This document provides information about an industrial psychology exam, including: - The exam covers research methods, selection processes, employment processes, and work conditions/human factors. - Sample multiple choice questions are provided to demonstrate the types of concepts covered in each section and ability levels tested. - Recommended textbooks are listed to help examinees prepare for the various topics that may be included on the exam.

1. INDUSTRIAL PSYCHOLOGY
This test is a survey of industrial psychology, with an emphasis on the application of psychological theories and
research to staffing and development functions, as well as workplace design. (3 s.h.) PSY-363-TE
This is a two-hour examination in which you must answer 100 multiple-choice questions (worth 1 point each).
A passing score is 60 out of 100 points.
Here are the topics covered and their approximate importance on the test:
I. RESEARCH METHODS (10%)
A. Methods for gathering survey data
B. Composing survey items
C. Selecting survey participants
D. Analyzing data findings
II. SELECTION PROCESSES (45%)
A. Various uses and methods of job analysis
B. Recruiting procedures
C. Legal concepts involving employee selection
D. Structured applicant interviewing
E. Validity and reliability of personnel selection decisions
III. EMPLOYMENT PROCESSES (20%)
A. Training needs analysis
B. Creating and applying performance appraisal systems
C. Motivational procedures relating to job satisfaction
IV. WORK CONDITIONS AND HUMAN FACTORS (25%)
A. Leadership theories and skills related to work environment communication
B. Organizational development and group behavior as sources leading to demonstrations of stress
management
C. Work environment safety
D. Declines in job performance and productivity
E. Plans to revise working conditions
Textbooks to help you prepare:
Aamodt, Michael G. Applied Industrial/Organizational Psychology.
Current edition. Belmont, CA: Wadsworth
Jewell, Linda. Contemporary Industrial/Organizational Psychology.
Current edition. Pacific Grove CA: Brooks/Cole
Muchinsky, Paul. Psychology Applied to Work.
Current edition. Pacific Grove, CA: Brooks/ Cole
Schultz, Duane and Sydney Schultz. Psychology and Work Today.
Current edition. Upper Saddle River, NJ: Prentice-Hall

2. The questions on this exam require the following abilities:
• Knowledge and understanding of basic concepts and terms – about 30% of the exam
• Application of basic concepts and terms to situations and problems – about 70% of the exam
SAMPLE QUESTIONS
1. What is the best recruiting source for the position of Chief Financial Officer for a Fortune 500 company?
a. Radio advertisement
b. Job fair
c. College placement office
d. Search firm
2. If a measurement technique is reliable,
a. it will provide similar scores for most test-takers on most occasions
b. it will yield similar scores if candidates are tested on two separate occasions
c. protected groups will score similarly to non-protected groups
d. scores can be relied on for selection and placement
3. Mark Li needs to find an extended-care residential medical facility for his father. To do this, he must take
several weeks off from work to find a facility, move his father, and attend to legal and medical matters.
The time he needs to take off
a. should come from this year's vacation days
b. should come from this year's sick days
c. is granted through the Family Medical Leave Act
d. is not guaranteed and can only be given at the discretion of his employer
4. Performance appraisal systems that compare employees with each other are most useful for
a. training needs assessment
b. feedback to the employee
c. promotion
d. both (a) and (b)
5. The main benefit of programmed instruction as a training technique is that
a. it is self-paced
b. participants are actively involved in the learning process
c. it provides immediate feedback
d. all of the above
6. In a flexible work schedule the term bandwidth defines the range of hours
a. within which the employee can choose to work
b. within which everyone is required to work
c. that are most popular to work
d. that are least popular to work

3. 7. One of the earliest applications of human factors research to the workplace was found in
a. time and motion studies
b. equipment enhancement
c. product design
d. environmental control studies
8. All of the following are duties of an industrial psychologist in a work setting EXCEPT
a. organizational analysis and planning
b. test development and planning
c. psychotherapy and self clarification
d. job studies and analysis
9. An independent variable has different values in the
a. clinical and control groups
b. observational and control groups
c. observational and experimental groups
d. experimental and control groups
10. The application of learning theory to organizational training does NOT suggest that
a. learning is an active, rather than passive, process
b. trial and error is probably the most efficient method of learning
c. the individual must be motivated to learn
d. learning methods should be as varied as possible
11. Which of the following is NOT a basic personnel function?
a. Training and development
b. Managing the business
c. Employee relations
d. Compensation
12. Compensation refers to
a. all rewards individuals receive as a result of their employment
b. the wages individuals receive each pay period
c. wage schedules and wage rates listed in the union contract
d. the internal alignment of intrinsic and extrinsic rewards
13. The existence of discrimination is determined by the
a. result of employment practices
b. appearance of fairness in employment practices
c. intent of employment practices
d. employer’s future plans
14. Placement and classification decisions are easier to make when jobs are
a. different and each applicant has similar levels of ability
b. similar and each applicant has different levels of ability
c. different and each applicant has different levels of ability
d. similar and each applicant has similar levels of ability

4. 15. What type of personnel data is the most commonly used in performance appraisal?
a. Grievances
b. Absenteeism
c. Accidents
d. Number of sales
16. An employee who receives uniformly bad ratings across all job performance dimensions is most likely the
victim of which type of rating error?
a. Predictor
b. Contrast effect
c. Central tendency
d. Halo
17. What is the primary reason it is desirable to state training objectives in behavioral terms?
a. Most training outcomes are behavioral in nature.
b. Behavioral objectives are more important.
c. Behavioral objectives have broader applicability.
d. It reduces ambiguity about the objectives of training.
18. What are two physical characteristics of noise?
a. Frequency and intensity
b. Frequency and pitch
c. Pitch and loudness
d. Pitch and intensity
19. Which of the following is most true with regard to fatigue?
a. It is a sociological phenomenon.
b. It is often the result of monotony.
c. It is a physiological phenomenon.
d. It is less generalized than boredom.
20. Which of the following measurement scales is most precise?
a. Nominal
b. Ordinal
c. Interval
d. Ratio
ANSWERS TO SAMPLE QUESTIONS
1. d 2. b 3. c 4. c 5. d 6. a 7. a 8. c 9. d 10. b
11. b 12. a 13. a 14. c 15. b 16. d 17. d 18. a 19. c 20. d