Deck 4: Job Analysis and Performance

Question 1

When an I-O psychologist thoroughly considers and tries to capture all aspects of the ultimate criterion in the actual criterion,he/she is attempting to avoid

A)criterion deficiency.
B)criterion contamination.
C)ultimate criterion.
D)categorical criterion.

Answer 1

A

Question 2

Questionnaires that assess an individual's Organizational Citizenship Behavior (OCB)assess

A)altruism and generalized compliance.
B)productivity and effectiveness.
C)performance and effectiveness.
D)commitment and motivation.

Answer 2

A

Question 3

Campbell's hierarchical model of job performance includes all of the following as determinants of job performance except

A)declarative knowledge.
B)procedural knowledge.
C)productivity.
D)motivation.

Answer 3

C

Question 4

The ideal measure of all of the relevant aspects of job performance is called:

A)criterion deficiency
B)criterion contamination
C)ultimate criterion
D)actual criterion

Question 5

Many of the employees from the marketing department know the manager would not be able to attend this week's meeting and decided not to go.Mary reminded everyone how they would have twice as much work the following week of they didn't go.This is an example of

A)altruism.
B)generalized compliance.
C)job-specific task proficiency.
D)task performance.

Question 6

An employee's behavior in a work setting,which can be measured in terms of individual proficiency,is best characterized as

A)productivity.
B)effectiveness.
C)knowledge.
D)performance.

Question 7

Alex has been an employee at Company Y for several years.He is extremely punctual and follows the company's rules without question.Alex's behavior can be best described as

A)altruistic.
B)task performance.
C)generalized compliance.
D)obsessive.

Question 8

In a thorough job analysis of the position of a paramedic,eight unique aspects of the job are identified.Using this job analysis information to develop criterion measures would help to prevent

A)criterion contamination.
B)ultimate criterion.
C)actual criterion.
D)criterion deficiency.

Question 9

An I-O psychologist is attempting to measure job performance,but has found that many measures include information that is unrelated to what is being measured.This problem can be best explained as a(n)

A)criterion deficiency.
B)criterion contamination.
C)ultimate criterion.
D)categorical criterion.

Question 10

Productivity can be best explained as

A)any behavior that is work related.
B)a ratio between employee inputs and outputs.
C)an evaluation of performance.
D)the number of promotions given within a designated amount of time.

Question 11

Understanding what is required to complete a task is called:

A)declarative knowledge
B)procedural knowledge
C)operational knowledge
D)administrative knowledge

Question 12

Susan works for a major manufacturer of computer processors.As a part of Susan's job,she is expected to run a series of diagnostic tests 12 times per day to ensure the processors being sold are adequate.Susan's ability to perform the diagnostic tests would be best characterized as

A)contextual performance.
B)task performance.
C)functional behavior.
D)adaptive behavior.

Question 13

Robert had to stay late on a Friday in order to finish some reports.John saw the stack of reports and offered to stay late and help Robert finish them.This is an example of

A)altruism.
B)generalized compliance.
C)job-specific task proficiency.
D)task performance.

Question 14

According the Campbell,there are _____ distinct performance components that may or may not appear in a job.

A)3
B)4
C)5
D)8

Question 15

When a criterion is missing information that is part of the behavior being measured,_____ occurs.

A)criterion deficiency
B)criterion contamination
C)ultimate criterion
D)actual criterion

Question 16

Understanding how to perform a task is called:

A)declarative knowledge
B)procedural knowledge
C)operational knowledge
D)administrative knowledge

Question 17

A manager evaluating an employee's "total value of sales" would be interested in

A)performance.
B)effectiveness.
C)productivity.
D)motivation.

Question 18

The ratio of effectiveness (output)to the cost of achieving that level of effectiveness (input)is defined as

A)performance.
B)effectiveness.
C)productivity.
D)motivation.

Question 19

An important difference between an ultimate criterion and an actual criterion is that

A)an ultimate criterion is free from imperfection of measurements,whereas an actual criterion is not.
B)an ultimate criterion suffers from imperfections in measurement,whereas an actual criterion does not.
C)an ultimate criterion can be applied,whereas an actual criterion is purely hypothetical.
D)an ultimate criterion refers to cognitive processes,whereas an actual criterion refers to behavior.

Question 20

When a criterion includes information unrelated to the behavior being measured,_____ occurs.

A)criterion deficiency
B)criterion contamination
C)ultimate criterion
D)actual criterion

Question 21

Individualized training on tasks selected by a qualified teacher is called:

A)expert performance
B)deliberate practice
C)adaptive performance
D)personnel practice

Question 22

An annual performance evaluation is an example of a (an)_____ measure.

A)judgmental
B)personnel
C)adaptive
D)objective

Question 23

Measures of ___________ are most closely associated with task performance,whereas _________________ does a better job of predicting contextual performance

A)altruism; empathy.
B)cognitive ability; personality.
C)personality; cognitive ability.
D)empathy; altruism.

Question 24

Dishonesty,absenteeism,and sabotage are all examples of:

A)organizational citizenship behavior
B)deliberate practice
C)counterproductive work behavior
D)contextual performance

Question 25

In which of the following companies did Lordstown Syndrome originate?

A)Sony
B)McDonalds
C)General Motors
D)Coca-Cola

Question 26

The number of patients a medical intern treated in one day would be measured by _____ measures.

A)objective.
B)judgmental.
C)personnel.
D)organizational.

Question 27

An employee who has the ability to make quick responses and decisions in an emergency demonstrates

A)adaptive performance.
B)altruism.
C)deliberate practice.
D)generalized compliance.

Question 28

Data collected about an employee's absences,accidents,and promotion rates are

A)judgmental measures.
B)personnel measures.
C)concurrent measures.
D)objective measures.

Question 29

A problem often associated with personnel measures and objective measures is that

A)a worker's behavior may be influenced by factors outside the worker's control.
B)both types of measurement rely too much on qualitative data.
C)too much emphasis is placed upon the judgment of the evaluator.
D)a worker may not be aware he/she is being evaluated,and may continue to perform the job as he/she normally would.

Question 30

Absenteeism and tardiness are examples of _____ measures.

A)judgmental
B)personnel
C)adaptive
D)objective

Question 31

According to I-O psychologist Larry James,what does aggression in the workplace stem from?

A)interpersonal conflict
B)flawed rationalization
C)lack of self-control
D)narcissism

Question 32

According to the textbook,the main difference between an expert and a novice is

A)practice.
B)intelligence.
C)motivation.
D)conscientiousness.

Question 33

Lordstown Syndrome refers to a type of

A)contextual performance.
B)sabotage.
C)absenteeism.
D)deliberate practice.

Question 34

All of the following can be characterized as general compliance except

A)endorsing,supporting,and defining organizational objectives.
B)following organizational rules and behaviors.
C)volunteering to take on extra projects at work that are not normally part of your job.
D)following company polices regarding days off and vacation time.

Question 35

Altruism and generalized compliance are examples of:

A)adaptive performance
B)personnel performance
C)organizational citizenship behavior
D)objective citizenship behavior

Question 36

A performance indicator that is an evaluation of the effectiveness of an individual's work behavior is a(n)

A)adaptive measure.
B)personnel measure.
C)objective measure.
D)judgmental measure.

Question 37

According to the textbook,counterproductive behavior refers to

A)voluntary behavior that violates significant organizational norms and threatens the well-being of the company.
B)involuntary behavior that results from ineffective company polices and an inability of the company to adapt to the changing market.
C)unexpected behaviors.
D)staying late without letting the boss know.

Question 38

Henry is a team player at his place of employment; he consistently helps his coworkers and volunteers to take on several tasks that are outside of his formal job description.However,Henry is always late,and he does things in his own way.Henry

A)demonstrates altruism but not general compliance.
B)demonstrates general compliance but not altruism.
C)demonstrates dishonesty but not altruism.
D)demonstrates general compliance but not organizational citizenship behavior.

Question 39

The way in which an employee deals with a corporate merger would be observed by a (an)_____ measure.

A)judgmental
B)personnel
C)adaptive
D)objective

Question 40

As a result of globalization,employees often work in different countries and are exposed to different cultures.One way to assess an individual's ability to perform well under these changing circumstances would be to assess

A)task performance.
B)altruism.
C)general compliance.
D)adaptive performance.

Question 41

Which of the following is not one of the ways in which job analysis is conducted?

A)observation
B)interview
C)graphology
D)work diaries

Question 42

"Think aloud protocol" is a type of _____ task analysis.

A)context
B)cognitive
C)behavior
D)job

Question 43

A primary aim of a job analysis is to

A)evaluate the performance of incumbents in a particular family of jobs.
B)combine the task demands of a job with the job's required human attributes to produce a theory of behavior for the job.
C)provide a comprehensive evaluation of an individual to find the best fit between his/her personality and a particular job.
D)interpret the results from many different studies that involve human behavior and develop a general theory of application.

Question 44

Because the Uniform Guidelines were published in _____,there is a growing gap between the Guidelines and the current legal considerations in I-O psychology.

A)1963
B)1964
C)1978
D)1986

Question 45

All of the following are negative aspects of electronic performance monitoring except

A)it provides raw material for job analysis.
B)it may violate privacy rights.
C)employers may use punitive actions based on this approach.
D)it may foster negative perceptions of fairness.

Question 46

Critical Incidents are

A)behaviors that result in accidents in the work place.
B)behaviors in a particular job that result in either success or failure.
C)events within a company that result in widespread layoffs.
D)events within a company that result in increased profits.

Question 47

There are at least two perspectives to consider when determining how to pay individuals within an organization.The external perspective refers to

A)what the marketplace is paying for people with similar job titles.
B)how other similar companies decide what to pay their employees.
C)what other individuals in the same company are paid.
D)how money should be distributed among employees within a company.

Question 48

A _____________ approach begins with a statement of the actual tasks as well as what is accomplished by those tasks,whereas a _____________ approach focuses on the attributes of the worker necessary to accomplish the tasks.

A)task-oriented; worker-oriented
B)worker-oriented; task-oriented
C)task-oriented; personality-oriented
D)personality-oriented; task-oriented

Question 49

The concept that people performing similar work should receive similar pay is called

A)external perspective.
B)internal perspective.
C)compensable factor.
D)comparable worth.

Question 50

"Job ladder" and "job families" are concepts most helpful for developing _________ systems.

A)recruiting
B)training
C)compensation
D)promotion

Question 51

Various experts have suggested the use of _______________ to assure comparable worth within an organization.

A)testing centers
B)internal and external controls
C)quantitative data analyses
D)human resource consultants

Question 52

One of the main reasons cognitive task analysis would be valuable to a company is that it

A)augments any behavioral observation with an explanation of a person's cognitive processes.
B)allows I-O psychologists to discard the unreliable practice of behavioral observation.
C)makes use of current technology,which has proven to be more accurate in predicting employees behavior.
D)breaks down a job into specific duties and responsibilities.

Question 53

In 1995,the Dictionary of Occupational Titles (D.O.T.)was replaced by an electronic version called

A)WPS.
B)ONET.
C)PPRF.
D)SIOP.

Question 54

According to the textbook,at least part of the way to prevent counterproductive work behavior (CWB)is in:

A)selection
B)intervention
C)training
D)job rotation

Question 55

Dr.Hammond,an I-O psychologist,uses information gathered from a job analysis to develop a system for assessing the extent to which an individual worker performs his or her job well.Dr.Hammond is most likely developing a

A)performance assessment system.
B)workforce reduction system.
C)job description.
D)compensation package.

Question 56

In determining pay,examining how to distribute a fixed amount of money to employees is an example of a(n)

A)external perspective.
B)internal perspective.
C)compensable factor.
D)comparable worth.

Question 57

I-O psychologist Larry James and his colleagues created a test that appears to assess reasoning but in fact is a hidden or implicit test of:

A)bias
B)intelligence
C)altruism
D)aggression

Question 58

Job psychographs used to be utilized to measure the _____ requirements of a job.

A)physical
B)mental
C)emotional
D)psychomotor

Question 59

An instrument that describes Andy as having a "friendly disposition" and indicates that he would be suited best for a job in sales is

A)Realistic Job Preview.
B)Personality-Related Position Requirements Form.
C)Five factor model of personality.
D)Dictionary of Occupational Titles.

Question 60

In determining pay,examining what the marketplace is paying people with similar jobs is an example of a(n)

A)external perspective.
B)internal perspective.
C)compensable factor.
D)comparable worth.

Question 61

A method for making internal pay decisions by comparing hob titles to one another and determining their relative merit by way of these comparisons is known as a (an):

A)job evaluation
B)competency model
C)work profiling system
D)realistic job preview

Question 62

Factors in a job evaluation that are given points that are later linked to compensation for various jobs within an organization are called _____ factors.

A)collaborative
B)cognitive
C)compensable
D)contextual