Test Bank For Industrial/Organizational Psychology An Applied Approach, 8th Edition

Multiple Choice 1. The gathering, analyzing, and structuring of information about a job’s components, characteristics, and requirements is a process called: a. task analysis b. job analysis c. surveying d. job description ANSWER: b 2. Job analysis can serve as a foundation for: a. selecting employees b. training employees c. evaluating employees’ performance d. all of these and more ANSWER: d 3. The _______ is the process of determining the work activities and requirements, and the _______ is the written result. a. job analysis / job description b. job description / job analysis c. job evaluation / job description d. job analysis / job evaluation ANSWER: a 4. Promoting people until they reach their highest level of incompetence is called: a. the Anderson Analog b. the Peter Principle c. personpower planning d. none of these ANSWER: b 5. Shahidi Industries has a policy of promoting employees who perform well. Unfortunately, many of the people promoted do not become effective supervisors. Currently there is a crisis because most of the supervisors are getting poor performance reviews. Shahidi Industries seems to be a good example of: a. the Anderson Analog b. the Peter Principle c. personpower planning d. none of the above ANSWER: b 6. Even though the _______ are not law, courts have granted them “great deference.” a. Amendments b. APA Principles c. Uniform Guidelines d. Standards and Practice Guidelines ANSWER: c 7. Which of the following practical uses of job analysis may discover lapses in organizational Cengage Learning Testing, Powered by Cognero Page 1 communication? a. Training b. Personpower planning c. Organizational analysis d. Performance appraisal ANSWER: c 8. _______ was the first real court case that addressed the issue of job relatedness. a. McDonnel Douglas v. Green b. Connecticut v. Teal c. Pan American Airlines v. Diaz d. Griggs v. Duke Power ANSWER: d 9. Which of the following is not true of job titles? a. Titles should describe the nature of a job b. Job titles can affect perceptions of job status c. Titles provide workers with identity d. All three of these statements are true ANSWER: d 10. Which of the following sections in a thorough job description can be used in help wanted advertisements, internal job posting, and company brochures? a. Job title b. Brief summary c. Work activities d. Work context ANSWER: b 11. Which of the following is another name for a job competency? a. Work context b. Job factors c. Training requirements d. KSAOs ANSWER: d 12. Knowledge, skill, ability, and personality are types of: a. competencies b. job factors c. job functions d. compensable factors ANSWER: a 13. Which of the following sections in a thorough job description contains what is commonly called job specifications? a. Brief summary b. Performance standards c. Work activities Cengage Learning Testing, Powered by Cognero Page 2 d. Competencies ANSWER: d 14. According to the author, the section of a job description which contains the knowledge, skills, abilities, and other characteristics necessary to be successful on the job is labeled ______; the section containing a list of tasks and activities in which the worker is involved is labeled ________. a. job competencies/ work context b. job competencies / work activities c. work context / work activities d. performance standards / work activities ANSWER: b 15. A job analysis is typically conducted by: a. job incumbents b. supervisors c. outside consultants d. the human resource department ANSWER: d 16. If you have a small number of incumbents in a job (6 people), how many should you interview as part of your job analysis? a. all 6 b. 2 c. 4 d. 1 ANSWER: a 17. Informal changes that employees make in their jobs is called: a. job crafting b. spontaneous revision c. position alterations d. job reconstruction ANSWER: a 18. Which of the following is the most common method of conducting a job analysis? a. Observation b. Task analysis c. Interview d. Job participation ANSWER: c 19. Job analysis interviews are conducted to determine: a. who should conduct the job analysis b. who should participate in the job analysis c. information about the job itself d. if a job analysis is even necessary ANSWER: c Cengage Learning Testing, Powered by Cognero Page 3 20. During the job analysis interview, the questions asked should be: a. open ended b. multiple choice c. true-false d. highly structured ANSWER: a 21. An excellent group job-analysis interview technique is the: a. task analysis b. Ammerman technique c. brain storming d. Position Analysis Questionnaire ANSWER: b 22. Josh conducted a job analysis by convening a panel of experts and having the panel identify the objectives and standards that are to be met by the ideal incumbent. What method of job analysis is Josh using? a. PAQ b. AET c. Nagy-Reilly Approach d. Ammerman Technique ANSWER: d 23. A specialized job analysis interview that uses groups and focuses on objectives is: a. critical incidents b. PAQ c. the Ammerman technique d. task analysis ANSWER: c 24. A problem with the observation method of job analysis is that it is often: a. illegal b. unreliable c. unethical d. obtrusive ANSWER: d 25. In the task statement, “Types correspondence to be sent to vendors,” ____ is the action and ___ is the object. a. correspondence / types b. correspondence / vendors c. types / correspondence d. vendors / types ANSWER: c 26. Creating a list of tasks that are thought to be involved with a job, and having job incumbents rate the tasks on scales such as frequency of occurrence and importance, best defines which job analysis method? a. Task analysis b. Critical incident technique Cengage Learning Testing, Powered by Cognero Page 4 c. Job-element approach d. Ammerman technique ANSWER: a 27. Once task statements have been written, the next step is to: a. select tests to tap KSAOs b. determine essential KSAOs c. interview incumbents d. rate the task statements ANSWER: d 28. A task statement rated ____ on frequency and ____ on importance would be left out of the job description. a. low / low b. high / high c. high / low d. low / high ANSWER: a 29. ____ is a structured job analysis method containing 194 items and is difficult to read. a. The critical incidents technique b. The PAQ c. The Ammerman technique d. Task analysis ANSWER: b 30. A revised version of the Position Analysis Questionnaire which is used by a job analyst rather than a job incumbent is the: a. Job Structure Profile b. Job Element Inventory c. Job Components Inventory d. AET ANSWER: a 31. Andre is completing a questionnaire containing over 400 items covering five major categories: tools and equipment, perceptual and physical requirements, mathematical requirements, communication requirements, and decision making and responsibility. Andre is using the: a. Job Components Inventory b. Position Analysis Questionnaire c. Critical Incident Technique d. Threshold Traits Analysis ANSWER: a 32. The ___ is an excellent job analysis method for information about tools and equipment. a. JCI b. PAQ c. F-JAS d. AET Cengage Learning Testing, Powered by Cognero Page 5 ANSWER: a 33. Which of the following job analysis techniques is NOT a good source of information about competencies? a. CIT b. F-JAS c. AET d. TTA ANSWER: c 34. The ___ is an excellent job analysis method for information about the work environment. a. JCI b. PAQ c. F-JAS d. AET ANSWER: d 35. _____ is an example of an ergonomic centered job analysis method. a. The AET b. Task analysis c. The PAQ d. The Ammerman technique ANSWER: a 36. The ______ is the job analysis method created by the federal government to replace the Dictionary of Occupational Titles (DOT). a. FJA b. PAQ c. AET d. O*NET ANSWER: d 37. Generating examples of good and bad performance, and categorizing these examples based on their similarities and differences with other examples, best defines which job analysis method? a. Task analysis b. Critical incident technique c. Job-element approach d. Ammerman technique ANSWER: b 38. The ___ is an excellent job analysis method for obtaining the physical abilities needed to perform a job. a. JCI b. PAQ c. F-JAS d. AET ANSWER: c Cengage Learning Testing, Powered by Cognero Page 6 39. The best method(s) to use in analyzing a job appears to be: a. the Position Analysis Questionnaire b. interviews, observations, and job participation c. The Critical Incident Technique d. dependent on how the information will be used ANSWER: d 40. Determining the worth of a job defines: a. functional job analysis b. job evaluation c. comparable worth d. salary surveying ANSWER: b 41. _______ is the process of determining a job’s worth. a. Comparable worth b. Job analysis c. Job evaluation d. Performance appraisal ANSWER: c 42. In job evaluation, compensable factors would be associated with determining _____, whereas salary surveys would be associated with determining ________. a. internal equity / external equity b. external equity / internal equity c. internal equity/ wage trend lines d. external equity/wage trend lines ANSWER: a 43. The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs. These are called _______factors. a. job related b. compensable job c. task d. structural ANSWER: b 44. Level of responsibility, mental demands, and education requirements would be potential ________factors. a. job related b. compensable job c. task d. structural ANSWER: b 45. To construct a wage trend line, I would use: a. regression b. a ruler and graph paper Cengage Learning Testing, Powered by Cognero Page 7 c. nomological statistics d. the span of discretion ANSWER: a 46. After conducting a salary equity evaluation we find that Bob is underpaid by $2,000 and Bill is overpaid by $2,000. We would probably: a. give Bob a raise and lower Bill’s salary b. not do anything c. redo the job evaluation d. give Bob a raise and leave Bill’s salary alone ANSWER: d 47. Salary surveys help establish: a. external equity b. legality c. BFOQ’s d. internal equity ANSWER: a 48. If an organization’s compensation plan is competitive with other similar organizations’, they are said to have: a. internal equity b. external equity c. merit d. comparable worth ANSWER: b 49. Salary surveys are used to determine: a. internal equity b. external equity c. merit d. comparable worth ANSWER: b 50. When an organization determines where it wants to be when compared with the compensation policies of other organizations, they are determining their: a. external equity b. rank order c. market position d. compensation structure ANSWER: c 51. A job evaluation concerns the worth of the _______, not the worth of the _______. a. job / person b. person / job c. performance / product d. product / performance ANSWER: a Cengage Learning Testing, Powered by Cognero Page 8 52. The job evaluation process determines the amount of money that a job is worth; this amount is called _______compensation. a. financial b. monetary c. direct d. indirect ANSWER: c 53. According to national statistics, the average salary for women in the U.S. is approximately ____ of the average salary for men. a. 57% b. 98% c. 50% d. 82% ANSWER: d 54. Differences in average salaries between men and women is the result of: a. discrimination b. vocational choice c. educational opportunities d. all of the above contribute to the difference ANSWER: d 55. The statistical method most commonly used in a salary equity study is: a. analysis of variance b. chi-square c. regression d. nominal analysis ANSWER: c Objective Short Answer 56. What information should be in a well-written job description? ANSWER: • Job title • Work activities • Tools and equipment used • Work context and environment • Performance standards • Competencies (KSAOs) 57. What groups/people are most likely to conduct a job analysis? ANSWER: • employees • supervisors • internal committees • outside consultants Cengage Learning Testing, Powered by Cognero Page 9 58. List and briefly describe the job analysis methods discussed in your text ANSWER: • interview • observation • job participation • Ammerman technique • task analysis • Critical incident technique (CIT) • Position Analysis Questionnaire (PAQ) • Job Structure Profile (JSP) • Job Elements Inventory (JEI) • Functional Job Analysis (FJA) • Job Components Inventory (JCI) • Threshold Traits Analysis (TTA) • Fleishman Job analysis Survey (F-JAS) • AET • Personality Related Position Requirements Form (PPRF) Cengage Learning Testing, Powered by Cognero Page 10