1.

The goal of IO Psychology is to Competency Ladder

Performance Plateau
Increase the productivity of
7. This pertains to the process of
employees
determining the worth of a job
Uplift the well-being of employees
Examine factors that aect the
Job Classification
people in an organization
Job Compensation
Both a and b
Job Equity
2. The “I” in I/O Psychology is related to all of Job Evaluation
the following except:
8.KSAO stands for

Recruitment
Knowledge, skills, abilities, other
Training
qualifications
Motivation
Knowledgability, skillfulness,
termination
agreeableness, openness
Knowledge, standards, agreement,
3. All except one are related to ergonomics.
operations
Find the exception.
Knowledge, skills, abilities, other
characteristics
workplace design
9. SMEs refer to
fatigue and stress
human-machine interaction
none of the above Job incumbents
Supervisors
4. The foundation of all human resource
Customers
activities
All of the above

Job Analysis 10. The first step in conducting job analysis

Job Description
Recruitment and Selection Identifying tasks performed

Training and Development Writing Task statements

Determining essential KSAOs
5. This serves as stepping stone to identify
Selecting tests to tap KSAO
employees' need for training or counselling
11. Which of the following statement of

Personpower Planning competencies refers to a Skill?

Job Evaluation
Performance Appraisal Willing to be trained for 3 months

None of the above With certificate in Psychological First

6. Promoting employees until they 1 0 Aid training

Can speak English language fluently
eventually reach their highest level of
Graduate of Bachelor of Science in
incompetence
 Psychology

Personpower Threshold 12. Questionnaire used for Job analysis that

Peter Principle reveals information about worker activities

1 0
 JSP (Job Structure Profile) Recruitment
JAI Selection
AET Advertising

None of the above Marketing

13. According to research conducted by 18. A method in which job vacancy notices
Levine et al., this job analysis method gives are posted in places where customers or
the best overall job picture current employees are likely to see them

Critical Incident Technique Strategic Posting Method

Job elements reports Blind Box Method
Task analysis Point-of-Purchase Method
PAQ Ads-on-Point Method

14. Determining _______ involves comparing 19. Recruiters that specialize in placing
jobs within an organization to ensure that applicants in high-paying jobs
the people in jobs worth the most money
are paid accordingly Headhunters
Executive Search firms
Intraorganizational Equity Both a and b
Compensable job factors None of the above
Internal pay equity
20. The manner and timing at which
Compensatory factors
Realistic Job Preview must be provided
15. A method of resolving conflict in which a
neutral third party is asked to help the two Oral; at the time of the job oer
parties reach an agreement
Oral; early in the recruitment process
Written; at the time of the job oer
Grievance system
Written; early in the recruitment
Mediation process
Arbitration
21. From a legal standpoint, _____ interviews
Internal Resolution
are viewed more favorably by the courts
16. Which of the following is not a criterium than _____ interviews
to be met for a minimum qualification to be
considered as justifiable? structured; unstructured
unstructured; structured
needed to perform the job Highly structured; slightly structured
formally identified and Slightly structured; highly structured
communicated prior to the start of
22. A type of structured interview question
the selection process
in which applicants are given a situation
consistently applied
1 0 asked how they would handle it
and
None of the above

17. This refers to the process of attracting Skill-level determiner

people with the right qualifications to apply Situational questions
for the job
Patterned-behavior description
Clarifier questions

1 0
23. Method of scoring interview answers Don't send the rejection letter
that provides points for each part of an immediately
answer that matches the scoring key Be as personable and as specific as
possible
Benchmark Answers Include a statement about the
Typical-answer approach individual who received the job
Key issues approach Include the name of a contact
Pm issues approach person

24. The process of confirming the accuracy 29. The extent to which a test found valid for
of resume and job application information a job in one location is valid for the same
is called job in a dierent location

Background Check Generalizability

Reference check Validity generalization

Reference Synthetic Validity

Legit Check Range Validity

25. Job applicant is asked to go through 30. An advantage of using face valid tests in
job-related paperworks and respond to recruitment
them as if he/she were actually on the job
Increased chances of legal challenge
Work samples Increased chance that an applicant
Assessment center will accept a job oer

Job simulation Decreased chances of faking

In-basket Technique Increases test-taking demotivation

26. An assessment exercise designed to 31. Designed to estimate the percentage of

demonstrate applicant's attributes in terms future employees who will be successful on
of creativity and decision-making the job if an organization uses a particular
test

Business Games
Leaderless Group Discussions Taylor-Russell Tables

Simulation Lawshe Tables

Logic quizzes BCG formula

Utility Formula
27. Which personality trait is said to be the
best predictor of performance in most 32. A selection strategy in which applicants
occupations? must meet or exceed the passing score on
more than one selection test

Extraversion
Agreeableness Top-Down Selection
1 0 Passing Score
Openness
Conscientiousness Multiple-Hurdle approach