EPPP SAMPLE QUESTIONS - I/O PSYCHOLOGY FULLY SOLVED 2023 QUESTIONS AND WELL EXPLAINED AND 100%VERIFIED ANSWERS LATEST UPDATE 2024 GRADED A+
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OB HESI MATERNITY
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EPPP Secrets Study Guide
EPPP SAMPLE QUESTIONS - I/O PSYCHOLOGY FULLY SOLVED 2023 QUESTIONS AND WELL EXPLAINED AND 100%VERIFIED ANSWERS LATEST UPDATE 2024 GRADED A+
B.
A distinction is made between formative and summative evaluation in the literature on evaluation. Formative evaluations are conducted during the de...
EPPP SAMPLE QUESTIONS - I/O PSYCHOLOGY
FULLY SOLVED 2023 QUESTIONS AND WELL
EXPLAINED AND 100%VERIFIED ANSWERS LATEST
UPDATE 2024 GRADED A+
B.
A distinction is made between formative and summative evaluation in the literature on evaluation.
Formative evaluations are conducted during the delivery of the intervention to identify ways to improve
it. Summative evaluations (a.) are conducted at the end of the intervention to evaluate its effectiveness
and participants' reactions to it. A needs analysis (d.) is the first step in developing a training program. It
is conducted prior to developing an intervention to determine what the intervention should i nclude.
Whereas the utility analysis (c.) summarizes and identifies key variables that describe the consequences
of HR programs A __________________ is performed during the development or delivery of an
intervention to determine if it needs to be modified in order to meet its goals.
A. summative evaluation
B. formative evaluation
C. utility analysis
D. needs analysis
B.
There is some evidence that interviewers place less importance on interview information when biodata
is not very favorable and more importance when it is supportive of a hiring decision. Apparently, a good
interview cannot make up for a bad history, but a good history can be supported or canceled out by the
results of the interview In terms of interviews as selection techniques, which of the following is most
consistent with the research?
A. Panel interviews generally have the highest levels of validity, and they are especially valid
when an average (versus consensus) rating is derived.
, B. When interviewers are given biodata information about an interviewee prior to the interview,
interviewers give less credence to interview information when the biodata is not supportive of a
decision to hire than when the biodata is very supportive of a decision to hire.
C. Although the research is inconsistent, the best conclusion about interviews is that future -
oriented (situational) interviews are more valid than past-oriented (behavior description)
interviews regardless of whether the interview is structured or unstructured.
D. One of the difficulties with interviews, even when they are structured, is that they are highly
susceptible to gender biases, especially when the interviewee and the interviewer are of
different genders.
D.
A mixed standard scale tries to overcome halo, leniency, and similar rater biases by arranging, in a non-
hierarchal manner, items that describe performance as either good, average, or poor and then the rater
rates whether the individual performs better, equal to, or worse (+, 0, -) than the behavior described in
the item. Items are arranged in a way, which supposedly helps reduce rater biases A "mixed
standard scale" helps reduce rater biases by:
A. using a forced-choice format that matches items with a comparable level of social desirability.
B. using a specific description of work-related behavior to anchor each point on the rating scale.
C. comparing two or more employees on each job behavior.
D. obscuring order-of-merit when describing work-related behaviors.
A.
Rater biases include the strictness, leniency, central tendency, and halo biases. The central tendency
bias is the tendency to use the middle of a scale in rating all ratees. The halo effect (b.) occurs when
evaluations of one aspect of a person's behavior influence evaluations of other aspects. The halo effect
can be positive or negative; i.e., it can result in a bias in favor of or against a person. You may have
considered the leniency bias (c.) as the correct response. This type of rater bias involves giving ratees
high ratings on each dimension of performance regardless of their actual performance. However, the
question does not indicate that all the ratings are high, only that Margaret is reluctant to give low scores
for poor performance. Severity error (d.), or strictness bias, refers to the tenden cy to use the low end of
a rating scale to rate all ratees Margaret is reluctant to give poor ratings to her subordinates for fear of
"ruffling feathers." Consequently, she tends to be unusually easy in her ratings. Margaret is committing
what type of error?
A. central tendency
B. halo
C. leniency
, D. severity
B.
Validity generalization, or generalized evidence of validity, is evidence of validity that generalizes to
setting(s) other than the setting(s) in which the original validation evidence was documented and is
accumulated through strategies such as synthetic validity/job component validity (a.), transportability
(c.) and meta-analysis (d.). Synthetic validity/job component validity is based on previous demonstration
of the validity of inferences from scores on the selection procedure or battery with respect to one or
more domains of work (job components). Transportability refers to a strategy for generalizing evidence
of validity in which demonstration of important similarities between different work settings is used to
infer that validation evidence for a selection procedure accumulated in one work setting generalizes to
another work setting Justification for the use of a selection procedure or battery in a new setting
without conducting a local validation research study is referred to as:
A. synthetic validity.
B. validity generalization.
C. transportability.
D. meta-analysis.
C.
Dawis and Lofquist's (1964) Theory of Work Adjustment defines satisfaction as an individual's
satisfaction with a job based on how well it meets the individual employee's needs. Satisfactoriness
refers to the degree to which the employee's skills meet the requirements of the job and to which the
employee successfully performs the job. According to TWA, both are influences of employment tenure.
The Theory of Work Adjustment (TWA) is a person-environment fit theory of career
development that indicates employment tenure is tied to:
A. organizational culture
B. organizational justice
C. satisfaction and satisfactoriness
D. satisfaction and ability
C.
High group cohesiveness has positive and negative consequences. In terms of productivity, the
relationship between group cohesiveness and group productivity is affected by several moderator
variables. One of which is management supportiveness. High management support is associated wit h
high levels of productivity for cohesive groups, while management hostility is associated with low
productivity for cohesive groups. With respect to productivity, cohesive groups are associated
with:
A. low levels of productivity for the group
, B. high levels of productivity for the group
C. higher levels of productivity for the group only when management is supportive
D. higher levels of productivity for the group only when management is hostile or
indifferent
D.
Subjective rating scale accuracy is influenced by the suspectibility to rater biases. A contrast effect (a.)
occurs when a rater's ratings of a ratee are impacted by the ratings given to another. Severity error (b.),
or strictness bias, refers to the tendency to use the low end of a rating scale to rate all ratees, whereas
the central tendency bias (c.) is the tendency to use the middle of a scale in rating. A floor effect is not a
rater bias. It refers to a measuring instrument's inability to distinguish between individuals who have
low scores on whatever is being measured All of following are rater biases EXCEPT:
A. contrast effect
B. severity error
C. central tendency bias
D. floor effect
C.
Based on the principle that a higher score must correlate with better performance on the job, top-down
ranking (a.) occurs when an employer selects candidates in the strict highest/lowest order of their test
scores. Decisions based on rank ordering when there is no correlation between a higher score and
better performance on the job results in adverse impact. Proposed alternatives to reduce adverse
impact are using a cut-off score (b.), reflecting the minimal qualifications for the job rather than an
unreasonably stringent requirement, and banding. Banding (c.) is based on the assumption that
different scores should be viewed as equivalent unless they are statistically significantly different
(determined by the standard error of the difference (SED) between scores) and refers to a range of
scores being considered as equivalent for selection purposes. Adverse impact is reduced due to lower-
scoring applicants beingTwo applicants score 42 and 45 on an assessment test and the standard error of
the difference is 3.5 points. The scores are treated as equivalent allowing the applicant with the score of
42 to be selected on the basis of some other job-related characteristic. This approach is an example of
__________________ in selection decision making.
A. top-down
B. cut-off
C. banding
D. multiple hurdles-required to score above on specific level on several measures
C.
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