuses on:

A. ergonomics and human resources.
B. job performance and wages.
C. employee selection and training.
D. the psychological experience of a worker.
Answer: D
Feedback: Organizational Psychology
Difficulty: Low
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84. The psychological experience of a worker is emphasized in _____.
A. industrial psychology
B. comparative psychology
C. cross-cultural psychology
D. organizational psychology
Answer: D
Feedback: Organizational Psychology
Difficulty: Low
85. The JAPAnese management style:

A. emphasizes efficiency and “the bottom line”.
B. emphasizes innovation and decision-making based on quality.
C. is narrowly focused on economic results.
D. is an extension of Frederick Taylor’s approach to scientific management.
Answer: B
Feedback: Approaches to Management
Topic: JAPAnese Management Style
Difficulty: Medium
86. Maria, a manager at Sapphire Inc., believes that her subordinates are not interested in working and that
they have to be constantly goaded to perform their duties. Maria is most likely to agree with which of the
following approaches to management?
A. JAPAnese-style management
B. Theory Y management
C. Theory X management
D. Strengths-based management
Answer: C
Topic: Theory X and Theory Y
Difficulty: Medium
87. Mike works as an accounting clerk at Cell data Finance Corp. His performance is below average and his
supervisor constantly rebukes him for his low productivity, even to the extent of threatening to fire him. In
this scenario, Mike’s supervisor exhibits the traits of a:
A. middle manager.
B. transformational leader.
C. theory X manager.
D. theory Y manager.
Answer: C
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Difficulty: Medium
88. “I have to keep a constant check on my employees throughout the day otherwise they will not get any
work done.” is a statement that would most likely be made by a manager who believes in:
A. chaotic management.
B. strengths-based management.
C. theory Y management.
D. theory X management.
Answer: D
Difficulty: Low
89. A theory X manager will:

A. challenge employees with responsibilities.
B. encourage employees to apply their talents, insights, and abilities.
C. control employees, enforce rules, and make sure that everyone is working hard.
D. identify employee strengths and match employees with jobs that will maximize these strengths.
Answer: C
Difficulty: Medium
90. Stan believes that his employees dislike responsibility. Stan exhibits the characteristics of a _____.
A. middle manager
B. transformational leader
C. theory X manager
D. theory Y manager
Answer: C
Difficulty: Low
91. Caleb, a manager at River's Ink Co., claims that his employees are lazy and have to be constantly
ordered to perform their duties. In the context of the different approaches to management, Caleb is most
likely to agree with the _____.
A. JAPAnese-style of management
B. strengths-based management
C. theory Y approach to management
D. theory X approach to management
Answer: D
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Difficulty: Low
92. Kate, a manager at Fijiko Inc., believes that her employees have the potential to develop ideas that could
propel the company's business forward. She often motivates them to take up challenges and apply their
skills. In the context of the different approaches to management, Kate exhibits the characteristics of a
_____.
A. transformational leader
B. theory Y manager
C. theory X manager
D. middle manager
Answer: B
Difficulty: Medium
93. David runs a company that desperately needs to cut costs in order to stay in business. David has asked
all of his employees to think of ways to cuts costs and report their ideas directly to him. In the context of the
different approaches to management, David exhibits the characteristics of a _____.
A. theory Y manager
C. theory X manager
D. top manager
Answer: A
Difficulty: Medium
94. Kevin is a project lead at Prizm Corp. He entrusts his subordinates with important projects and seeks
their advice on major product decisions. In the context of the different approaches to management, Kevin
exhibits the characteristics of a _____ in this scenario.
A. middle manager
C. theory X manager
D. theory Y manager
Answer: D
Difficulty: Medium
95. A theory Y manager tends to:
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A. control employees, enforce rules, and make sure that everyone is working hard.
B. encourage his employees to apply their talents, insights, and abilities.
C. restrict employees from making decisions independently.
D. identify employee strengths and match employees with jobs that will maximize these strengths.
Answer: B
Difficulty: Medium
96. Donald Clifton’s strengths-based management approach emphasizes:

A. challenging employees in novel situations.
B. maximizing and building on employees’ existing strengths.
C. treating all employees as if they have the same potential to achieve.
D. matching the strengths of managers to those of employees.
Answer: B
Topic: Strengths-Based Management
Difficulty: Low
97. Joel is a marketing executive at DigiData Corp. Although he is very good at analyzing the market trends,
he is not very efficient in project planning. His manager, Darren, decides to augment Joel’s analytical skills
instead of trying to develop his planning skills. Which of the following approaches to management has been
exemplified in this scenario?
A. Strengths-based management
B. Theory X management
C. Open management
D. Theory Y management
Answer: A
Topic: Strengths-Based Management
Difficulty: Medium
98. _____ refers to the extent to which a person is content in his or her job.
A. Job enrichment
B. Job crafting
C. Job satisfaction
D. Job orientation
Answer: C
Feedback: Job Satisfaction
Topic: Job Satisfaction
Difficulty: Low
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99. Which of the following is the most accurate statement regarding job satisfaction and pay?
A. High salaries are a primary factor in facilitating high levels of job satisfaction.
B. Job satisfaction is directly proportional to the amount of money earned.
C. Job satisfaction is not correlated with the perception that pay is fair.
D. The most common way to measure job satisfaction is with employee rating scales.
Answer: D
Difficulty: High
100. In terms of salary, an important predictor of job satisfaction is the:

A. rate of increase in pay.
B. starting salary.
C. perception that others in the workplace make less money.
D. perception that the pay is fair.
Answer: D
Difficulty: Low
101. Which of the following factors is related to job satisfaction?

A. Absenteeism
B. Organizational citizenship
C. Performance
D. All of these
Answer: D
Difficulty: Low
102. Which of the following is true of affective commitment in organizations?

A. Individuals with strong affective commitment remain loyal to the organization because they intend to do
so.
B. Individuals with strong affective commitment might remain with an organization because of the feeling
that they “have to.”
C. Affective commitment has been shown to be negatively related to job performance and organizational
citizenship behavior.
D. Individuals high in affective commitment are less likely to work hard and perform well.
Answer: A
Feedback: Employee Commitment
Topic: Employee Commitment
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Difficulty: High
103. Edward is an employee of Alpha Co., a software firm. He is dedicated to his work and is passionate
about the organization’s goals. He intends to be a part of the organization for the rest of his life. Hence,
Edward actively participates in all major company events. In the context of organizational psychology,
Edward seems to have a strong sense of _____ in this scenario.
A. affective commitment
B. continuance commitment
C. normative commitment
D. personal commitment
Answer: A
Difficulty: Medium
104. Charles works as a program analyst for Devon Co., an IT company. He feels a strong sense of
belonging toward the company and works with both dedication and enthusiasm. At times, he even boasts to
his friends that his company is one of the best in the industry. In the context of organizational psychology,
Charles seems to have a strong sense of _____.
D. individual commitment
Answer: A
Difficulty: Medium
105. In the context of organizational psychology, _____ refers to the person’s emotional attachment to the
workplace.
A. continuance commitment
B. normative commitment
C. affective commitment
Answer: C
Difficulty: Medium
106. Eva works as a software developer for Kudos Inc., an IT company. Even though Eva dislikes her job,
she doesn't want to leave the company because she earns a good salary and needs the money to support her
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family. Eva also finds the idea of hunting for a new job hassling and does not wish to relocate. Which of the
following best describes Eva’s commitment in this scenario?
A. Affective commitment
B. Continuance commitment
D. Personal commitment
Answer: B
Difficulty: High
107. Taylor, an employee of Datacell Corp., is dissatisfied with his job as a software engineer. He finds the
work monotonous and tiresome. However, he is determined to stay with organization because he fears that
other organizations might not pay him a salary as high as his current salary. Moreover, DataCell also offers
healthcare and retirement benefits to its employees. In the context of organizational psychology, Taylor is
most likely displaying _____ in this scenario.
Answer: B
Difficulty: Medium
108. Alisha works as a marketing assistant for FincCon Inc. She finds her work strenuous and distasteful.
She often complains about the workload and the other employees. Algo Co., another firm, offers Alisha a
job as a creative writer. Although Alisha has always desired a career in writing, she rejects the offer and
decides to continue working for FincCon. This is because FincCon offers her several monetary and non-
monetary benefits which she will not receive at the other firm. In the context of organizational psychology,
Alisha is displaying a sense of _____ in this scenario.
B. personal commitment
Answer: D
Difficulty: Medium
109. Evan's company, Orion Inc., is going through a financial crisis. Several employees have left the
company in the hopes of finding more lucrative jobs elsewhere. Evan, however, is determined to stay
because he feels a sense of obligation toward his company. Orion Inc. has invested a great deal of its
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resources in helping Evan develop his professional skills, and Evan feels that he "ought to" remain loyal to
the company for this reason. In the context of organizational psychology, which type of employee
commitment has been exemplified in this scenario?
A. Affective commitment
D. Personal commitment
Answer: C
Difficulty: High
110. Jacob works as a marketing executive for Oceanic View Inc. He is offered a job with a lucrative salary
at Nebulla Inc., Oceanic View’s rival in the industry. However, Jacob rejects Nebulla’s offer and decides to
continue serving his current company because he believes that Oceanic View has invested a great deal of
time and money in shaping his professional skills. In the context of organizational psychology, Jacob is
most likely demonstrating _____ in this scenario.
Answer: C
Difficulty: Medium
111. Lynn’s company supported her both personally and financially when she went back to school to pursue
her Master’s degree. Consequently, Lynn feels indebted toward her company and is hesitant to search for
more lucrative jobs. In the context of organizational psychology, Lynn’s commitment would be best
described as _____ in this scenario.
Answer: C
Difficulty: Medium
112. _____ refers to a kind of job commitment deriving from the employee’s sense of obligation to the
organization for the investment it has made in the individual’s personal and professional development.
A. Personal commitment
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C. Affective commitment
D. Normative commitment
Answer: D
Difficulty: Medium
113. Which of the following is true of the meaning of work?

A. Companies’ use of cheaper labor in other countries is one of the reasons behind the disappearance of
many long-term careers in the US.
B. Individuals who view their occupation as a calling are less likely to experience work as meaningful and
fulfilling.
C. The feeling that one is engaged in something meaningful or significant plays no role in determining job
satisfaction.
D. Individuals who describe their occupation as a "job" do not view work as a means to financial ends.
Answer: A
Feedback: The Meaning of Work
Topic: Organizational Psychology
Difficulty: Medium
114. When asked about his perspective on his current occupation, Joy said, “its work. It’s not hard to learn. I
don’t get to call the shots or do what I want. I just work here.” With regard to the study conducted by
Wrzesniewski on the meaning of work, Joy views his occupation as a:
A. job.
B. career.
C. calling.
D. craft.
Answer: A
Difficulty: Medium
115. When asked about his perspective on his current occupation, Carl said, “This is my first step in this
company. This is a good place to work, and there are lots of chances to get promoted here. I want to work
my way up in this field.” In accordance with the study conducted by Wrzesniewski on the meaning of work,
Carl views his occupation as a:
A. job.
B. career.
C. calling.
D. craft.
Answer: B
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Difficulty: Medium
116. When asked about his perspective on his current occupation, Cal said “It might seem easy, but to do
this job right, you really have to learn a lot of things. I take pride in what I do, and I can do it the way I
want, the best way I can. It’s up to me; you make it what it is. I feel like I was meant to do this work.” In
accordance with the study conducted by Wrzesniewski on the meaning of work, Cal views his occupation as
a:
A. job.
B. career.
C. calling.
D. craft.
Answer: C
Difficulty: Medium
117. In accordance with the study conducted by Wrzesniewski on the meaning of work, an employee who
thinks of his or her work as a _____ is most likely to find work to be fulfilling and meaningful.
A. job
B. means to support his or her family
C. calling
D. career
Answer: C
Difficulty: Low
118. In accordance with the study conducted by Wrzesniewski on the meaning of work, which of the
following employees is most likely to experience the strongest preexisting sense of psychological well-
being?
A. An employee who thinks of his or her work as a means to support his or her family
B. An employee who thinks of his or her work as a career
C. An employee who thinks of his or her work as a calling
D. An employee who thinks of his or her work as a job
Answer: C
Difficulty: High
119. In accordance with the study conducted by Wrzesniewski on the meaning of work, which of the
following is a characteristic of individuals who consider their work a “calling”?
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A. They see their occupation as a steppingstone to greater advancement.
B. They are denied personal control and exercise little freedom.
C. They are more likely to engage in organizational citizenship behaviors.
D. They tend to focus on the material benefits of work.
Answer: C
Difficulty: Low
120. In accordance with the study conducted by Wrzesniewski on the meaning of work, people with a
“calling” work orientation tend to do all of the following EXCEPT:
A. devote more time to their work than others.
B. have lower rates of absenteeism from work than others.
C. view their occupation primarily as a means to an end.
D. get more satisfaction from work than from leisure.
Answer: C
Difficulty: Medium
121. Wrzesniewski describes the quality of the “calling” work orientation as:
A. being highly dependent upon the context in which an individual works.
B. a “portable” resource that an individual can take from one job to another.
C. an orientation which leads an individual to find himself the best job match.
D. predictive of lower pay since pay is not the primary motivation here.
Answer: B
Difficulty: High
122. In which of the following ways does Wrzesniewski define the term “job crafting”?
A. The physical and cognitive changes one can make within the parameters of a task to make the work their
own
B. Taking advantage of the freedom one has to bring fulfillment to an occupation
C. Finding new ways to create meaning in work by reshaping the task and the relational boundaries of a job
D. All of these
Answer: D
Difficulty: High
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123. _____ refers to the physical and cognitive changes individuals can make within the constraints of a task
to make the work “their own.”
A. Mentoring
B. Job analysis
C. Job crafting
D. Role conflict
Answer: C
Difficulty: Medium
124 Harry works as a maintenance technician for Orion Inc. In his free time, Harry enjoys explaining the
features of the various machines used by the company to the other employees on the floor. In this way,
Harry is satisfying both his urge to teach, and his desire to be able to interact with people from different
backgrounds. Which of the following concepts has been exemplified in this scenario?
A. Job crafting
B. Displacement
C. Orientation
D. Role conflict
Answer: A
Difficulty: High
125. Jenna, a hospital maintenance worker, takes the initiative to decorate and water the potted plants in the
balconies of the hospital rooms. She desires to make long stays more comfortable and enlivening for the
patients and wants to fulfill her role as a hospital worker. Though engaging in these tasks is not part of
Jenna’s job description, it gives her great pleasure and fills her with a sense of purpose. Jenna’s actions
exemplify _____ in this scenario.
A. elaboration
B. role conflict
C. job evaluation
D. job crafting
Answer: D
Difficulty: High
126. Sarah, a manager at Exoro Corp., believes in exercising absolute control over her subordinates. She
believes that a worker’s performance is driven by incentives and that punishing a worker for low
productivity will help keep him or her on track. According to her colleagues, Sarah is a very effective
manager and strictly adheres to rules and regulations. In the context of leadership, it can be inferred that
Sarah exhibits the characteristics of a(n) _____.
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A. transactional leader
C. theory Y leader
D. idealized leader
Answer: A
Feedback: Leadership
Topic: Leadership
Difficulty: High
127. Brendan, the manager of a department store, believes that his workers are only motivated to work when
they’re offered rewards or punished. Therefore, in order to increase employee productivity, Brendon
announces that the first employee to reach the monthly sales target will be awarded a bonus of ten percent.
In this instance, Brendan is exhibiting the characteristics of a(n) _____.
A. transactional leader
C. theory Y leader
D. idealized leader
Answer: A
Topic: Leadership
Difficulty: Medium
128. Sheldon is the head coach of Arizona Riders, a baseball team. He is not very conscientious and strictly
abides by the rules. He punishes his players if they don't perform well and rewards them when they do. In
the context of leadership, Sheldon has the makings of a(n) _____.
A. idealized leader
B. transactional leader
C. theory Y leader
D. transformational leader
Answer: B
Topic: Leadership
Difficulty: Medium
129. Which of the following statements is true of transactional leadership?

A. Transactional leaders work within the goals of an existing organizational system and step in only when a
problem arises.
B. Transactional leaders, with regard to personality traits, tend to be characterized by high conscientiousness
and low extraversion.
C. Transactional leaders believe that people are influenced by their perspectives toward their work and not
by rewards.
D. Transactional leaders do what they believe is right and serve as a role model for employees.
Answer: A
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Topic: Leadership
Difficulty: Medium
130. Robert is one of the several board members who are in charge of hiring a new CEO to run a company
that has been showing signs of decline for several years. Which of the following types of leaders should the
board be seeking?
A. A transactional leader
B. A transformational leader
C. An autocratic leader
D. A theory X leader
Answer: B
Topic: Leadership
Difficulty: High
131. Mark is a manager who spends a great deal of his time thinking of new ways to improve his
organization. His subordinates describe him as being charismatic and visionary. He often encourages his
employees to expand their skills and motivates them to reach their full potential. In the context of
organizational psychology, Mark exhibits the characteristics of a(n) _____.
A. autocratic leader
C. Theory X leader
D. transactional leader
Answer: B
Topic: Leadership
Difficulty: High
132. Blake, the CEO of Imperial Inc., ordered for the complete demolition of unproductive manufacturing
facilities in the company in an attempt to cut down unnecessary expenses. He emphasized on product
innovation that enhanced efficiency and was solely responsible for making Imperial Inc. the market leader
in home-appliance products in the US. His subordinates view him as a good role model and describe him as
being charismatic, innovative, and motivating. In the context of organizational psychology, which of the
following types of management has been exemplified in this scenario?
A. Management by exception
B. Transformational leadership
C. Theory X leadership
D. Transactional leadership
Answer: B
Topic: Leadership
Chapter 14
Difficulty: High
133. Brian, an American philanthropist, has opened several schools, colleges, and hospitals in the rural areas
of Ghana. He works in alliance with the Ghana government to increase the well-being of the local residents
and encourages them to give their own opinions and suggestions for the developmental process. In the
context of organizational psychology, in this instance, Brian is exhibiting the characteristics of a(n) _____.
A. autocratic leader
C. theory X leader
D. transactional leader
Answer: B
Topic: Leadership
Difficulty: High
134. Which of the following statements is true of the corporate strategy of downsizing?
A. Downsizing refers to the process of dramatically cutting the wages of those employees who show low
levels of productivity and standards of performance.
B. Studies show that most companies that engage in downsizing report improvements in product quality,
innovation, and organizational climate.
C. Companies that practice downsizing exhibit an organizational culture that lacks compassion.
D. The Theory Y approach of management strictly incorporates the strategy of downsizing.
Answer: C
Feedback: Positive Organizational Culture
Topic: Organizational Culture
Difficulty: Medium
135. Which of the following statements is true of sexual harassment in the workplace?
A. A case of sexual harassment can be filed by a victim only if the perpetrator is of the opposite gender.
B. Only the person who has been sexually harassed is considered a victim.
C. Sexual conduct is unlawful only when it is unwelcome.
D. Although considered offensive, sexual harassment cases do not incur any monetary expenses.
Answer: C
Feedback: Toxic Factors in the Workplace
Topic: Toxic Factors in the Workplace
Difficulty: Medium
136. Betty works for a small advertising agency. Recently, Derek, the manager, passed obscene sexual
remarks at Rebecca, Betty’s coworker. Can Betty file a suit of sexual harassment against Derek?
A. No, since Derek’s sexual comments were not directed at Betty.
B. No, since the harasser is the manager and not a coworker.
C. Yes, if Betty is offended by the sexual comments passed at Rebecca.
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D. Yes, if Rebecca expresses her emotional anguish at the lurid comments.
Answer: C
Difficulty: Medium
137. In the late 1990s, a woman who had been a graduate student at Emory University filed a sexual
harassment suit against her former advisor, who was also female. Her grounds for suing her advisor were
her allegations that she (the student) had rejected sexual advances made by her advisor, and that the advisor
retaliated by not hiring her for a job. In the context of organizational culture, this case would be a typical
example of _____.
A. quid pro quo sexual harassment
B. hostile work environment sexual harassment
C. gender discrimination
D. role conflict
Answer: A
Difficulty: Medium
138. During a job interview, the interviewer asks Samantha sexually explicit questions. When Samantha
expresses discomfort in answering such questions, the interviewer tells her that she would be hired only if
she answers the questions. This scenario exemplifies:
A. gender discrimination.
B. hostile work environment sexual harassment.
C. interviewer illusion.
D. quid pro quo sexual harassment.
Answer: D
Difficulty: Medium
139. Unwelcome sexual behavior that creates an intimidating workplace for a victim and has the purpose or
effect of interfering with the victim’s work performance is referred to as:
A. role conflict.
C. gender discrimination.
Answer: B
Difficulty: Medium
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140. Nancy’s coworker, Nathan, always makes sexual jokes about women in her presence. He often stares at
her, which makes Nancy very uncomfortable and hinders her work performance. This is an example of:
A. racism.
Answer: B
Difficulty: Medium
141. Every time Jonathan passes by Bianca’s cubicle, he brushes up against her. Bianca believes that his
behavior is deliberate. Jonathan’s advances trouble Bianca and have had a negative impact on her
productivity. Which of the following cases of sexual harassment can Bianca file against Jonathan?
A. Controlled sexual harassment
B. Hostile work environment sexual harassment
C. Gender discrimination
D. Quid pro quo sexual harassment
Answer: B
Difficulty: Medium
142. Brenda is constantly bullied by her coworkers—Monica and Sharon. She is often picked on for being
short and for her conservative style of dressing. In the context of organizational culture, Brenda is most
likely a victim of:
A. workplace aggression.
Answer: A
Difficulty: Medium
143. Which of the following statements accurately describes workplace violence?

A. Violence perpetrated by outsiders is not considered to be a form of workplace violence.
B. Workplace violence does not include physical assault and homicide.
C. Workplace violence is a form of sex-based discrimination.
D. Workplace violence falls within the realm of workplace safety.
Answer: D
Chapter 14
Difficulty: Medium
144. Ashley works as a financial consultant for Cumulus Corp. She has a client meeting scheduled for the
14th; the same day as her son’s fifth birthday. She promised her son that she would spend the entire day with
him on his birthday, but her job demands her to meet the client at the specified time. Which of the following
best describes Ashley’s dilemma in this scenario?
A. Role conflict
B. Role strain
C. Burnout
D. Job stress
Answer: A
Feedback: Stress at Work
Topic: Stress
Difficulty: Medium
145. Aaron works as a marketing associate for Media Cloud Inc. He is currently working on an important
project with a tight deadline. He receives a call informing him that his father has been hospitalized after a
mild heart attack. Aaron is perplexed whether to leave for the hospital immediately or meet his father after
the day’s work. Which of the following best describes Aaron’s dilemma in this scenario?
A. Role conflict
B. Role strain
C. Burnout
D. Job stress
Answer: A
Topic: Stress
Difficulty: Medium
146. Peter likes his job and looks forward to going to work each day. He recently became a father and wants
to spend time with his new-born daughter, Eva. With reference to the information provided in this scenario,
which of the following psychological states of stress is Peter most likely to experience in the future?
A. Burnout
B. Role strain
C. Role conflict
D. Job stress
Answer: C
Topic: Stress
Difficulty: Medium
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147. Matthew has been working as an associate accountant for Dollar Power Inc. for the past five years.
Initially, he was quite enthusiastic about his job; but over time, his motivation toward working began to
diminish. These days, Matthew feels stressed and under-appreciated. He has also been experiencing
exhaustion and chronic insomnia. Matthew is most likely a victim of:
A. downsizing.
B. burnout.
C. role conflict.
D. social alienation.
Answer: B
Topic: Stress
Difficulty: Medium
148. Andrew’s job as a call center executive requires him to work on night shifts. He has even had to work
on weekends, which has adversely affected his health. Although he initially took pride in being a teetotaler,
he started drinking heavily to overcome the job stress. His habits have made him both irritable and
antisocial. Andrew is most likely a victim of:
A. compassion fatigue.
B. burnout.
C. role conflict.
D. social alienation.
Answer: B
Topic: Stress
Difficulty: Medium
149. Three employees work in a profession that is highly stressful. To cope with the job stress, they have
different strategies: Alex plays on a softball team and takes a ballroom dancing class with his wife; Frank
takes a rejuvenating vacation every year; and, Marshall eats healthy foods, exercises regularly, and gets
enough sleep every night. Who among the three employees is using an effective strategy to cope with work
stress?
A. Alex
B. Frank
C. Marshall
D. All of these
Answer: D
Feedback: Managing Job Stress
Topic: Stress
Difficulty: Low
150. When a person finds a job where his or her skills and the challenge of the work are perfectly matched,
he or she is most likely to experience:
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A. flow.
B. role conflict.
C. continuance commitment.
D. the halo effect.
Answer: A
Feedback: Managing Job Stress
Topic: I/O Psychology and Health and Wellness
Difficulty: Medium
Short Answer Questions
151. Rodney is the manager of a small automobile company. He wishes to follow Frederick Winslow
Taylor’s guidelines on scientific management. Describe the steps that he should put into practice.
Answer: First, Rodney’s team should carefully analyze the jobs and identify the best way to perform them.
Next, his team should hire workers by matching their qualities to those of people who are successful at the
given job. These workers should be trained for the jobs they are to perform. Finally, Rodney should reward
the workers for productivity in order to encourage high levels of performance.
Difficulty: Medium
152. Explain the human relations approach to management.

Answer: The human relations approach to management emphasizes the psychological characteristics of
workers and managers and stresses the significance of factors such as morale, attitudes, values, and the
humane treatment of workers. It focuses on the workplace as an important social system, emphasizing
positive interpersonal relations among coworkers, teamwork, leadership, job attitudes, and the social skills
of managers. Human relations methods stress that fulfilling work meets other important human needs
beyond purely economic ones.
Difficulty: Medium
153. Describe the four areas of emphasis of industrial psychology.

Answer: The first area of emphasis of industrial psychology is job analysis. Job analysis involves organizing
and describing the tasks involved in a job. The second area of emphasis is employee selection. Employee
selection involves matching the best person to the job. The third area of emphasis is training. Training
involves bringing new employees up to speed on the details of the position. The final area of emphasis is
performance appraisal. Performance appraisal involves evaluating whether or not an employee is doing a
good job.
Feedback: Industrial Psychology
Difficulty: Medium
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154. Discuss the three steps of an effective job analysis.

Answer: An effective job analysis includes three essential elements. First, the analysis must follow a
systematic procedure that is set up in advance. Second, it must break down the job into small units so that
each aspect can be easily understood. Third, the analysis should lead to an employee manual that accurately
characterizes the job.
Topic: Job Analysis
Difficulty: Medium
155. How do computer-based orientation programs differ from in-person orientation programs?
Answer: Some organizations use computer-based orientation programs in order to cut expenses. Although
both methods provide new employees with information, the computer-based orientation falls short on social
factors. Employees who receive a computer-based orientation might have learned how to work the copy
machine or get a computer repaired, but they probably do not come away with a list of acquaintances from
their orientation or a good sense of the social culture of their new workplace.
Feedback: Training
Topic: Job Training
Difficulty: Medium
156. Give a brief account of performance appraisal. Discuss its importance in an organization.
Answer: Performance appraisal refers to the evaluation of a person’s success at meeting his or her
organization’s goals. Performance appraisal is important for a variety of reasons. It allows employees to get
feedback and make appropriate changes in their work habits. It also helps guide decisions about promotions
and raises, as well as terminations or firings.
Difficulty: Medium
157. Describe the contributions of W. Edwards Deming toward the “JAPAnese” management style. Where
was his influence the greatest?
Answer: W. Edwards Deming was an American engineer and statistician who believed that industry should
focus on the future, plan for it, and engage in innovation. He also emphasized building strong relationships
with suppliers, customers, and employees. He believed that industry should focus more on quality.
Deming’s influence was greatest in JAPAn. Indeed, the principles he proposed came to be known as the
“JAPAnese” style of management. Evidence of Deming’s impact on JAPAnese manufacturing is also found
in the fact that JAPAn now dominates the U.S. automobile market.
Topic: JAPAnese Management Style
Difficulty: Medium
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158. Discuss the predictors of job satisfaction. How they vary across different jobs and cultures? Give
appropriate examples.
Answer: Some predictors of job satisfaction include the local leadership of the organization; the existence of
development opportunities; social support; feedback from supervisors; pay; amount of control; amount of
structure; the individual worker’s emotional disposition; and the fit of the worker to the job. Cross-cultural
research has found that the job satisfaction of doctors depends more on opportunities for professional
development, while the job satisfaction of nurses depends more on social support at work and feedback
from supervisors. Also, when stressors, which detract from job satisfaction, were compared for Indian and
American clerical workers, they had different responses. In India, the worst stressor was identified as lack of
structure, while in America lack of control was identified as the worst stressor.
Difficulty: Medium
159. Explain how job satisfaction is related to pay.

Answer: Research has revealed that pay is not as influential to job satisfaction as one might expect. Some
minimum wage workers have high job satisfaction, while some people earning a six-figure salary have low
job satisfaction. One study found that the worker’s perception that his or her pay was fair was more related
to job satisfaction than the actual amount of pay.
Difficulty: Medium
160. List and briefly explain the three types of employee commitment.
Answer: The three types of employee commitment are affective commitment, continuance commitment, and
normative commitment. Affective commitment refers to a person’s emotional commitment to the
workplace. Continuance commitment derives from an employee’s perception that leaving the organization
would be too costly, both economically and socially. Normative commitment is the sense of obligation an
employee feels toward the organization because of the investment the organization has made in the person’s
personal and professional development.
Difficulty: Medium
161. Jared works as a manager for a large corporation. Describe how his management strategies would
differ if he used a transactional leadership style versus a transformational leadership style.
Answer: If Jared were a transactional leader, he would focus on the relationship of exchange between
himself and his employees. He would use rewards for good work and punishment for inadequate work to
motivate his employees. He would clarify objectives, tasks, and methods. He would also give structure to
help workers be organized and stay on task. He would manage by exception, only intervening when needed.
He would work within the goals of the existing organizational system. On the other hand, if Jared were a
transformational leader, he would focus on changing rules more than enforcing them. He would demonstrate
Chapter 14
to his employees his commitment to ethical behavior and inspire them to follow his example. He would
encourage his employees to do their best. In addition to stimulating them intellectually, he would also make
it clear that their contribution is necessary and valuable. He would express individualized concern for each
employee’s well-being.
Topic: Leadership
Difficulty: Medium
162. Explain the four elements of transformational leadership.

Answer: There are four elements of transformational leadership. Firstly, transformational leaders exert
idealized influence. They do what they believe is right and serve as a role model for employees. Secondly,
transformational leaders motivate by inspiring others to do their very best. Thirdly, transformational leaders
are devoted to intellectually stimulating their employees. They make it clear that they need input from
employees because they themselves do not have all the answers. Lastly, transformational leaders provide
individualized consideration to their employees, showing a sincere concern for each person’s well-being.
Topic: Leadership
Difficulty: Medium
163. What is organizational culture and what are the elements of a positive organizational culture?
Answer: Organizational culture refers to an organization’s shared values, beliefs, norms, and customs. A
positive organizational culture includes active leadership, explicit policies, and the “feel” of the
organization.
Feedback: Organizational Culture, Positive Organizational Culture
Difficulty: Medium
164. Differentiate between quid pro quo sexual harassment and hostile work environment sexual
harassment.
Answer: Quid pro quo involves unwelcome sexual advances, requests for sexual favors, and verbal or
physical conduct of a sexual nature in which submission is made either explicitly or implicitly a condition of
the victim’s employment. That is, the harassed individual is expected to tolerate the behavior or submit to
sexual demands in order to be hired or to keep his or her job. Quid pro quo sexual harassment can also occur
if rejection of the inappropriate conduct becomes the basis for employment decisions affecting the victim.
On the other hand, hostile work environment sexual harassment refers to unwelcome sexual behavior when
this conduct has the purpose or effect of interfering with an individual’s work performance or creating an
intimidating or offensive work environment. Behaviors that might produce a hostile environment include
sexually graphic humor, suggestive remarks, ridiculing someone’s body, and touching individuals
inappropriately.
Difficulty: Medium
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165. List the four characteristics of work settings that are linked with employee stress and health problems.
Answer: The four characteristics of work settings that are linked with employee stress and health problems
are as follows: 1) high job demands such as having a heavy workload and time pressure; 2) inadequate
opportunities to participate in decision making; 3) a high level of supervisory control; and 4) a lack of
clarity about the criteria for competent performance.
Topic: Stress
Difficulty: Medium
True/False Questions
166. The advent of the assembly line demonstrates the spirit of scientific management and its emphasis on
efficiency.
Answer: True
Difficulty: Medium
167. A company whose management hoped to increase productivity selected two groups of employees to
participate in a workplace study. One group was subjected to background music while it worked and the
other was not subjected to any music. The results showed that productivity increased equally in both groups,
but did not increase in other workers who were not included in the study. This result is most likely an
example of the Hawthorne effect.
Answer: True
Difficulty: High
168. When a potential candidate for a job opening is identified through current or former employees’ social
networks, the referring employee receives a bonus whether or not the candidate is hired.
Answer: False
Difficulty: Medium
169. Employers are not permitted to administer integrity tests during the hiring process of job candidates.
Answer: False
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Difficulty: Medium
170. Employee development programs are not beneficial to individuals who have a great deal of expertise.
Answer: False
Feedback: Training
Topic: Job Training
Difficulty: Medium
171. Halo effect refers to a bias, common in performance appraisals, that occurs when a rater gives an
employee different ratings on all of the items being evaluated, even though the individual shows consistency
across the dimensions being assessed.
Answer: False
Difficulty: High
172. The 360-degree feedback method of performance appraisal reflects a general impression about the
employee being rated.
Answer: False
Difficulty: Medium
173. Although organizational citizenship behavior may appear to be altruistic, it might be engaged in as a
way to compete with others or to get ahead in an organization.
Answer: True
Difficulty: Medium
174. While Mayo focused on human relations in the workplace and Deming on quality control, both had
very similar opinions regarding the emphasis on efficiency and scientific management in the American
workplace.
Answer: True
Feedback: The Hawthorne Studies and the Human Relations Approach to Management, Approaches to
Management
Difficulty: High
Chapter 14
175. A Theory X manager recognizes that people seek out responsibility and that motivation can come from
allowing employees to suggest creative and meaningful solutions.
Answer: False
Difficulty: Medium
176. A Theory Y manager tends to assume that work is innately unpleasant and that people have a strong
desire to avoid it.
Answer: False
Difficulty: Medium
177. An executive who earns a six-figure salary is likely to be more satisfied at work than a janitor who
earns minimum wage.
Answer: False
Difficulty: Medium
178. Affective commitment is either unrelated or negatively related to job performance and citizenship
behaviors.
Answer: False
Difficulty: Medium
179. Individuals with strong continuance commitment feel loyalty to the organization because they want to.
Answer: False
Difficulty: Medium
180. The dramatic rise in technology is one of the reasons behind disappearance of many long term jobs in
the US.
Answer: True
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Difficulty: Medium
181. Transformational leaders work within the context of a workplace culture, whereas transactional leaders
seek to define and redefine it.
Answer: False
Topic: Leadership
Difficulty: Medium
182. Studies have revealed that downsizing leads to improvements in product quality.
Answer: False
Feedback: Positive Organizational Culture
Difficulty: Medium
183. Behavior such as the use of sexually graphic humor in the workplace that is aimed at a coworker of the
opposite gender is an example of quid pro quo sexual harassment.
Answer: False
Difficulty: Medium
184. According to the Occupational Safety and Health Act, workplace safety includes providing a work
environment that is free of workplace violence.
Answer: True
Difficulty: Low
185. Symptoms of job burnout are emotional rather than physical.

Answer: False
Topic: Stress
Difficulty: Medium

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Chapter 14

Chapter 14 – Industrial and Organizational Psychology

Multiple Choice Questions

King, The Science of Psychology, 3e TB-14 | 1

King, The Science of Psychology, 3e TB-14 | 2

9. Which of the following is true of ergonomics?

10. Today, ergonomics specialists have expertise in:

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21. Which of the following statements is true of the Hawthorne studies?

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24. The human relations approach to management lays emphasis on _____.

King, The Science of Psychology, 3e TB-14 | 7

King, The Science of Psychology, 3e TB-14 | 8

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35. In the context of industrial psychology, a job analysis:

36. The Americans with Disabilities Act of 1990:

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50. In the context of employee selection, a situational judgment test:

51. Which of the following is true of an employee selection interview?

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King, The Science of Psychology, 3e TB-14 | 15

58. Which of the following is true of a structured interview?

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68. In the context of employee training, a workplace mentor is a(n):

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King, The Science of Psychology, 3e TB-14 | 21

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82. Which of the following is a drawback of organizational citizenship behavior (OCB)?

83. Organizational psychology focuses on:

King, The Science of Psychology, 3e TB-14 | 23

85. The JAPAnese management style:

King, The Science of Psychology, 3e TB-14 | 24

89. A theory X manager will:

King, The Science of Psychology, 3e TB-14 | 25

95. A theory Y manager tends to:

King, The Science of Psychology, 3e TB-14 | 26

96. Donald Clifton’s strengths-based management approach emphasizes:

King, The Science of Psychology, 3e TB-14 | 27

100. In terms of salary, an important predictor of job satisfaction is the:

101. Which of the following factors is related to job satisfaction?

102. Which of the following is true of affective commitment in organizations?

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King, The Science of Psychology, 3e TB-14 | 30

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113. Which of the following is true of the meaning of work?

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King, The Science of Psychology, 3e TB-14 | 33

King, The Science of Psychology, 3e TB-14 | 34

King, The Science of Psychology, 3e TB-14 | 35

129. Which of the following statements is true of transactional leadership?

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King, The Science of Psychology, 3e TB-14 | 39

143. Which of the following statements accurately describes workplace violence?