Question 1

When Purdie-Vaughns and others (2008)presented African-American corporate professionals with a brochure for a fictitious management consulting firm, they found that

Accepted Answer

A)  if the brochure depicted a low level of minority representation, they were uncomfortable with the idea that the firm was colorblind. 
B)  if the brochure depicted a low level of minority representation, they were comfortable with the idea that the firm was colorblind. 
C)  if the brochure depicted a high level of minority representation, they were uncomfortable with the idea that the firm was colorblind. 
D)  the professionals were uncomfortable with the colorblind firm regardless of what was depicted in the brochure.

Question 2

According to research by Zhou and colleagues (2009), social rejection

Accepted Answer

A)  leads people to give up pleasures such as chocolate and sunshine. 
B)  leads people to value money less. 
C)  leads people to value money more. 
D)  leads people to strive harder for social acceptance.

Question 3

An employer, in implementing an affirmative action policy, should do all of the following except

Accepted Answer

A)  set and communicate clear and explicit qualifications criteria. 
B)  emphasize the target applicant's unique contributions to the organization. 
C)  clearly inform employees that the use of a quota in certain cases is justifiable. 
D)  provide the target applicant and coworkers with feedback about the target's qualifications.

Question 4

Because applicants try to present themselves in the best light, traditional employment interviews often lack

Accepted Answer

A)  reliability. 
B)  predictive validity. 
C)  construct validity. 
D)  standardization.

Question 5

Face-to-face interviews are believed to reduce all of the following types of bias except

Accepted Answer

A)  preference for male candidates. 
B)  preference for Caucasian candidates. 
C)  preference for physically attractive candidates. 
D)  preference for young candidates.

Question 6

Terrell is concerned because he feels that he is working harder and performing better than most of the other wide receivers in the NFL, yet he is not being paid more than many of them.His concerns are consistent with

Accepted Answer

A)  contrast effects. 
B)  equity theory. 
C)  halo effects. 
D)  360-degree appraisals.

Question 7

Compared to supervisor ratings, self-evaluations are likely to be

Accepted Answer

A)  more positive and more predictive of job performance. 
B)  more positive but less predictive of job performance. 
C)  more negative and more predictive of job performance. 
D)  more negative and less predictive of job performance.

Question 8

Aloysius, a cashier in a department store, has been asked by store management to evaluate his shift supervisor.Aloysius is being asked to provide

Accepted Answer

A)  situational judgments. 
B)  upward feedback. 
C)  preferential absolute information. 
D)  due process.

Question 9

Murphy's (2003)survey of over 700 professionals indicated that most

Accepted Answer

A)  relied extensively on standardized tests of intelligence in personnel selection. 
B)  had never heard of the use of standardized tests of intelligence in personnel selection. 
C)  agreed that intelligence is difficult to measure with standardized tests. 
D)  believed that integrity tests were more important than standardized tests of intelligence.

Question 10

Name two factors that affect both supervisor ratings of employees and employee self-ratings.

Accepted Answer

The answer of Name two factors that affect both supervisor...

Question 11

Madeline, Joe, and Ian have all applied for the same promotion.Madeline is chosen but may be particularly likely to devalue the promotion if she believes that

Accepted Answer

A)  it was based on equity considerations. 
B)  the decision was made on the basis of an assessment center. 
C)  her intrinsic motivation, not her ability, determined the decision. 
D)  she got it because of her gender.

Question 12

Barney, an admissions officer, is interviewing a college applicant about whom he has very high positive expectations.Barney is outgoing and cheerful during the interview, spends considerable time recruiting the applicant, and asks the applicant questions that solicit positive information.As a result, Barney is pleased with the applicant's performance and admits her to the school.This interview process demonstrates an example of

Accepted Answer

A)  the Hawthorne effect. 
B)  a self-fulfilling prophecy. 
C)  a contrast effect. 
D)  entrapment.

Question 13

Research by Berdahl and Anderson (2005)suggests that all-female work groups tend to have

Accepted Answer

A)  centralized leadership structures. 
B)  decentralized leadership structures. 
C)  more conflict than all-male groups. 
D)  less conflict than all-male groups.

Question 14

When job applicants are evaluated by multiple methods and multiple evaluators, they can be described as participating in a(n)

Accepted Answer

A)  assessment center. 
B)  contingency model. 
C)  structured interview. 
D)  polygraph.

Question 15

Nicola has good relations with her subordinates, exerts considerable power over them, and is faced with clearly structured tasks within the organization.According to the contingency model, Nicola is most likely to be an effective leader if she

Accepted Answer

A)  concentrates on making sure that her subordinates' feelings remain positive. 
B)  appears to individualize her attention. 
C)  explicitly endorses due process considerations. 
D)  is very task-oriented.

Question 16

Two changes in the world that have led organizational psychologists to begin to consider cultural issues in the workplace are

Accepted Answer

A)  the U.S Civil Rights movement and affirmative action. 
B)  affirmative action and a worldwide trend toward globalization. 
C)  an increase in the number of workplace discrimination lawsuits and a worldwide trend toward globalization. 
D)  the U.S. Civil Rights movement and an increase in the number of workplace discrimination lawsuits.

Question 17

Heilman et al.(1998)had pairs of men and women work on two-person tasks in which the woman was always assigned a leadership role.The women in the study were

Accepted Answer

A)  more confident in their leadership ability when they felt they had, at least in part, earned the position on merit than when they were assigned to it based on their gender. 
B)  less satisfied with their performance on the task when they felt they had been appointed leader based on merit than when they were assigned to it based on gender. 
C)  more negative in their appraisals of their performance than their male partners when gender was in any way part of the decisional process for assigning leaders. 
D)  likely to perceive the leadership selection process as unfair to the extent that their gender contributed in any way to their leadership position.

Question 18

The tendency for people to sell stocks that have risen too early and hold stocks that have declined for too long is called the

Accepted Answer

A)  endowment effect. 
B)  disposition effect. 
C)  escalation effect. 
D)  sunk cost principle.

Question 19

Phyllis, based upon her written application materials, is perceived as the best candidate for a position with Conglomerate Company.It is likely that her interviewer will

Accepted Answer

A)  elicit negative information from Phyllis in order to make sure that his positive expectations are not wrong. 
B)  hold Phyllis to a higher standard than usual in order to offset any personal bias. 
C)  spend more time assessing Phyllis's fitness as a worker than really getting to know her. 
D)  provide Phyllis with more information about the company and the job than other candidates would receive.

Question 20

Cleon has always enjoyed making ceramic figurines for his colleagues.In return for a particular piece, a colleague gives him $100.Cleon's intrinsic motivation for making ceramic figurines is particularly likely to be undermined if he

Accepted Answer

A)  perceives the payment as having informational value. 
B)  did not expect to receive any money. 
C)  perceives the money as controlling his behavior. 
D)  believes in contingency models.

Exam 13: Business

When Purdie-Vaughns and others (2008) presented African-American corporate professionals with a brochure for a fictitious management consulting firm, they found that

According to research by Zhou and colleagues (2009) , social rejection