Hard Industrial-Organizational Psychology

The Hawthorne studies primarily highlighted the importance of:

• Monetary incentives

• Social factors at work

• Time-motion analysis

• Job enlargement

Answer explanation

The Hawthorne studies emphasized how social factors, such as group dynamics and employee relationships, significantly impact worker productivity, rather than just monetary incentives or job design.

According to Herzberg’s two-factor theory, salary is classified as a:

• Motivator

• Hygiene factor

• Growth need

• Intrinsic incentive

Answer explanation

According to Herzberg’s two-factor theory, salary is classified as a hygiene factor. Hygiene factors are essential to prevent dissatisfaction but do not motivate employees to perform better.

When employees perform better under observation, this is known as:

• Expectancy effect

• Hawthorne effect

• Halo effect

• Pygmalion effect

Answer explanation

The Hawthorne effect refers to the phenomenon where individuals modify their behavior in response to being observed. This effect highlights how observation can enhance employee performance.

In expectancy theory, performance is strongest when:

• Expectancy, instrumentality, and valence are high

• Only expectancy is high

• Rewards are fixed

• Valence is neutral

Answer explanation

In expectancy theory, performance is maximized when all three components—expectancy, instrumentality, and valence—are high. This means individuals believe their efforts will lead to desired outcomes, enhancing motivation and performance.

A structured interview is superior to an unstructured interview because it:

• Increases face validity

• Improves reliability and predictive validity

• Is easier to administer

• Encourages flexibility

Answer explanation

A structured interview improves reliability and predictive validity by using consistent questions and scoring, making it easier to compare candidates and predict job performance accurately.

Job analysis provides the foundation for:

• Test reliability

• Recruitment, selection, and training

• Organizational culture

• Employee satisfaction

Answer explanation

Job analysis identifies the skills and requirements needed for specific roles, forming the basis for effective recruitment, selection, and training processes.

In assessment centers, the in-basket test is primarily used to evaluate:

• Clerical accuracy

• Managerial decision-making

• Team cohesion

• Stress resistance

Answer explanation

The in-basket test is designed to simulate real managerial tasks, assessing candidates' ability to make decisions and prioritize effectively, making 'Managerial decision-making' the correct choice.

The “Peter Principle” suggests that:

• Employees are promoted until they reach incompetence

• Rewards must match performance

• Promotions reduce motivation

• Seniority always predicts success

Answer explanation

The "Peter Principle" states that employees are promoted based on their performance until they reach a position where they are no longer competent. Thus, the correct answer is that employees are promoted until they reach incompetence.

In organizational commitment, the belief that one must remain due to costs of leaving is:

• Affective commitment

• Continuance commitment

• Normative commitment

• Intrinsic motivation

Answer explanation

Continuance commitment refers to the belief that one must stay in an organization due to the perceived costs associated with leaving, such as loss of benefits or job security.

A Gantt chart is primarily used for:

• Time scheduling of tasks

• Measuring motivation

• Organizational structure

• Leadership evaluation

Answer explanation

A Gantt chart is primarily used for time scheduling of tasks, allowing project managers to visualize task timelines, dependencies, and progress, making it easier to plan and coordinate activities.