OP 1

A combination of skills, knowledge, abilities and personal characteristics is a set of behaviour called competencies.

The use of clinical decision making to hire for line jobs is least likely to be a hgh performance work practice.

Speed tests reduce the risk of legal challenges.

Hawthorne studies were used to examine the effect of manipulating workplace light.

As the complexity of a job increases, the predictive value of general intelligence test increases.

An employee that often volunteers to do additional tasks to gelp others and consistently puts in extra effort in completing his own tasks gives an overall performance.

According to Campbell, demonstrated effort is a performance component that is essential at some level for every job.

A test battery is a collection of tests rather than a single test.

Employees with a very high level of integrity would be most expected to rank high on extraversion of the five factor model.

Motivation, procedural knowledge, skills and declarative knowledge are direct determinants of job performance.

Skills are innate abilities.

Objective reporting by the SME is a potential distorting that influences in job analysis data collection.

The attribute levels of various people in a group can be brought to the same level through training is a fundemental assumption that I-O psychologists make when they apply the individual differences model.

On mixed standard scales scoring is easy since raters tend to be consistent in their judgements.

An expatriate is a manager or professional assigned to work abroad.

The Five Factor Model can be used to identify evidence of psychopathology.

Sabotaging the projects of co-workers is an example of contraproductive behaviour.

Stanfort-Binet is a studies that examined productivity in the workplace except.

Task-based ratings rely on some trait analysis for accuracy.

In a work sample test, the task assigned and the equipment used to complete the task are designed to be realistic simulations of the actual job.

As the complexity of a job increases, the predictive value of general intelligence tests decreases.

Performance measures include that employees are interchangeable and may be substituted for one another.

If an employee feels that the process of ratings in a performance review was assigned unfair, it´s a type of procedural justice.

Performance appraisal systems are developed by HR and handed to managers to use evaluation of subordinates; performance management feedback occurs whenever a supervisor or subordinate feels a discussion about expectations and performance is necessary.

I-O psychology is defined as the application of psychological principles, theory and research to the work setting.

An expatriate is a culture that minimizes distances between individuals.

Hawthorne studies were used to examine the effect of mass group testing.

When central tendency errors occur, it is often observed that an extreme score is avoided in favor of a "safe" score.

There is currently no way to measure if someone is faking a personality test.

United States has a collectivistic culture.

Measures of "g" assess perceptual ability.

Employees are feeling more positively toward performance monitoring when they are aware when it´s taking place so they can censor their actions.

Skills are practiced acts.

Conscientiousness is one of the dimensions in Hofstede´s theory of culture.

Cognitive task analysis is a method of distilling job performance into measurable units.

I-O psychology is defined as the study of ways to maximize productivity.

Correlate ration is the relationship between the number of individuals actually hired and the number assessed.

Tett (1995) suggests that the "dependable aspect of counscientiousness " might be counterproductive in Musician.

Reliance on the status quo is a circumstance of today´s workplaces that seem to require adaptive performance.

Responsibility is an aspect of organizational citizenship behavior.

When individuals from different geographic locations work together, it is known as virtual teams.

Looking at how judges perceive performance evaluation, the characteristics most commonly cited in court decisions include wheter the rates were given instructions.

Tests of psychomotor abilities should be administered for all jobs.

Industrial technology is one of the major concentrations of I-O psychology.

The "west vs the rest" mentality refers to the tendency to apply American theories to non-American situations.

To decide who to hire for a position is a purpose of a job analysis.

Felishman´s taxonomy of 52 abilities can be divided into the categories of cognitive abilities, perceptual motor abilities and physical abilities.

Screen out tests identify signs of psychopathology, while screen in tests identify variations of normal personality.

Motivation,stress, leadership and teamwork are adressed by organizational psychology.

A performance rating form used for administrative purposes would be least valid for employee feedback.