Deck 56: Appendix

Question 1

A high level of satisfaction with one's work is most likely to be reported by those who frequently experience

A) flow.
B) implementation intentions.
C) unstructured interviews.
D) 360-degree feedback.

Answer 1

A

Question 2

Those who view their work as a calling report ________ work satisfaction than those who view their work as a job and ________ work satisfaction than those who view their work as a career.

A) more;less
B) less;more
C) more;more
D) less;less

Answer 2

C

Question 3

A psychological consultant develops a test that assesses the extent to which applicants for company sales positions communicate in an honest and animated manner.The consultant's work best illustrates that of a(n)

A) clinical psychologist.
B) human factors psychologist.
C) organizational psychologist.
D) personnel psychologist.

Answer 3

D

Question 4

Those who view their work as a fulfilling and socially useful activity are said to view work as a

A) job.
B) calling.
C) career.
D) contract.

Question 5

Which of the following is generally the poorest predictor of future job performance?

A) aptitude tests
B) job knowledge tests
C) simulated job performance tests
D) evaluations from informal interviews

Question 6

Personnel psychologists are most likely to be involved in

A) matching people's strengths with specific job assignments.
B) modifying work environments to improve employee engagement.
C) contributing to the design of user-friendly industrial machines.
D) assessing the effect of supervisors' management styles on business productivity.

Question 7

Human factors psychology is a distinct field that is allied with

A) clinical psychology.
B) personnel psychology.
C) social psychology.
D) industrial-organizational psychology.

Question 8

Which profession is most likely to be concerned with the effect of supervisors' management styles on worker motivation and productivity?

A) developmental psychology
B) social psychology
C) industrial-organizational psychology
D) cognitive psychology

Question 9

Mary quite enjoys her work and is pleased with the fact that she has been able to move up the so-called corporate ladder so quickly.For Mary,her work is a

A) job.
B) career.
C) calling.
D) position.

Question 10

Dr.Wolfson develops assessment tools for use by company supervisors to make decisions about job promotions.His work best illustrates that of a(n)________ psychologist.

A) clinical
B) personnel
C) organizational
D) human factors

Question 11

Matt is a student who becomes so fully absorbed in his course studies that he completely loses awareness of how long he has been working.Matt's experience best illustrates

A) 360-degree feedback.
B) task leadership.
C) human factors psychology.
D) flow.

Question 12

Improving employee morale and business profitability by developing a new chain of command between subdivisions of a large manufacturing company best illustrates the work of a

A) personnel psychologist.
B) human factors psychologist.
C) organizational psychologist.
D) clinical psychologist.

Question 13

Work is LEAST likely to be experienced as a positive and fulfilling activity for those who

A) receive annual performance reviews.
B) frequently experience flow.
C) view their work as a job.
D) are self-employed.

Question 14

Which of the following is NOT an interest type assessed by the U.S.Department of Labor Occupational Information Network?

A) realistic
B) investigative
C) conventional
D) interpersonal

Question 15

Danielle,an applicant for a position in corporate financial accounting,was so animated and enthusiastic in her conversations with company officials that they decided to hire her without carefully checking her résumé and past work accomplishments.The company officials should most clearly be informed about

A) human factors psychology.
B) social leadership.
C) the interviewer illusion.
D) the experience of flow.

Question 16

Matching people with existing jobs is to ________ psychology as modifying jobs and supervision is to ________ psychology.

A) human factors;organizational
B) organizational;human factors
C) personnel;organizational
D) organizational;personnel

Question 17

Dr.Ford assesses people's personalities and interests and then alerts them to vocations with a good person-environment fit.His specialty is

A) worker productivity.
B) designing optimum worker environments.
C) career counseling.
D) developing system technologies.

Question 18

You are most likely to experience flow if you are

A) externally motivated to perform the task.
B) completing a new task.
C) completing a task you have done repeatedly in the past.
D) internally motivated for the task.

Question 19

Interviewers are disposed to judge job applicants more favorably when informed that the applicants

A) are applying for their very first career position.
B) have been prescreened by other company personnel.
C) are nervous and worried about making a good impression.
D) have a strong desire to work hard if paid well.

Question 20

The sense of mutual obligations between workers and employers is referred to as

A) a psychological contract.
B) flow.
C) enterprising.
D) a person-environment fit.

Question 21

Jessie's work evaluation assesses specific behaviors,such as "always arrives to work on time." Her supervisor likely used a ________ to evaluate her performance.

A) checklist
B) graphic rating scale
C) behavior rating scale
D) structured interview

Question 22

Modifying management practices and work assignments to increase employee engagement best illustrates the professional concerns of

A) human factors psychologists.
B) clinical psychologists.
C) personnel psychologists.
D) organizational psychologists.

Question 23

Antonio,a sixth-grader,has just brought home a 30-word spelling test on which he spelled only 15 words correctly.If Antonio's parents want to effectively encourage higher levels of achievement in their son,they should tell him

A) "What's important is that you do your best always."
B) "Try to raise your next test score 5 points by typing your new spelling words into our computer."
C) "Test performance is often unrelated to how much you actually learned."
D) "If you don't perform better on your next test,you won't be allowed to watch television before bedtime."

Question 24

Rating scales used to record the dependability and productivity of workers are most clearly designed to facilitate

A) flow.
B) structured interviews.
C) social leadership.
D) performance appraisal.

Question 25

The practice of 360-degree feedback is most clearly designed to improve

A) social leadership.
B) the experience of flow.
C) unstructured interviews.
D) performance appraisal.

Question 26

James,the district manager,has noticed that each time Thomas,the shift manager,evaluates an employee,he rates the worker favorably.It may be that Thomas is making

A) halo errors.
B) severity errors.
C) leniency errors.
D) recency errors.

Question 27

Effective leaders of large corporations as well as smaller work teams have been found to exude a charisma that involves

A) using a directive management style.
B) understanding human factors psychology.
C) motivating people to cooperate toward a common goal.
D) viewing one's work as a career.

Question 28

Miranda is the supervisor in the women's clothing department of a large store.Using a five-point scale,she is rating her workers' dependability,productivity,and so forth.She is using

A) a checklist.
B) strengths-based leadership.
C) a graphic rating scale.
D) a behavior rating scale.

Question 29

Business units with high levels of employee engagement experience somewhat

A) more organizational productivity and less employee turnover.
B) less organizational productivity and more employee turnover.
C) more organizational productivity and more employee turnover.
D) less organizational productivity and less employee turnover.

Question 30

Managing by objectives is most clearly designed to facilitate the process of

A) choosing a career.
B) setting work goals.
C) assessing job skills.
D) scripting employment interviews.

Question 31

You have decided that you would like to pursue a doctorate degree in human factors psychology.You have found out that you need a high grade point average,undergraduate research experience,a high score on the GRE,and several letters of recommendations from professors.You are currently a sophomore,you are taking four classes,and you work part-time.To prepare for this goal now,you should

A) be specific about what you plan to do with a doctorate degree in human factors psychology.
B) find a full-time job so that you can begin saving for graduate school.
C) be specific about why you need to achieve each of the requirements to be accepted into the doctorate program.
D) create an action plan that breaks down the large goal of graduate school into smaller steps to get there.

Question 32

Managers who set standards and keep a group focused on its goals are said to excel in

A) task leadership.
B) 360-degree feedback.
C) a democratic management style.
D) human factors psychology.

Question 33

Performance appraisal scales that specify in detail the precise behaviors that are indicative of poor,adequate,good,and excellent worker performance are most likely to inhibit

A) severity errors.
B) the experience of flow.
C) structured interviews.
D) 360-degree feedback.

Question 34

Research has shown that social leadership facilitates

A) worker morale.
B) 360-degree feedback.
C) a directive management style.
D) strength-based selection systems.

Question 35

Structured interviews have more ________ than unstructured interviews.

A) democratic style
B) leniency errors
C) predictive accuracy
D) 360-degree feedback

Question 36

A high level of worker involvement,enthusiasm,and identification with his or her business organization is most clearly an indication of

A) 360-degree feedback.
B) transformational leadership.
C) strengths-based leadership.
D) employee engagement.

Question 37

An employee's high level of friendliness can lead a supervisor to judge the employee as a more reliable worker than is actually the case.This is said to illustrate

A) 360-degree feedback.
B) a halo error.
C) a recency error.
D) a curse of knowledge.

Question 38

Danica is so unhappy with her work setting that she frequently complains to her colleagues and undermines what they are trying to accomplish.Danica could best be described as

A) actively disengaged.
B) experiencing a state of flow.
C) viewing work as a calling.
D) illustrating charisma.

Question 39

Through a task's ups and downs,people best sustain their mood and motivation when they focus on

A) strengths-based leadership.
B) 360-degree feedback.
C) immediate goals.
D) outsourcing.

Question 40

Paul is seldom absent from work.However,an illness the previous week forced him to miss work for a day,and his supervisor evaluated his performance less positively than was warranted.This best illustrates the supervisor's vulnerability to

A) the interviewer illusion.
B) leniency errors.
C) recency errors.
D) the halo effect.

Question 41

Chief executives who inspire their colleagues to "transcend their own self-interests for the sake of the collective" demonstrate

A) flow.
B) a directive style.
C) transformational leadership.
D) 360-degree feedback.

Question 42

Compared with ineffective managers,those who excel invest a _______ proportion of their time and effort trying to remedy their employees' deficiencies and a _______ proportion of their time and effort trying to enhance their employees' talents.

A) larger;larger
B) smaller;smaller
C) larger;smaller
D) smaller;larger

Question 43

After studying how the different values of collectivist and individualist societies impact leadership,you have concluded that

A) organizations in collectivistic societies tend to have better leadership success.
B) organizations in individualistic societies tend to have better leadership success.
C) there are no universally effective leadership strategies.
D) culture shapes leadership as well as what makes leadership successful.

Question 44

Which of the following is NOT a factor that helps explain the interviewer illusion?

A) Interviewers presume that people are what they seem to be in the interview situation.
B) Interviewers' preconceptions and moods color how they perceive interviewees' responses.
C) Interviewers fail to judge people relative to those interviewed just before and after them.
D) Interviews disclose the interviewee's good intentions,which are less revealing than habitual behaviors.

Question 45

Compared with ineffective managers,those who are effective are more likely to

A) use informal,unstructured interviews when selecting new employees.
B) exercise a directive management style for achieving organizational goals.
C) celebrate employees' productivity by providing them with recognition and rewards.
D) do all of these things.

Question 46

Dr.Eisenberg develops behavior rating scales for use by company supervisors to appraise the performance of workers and make decisions about job promotions.His work best illustrates that of a(n)________ psychologist.

A) clinical
B) personnel
C) organizational
D) human factors

Question 47

The ability to motivate and influence people to enable their group's success is referred to as

A) 360-degree feedback.
B) a leniency error.
C) leadership.
D) a halo error.

Question 48

Employee engagement is most likely to be facilitated by

A) transformational leadership.
B) unstructured interviews.
C) halo errors.
D) human factors psychology.

Question 49

Shauna is a company executive who encourages employees to voice their opinions and to participate in developing workplace rules and production goals.Shauna best illustrates

A) the experience of flow.
B) a democratic leadership style.
C) strengths-based leadership.
D) managing by objectives.

Question 50

You just got a new job at a big computer company where you will be assisting designers in making software more user-friendly.You are you most likely a(n)

A) social psychologist.
B) I/O psychologist.
C) human factors psychologist.
D) developmental psychologist.

Question 51

Work is most likely to be satisfying for employees if it is associated with

A) task leadership.
B) the experience of flow.
C) 360-degree feedback.
D) unstructured interviews.

Question 52

Managers with a social leadership style would be most likely to

A) discourage employees from critically discussing controversial company policies.
B) inform employees of the exact deadlines for the completion of work projects.
C) mediate a personal dispute between two argumentative employees.
D) provide employees with relatively easy work assignments.

Question 53

Designing aircraft instrument displays in such a way as to minimize pilots' misperceptions of flight data would be of most direct interest to

A) personnel psychologists.
B) organizational psychologists.
C) evolutionary psychologists.
D) human factors psychologists.

Question 54

Who would be most involved in designing user-friendly programming controls for HDTVs?

A) organizational psychologists
B) human factors psychologists
C) personnel psychologists
D) social psychologists

Question 55

People who know how to operate a computer software program often have difficulty imagining what it is like not to know how to operate the program.Their difficulty best illustrates

A) the curse of knowledge.
B) the interviewer illusion.
C) employee disengagement.
D) the leniency error.

Question 56

Employees who enjoy high-quality colleague relationships also engage their work with more vigor.This best illustrates the value of a work environment that satisfies employees'

A) implementation intentions.
B) need to belong.
C) directive style.
D) charisma.

Question 57

A feeling that one's workplace setting offers many opportunities to learn and grow is most likely to promote

A) strengths-based leadership.
B) transformational leadership.
C) employee engagement.
D) 360-degree feedback.

Question 58

Psychologists who help design machines so that they make use of our natural perceptions are called

A) clinical psychologists.
B) personnel psychologists.
C) human factors psychologists.
D) organizational psychologists.

Question 59

Managers who delegate authority and welcome team members' participation are said to excel in

A) structured interviews.
B) social leadership.
C) performance appraisal.
D) a directive management style.

Question 60

Lisbeth views her work only as a way to make the money she needs to do the things she enjoys.Lisbeth apparently views her work as a

A) calling.
B) job.
C) contract.
D) career.

Question 61

You have been hired to examine employee motivation at an organization.You are a(n)

A) social psychologist.
B) clinical psychologist.
C) organizational psychologist.
D) human factors psychologist.

Question 62

Brenda's work evaluation from her supervisor shows that she earned high scores of 4 and 5 on the following work-related traits: productive,dependable,reliable.Her supervisor likely used a ________ to evaluate her performance.

A) checklist
B) graphic rating scale
C) behavior rating scale
D) structured interview

Question 63

A completely focused state of consciousness resulting from optimal engagement of one's skills is called

A) charisma.
B) 360-degree feedback.
C) transformational leadership.
D) flow.

Question 64

Organizational psychologists examine and develop strategies for improving

A) work-related accidents.
B) employee training.
C) employee motivation and morale.
D) employee appraisal.

Question 65

By scripting specific job-relevant questions to be asked of all those applying for a particular work position,a personnel psychologist is most clearly developing a framework for

A) the experience of flow.
B) transformational leadership.
C) structured interviews.
D) 360-degree feedback.

Question 66

Professor Vaughn works with technology developers to make sure that technology is safe,easy to use,and effective for consumers.She is likely a(n)

A) social psychologist.
B) clinical psychologist.
C) I/O psychologist.
D) human factors psychologist.

Question 67

Professor Smith studies ways to reduce distractions,fatigue,and inattention while driving.He is most likely a(n)

A) social psychologist.
B) clinical psychologist.
C) I/O psychologist.
D) human factors psychologist.

Question 68

Analyzing job requirements and optimizing worker placement are of most direct relevance to

A) human factors psychology.
B) clinical psychology.
C) organizational psychology.
D) personnel psychology.

Question 69

For each performance review,Professor Donnell is evaluated by her students,colleagues,department chair,and research assistants.This best illustrates

A) managing by objectives.
B) the experience of flow.
C) human factors psychology.
D) 360-degree feedback.

Question 70

Russell does not like his work but he knows that he has no choice but to go to work.He needs the paycheck each week to pay his monthly bills and save for retirement.He views his work as a

A) job.
B) career.
C) calling.
D) position.

Question 71

Those who view their work as a necessary but personally unfulfilling way to make money are said to view work as a

A) contract.
B) job.
C) calling.
D) career.

Question 72

I/O psychologists have found that overall life satisfaction is associated with

A) work satisfaction.
B) work-life balance.
C) both work satisfaction and work-life balance.
D) neither work satisfaction nor work-life balance.

Question 73

________ have been found to reduce bias in the hiring process.

A) Unstructured interviews
B) Checklists
C) Structured interviews
D) Behavior rating scales

Question 74

Personnel psychology is a key subfield of

A) organizational psychology.
B) industrial-organizational psychology.
C) human factors psychology.
D) social psychology.

Question 75

Those who view their work as a career are especially likely to be concerned about opportunities for

A) outsourcing.
B) creating action plans.
C) transformational leadership.
D) increasingly better employment positions.

Question 76

Which of the following psychologists would work with designers and engineers to make products more "human friendly"?

A) social psychologists
B) clinical psychologists
C) I/O psychologists
D) human factors psychologists

Question 77

Assessing the impact of different management styles on the motivation and productivity of employees best illustrates the professional concerns of

A) personnel psychology.
B) clinical psychology.
C) organizational psychology.
D) human factors psychology.

Question 78

With a ________,the supervisor checks scaled behaviors that describe a worker's performance.

A) checklist
B) graphic rating scale
C) behavior rating scale
D) structured interview

Question 79

Regan has been programming computers for so long that she does not understand why some people have difficulty following what she considers the easy instructions to "drag and drop" files into a new folder.She is exhibiting what psychologists call

A) strengths-based selection.
B) transformational leadership.
C) the curse of knowledge.
D) a directive management style.

Question 80

Human factors psychologists would be most likely to aid in the design of

A) employee weight-reduction programs.
B) management training seminars.
C) user-friendly factory machinery.
D) work-skills assessment tests.