IOP Rationalization Lecture 1 Chapters 1 5

PSY 319- PSYCHOLOGY BOARD REVIEW
INDUSTRIAL/ORGANIZATIONAL
PSYCHOLOGY
Prepared by:
SHAINA M. MABAGA, RPm
Course Lecturer
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
Introduction to I/O Psychology

Job Analysis and Evaluation
Labor Code of the Philippines
Employee Selection: Recruiting and Interviewing
Employee Selection: References and Testing
1. The branch of psychology that applies the principles

of psychology to the workplace.
a. Personnel Psychology
b. Organizational Psychology
c. Industrial/ Organizational Psychology
d. None of the above
1. The branch of psychology that applies the principles

of psychology to the workplace.
c. Industrial/ Organizational Psychology
d. None of the above
INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY

A branch of psychology that applies the principles of
psychology to the workplace.
Purpose: “To enhance the dignity and performance of
human beings and the organization they work in by
advancing the science and knowledge of human behavior.”
2. The branch of Industrial/ Organizational Psychology

is known to apply the principles of psychology to the
workplace, which among the following psychological
doctrines is said to be less meaningful in the field?
a. Principles of Learning
b. Social Psychology
c. Group Psychodynamics
d. Motivation and Emotion
2. The branch of Industrial/ Organizational Psychology

is known to apply the principles of psychology to the
workplace, which among the following psychological
doctrines is said to be less meaningful in the field?
a. Principles of Learning
b. Social Psychology
c. Group Psychodynamic
d. Motivation and Emotion
Application of Principles in Psychology

Principles of learning are used to develop training programs
and incentive plans.
Principles of social psychology are used to form work groups
and understand employee conflict.
Principles of motivation and emotion are used to motivate
and satisfy employees
3. You are tasked with explaining the role of an Industrial-Organizational
(I/O) psychologist to a group of colleagues who are not familiar with this
field. Your explanation will help them understand the valuable contributions
that I/O psychologists make in various organizational settings. Which of the
following descriptions describes the role of an I/O psychologist?
a. They rely extensively on research, quantitative methods, and testing
techniques.
b. They are not clinical psychologists who happen to be in industry and
they do not conduct therapy for workers.
c. They are trained to use empirical data and statistics rather than
intuition to make decision.
d. All of the statements above describe the role of an I/O psychologist.
3. You are tasked with explaining the role of an Industrial-Organizational
(I/O) psychologist to a group of colleagues who are not familiar with this
field. Your explanation will help them understand the valuable contributions
that I/O psychologists make in various organizational settings. Which of the
following descriptions describes the role of an I/O psychologist?
a. They rely extensively on research, quantitative methods, and testing
techniques.
b. They are not clinical psychologists who happen to be in industry and
c. They are trained to use empirical data and statistics rather than
intuition to make decision.
d. All of the statements above describe the role of an I/O psychologist.
THE I/O PSYCHOLOGISTS

relies extensively on research, quantitative methods, and
testing techniques.
trained to use empirical data and statistics rather than
intuition to make decisions.
not clinical psychologists who happen to be in industry, and
4. Mr. Orzanso, the HR Manager, is busy investigating and
planning the ‘optimal work schedule’ for his subordinates and
the whole employees of the company. Which area is
concerned with Mr. Orzanso’s objective for the organization?
c. Human Factors
d. Social Psychology
4. Mr. Orzanso, the HR Manager, is busy investigating and
planning the ‘optimal work schedule’ for his subordinates and
the whole employees of the company. Which area is
concerned with Mr. Orzanso’s objective for the organization?
c. Human Factors
d. Social Psychology not included in the major fields of IO psychology
MAJOR FIELDS OF I/O PSYCHOLOGY

Personnel Psychology: field of study that concentrates on
the selection and evaluation of employees.
Organizational Psychology: field of study that investigates
the behavior of employees within the context of an
organization.
Human Factors/ Ergonomics: A field of study
concentrating on the interaction between humans and
machines
Difference between INDUSTRIAL and ORGANIZATIONAL Psychology
INDUSTRIAL (HR Side) ORGANIZATIONAL

Recruitment Motivation
Selection Attitudes
Training Leadership
Performance Appraisal Teams
Promotion Stress
Transfer Job Design
Termination
5. He is known for devising the battery of psychological

tests and interview procedures used to screen draftees
in World Wars I and II.
a. Mary Parker Follett
b. James McKeen Cattell
c. Walter Bingham
d. Kurt Lewin
5. He is known for devising the battery of psychological

tests and interview procedures used to screen draftees
in World Wars I and II.
a. Mary Parker Follett teamwork and group cohesiveness
b. James McKeen Cattell psychological corporation
c. Walter Bingham
d. Kurt Lewin publication of an empirical study of the effects of leadership styles
BRIEF HISTORY OF I/O PSYCHOLOGY
Professor Walter Dill Scott. The Theory of Advertising: a book
considered to be the first dealing with psychology and the aspect
of work.
Hugo Munsterburg. Father of Industrial Psychology.
Psychology and Industrial Efficiency: hiring workers who had
personalities and mental abilities best suited to certain types
of work was the best way to increase motivation, performance,
and retention.
James Mckeen Cattell. Create psychological corporation to
advance psychology and promote its usefulness to the industry.
Walter Bingham. Known for devising the battery of psychological
tests and interview procedures used to screen draftees in World
Wars I and II.
Mary Parker Follett. Her theory was a forerunner of today’s
teamwork concept and group cohesiveness; her works focused on
groups and advocated people-oriented organizations.
Robert Mearns Yerkes. Invented psychological tests for screening
recruits for the army; Army Alpha and Army Beta.
Frank and Lillian Gilbreth. Time and Motion Studies (20th
Century): aims to reduce fatigue and improve productivity.
Elton Mayo. Hawthorne Studies- His experiment aimed to examine
how working conditions could influence productivity.
Hawthorne Effect. Employees change their behavior due solely
to the fact that they are receiving attention or are being
observed.
B.F. Skinner. Beyond Freedom and Dignity: resulted in the increase
use of behavior modification techniques in organization.
6. This is the foundation for almost all human resources

activities.
a. Work Analysis
b. Job Description
c. Job Context
d. Job Competencies
6. This is the foundation for almost all human resources

activities.
a. Work Analysis JOB ANALYSIS
b. Job Description written result of job analysis
c. Job Context environment in which the employee works
d. Job Competencies job specifications/ KSAO
7. Von has been working at a software company for several years and has
consistently excelled in his role as a software developer. His expertise in
coding and problem-solving has earned him recognition from his
colleagues and supervisors. Due to his outstanding performance, he is
promoted to the position of a team lead. However, in his new role, Von
struggles to manage the team effectively. He finds it challenging to
balance his technical responsibilities with leadership duties. He often feels
overwhelmed and has difficulty providing clear direction to his team
members. Despite his best efforts, the team's productivity and morale
begin to decline. Which of the following concept exemplified Von’s
situations?
a. Halo Effect c. Premack Principle
b. Pygmalion Effect d. Peter Principle
7. Von has been working at a software company for several years and has
consistently excelled in his role as a software developer. His expertise in
coding and problem-solving has earned him recognition from his
colleagues and supervisors. Due to his outstanding performance, he is
promoted to the position of a team lead. However, in his new role, Von
struggles to manage the team effectively. He finds it challenging to
balance his technical responsibilities with leadership duties. He often feels
overwhelmed and has difficulty providing clear direction to his team
members. Despite his best efforts, the team's productivity and morale
begin to decline. Which of the following concept exemplified Von’s
situations?
a. Halo Effect c. Premack Principle
b. Pygmalion Effect d. Peter Principle
JOB ANALYSIS
A thorough job analysis, also called work analysis, is the
foundation for almost all human resources activities.
Gathering, analyzing, and structuring information about a job’s
components, characteristics, and requirements.
It is difficult to imagine how one could write a job description,
select employees, evaluate performance, or conduct training
programs without knowing the tasks an employee performs, the
conditions under which they are performed, and the
competencies needed to perform the tasks.
Importance of Job Analysis
JOB DESCRIPTIONS Written result of Job Analysis; Summary of tasks and

requirements of a job; Duties and responsibilities.
EMPLOYEE Knowing what the job is all about = selecting the

SELECTION right person to do the job
Knowing what the job entails = knowing what skills

TRAINING
of a person that needs to enhance.
If individuals are hired for a particular job, to what

PERSONPOWER
other jobs can they expect to eventually be
PLANNING
promoted and become successful?; Peter Principle
PETER PRINCIPLE
the idea that organizations tend to promote good employees until
they reach the level at which they are not competent; promoting
employees until they eventually reach their highest level of
incompetence.
PERFORMANCE Can serve as an excellent source of employee training
APPRAISAL and counseling when properly administered and utilized.
JOB Job analysis enables a human resources professional to

classify jobs into groups based on similarities in
CLASSIFICATION requirements and duties.
JOB used to determine the worth of a job; How

EVALUATION important is the job? How much in compensation?
Job analysis information can be used to determine

JOB DESIGN the optimal way in which a job should be
performed.
JOB Represent the KSAO’s needed to perform the job.
COMPETENCIES
KNOWLEDGE
SKILLS
ABILITIES
OTHER CHARACTERISTICS (License, Personality, etc.)
8. A university wants to hire an accountant. One of the

requirements stipulated in the job competencies section is
“must be a board passer”. This requirement falls under
what competencies?
a. Knowledge
b. Skills
c. Abilities
d. Other Characteristics
8. A university wants to hire an accountant. One of the

requirements stipulated in the job competencies section is
“must be a board passer”. This requirement falls under
what competencies?
a. Knowledge
b. Skills
c. Abilities
d. Other Characteristics
9. According to the Labor Code of the Philippines,

probationary employment shall not exceed
____________ from the date the employee started
working, unless it is covered by an apprenticeship
agreement stipulating a longer period.
a. one (1) year
b. five (5) months
c. six (6) months
d. three (3) months
9. According to the Labor Code of the Philippines,

probationary employment shall not exceed
____________ from the date the employee started
working, unless it is covered by an apprenticeship
agreement stipulating a longer period.
a. one (1) year
b. five (5) months
c. six (6) months
d. three (3) months
10. Aizel, an employee in a reputable company in the Philippines, is expecting
her first child. She's aware of her rights regarding maternity leave but has
some concerns. She wonders about the specific benefits and duration she's
entitled to. Which of the following statements is true regarding maternity leave
in the Philippines?
a. Aizel is eligible for 105 days maternity leave without pay and an option to
extend for an additional thirty (30) days without pay.
b. Aizel is eligible for 60 days maternity leave with full pay and an option to
extend for an additional thirty (30) days without pay .
c. Aizel is eligible for 30 days maternity leave with full pay and an option to
extend for an additional thirty (30) days with pay.
d. Aizel is eligible for 105 days maternity leave with full pay and an option to
10. Aizel, an employee in a reputable company in the Philippines, is expecting
her first child. She's aware of her rights regarding maternity leave but has
some concerns. She wonders about the specific benefits and duration she's
entitled to. Which of the following statements is true regarding maternity leave
in the Philippines?
a. Aizel is eligible for 105 days maternity leave without pay and an option to
b. Aizel is eligible for 60 days maternity leave with full pay and an option to
extend for an additional thirty (30) days without pay .
c. Aizel is eligible for 30 days maternity leave with full pay and an option to
extend for an additional thirty (30) days with pay.
d. Aizel is eligible for 105 days maternity leave with full pay and an option to
11. According to Article 86 of the Labor Code of the

Philippines, “Every employee shall be paid a night shift
differential of not less than _____ of his regular wage for
each hour of work performed between ten o’clock in the
evening and six o’clock in the morning.”
a. 10% b. 25%
c. 50% d. 75%
11. According to Article 86 of the Labor Code of the

Philippines, “Every employee shall be paid a night shift
differential of not less than _____ of his regular wage for
each hour of work performed between ten o’clock in the
evening and six o’clock in the morning.”
a. 10% b. 25%
c. 50% d. 75%
12. An act that provides married fathers who are employed

in the private and public sectors with seven working days of
paid Paternity Leave at full pay for up to four children.
a. R.A. No. 11210

b. R.A. No. 11360
c. R.A. No. 8185
d. R.A. No. 8187
12. An act that provides married fathers who are employed

in the private and public sectors with seven working days of
paid Paternity Leave at full pay for up to four children.
a. R.A. No. 11210 105-Day Expanded Maternity Leave Law

b. R.A. No. 11360 Service Charge Law
c. R.A. No. 8185 Local Government Code of 1991
d. R.A. No. 8187 Paternity Leave Act of 1996
LABOR CODE OF THE PHILIPPINES

ART. 83 The normal hours of work of any employee shall not
Normal Hours of Work exceed eight (8) hours a day.
It shall be the duty of every employer to give his
ART. 85
employees not less than sixty (60) minutes time-off
Meal Periods
for their regular meals
ART. 86 Every employee shall be paid a night shift
Night Shift Diff. differential of not less than ten percent (10%) of his
regular wage for each hour of work performed
between 10PM to 6AM.
ART. 87 Work may be performed beyond eight (8) hours a
Overtime Work day provided that the employee is paid for the
overtime work.
ART. 91 It shall be the duty of every employer, whether
Right to Weekly Rest operating for profit or not, to provide each of his
Day employees a rest period of not less than twenty-
four (24) consecutive hours after every six (6)
consecutive normal work days.
**The employer shall respect the preference of
employees as to their weekly rest day when such
preference is based on religious grounds.
LAW
R.A. 6727 Includes minimum wage rates and incentives.
Wage Rationalization Act
All covered female workers shall be granted one

R.A. 11210
hundred five (105) days maternity leave with full
105-Day Expanded pay and an option to extend for an additional thirty
Maternity Leave Law (30) days without pay.
R.A. 8187 Provides married fathers who are employed in the

Paternity Leave Act of private and public sectors with seven working days
1996 of paid Paternity Leave at full pay for up to four
children.
13. Attracting people with the right qualifications

to apply for the job.
a. Selection
b. Placement
c. Recruitment
d. Training
13. Attracting people with the right qualifications

to apply for the job.
a. Selection determining the best candidate from the pool of applicants

b. Placement putting people into certain position who have been selected for the job
c. Recruitment
d. Training tactical approach to help employees learn skills that directly
impacts their job performance
RECRUITMENT
Attracting people with the right
qualifications to apply for the job.
INTERNAL RECRUITMENT EXTERNAL RECRUITMENT

Recruiting employees already Recruiting employees from
employed by the organization. outside the organization.
Recruiting new employees to
the organization.
14. A company who is looking for a manager can ask

help from _______.
a. Public Employment Agencies

b. Blind Box
c. Point-of-Purchase
d. Executive Search Firm
14. A company who is looking for a manager can ask

help from _______.
designed primarily to help
a. Public Employment Agencies the unemployed find work
b. Blind Box applicants to send their résumé to a box at the newspaper
posted in places where customers or current employees
c. Point-of-Purchase are likely to see them
d. Executive Search Firm
RECRUITMENT METHOD
Advertisement Contains description with an idea of how well they would fit.
Typically ask the applicant to respond in one of four ways:

Newspaper Ads
Respond by calling, Apply-in-person, Send-resume, Blind Box
Job vacancy notices are posted in places where customers or
Point-of-Purchase
current employees are likely to see them: store windows,
Method
bulletin boards, restaurant placemats, and the sides of trucks.
Word of Mouth Information about recruitment is passed from one person

Method to another
RECRUITMENT METHOD
Employment An organization that specializes in finding jobs for applicants
Agencies and finding applicants for organizations looking for employees.
Executive Often also called headhunters, that specialize in placing

Search Firms applicants in high-paying jobs
Employee An excellent recruitment source and were rated as the most

Referral effective recruitment method.
Direct Mail an organization sends out mass mailings of information about
job openings to potential applicants.
RECRUITMENT METHOD
an organization lists available job openings and provides
Employee-
Based Websites information about itself and the minimum requirements needed
to apply to a particular job.
The greatest change in employee recruitment has been the
Social Media increased use of social media outlets such as LinkedIn, Facebook,
and Twitter.
Realistic Job Applicants are told both the positive and the negative aspects of
Preview a job; involve giving an applicant an honest assessment of a job.
15. At a multinational corporation, the HR department is conducting
interviews for a managerial position. Each candidate is asked the same
set of questions, which have been carefully designed based on a
thorough job analysis. Additionally, the interviewers have a
standardized scoring system to ensure consistency in evaluation. Which
of the following best describes the interview process in this scenario?
a. The HR department is conducting a structured interview.
b. The HR department is conducting an unstructured interview.
c. The HR department is using a combination of different interview
format.
d. The HR department is relying solely on standardized tests.
15. At a multinational corporation, the HR department is conducting
interviews for a managerial position. Each candidate is asked the same
set of questions, which have been carefully designed based on a
thorough job analysis. Additionally, the interviewers have a
standardized scoring system to ensure consistency in evaluation. Which
of the following best describes the interview process in this scenario?
a. The HR department is conducting a structured interview.
b. The HR department is conducting an unstructured interview.
c. The HR department is using a combination of different interview
format.
d. The HR department is relying solely on standardized tests.
EMPLOYMENT INTERVIEWS
A method of selecting employees in which an interviewer asks
questions of an applicant and then makes an employment
decision based on the answers to the questions as well as the
way in which the questions were answered.
TYPES: (1) Structure, (2) Style, (3) Medium

STRUCTURE
the extent to which all applicants are asked the same questions, and
the structure of the system used to score the answers.
Structured Interview Unstructured Interview

Questions are based on a job analysis. Applicants are not asked the same
Every applicant is asked the same questions.
questions. There is no standard scoring system to
There is a standardized scoring system score applicant answers.
so that identical answers are given
identical score.
STYLE
determined by the number of interviewees and number of interviewers.
One-on-One Interviews One interviewer interviewing one applicant.
Serial Interviews Involve a series of single interviews.
Panel Interviews Have multiple interviewers asking questions and

evaluating answers of the same applicant at the
same time.
Group Interviews Have multiple applicants answering questions during

the same interview.
MEDIUM
Interviews also differ in the extent to which they are done in person.
F2F Interviews Both the interviewer and the applicant are in the
same room.
Telephone Interviews Often used to screen applicants but do not

allow the use of visual cues.
Videoconference
Conducted at remote sites.
Interviews
The applicant answering a series of written questions
Written Interviews and then sending the answers back through regular
mail or through email
16. You were invited for an interview by a well-known Recruitment

Firm, while you are inside the room, the interviewer is asking you
questions such as “Anong oras ka naliligo?” and “Masarap ba ang
ulam mo kanina?”. This problem of unstructured interviews is
related to
a. Lack of Job Relatedness
b. Contrast Effect
c. Poor Intuition Ability
d. Primacy Effect
16. You were invited for an interview by a well-known Recruitment

Firm, while you are inside the room, the interviewer is asking you
questions such as “Anong oras ka naliligo?” and “Masarap ba ang
ulam mo kanina?”. This problem of unstructured interviews is
related to
a. Lack of Job Relatedness
performance of one applicant affects the perception of the performance of the
b. Contrast Effect next applicant
c. Poor Intuition Ability inaccurate predictors of a variety of factors
d. Primacy Effect “first impressions”
17. At a marketing agency, there are two candidates being interviewed for a
graphic designer position. Reiven arrives wearing a well-fitted suit, looking
professional and put-together. Prince, on the other hand, is wearing casual attire -
a plain t-shirt and jeans, though his portfolio showcases exceptional design skills.
Based on the concept of interviewee appearance, which of the following
statements is likely true?
a. Reiven is more likely to receive a higher interview score due to his
professional appearance.
b. Prince is more likely to receive a higher interview score because his
portfolio showcases exceptional design skills.
c. Both Reiven and Prince are equally likely to receive high interview scores,
as their skills and qualifications are the primary focus.
d. The concept of interviewee appearance does not apply in this scenario, as
attire is not a significant factor in the hiring decision.
17. At a marketing agency, there are two candidates being interviewed for a
graphic designer position. Reiven arrives wearing a well-fitted suit, looking
professional and put-together. Prince, on the other hand, is wearing casual attire -
a plain t-shirt and jeans, though his portfolio showcases exceptional design skills.
Based on the concept of interviewee appearance, which of the following
statements is likely true?
a. Reiven is more likely to receive a higher interview score due to his
professional appearance.
b. Prince is more likely to receive a higher interview score because his
portfolio showcases exceptional design skills.
c. Both Reiven and Prince are equally likely to receive high interview scores,
as their skills and qualifications are the primary focus.
d. The concept of interviewee appearance does not apply in this scenario, as
attire is not a significant factor in the hiring decision.
PROBLEMS WITH UNSTRUCTURED INTERVIEWS
Lack of Job Relatedness: Research has shown which answers personnel
managers prefer, but preference for an answer does not imply that it will
actually predict future performance on the job.
Primacy Effects: “first impressions” , the fact that information presented
early in an interview carries more weight than information presented later.
Contrast Effects: When the performance of one applicant affects the
perception of the performance of the next applicant.
Negative-Information Bias: Negative information receives more weight in
an employment decision than does positive information.
PROBLEMS WITH UNSTRUCTURED INTERVIEWS
Interviewer-Interviewee Similarity: an interviewee will receive a higher
score if he or she is similar to the interviewer in terms of personality, attitude,
gender, or race.
Interviewee Appearance: physically attractive applicants have an
advantage in interviews over less attractive applicants.
Nonverbal Cues: Factors such as eye contact and posture that are not
associated with actual words spoken
TYPES OF INTERVIEW QUESTIONS
CLARIFIERS: clarifies information on the résumé or application.
DISQUALIFIERS: a wrong answer will disqualify the applicant from further
consideration.
SKILL-LEVEL DETERMINER: designed to tap an applicant’s knowledge or skill.
FUTURE-FOCUSED QUESTIONS: applicants are given a situation and asked
how they would handle it.
PAST-FOCUSED QUESTIONS: taps an applicant’s experience, focusing on
previous behavior rather than future intended behavior.
ORGANIZATIONAL-FIT QUESTIONS: taps how well an applicant’s personality
and values will fit with the organizational culture.
18. Matt, a human resource officer, was unable to provide relevant

information to a prospective employer about a former employee who
had a history of crime from their organization. If that former employee
commits a crime from the prospective employer again, Matt would be
held liable for _____________.
a. Negligent Hiring
b. Negligent Reference
c. Negligent Passing of Information
d. Negligent Recommendation
18. Matt, a human resource officer, was unable to provide relevant

information to a prospective employer about a former employee who
had a history of crime from their organization. If that former employee
commits a crime from the prospective employer again, Matt would be
held liable for _____________.
an employee with a previous criminal record commits a crime as part of his/her
a. Negligent Hiring employment
b. Negligent Reference failure to meet its legal duty to supply relevant information to a
prospective employer
c. Negligent Passing of Information xxx
d. Negligent Recommendation xxx
REFERENCES AND TESTING

KEY TERMS
REFERENCE: The expression of an opinion, either orally or through
a written checklist, regarding an applicant’s ability, previous
performance, work habits, character, or potential for future
succes.
REFERENCE CHECK: The process of confirming the accuracy of
résumé and job application information.
LETTER OF RECOMMENDATION: A letter expressing an opinion
regarding an applicant’s ability, previous performance, work
habits, character, or potential for success.
KEY TERMS
RESUME FRAUD: The intentional placement of untrue information
on a résumé.
NEGLIGENT HIRING: A situation in which an employee with a
previous criminal record commits a crime as part of his/her
employment.
NEGLIGENT REFERENCE: An organization’s failure to meet its legal
duty to supply relevant information to a prospective employer
about a former employee’s potential for legal trouble.
19. Montefalcon Manufacturing is looking to hire a new sewing-machine
operator for their production line. This role requires precise hand-eye
coordination and excellent finger dexterity to handle the intricate tasks
involved in sewing. During the interview, the hiring manager asks the
candidate to demonstrate their sewing skills by completing a simple sewing
task using the machine provided. Which of the following best describes the
purpose of this assessment?
a. To evaluate the candidate's psychomotor ability.
b. To evaluate the candidate’s knowledge of sewing machine operation.
c. To evaluate the candidate's physical ability.
d. None of the above.
19. Montefalcon Manufacturing is looking to hire a new sewing-machine
operator for their production line. This role requires precise hand-eye
coordination and excellent finger dexterity to handle the intricate tasks
involved in sewing. During the interview, the hiring manager asks the
candidate to demonstrate their sewing skills by completing a simple sewing
task using the machine provided. Which of the following best describes the
purpose of this assessment?
a. To evaluate the candidate's psychomotor ability.
b. To evaluate the candidate’s knowledge of sewing machine operation.
c. To evaluate the candidate's physical ability.
d. None of the above.
ABILITY TESTS
COGNITIVE ABILITY: Includes such dimensions as oral and written
comprehension, oral and written expression, numerical facility, originality,
memorization, reasoning (mathematical, deductive, inductive), and
general learning.
PERCEPTUAL ABILITY: Measure of facility with such processes as spatial
relations and form perception (For machinist, cabinet maker, etc).
PSYCHOMOTOR ABILITY: Measure of facility with such processes as
finger dexterity and motor coordination (For carpenter, sewing-machine
operator, drivers).
PHYSICAL ABILITY: used for jobs that require physical strength and
stamina, such as police officer, firefighter, and lifeguard.
20. Which among the following is true about Psychological Exams

in organization?
a. Designed to predict employee performance.
b. Designed to assess the tendency of the applicants to
commit crime.
c. Used to predict abilities.
d. Not designed to predict employee performance and is used
to determine if a potential employee is a danger to himself
or others.
20. Which among the following is true about Psychological Exams

in organization?
a. Designed to predict employee performance.
b. Designed to assess the tendency of the applicants to
commit crime.
c. Used to predict abilities.
d. Not designed to predict employee performance and is used
to determine if a potential employee is a danger to himself
or others.
OTHER EXAMS
The following are used to predict performance limitations:
Tests that indicate whether an applicant has

DRUG TESTING recently used a drug.
Usually consist of an interview by a clinical

PSYCHOLOGICAL psychologist, an examination of the applicant’s life
EXAMS history, and the administration of one or more of the
psychological tests.
Used to determine if there are any medical

MEDICAL EXAMS conditions that will keep the employee from safely
performing the job.
References:
Aamodt, M. G. (2016). Industrial/organizational psychology: an applied
approach (8th ed.). Boston, MA: Cengage Learning.
Labor Code of the Philippines

IOP Rationalization Lecture 1 Chapters 1 5

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

IOP Rationalization Lecture 1 Chapters 1 5

Uploaded by

Copyright:

Available Formats

PSY 319- PSYCHOLOGY BOARD REVIEW

Introduction to I/O Psychology

1. The branch of psychology that applies the principles

1. The branch of psychology that applies the principles

INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY

2. The branch of Industrial/ Organizational Psychology

2. The branch of Industrial/ Organizational Psychology

Application of Principles in Psychology

THE I/O PSYCHOLOGISTS

MAJOR FIELDS OF I/O PSYCHOLOGY

INDUSTRIAL (HR Side) ORGANIZATIONAL

5. He is known for devising the battery of psychological

5. He is known for devising the battery of psychological

6. This is the foundation for almost all human resources

6. This is the foundation for almost all human resources

JOB DESCRIPTIONS Written result of Job Analysis; Summary of tasks and

EMPLOYEE Knowing what the job is all about = selecting the

Knowing what the job entails = knowing what skills

If individuals are hired for a particular job, to what

JOB Job analysis enables a human resources professional to

JOB used to determine the worth of a job; How

Job analysis information can be used to determine

8. A university wants to hire an accountant. One of the

8. A university wants to hire an accountant. One of the

9. According to the Labor Code of the Philippines,

9. According to the Labor Code of the Philippines,

11. According to Article 86 of the Labor Code of the

11. According to Article 86 of the Labor Code of the

12. An act that provides married fathers who are employed

a. R.A. No. 11210

12. An act that provides married fathers who are employed

a. R.A. No. 11210 105-Day Expanded Maternity Leave Law

LABOR CODE OF THE PHILIPPINES

All covered female workers shall be granted one

R.A. 8187 Provides married fathers who are employed in the

13. Attracting people with the right qualifications

13. Attracting people with the right qualifications

a. Selection determining the best candidate from the pool of applicants

INTERNAL RECRUITMENT EXTERNAL RECRUITMENT

14. A company who is looking for a manager can ask

a. Public Employment Agencies

14. A company who is looking for a manager can ask

Typically ask the applicant to respond in one of four ways:

Word of Mouth Information about recruitment is passed from one person

Executive Often also called headhunters, that specialize in placing

Employee An excellent recruitment source and were rated as the most

TYPES: (1) Structure, (2) Style, (3) Medium

Structured Interview Unstructured Interview

One-on-One Interviews One interviewer interviewing one applicant.

Serial Interviews Involve a series of single interviews.

Panel Interviews Have multiple interviewers asking questions and

Group Interviews Have multiple applicants answering questions during

Telephone Interviews Often used to screen applicants but do not

16. You were invited for an interview by a well-known Recruitment

16. You were invited for an interview by a well-known Recruitment

18. Matt, a human resource officer, was unable to provide relevant

18. Matt, a human resource officer, was unable to provide relevant

REFERENCES AND TESTING

20. Which among the following is true about Psychological Exams

20. Which among the following is true about Psychological Exams

Tests that indicate whether an applicant has

Usually consist of an interview by a clinical

Used to determine if there are any medical