The branch of psychology that focuses on the study of human behavior at work is called:         
 developmental psychology.       
 abnormal psychology.       
 * industrial/organizational psychology.       
 sensation/perception psychology.       
    

Industrial/organizational (I/O) psychology is the branch of psychology that:         
 * focuses on the study of human behavior at work.       
 studies how people in industrialized societies organize social activities.       
 focuses on how individuals change and develop over the lifespan.       
 investigates achievement motivation in well-organized people.       
    

During an open house at City University, Dr. Mulholland was asked what branch of psychology she specialized in.  She replied that her research focuses on the study of human behavior at work.  Dr. Mulholland is most likely a(n):         
 health psychologist.       
 * industrial/organizational psychologist.       
 clinical psychologist.       
 cross-cultural psychologist.       
    

Jake will soon attend graduate school, where he plans to focus on the study of human behavior at work.  Jake wants to be a(n):         
 counseling psychologist.       
 clinical psychologist.       
 social worker.       
 * industrial/organizational psychologist.       
    

_____ psychology is a subarea of industrial/organizational (I/O) psychology that focuses on matching people's characteristics to job requirements, accurately measuring job performance, and assessing employee training needs.         
 * Personnel       
 Human factors       
 Social       
 Developmental       
    

Kelly's work focuses on accurately measuring job performance, assessing employee training needs, and matching people's characteristics to job requirements.  Kelly works in a subfield of industrial/organizational psychology called:         
 vocational and career counseling.       
 * personnel psychology.       
 organizational development.       
 human factors.       
    

A subarea of industrial/organizational psychology that focuses on how the organization and the social environment in which people work affect their attitudes and behaviors is called:         
 ergonomics.       
 personnel psychology.       
 vocation and career counseling.       
 * organizational behavior.       
    

Carlos runs a consulting firm that assesses job satisfaction, organizational commitment, and employee motivation.  The consulting firm also advises on leadership issues, organizational communication patterns, and group processes within the organization.  Carlos's consulting firm specializes in a subarea of industrial/organizational psychology called:         
 * organizational behavior.       
 personnel psychology.       
 vocation and career counseling.       
 human factors.       
    

Cassandra was asked at a party what she does for a living.  She said that she is an industrial/organizational psychologist and that she helps design equipment and develop work procedures that take into consideration human capabilities and limitations.  Which branch of I/O psychology does Cassandra specialize in?         
 vocation and career counseling       
 organizational development       
 * human factors       
 organizational behavior       
    

The science of applying knowledge about human physical characteristics to the design of equipment that minimizes fatigue and discomfort and maximizes productivity is called:         
 * ergonomics.       
 personnel psychology.       
 organizational behavior.       
 diversity training.       
    

Dr. Rafferty is conducting research on designing computer keyboards that minimize fatigue, muscle strain, and repetitive motion injuries.  Dr. Rafferty works in a subarea of industrial/organizational psychology called:         
 awareness and skills training.       
 organizational behavior.       
 * ergonomics.       
 organizational development.       
    

_____ is the subarea of industrial/organizational psychology that focuses on the design of equipment and the development of work procedures that are best suited to human capabilities and limitations.         
 Organizational development       
 Personnel psychology       
 Job analysis       
 * Human factors       
    

Dr. Brinkley uses her background in counseling psychology and industrial/organizational psychology to help people plan for promotions or career moves.  In addition, she helps people choose occupations that best match their preferences, needs, and values.  Dr. Brinkley is involved in:         
 * vocation and career counseling.       
 ergonomics.       
 diversity training.       
 personnel psychology.       
    

The subfield of industrial/organizational psychology that involves helping people choose occupations that match their preferences and needs is called:         
 personnel psychology.       
 organizational development.       
 * vocation and career counseling.       
 human factors.       
    

Dr. Lopez uses both the Holland's Vocational Preference Inventory and the Strong-Campbell Interest Inventory to help people select occupations that match their needs, values, and preferences.  Dr. Lopez works in the area of:         
 ergonomics.       
 organizational development.       
 * vocational and career counseling.       
 diversity training.       
    

Martha is the new chief executive officer of Ace Manufacturing.  Martha wants to bring about positive change in her organization, increase profitability, and improve the products she manufactures.  She should probably consult an I/O psychologist who specializes in a subarea called:         
 * organizational development.       
 ergonomics.       
 job analysis.       
 personnel psychology.       
    

The subarea of industrial/organizational psychology that focuses on bringing about positive change in an organization such as increased profitability or improved products is called:         
 personnel psychology.       
 vocation and career counseling.       
 * organizational development.       
 organizational behavior.       
    

Bart examines group processes to determine how interpersonal interactions and problem solving could be improved. He also probes employee perceptions of weaknesses in management and facilitates discussion among small groups of employees about production problems and how these problems might be reduced.  Bart's area of specialization is most likely:         
 * organizational development.       
 personnel psychology.       
 career and vocation counseling.       
 ergonomics.       
    

Digital Equipment Corporation used various techniques to develop an organizational culture that values the many differences among its employees.  Which of the following is NOT one of those techniques?         
 celebrating differences events       
 awareness and skills training programs       
 creation of leadership groups and support groups       
 * foreign language training       
    

Diversity training involves:         
 * changing the cultural beliefs and attitudes of an organization so that its members better appreciate differences among human beings.       
 imposing collectivistic values about community and group responsibility on companies with strong individualistic cultures.       
 using support groups to help people of different cultural backgrounds blend easily into the dominant culture of the organization.       
 changing the beliefs and attitudes of an organization so that group cohesion and conformity to the dominant culture is enhanced.       
    

Universal Utopia Corporation is interested in developing an organizational culture that values the many differences among its employees.  Which of the following would be most beneficial for reaching that goal?         
 separating employees of different genders, races, or ethnic backgrounds in order to minimize conflict and confrontation between these various groups       
 * sponsoring celebrating differences events, awareness and skills training programs, and the creation of leadership and support groups       
 discrepancy training, transcendental meditation, and mandatory participation in employee group activities after work       
 workshops focused on enhancing group cohesion and conformity to the collectivistic corporate identity       
    

Olivia has a bachelor's degree in human resources and communications and is interested in working in the field of industrial/organizational psychology.  Which of the following statements about Olivia's prospects is FALSE?         
 It will be difficult for her to find employment directly in the field of industrial/organizational psychology.       
 Jobs in some areas related to industrial/organizational psychology, such as employment interviewer, labor relations specialist, or personnel manager, are open to her.       
 * She can easily find a position as an industrial/organizational specialist in an academic setting but will have difficulty finding work with private organizations.       
 She may find a career as a management analyst and consultant.       
    

Which of the following is FALSE regarding employment opportunities in the field of industrial/organizational psychology?         
 The employment outlook is favorable for those with Ph.D.s in the field of industrial/organizational psychology.       
 Many I/O psychologists work in colleges and universities and as consultants to organizations.       
 * Most I/O psychologists work in the field of health services.       
 For those with bachelor's degrees there are employment opportunities in areas related to industrial/organizational psychology, such as labor relations specialists, employment interviewers, and management analysts and consultants.       
    

Which of the following people are likely to be a better manager?         
 Naomi, who majored in business       
 * Charlene, who majored in humanities       
 Shirley, who majored in engineering       
 Anita, who majored in mathematics       
    

_____ involves an assessment of the major responsibilities of a particular job and the human characteristics needed to fill it.         
 Ergonomics       
 * Job analysis       
 Human factors       
 Diversity training       
    

Which of the following is a major goal of personnel psychology?         
 * training employees for their jobs, evaluating their performance, and selecting the best applicants for jobs       
 providing diversity training for the employees of large international corporations       
 applying knowledge about human physical characteristics to the design of equipment that minimizes fatigue and maximizes productivity       
 bringing about positive change in organizations, such as increased profitability or improved products       
    

In order to select the appropriate person for a position, Julio carefully assesses and records the position's responsibilities and the personal characteristics required by the job. Julio is using a technique called:         
 ergonomics.       
 * job analysis.       
 selection assessment.       
 human factors analysis.       
    

Marion is the director of personnel for a large institution and wants to make sure that the methods and techniques used in personnel selection are successful in distinguishing between applicants who will perform the job effectively and those who will not.  Marion's concerns are related to:         
 * selection device validity.       
 dispositional factors reliability.       
 discrepancy validity.       
 ergonomics.       
    

_____ refers to the extent to which a selection device is successful in distinguishing between those applicants who will become high performers and those who will not.         
 Ergonomics       
 Selection device reliability       
 * Selection device validity       
 Dispositional validity       
    

Dr. Sidhu is a personnel psychologist who uses a number of different psychological tests for employee selection purposes.  Which of the following is NOT one of those psychological tests?         
 personality tests       
 cognitive ability tests       
 motor and sensory ability tests       
 * situational exercise tests       
    

. In assessing job applicants, Dr. Amundson uses a variety of tests that measure cognitive ability, mechanical aptitude, motor and sensory ability, and personality traits.  Dr. Amundson is using _____ for employee selection purposes.         
 the work sample technique       
 situational exercises       
 * psychological tests       
 the unstructured interview technique       
    

Which of the following is FALSE regarding issues or problems related to the use of honesty tests?         
 Because of legal restrictions on the use of polygraph tests in the workplace, honesty tests have become more widely used in recent years.       
 One issue related to the use of honesty tests is the extent to which people can fake their responses.       
 Because of false positive responses, it is possible that the test results may indicate dishonesty when the applicant is actually honest.       
 * The Committee on Psychological Tests and Assessments of the American Psychological Association has wholeheartedly endorsed the use of honesty tests in personnel selection.       
    

Widely used personnel selection devices include psychological tests, selection interviews, and two other selection devices called:         
 polygraph tests and discrepancy tests.       
 * work samples and situational exercises.       
 leadership tests and ergonomic tests.       
 work exercises and situational sampling.       
    

When Marlene applied for a job as a computer programmer, she was given a programming task to complete as part of the selection process.  The programming task is an example of a(n):         
 personality test.       
 honesty test.       
 * work sample test.       
 polygraph test.       
    

As part of the selection procedure for the position of assistant manager, Keenan was given a test that required him to sort through a series of memos, directives, reports, letters, and phone messages in a limited period of time.  This in-basket test is an example of a(n):         
 honesty test.       
 mechanical aptitude test.       
 cognitive ability test.       
 * situational exercise.       
    

. Which of the following statements about general unstructured interviews is TRUE?         
 Unstructured interviews are rarely used today because of the issue of false positive responses.       
 * Unstructured interviews typically have low validity in the sense that such assessments are not strongly related to subsequent job performance.       
 Unstructured interviews are the most commonly used selection devices because of their high validity and high reliability.       
 Unstructured interviews have higher validity than properly constructed structured interviews.       
    

If you were asked by the personnel department of a large organization to make recommendations regarding the validity and reliability of various selection devices, which of the following would you rank as having the LOWEST validity?         
 work samples       
 situational exercises       
 * general unstructured interviews       
 psychological testing       
    

Which of the following statements about structured interviews is FALSE?         
 Structured interviews should involve questions that are asked of all applicants in the same order.       
 Structured interviews should be based on a job analysis.       
 Structured interviews should involve questions that elicit job-related information about the applicant.       
 * Structured interviews should be based on how the selection committee subjectively feels about the personality characteristics and attractiveness of the candidate.       
    

According to your textbook, in relation to the issue of job satisfaction:         
 * a large percentage of American workers are satisfied with their jobs.       
 very few American workers are satisfied with their jobs.       
 20 percent of American women and 40 percent of American men are satisfied with their jobs.       
 20 percent of American men and 40 percent of American women are satisfied with their jobs.       
    

Lucio and Jaime are both systems analysts at the same company.  Lucio is very satisfied with most aspects of his job, but Jaime dislikes just about everything about his job.  According to a recent Gallup poll:         
 Jaime is more typical of American workers than Lucio.       
 Lucio is similar to about 20 percent of American workers and Jaime is similar to about 40 percent of American workers.       
 * Lucio is more typical of American workers than Jaime.       
 Lucio is similar to about 40 percent of American workers and Jaime is similar to about 20 percent of American workers.       
    

The approach to explaining job satisfaction that focuses on the difference between what a person wants from a job and how that person evaluates what is experienced at work is called the:         
 social influence hypothesis.       
 dispositional factors hypothesis.       
 * discrepancy hypothesis.       
 behavioral trait hypothesis.       
    

Which of the following does NOT describe an approach used to explain differences in job satisfaction among people?         
 the discrepancy hypothesis       
 * the contingency-trait hypothesis       
 the social influence hypothesis       
 the dispositional factors hypothesis       
    

Belinda thinks that people differ in what they want from a job and that job satisfaction results from the difference between what a person desires from a job and how that person evaluates what is actually experienced.  Belinda's view of job satisfaction is most consistent with the:         
 dispositional factors hypothesis.       
 social influence hypothesis.       
 contingency influence hypothesis.       
 * discrepancy hypothesis.       
    

The discrepancy hypothesis is based on several assumptions.  Which of the following is NOT an assumption of the discrepancy hypothesis?         
 People differ in what they want from a job.       
 * People have a genetically based disposition toward a positive or negative outlook on life and work.       
 People differ in how they evaluate their experiences at work.       
 A person's level of job satisfaction is based on the difference between what is desired and what is experienced.       
    

Armando, like his colleagues, was satisfied with his job in the engineering department of the company's Eastern office.  When he transferred to the Western office, he noticed that his colleagues there complained constantly and seemed very dissatisfied.  According to the social influence theory:         
 * it is possible that Armando may become somewhat dissatisfied with his job.       
 Armando's new colleagues are probably all genetically predisposed toward a negative outlook on life and work.       
 Armando's feelings about his job are unlikely to be changed by his new situation.       
 Armando's level of job satisfaction is likely to be twice as high in the Western office than it was in the Eastern office because of the discrepancy effect.       
    

The _____ is based on the idea that people interpret their situation, in part, according to the reactions of others and that their level of job satisfaction is influenced by the job satisfaction levels of other people.         
 situational factors hypothesis       
 * social influence hypothesis       
 discrepancy hypothesis       
 dispositional factors hypothesis       
    

After reviewing the literature on the causes of job dissatisfaction for a term paper, Frank is likely to conclude that:         
 * discrepancy between desires and experiences, social influences, and inherited dispositions have each been successful in explaining some of the differences in job satisfaction among people.       
 job dissatisfaction is totally independent of overall life satisfaction and levels of contentment.       
 in general, satisfaction or dissatisfaction in one area of life does not spill over into other areas of a person's life.       
 job satisfaction cannot be accurately measured or explained.       
    

One explanation of job satisfaction is that a person's level of satisfaction may be due in part to a genetically based disposition toward a positive or negative outlook on life and work.  This approach is called the:         
 contingency hypothesis.       
 situational influence hypothesis.       
 discrepancy hypothesis.       
 * dispositional factors hypothesis.       
    

Mike concludes that people's level of job satisfaction is mainly due to their inborn tendency to be positive or negative about all the circumstances of their lives, including their jobs.  Mike's views are most consistent with the:         
 discrepancy hypothesis.       
 * dispositional factors hypothesis.       
 situational factors hypothesis.       
 social influence hypothesis.       
    

Researchers compared levels of job satisfaction of identical twins raised apart and found that identical twins had similar levels of job satisfaction.  The researchers concluded that this finding may, in part, provide support for the:         
 * dispositional factors hypothesis.       
 contingency-trait hypothesis.       
 social influence hypothesis.       
 situational factors hypothesis.       
    

One of the most heavily researched topics in industrial/organizational psychology is:         
 conformity.       
 achievement motivation.       
 obedience.       
 * leadership.       
    

I/O psychologists have spent a great deal of time trying to determine what makes someone an effective leader.  Which of the following is NOT one of those approaches?         
 the trait approach to leader effectiveness       
 the situational (or contingency) theory of leader effectiveness       
 * the discrepancy factors approach to leader effectiveness       
 the behavioral theory of leader effectiveness       
    

The _____ is based on the idea that leaders are born, not made, and focuses on personal characteristics displayed by successful leaders.         
 situational (or contingency) theory of leader effectiveness       
 behavioral theory of leader effectiveness       
 * trait approach to leader effectiveness       
 discrepancy approach to leader effectiveness       
    

In a discussion over what makes an effective leader, Karin argued that some people have a special talent for leadership, and she cited many examples of people who possess certain qualities or characteristics that make them natural leaders.  Karin's views are most consistent with the:         
 discrepancy approach to leader effectiveness.       
 contingency approach to leader effectiveness.       
 social influence theory of leader effectiveness.       
 * trait approach to leader effectiveness.       
    

A large number of traits, such as height, physical attractiveness, dominance, flexibility, and intelligence have been examined to see if they determine how effective a leader will be.  After a substantial amount of research into leader effectiveness, it has been found that:         
 the trait approach has more support than any other theory.       
 * there is little connection between personal traits and leader effectiveness.       
 height and dominance are the only two traits that correlate with leader effectiveness.       
 there is a negative correlation between leader effectiveness and the traits of sociability, intelligence, empathy, and flexibility.       
    

Theories of leader effectiveness that focus on differences in the behavior of effective and ineffective leaders are called:         
 situational (or contingency) theories.       
 social influence theories.       
 * behavioral theories.       
 trait theories.       
    

Dr. Moreno believes that the behavior of effective and ineffective leaders differs in significant ways.  Her research identified two major types of leadership behavior, consideration and initiating structure.  Dr. Moreno's type of research is aimed at verifying:         
 * behavioral theories of leader effectiveness.       
 trait theories of leader effectiveness.       
 discrepancy theories of leader effectiveness.       
 dispositional theories of leader effectiveness.       
    

_____ characterizes the behavior of leaders who are deeply concerned about their followers and who spend time building trust, respect, and warmth between themselves and their followers.         
 Initiating structure       
 * Consideration       
 Contingency       
 Initiative       
    

Leaders who are task-oriented, who structure tasks for their followers, and who push for things to get done are characterized by what type of behavior?         
 * initiating structure       
 contingency awareness       
 consideration       
 discretion       
    

Gordon is the general manager of a computer software company whose leadership behavior can be best characterized by the term consideration.  Gordon is likely to:         
 * spend time building trust, respect, and warmth between himself and his employees.       
 structure tasks for employees, push for things to get done, and focus on accomplishing important tasks.       
 be tall, physically attractive, dominant, flexible, and intelligent.       
 be a natural, charismatic leader because of his genetic inheritance.       
    

Initiating structure is related to _____ productivity and _____ job satisfaction.         
 low; high       
 high; high       
 low; low       
 * high; low       
    

Consideration has been related to _____ job satisfaction and _____ productivity in some situations.         
 low; low       
 * high; low       
 low; high       
 high; high       
    

Theories that focus on how a particular situation influences a leader's effectiveness are called _____ theories of leader effectiveness.         
 behavioral       
 trait       
 * situational or contingency       
 dispositional       
    

Al believes that a leader's effectiveness is not due to a particular combination of personality traits but is instead affected by situational factors.  Al's beliefs are most consistent with _____ theories of leader effectiveness.         
 dispositional       
 * situational (or contingency)       
 trait       
 behavioral       
    

Leaders who have a high need for power, who are extremely self-confident, who have highly developed interpersonal skills, and who believe strongly in a particular cause are termed _____ leaders.         
 "considerate"       
 * "charismatic"       
 "ergonomic"       
 "initiating"       
    

To investigate who in a particular group is likely to emerge as the leader, researchers give a group of individuals a problem to solve or a topic to discuss and then observe what happens in the group.  This strategy is called:         
 a work sample procedure.       
 the jigsaw group technique.       
 * a leaderless group discussion.       
 a situational exercise.       
    

Dr. Rosenstein has conducted extensive research on leader emergence, and like other researchers in this area of I/O psychology, he has found that several personal qualities are related to leader emergence.  Which of the following is NOT one of those qualities?         
 aggressiveness       
 decisiveness       
 * introversion       
 dominance       
    

The _____ is an invisible but strong barrier of subtle, unofficial discrimination that prevents women or minorities from being promoted to the highest levels of leadership in an organization.         
 discrepancy block       
 windowless wall       
 * glass ceiling       
 contingency block       
    

Universal Engineering Corporation employs many females at various low- and mid-levels of management within its organization.  Mrs. Alvarez is just as experienced, talented, and qualified as the male candidates who have applied for high-level management positions within the corporation over the past ten years, yet she has never been selected.  An I/O psychologist would be likely to explain Mrs. Alvarez's predicament in terms of:         
 the back porch effect.       
 ergonomic factors.       
 valid selection procedures and devices.       
 * the glass ceiling.       
    

Researchers investigating gender and leadership have found _____ in the leadership effectiveness of men and women working in organizations, and _____ in male and female leadership behavior.         
 vast differences; virtually no differences       
 no differences; vast differences       
 vast differences; vast differences       
 * no differences; virtually no differences       
    

Kerri wants to become an I/O psychologist but is not sure what the future holds for this profession.  Which of the following is NOT true of future trends in I/O psychology?         
 Increased diversity in the work force will result in a greater demand for research on the ways in which heterogeneous groups communicate, interact, and make decisions.       
 Human factors will become more important as technological advances continue.       
 The trend toward a more global economy will require research into cultural diversity and training programs for managers and their families to help them function effectively in various cultures.       
 * Because of the increased diversity of the work force, technological advances, and a global economy, I/O psychology will become less important over the next ten years.       
    

The branch of psychology that focuses on the study of human behavior at work is called industrial/organizational (I/O) psychology.         
 * True      
 False       
    
    
    

Personnel psychology is a subarea of I/O psychology that focuses on how the organization and the social environment in which people work affect their attitudes and behaviors.         
 True      
 * False       
    
    
    

Human factors is a subarea of I/O psychology that focuses on the design of equipment and the development of work procedures in light of human capabilities and limitations.         
 * True      
 False       
    
    
    

Ergonomics is the science of applying knowledge about human physical characteristics to the design of equipment that minimizes fatigue and discomfort and maximizes productivity.         
 * True      
 False       
    
    
    

Organizational behavior is a subarea of I/O psychology that focuses on matching people's characteristics to job requirements, accurately measuring job performance, and assessing employee training needs.         
 True      
 * False       
    
    
    

Organizational development (OD. is a subarea of I/O psychology that focuses on bringing about positive change in an organization, such as increased profitability or improved products.         
 * True      
 False       
    
    
    

In order to develop an organizational culture that values the many differences among employees, industrial/organizational psychologists recommend the implementation of diversity training programs, awareness and skills training programs, and the creation of core groups, leadership groups, and support groups.         
 * True      
 False       
    
    
    

Training that involves changing the cultural beliefs and attitudes of an organization so that its members better appreciate the differences among human beings is called dispositional awareness and discrepancy sensitivity training.         
 True      
 * False       
    
    
    

Almost 90 percent of the members of the Society of Industrial and Organizational Psychologists (SIOP) hold doctorate degrees.         
 * True      
 False       
    
    
    

Over 70 percent of I/O psychologists work in either academic settings or as consultants to organizations.         
 * True      
 False