Question 1

The starting point for understanding how to match employees to jobs is ________.
A) the employment interview
B) personnel selection
C) human factors analysis
D) the enhanced training program

Accepted Answer

B

Question 2

The purpose of ________ is to hire applicants who will be the most productive employees.
A) a job enhancement program
B) personnel selection
C) a functional job analysis
D) job recategorization

Accepted Answer

Personnel selection is the process of choosing the most suitable candidate for a particular job. The purpose of personnel selection is to identify and hire candidates who will be the most productive employees for the organization. The selection process typically involves evaluating candidates' qualifications, skills, and abilities, as well as their fit with the job and organization's culture. A job enhancement program is a strategy designed to improve employees' job satisfaction and performance by enhancing the tasks and rewards associated with the job. A functional job analysis is a systematic approach to job analysis that focuses on the tasks, behaviors, and knowledge required for a specific job. Job recategorization is the process of changing the level or type of responsibilities associated with a particular job.

Question 3

A KSAO system of job analysis usually focuses on ________ categories of characteristics necessary to do a job well.
A) three
B) four
C) two
D) five

Accepted Answer

A KSAO system of job analysis usually focuses on four categories of characteristics necessary to do a job well: Knowledge (K), Skills (S), Abilities (A), and Other Characteristics (O).

Question 4

The process of selecting from a pool of job applicants those who will be hired to perform a job is known as ________.
A) a KSAO system
B) personnel selection
C) a realistic job preview
D) a functional job analysis

Accepted Answer

Personnel selection refers to the process of evaluating and choosing candidates from a pool of job applicants for a particular job. A KSAO system is a method of identifying and analyzing the knowledge, skills, abilities, and other characteristics necessary for a specific job. A realistic job preview is a tool used to provide potential applicants with a preview of what the job would be like. A functional job analysis is a method of job analysis used to identify the skills and knowledge required for a particular job. While all of these concepts may be relevant to the personnel selection process, the specific process of choosing candidates for a job is known as personnel selection.

Question 5

Each of the following is one of the basic dimensions of a job rated by a functional job analysis except ________.
A) people
B) outcomes
C) things
D) data

Accepted Answer

The basic dimensions of a job rated by a functional job analysis include people, data, and things. Outcomes are not considered as a separate dimension in functional job analysis, but rather emerge as a result of the interactions between the people, data, and things involved in the job.

Question 6

A method of conducting a job analysis that involves identifying the procedures and processes that workers use in the performance of the job and how the worker performs the job's tasks is a ________.
A) KSAO system
B) functional job analysis
C) performance rating system
D) realistic job preview

Accepted Answer

The method described in the question is a functional job analysis, which focuses on identifying the processes and procedures used in performing a job and the tasks involved. KSAO systems focus on the knowledge, skills, abilities, and other characteristics required for successful job performance, while performance rating systems evaluate an employee's performance on various job-related dimensions. Realistic job previews provide prospective employees with accurate information about the job, including its requirements and challenges.

Question 7

Each of the following is a characteristic evaluated by a KSAO system of job analysis except ________.
A) skills
B) openness
C) abilities
D) knowledge

Accepted Answer

KSAO (knowledge, skills, abilities, and other characteristics) systems of job analysis typically evaluate an individual's knowledge, skills, abilities, and personality traits. "Openness" is not typically included as a characteristic in KSAO analysis.

Question 8

Cleo is a psychologist studying the ways in which different corporate systems and structures affect overall worker productivity. She is most likely a(n) ________ psychologist.
A) clinical
B) developmental
C) industrial/organizational
D) experimental

Accepted Answer

Industrial/organizational psychologists focus on studying human behavior in the workplace, including topics such as employee productivity, job satisfaction, and organizational structure. Clinical psychologists, on the other hand, diagnose and treat mental illnesses and developmental psychologists study the cognitive, emotional, and physical development of individuals over the lifespan. Experimental psychologists design and conduct research studies to understand various aspects of human behavior.

Question 9

The aspects of a job usually evaluated by a job analysis include the ________.
A) company philosophy and the work policies of management
B) work policies of management and the actual tasks performed by the workers
C) environment in which the work is done and the company philosophy
D) tasks performed by the workers and the human qualifications that are required to perform those tasks.

Accepted Answer

A job analysis typically evaluates the tasks performed by workers and the human qualifications necessary to perform those tasks. It is not focused on the company philosophy or work policies of management, although these factors may be taken into account in determining the job's requirements. The work environment may also be considered, but only to the extent that it affects the tasks and qualifications required for the job.

Question 10

Professionals working in the subfield of ________ psychology are involved with managing human resources in organizations.
A) developmental
B) experimental
C) organizational
D) industrial

Accepted Answer

Professionals working in the subfield of industrial psychology, also known as organizational psychology, are involved with managing human resources in organizations. They apply psychological principles and methods to areas such as hiring and selection, employee training and development, performance evaluation, and organizational development.

Question 11

The starting point for matching employees to jobs is a(n) ________.
A) job enhancement program
B) effective employee training program
C) job analysis
D) systems evaluation

Accepted Answer

Job analysis is the process of breaking down a job into its component parts to determine the knowledge, skills, abilities, and other characteristics required for successful performance. This information can then be used to match employees with jobs that fit their skills and abilities.

Question 12

The field of psychology that includes the scientific study of how individuals and organizations work, and of how psychological principles can be applied to such settings to improve their effectiveness is ________ psychology.
A) developmental
B) industrial/organizational
C) experimental
D) clinical

Accepted Answer

Industrial/organizational psychology specifically focuses on understanding individual and group behavior within organizations and applying psychological principles to improve workplace productivity and efficiency. The other options do not specifically address this topic.

Question 13

A method of job analysis that focuses on understanding the human characteristics required to perform a job successfully is known as a ________.
A) performance rating system
B) realistic job preview
C) KSAO system
D) functional job analysis

Accepted Answer

KSAO (Knowledge, Skills, Abilities, and Other characteristics) system is a method of job analysis that focuses on identifying the human characteristics required to perform a job successfully. This method helps to determine the necessary KSAOs for a job and helps in designing recruitment and selection processes accordingly. Option A is incorrect as performance rating system is a method of evaluating employee's job performance. Option B is incorrect as a realistic job preview is a communication tool used by employers or recruiters to explain to potential employees the realities of a job. Option D is also incorrect as functional job analysis focuses on identifying the work activities performed in a job and their relationship to the human abilities needed to perform them.

Question 14

A selection method that consists of asking questions to which the job applicant responds, either in a structured or an unstructured setting, is a(n) ________.
A) KSAO system
B) functional job analysis
C) employment interview
D) objective employment test

Accepted Answer

The selection method described is an employment interview, which involves asking questions to job applicants in order to assess their qualifications for the job. The other options listed are not appropriate descriptions of this method. A KSAO system is a method of identifying the knowledge, skills, abilities, and other characteristics required for success in a job. A functional job analysis is a method of examining the core tasks and requirements of a job. An objective employment test is a standardized assessment tool that measures specific competencies or abilities relevant to the job.

Question 15

Cleo is a psychologist studying the various jobs in a local corporation to identify the knowledge, skills, and abilities required to perform them. She is most likely a(n) ________ psychologist.
A) experimental
B) developmental
C) clinical
D) industrial/organizational

Accepted Answer

Cleo is studying jobs in a corporation, which falls under the field of industrial/organizational psychology. This field focuses on understanding and improving human behavior, attitudes, and performance in the workplace.

Question 16

Breaking down a job into its most basic components to identify the most important components and thus the most important skills and abilities needed to perform the job is known as a ________.
A) realistic job preview
B) job analysis
C) job enrichment program
D) job enlargement

Accepted Answer

Job analysis involves breaking down a job into its essential components to identify the most important skills and abilities needed for effective job performance. This helps establish job requirements, and helps organizations in various HR functions like recruitment, training, and performance evaluation.

Question 17

Devon is a psychologist studying how lighting and temperature affects worker productivity at a local manufacturing plant. He is also interested in how management policies affect employee morale and retention. He is most likely a(n) ________ psychologist.
A) developmental
B) experimental
C) industrial/organizational
D) clinical

Accepted Answer

Devon's focus on studying the effects of environmental factors and management policies on worker productivity, morale, and retention suggests that he is interested in the field of industrial/organizational psychology. This area of psychology involves the study of human behavior in the workplace and seeks to optimize employee performance and well-being.

Question 18

Professionals working in the subfield of ________ psychology are involved with studying factors that affect the company or corporation as a whole, rather than on the individuals who work for them.
A) organizational
B) clinical
C) experimental
D) developmental

Accepted Answer

Organizational psychology focuses on the group-level dynamics and processes within an organization, such as leadership, communication, job satisfaction, teamwork, and organizational change. Clinical psychology, on the other hand, focuses on diagnosing and treating mental health disorders in individuals. Experimental psychology involves conducting research to test hypotheses about psychological processes and mechanisms. Developmental psychology focuses on the cognitive, social, and emotional development of individuals across their lifespan. None of these subfields specifically address the factors that affect companies or corporations as a whole, making A the best choice.

Question 19

Which of the following selection methods has the highest predictive validity?
A) a structured interview
B) a work sample test
C) graphology
D) cognitive ability

Accepted Answer

Work sample tests have been found to have the highest predictive validity among selection methods. This is because they assess actual job skills and performance in a simulated setting, providing a strong indicator of future job success. Structured interviews and cognitive ability tests also have relatively high predictive validity, but graphology (the analysis of handwriting for personality traits) has been found to have little or no validity in predicting job performance.

Question 20

In a functional job analysis, jobs are rated according to ________ basic dimensions.
A) four
B) three
C) two
D) five

Accepted Answer

Functional job analysis rates jobs according to three basic dimensions: data, people, and things.

Quiz 15: Measurement and Statistical Methods

The starting point for understanding how to match employees to jobs is ________.

The purpose of ________ is to hire applicants who will be the most productive employees.

A KSAO system of job analysis usually focuses on ________ categories of characteristics necessary to do a job well.

The process of selecting from a pool of job applicants those who will be hired to perform a job is known as ________.

Each of the following is one of the basic dimensions of a job rated by a functional job analysis except ________.

A method of conducting a job analysis that involves identifying the procedures and processes that workers use in the performance of the job and how the worker performs the job's tasks is a ________.

Each of the following is a characteristic evaluated by a KSAO system of job analysis except ________.

Cleo is a psychologist studying the ways in which different corporate systems and structures affect overall worker productivity. She is most likely a(n) ________ psychologist.

The aspects of a job usually evaluated by a job analysis include the ________.

Professionals working in the subfield of ________ psychology are involved with managing human resources in organizations.

The starting point for matching employees to jobs is a(n) ________.

The field of psychology that includes the scientific study of how individuals and organizations work, and of how psychological principles can be applied to such settings to improve their effectiveness is ________ psychology.

A method of job analysis that focuses on understanding the human characteristics required to perform a job successfully is known as a ________.

A selection method that consists of asking questions to which the job applicant responds, either in a structured or an unstructured setting, is a(n) ________.

Cleo is a psychologist studying the various jobs in a local corporation to identify the knowledge, skills, and abilities required to perform them. She is most likely a(n) ________ psychologist.

Breaking down a job into its most basic components to identify the most important components and thus the most important skills and abilities needed to perform the job is known as a ________.

Devon is a psychologist studying how lighting and temperature affects worker productivity at a local manufacturing plant. He is also interested in how management policies affect employee morale and retention. He is most likely a(n) ________ psychologist.

Professionals working in the subfield of ________ psychology are involved with studying factors that affect the company or corporation as a whole, rather than on the individuals who work for them.

Which of the following selection methods has the highest predictive validity?

In a functional job analysis, jobs are rated according to ________ basic dimensions.