PSYIND1 Practice Quiz

Podcast Beta

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What was a major aim of I/O Psychology as discussed in the content?

To reduce the number of employees needed

To eliminate the need for training

To enhance the compatibility between workers and their workplace (correct)

To increase the workers' salary

Which of the following individuals wrote about the impact of fatigue and stress on work performance?

John Watson

Frank Gilbert and Lilian Moeller Gilbert (correct)

Hugo Munsterberg

Walter Dill Scott

Which testing methods were developed by John Watson for assessing potential pilots?

Mathematical problem solving exercises

Group behavioral assessments

Perceptual and motor tests (correct)

Interviews and surveys

How did World War I influence industrial psychology research?

It caused a shift in the direction of research emphasis Signup and view all the answers

What is a benefit of data-driven decision-making in organizations?

Optimization of human resources and financial assets Signup and view all the answers

What is the main purpose of a job description update when a job changes significantly?

To accommodate job crafting Signup and view all the answers

Which of the following describes the Ammerman Technique in job analysis?

Utilizes a group of job experts to identify tasks and standards Signup and view all the answers

What is the characteristic of the job participation method in job analysis?

It involves job analysts performing the job being analyzed Signup and view all the answers

Why is observing incumbents in a job analysis considered obtrusive?

It may alter how employees perform their jobs Signup and view all the answers

Who should participate in a job analysis if there are few people in each job?

All employees in that job role Signup and view all the answers

What is the primary purpose of a Job Description (JD)?

To summarize tasks and job requirements for a position Signup and view all the answers

How does job analysis contribute to employee selection?

By aiding in the selection of tests or developing interview questions Signup and view all the answers

What aspect of career planning does job analysis assist with?

Facilitating promotions and transfers Signup and view all the answers

What principle explains the phenomenon of promoting employees to their highest level of incompetence?

Peter Principle Signup and view all the answers

How does job analysis aid in performance appraisal?

By enabling the development of accurate evaluation instruments Signup and view all the answers

What is a Job Family?

A group of jobs in the same general occupation Signup and view all the answers

What is the role of Job Classification in HR?

It helps determine job titles and relative job ranks Signup and view all the answers

What is the significance of Job Evaluation?

It assesses the value or worth of a job within the organization Signup and view all the answers

What is a key feature of structured interviews that differentiates them from unstructured interviews?

Standardized scoring Signup and view all the answers

Which type of question is designed to assess an applicant's personality fit within an organization's culture?

Organizational fit questions Signup and view all the answers

What type of questions would you ask to determine a candidate's expertise in a specific skill?

Skill level determiner questions Signup and view all the answers

Which question type focuses on assessing how candidates respond to hypothetical future situations?

Situational questions Signup and view all the answers

What is the purpose of using disqualifying questions in an interview?

To eliminate candidates based on crucial qualifications Signup and view all the answers

Which of the following is an example of a behavioral interview question?

Can you share a time when you faced a significant challenge at work? Signup and view all the answers

In the STAR method, which component deals with the results of a candidate's actions?

Results Signup and view all the answers

Which of these questions is considered a situational question?

What would you do if a client was unhappy with your service? Signup and view all the answers

What is the primary focus of the Job Structure Profile (JSP)?

Filling out by the job analyst rather than the job incumbent Signup and view all the answers

Which method would be most suitable for creating a detailed job description?

Task analysis Signup and view all the answers

What does the Hay Plan’s 'Know-How' factor refer to?

The total competencies needed to perform the job Signup and view all the answers

Which of the following is NOT a compensable job factor according to the content?

Working hours Signup and view all the answers

What role does Step 2 of Job Evaluation play in compensation determination?

Deciding the levels for each compensable job factor Signup and view all the answers

What is a significant characteristic of the Position Analysis Questionnaire (PAQ)?

Most structured and cost-efficient Signup and view all the answers

What type of analysis requires the most time to complete?

Task analysis Signup and view all the answers

In job analysis, what is the main purpose of using the Critical Incident Technique (CIT)?

To gather narratives of effective and ineffective job behaviors Signup and view all the answers

What defines a Salary Grade in the context of job evaluation?

A system used to assign a compensation level to employees Signup and view all the answers

Which of the following steps follows determining compensable job factors?

Determining factor weights and point assignment Signup and view all the answers

Study Notes

I/O Psychology Research

I/O Psychology aims to improve the fit between workers and workplaces amidst changing dynamics.
Research drives data-driven decision-making in organizations to optimize human resources and financial assets.
Research-based policies and practices contribute to more effective solutions for organizational issues.

Research Methods

Research methods include systematic reviews, meta-analyses, experiments, quasi-experiments, and non-experiments.

Job Analysis and Its Applications

A Job Description (JD) outlines tasks and job requirements for a specific position.
JD assists in selecting tests and creating interview questions that assess an applicant’s skills and abilities needed for the job.
JD provides insights for training needs analysis and training development.
JD facilitates career planning and employee promotions.
Peter Principle: employees are promoted until they reach a level where they are incompetent.
JD contributes to performance appraisal by providing a framework for accurate evaluation.
JD helps HR establish job titles and ranks.
JD aids in job evaluation by considering its worth and value.

Job Analysis Participants

The composition of participants involved in job analysis depends on the size of the workforce and number of employees performing the same job.

Job Structure Profile (JSP)

JSP is a revised version of the PAQ for job analysts to fill out.

Job Elements Inventory (JEI)

JEI is a method to determine personality requirements for a job.

Evaluation Methods

Job analysis can be used for employee selection and performance appraisal (worker-oriented).
It can also be utilized for job description creation and job design (job-oriented).
Position Analysis Questionnaire (PAQ) is highly structured and efficient in terms of cost and time.
Task analysis demands extensive time but yields high-quality results and a comprehensive job picture.
Critical Incident Technique (CIT) requires minimal training but lacks standardization.

Internal Equity Pay

To assess the relative worth of positions, organizations determine which factors differentiate their value.
Compensable job factors consider: responsibility levels, effort, education and training requirements, experience, and work conditions.

Hay Plan's Four Compensable Factors:

Know-How: knowledge and skills needed for the job
Problem Solving: finding solutions and making decisions
Accountability: being responsible for actions
Additional Compensable Elements: unique job responsibilities

Determining Levels for Compensable Job Factors:

Following the selection of compensable job factors, organizations define the levels for each factor.

Compensable Factor Weights and Point Assignment

Some factors carry more weight than others.

Advantages of Structured Interviews

Standardized scoring and strong job-relatedness contribute to fewer biases in structured interviews compared to unstructured interviews.

Types of Interview Questions

Disqualifiers: eliminate candidates based on incorrect answers (e.g., "Are you a licensed psychometrician?").
Skill Level Determiners: Assess an applicant's expertise.
Organizational Fit Questions: explore personality alignment with the organization's culture.
Situational (Future-Focused) Questions: examine how an applicant would respond to specific situations.
Behavioral (Past-Focused or Patterned-Behavior Description) Questions: probe the applicant's past experiences to gauge their skills and actions.
Star Method: A structured approach to answering behavioral interview questions using Situation, Task, Action, and Results.

Salary Grade System

Organizations assign a predefined compensation level, often called Salary Grade (SG) or Pay Grade (PG), to employees based on responsibility, skills, and experience.

Structured Interviews

Structured interviews have a standardized scoring system and are designed to be job-related, minimizing bias compared to unstructured interviews.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.