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12 Jun 2026, 21:37
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A study has shown that when leaders practice interpersonal fairness and self-sacrifice, it increases positive emotions and behaviors in employees, and these qualities impact Organizational Citizenship Behavior (OCB)—an employee's contribution to a constructive work environment, as evidenced in behaviors such as courtesy, compliance, and altruism (behaviors motivated by generous concern for others). Leaders’ fairness and self-sacrifice have also been shown to jointly increase employees' emotionally felt connection ("commitment") to the organization that employs them—which increases employee retention.
The research shows that both effects are mediated by an emotion known as elevation, the emotional response to the perception of moral excellence. Employees who recall morally elevating events are more likely to focus their thoughts and motivations on other employees and to desire to enhance relationships and make moral improvements.
The research shows that both effects are mediated by an emotion known as elevation, the emotional response to the perception of moral excellence. Employees who recall morally elevating events are more likely to focus their thoughts and motivations on other employees and to desire to enhance relationships and make moral improvements.
Using the candidates' references, make detailed inquiries about how your preferred candidates, when in previous leadership roles, were perceived by employees.
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
15%
(low)
Question Stats:
83% (03:07) correct
17%
(03:02)
wrong
based on 256
sessions
History
Date
Time
Result
Not Attempted Yet
Suppose you are working in an executive-search consultancy that assists and advises organizations that are in the process of hiring a Chief Executive Officer (CEO). Which one of the following pieces of advice would be most justified by the information provided?
| Avoid setting the salary level so high that you will attract candidates who are mainly focused on financial gain for themselves. | |
| Do not interview candidates whose professional and personal history includes no evidence of volunteerism or major acts of philanthropy. | |
| Using the candidates' references, make detailed inquiries about how your preferred candidates, when in previous leadership roles, were perceived by employees. | |
| Interview only candidates who have led companies that have shown increasing profitability and improving share price performance over the years. | |
| Check the mission statements of the organizations, if any, that each candidate led, in order to identify the candidate. |
ShowHide Answer
Official Answer
Using the candidates' references, make detailed inquiries about how your preferred candidates, when in previous leadership roles, were perceived by employees.
The interaction of elevation among employees with their level of fairness toward other people they work with: No
The extent to which elements of employees’ contribution to a constructive working environment is statistically related to elevation: Yes
The intensity and duration of the emotional response inspired by the ethically commendable practices of leaders: No
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
95%
(hard)
Question Stats:
31% (01:44) correct
69%
(01:47)
wrong
based on 383
sessions
History
Date
Time
Result
Not Attempted Yet
For each of the following, select Yes if the information provided explicitly addresses it. Otherwise select No.
| Yes | No | |
| The interaction of elevation among employees with their level of fairness toward other people they work with | ||
| The extent to which elements of employees’ contribution to a constructive working environment is statistically related to elevation | ||
| The intensity and duration of the emotional response inspired by the ethically commendable practices of leaders |
ShowHide Answer
Official Answer
The interaction of elevation among employees with their level of fairness toward other people they work with: No
The extent to which elements of employees’ contribution to a constructive working environment is statistically related to elevation: Yes
The intensity and duration of the emotional response inspired by the ethically commendable practices of leaders: No
Self-sacrificial leadership can cause elevation, but only when the fairness exhibited by the leader is high.: No
Self-sacrificial leadership has the greatest effect on elevation when the fairness exhibited by a leader is high.: Yes
The process by which a leader’s fairness affects employees’ organizational commitment involves the employees experiencing elevation.: Yes
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
85%
(hard)
Question Stats:
45% (01:43) correct
55%
(01:47)
wrong
based on 321
sessions
History
Date
Time
Result
Not Attempted Yet
For each of the following statements about the participants in the study, select Yes if it is supported by the information provided. Otherwise select No.
| Yes | No | |
| Self-sacrificial leadership can cause elevation, but only when the fairness exhibited by the leader is high. | ||
| Self-sacrificial leadership has the greatest effect on elevation when the fairness exhibited by a leader is high. | ||
| The process by which a leader’s fairness affects employees’ organizational commitment involves the employees experiencing elevation. |
ShowHide Answer
Official Answer
Self-sacrificial leadership can cause elevation, but only when the fairness exhibited by the leader is high.: No
Self-sacrificial leadership has the greatest effect on elevation when the fairness exhibited by a leader is high.: Yes
The process by which a leader’s fairness affects employees’ organizational commitment involves the employees experiencing elevation.: Yes
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13 Jun 2026, 23:07
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Question 1
The question asks which hiring recommendation is most justified by the study. The correct approach is to focus only on variables that were actually examined.
Option A recommends avoiding very high salaries so that self-interested candidates are not attracted. This may sound related to self-sacrifice, but salary levels and financial motivation were never studied. Therefore, the recommendation is unsupported. Trap type: Outside-information trap.
Option B recommends excluding candidates who have no history of volunteerism or philanthropy. This may sound connected to self-sacrifice, but the study never examines volunteer work, philanthropy, or charitable behavior. Therefore, there is no basis for this recommendation. Trap type: Proxy-variable trap.
Option C recommends making detailed inquiries about how candidates were perceived by employees in previous leadership roles. This directly matches the study. The research focuses on employees' perceptions of leaders' fairness and self-sacrifice, and these perceptions are what influence elevation and the resulting employee outcomes. Therefore, this recommendation is strongly supported. Answer: Correct.
Option D recommends interviewing only candidates who led firms with rising profitability and share prices. Company financial performance was never examined in the study, so there is no evidence connecting these outcomes to fairness, self-sacrifice, elevation, or commitment. Trap type: Outcome-substitution trap.
Option E recommends reviewing organizational mission statements. Although mission statements may contain ethical language, the study never investigates mission statements or their connection to employee perceptions. Trap type: Indirect-evidence trap.
Final Answer: C.
A fast elimination strategy is to ask whether the option relies on a variable actually studied. Salary, volunteerism, profitability, and mission statements were never examined. Employee perceptions of leaders were examined directly. Therefore, only Option C survives.
The key skill tested is restricting recommendations to variables actually measured in the research rather than introducing plausible but unsupported outside factors.
Question 2
Statement 1: "The interaction of elevation among employees with their level of fairness toward other people they work with." This might seem correct because the study discusses both fairness and elevation. However, the fairness variable studied is the leader's fairness, not the employees' fairness toward coworkers. The information provided never examines employees' own fairness levels or their interaction with elevation. Therefore, the statement is not explicitly addressed. Answer: No. Trap type: Wrong-variable trap.
Statement 2: "The extent to which elements of employees' contribution to a constructive working environment is statistically related to elevation." This is explicitly addressed. The study defines such contributions through altruism, courtesy, and compliance, and Figure 1 provides direct correlations between elevation and each of these outcomes (0.49, 0.41, and 0.38 respectively). Since these are statistical relationships, the information directly addresses the statement. Answer: Yes.
Statement 3: "The intensity and duration of the emotional response inspired by the ethically commendable practices of leaders." Although elevation is measured, the study provides no information about how long the emotion lasts or how its intensity changes over time. Duration and persistence are never measured. Therefore, the information does not explicitly address this statement. Answer: No. Trap type: Scope-extension trap.
Final Answer: No, Yes, No.
The key skill tested is distinguishing between information that is explicitly provided and information that merely seems related.
---
Question 3
Statement 1: "Self-sacrificial leadership can cause elevation, but only when the fairness exhibited by the leader is high." This appears plausible because Figure 2 shows the highest elevation when both fairness and self-sacrifice are high. However, the word "only" makes the statement too strong. Even when fairness is low, higher self-sacrifice is associated with higher elevation than lower self-sacrifice. Therefore, the effect is not restricted to situations of high fairness. Answer: No. Trap type: Extreme-language trap.
Statement 2: "Self-sacrificial leadership has the greatest effect on elevation when the fairness exhibited by a leader is high." Figure 2 directly supports this. When fairness is high, the gap in elevation between high-self-sacrifice and low-self-sacrifice leaders is much larger than when fairness is low. This indicates that the impact of self-sacrifice is strongest when fairness is also high. Answer: Yes.
Statement 3: "The process by which a leader's fairness affects employees' organizational commitment involves the employees experiencing elevation." Figure 1 shows a relationship from fairness to elevation and from elevation to commitment. In addition, the passage explicitly states that these effects are mediated by elevation. Therefore, elevation is part of the mechanism through which fairness influences commitment. Answer: Yes.
Final Answer: No, Yes, Yes.
The key skill tested is understanding interaction effects and mediation relationships while being careful with extreme words such as "only."
The question asks which hiring recommendation is most justified by the study. The correct approach is to focus only on variables that were actually examined.
Option A recommends avoiding very high salaries so that self-interested candidates are not attracted. This may sound related to self-sacrifice, but salary levels and financial motivation were never studied. Therefore, the recommendation is unsupported. Trap type: Outside-information trap.
Option B recommends excluding candidates who have no history of volunteerism or philanthropy. This may sound connected to self-sacrifice, but the study never examines volunteer work, philanthropy, or charitable behavior. Therefore, there is no basis for this recommendation. Trap type: Proxy-variable trap.
Option C recommends making detailed inquiries about how candidates were perceived by employees in previous leadership roles. This directly matches the study. The research focuses on employees' perceptions of leaders' fairness and self-sacrifice, and these perceptions are what influence elevation and the resulting employee outcomes. Therefore, this recommendation is strongly supported. Answer: Correct.
Option D recommends interviewing only candidates who led firms with rising profitability and share prices. Company financial performance was never examined in the study, so there is no evidence connecting these outcomes to fairness, self-sacrifice, elevation, or commitment. Trap type: Outcome-substitution trap.
Option E recommends reviewing organizational mission statements. Although mission statements may contain ethical language, the study never investigates mission statements or their connection to employee perceptions. Trap type: Indirect-evidence trap.
Final Answer: C.
A fast elimination strategy is to ask whether the option relies on a variable actually studied. Salary, volunteerism, profitability, and mission statements were never examined. Employee perceptions of leaders were examined directly. Therefore, only Option C survives.
The key skill tested is restricting recommendations to variables actually measured in the research rather than introducing plausible but unsupported outside factors.
Question 2
Statement 1: "The interaction of elevation among employees with their level of fairness toward other people they work with." This might seem correct because the study discusses both fairness and elevation. However, the fairness variable studied is the leader's fairness, not the employees' fairness toward coworkers. The information provided never examines employees' own fairness levels or their interaction with elevation. Therefore, the statement is not explicitly addressed. Answer: No. Trap type: Wrong-variable trap.
Statement 2: "The extent to which elements of employees' contribution to a constructive working environment is statistically related to elevation." This is explicitly addressed. The study defines such contributions through altruism, courtesy, and compliance, and Figure 1 provides direct correlations between elevation and each of these outcomes (0.49, 0.41, and 0.38 respectively). Since these are statistical relationships, the information directly addresses the statement. Answer: Yes.
Statement 3: "The intensity and duration of the emotional response inspired by the ethically commendable practices of leaders." Although elevation is measured, the study provides no information about how long the emotion lasts or how its intensity changes over time. Duration and persistence are never measured. Therefore, the information does not explicitly address this statement. Answer: No. Trap type: Scope-extension trap.
Final Answer: No, Yes, No.
The key skill tested is distinguishing between information that is explicitly provided and information that merely seems related.
---
Question 3
Statement 1: "Self-sacrificial leadership can cause elevation, but only when the fairness exhibited by the leader is high." This appears plausible because Figure 2 shows the highest elevation when both fairness and self-sacrifice are high. However, the word "only" makes the statement too strong. Even when fairness is low, higher self-sacrifice is associated with higher elevation than lower self-sacrifice. Therefore, the effect is not restricted to situations of high fairness. Answer: No. Trap type: Extreme-language trap.
Statement 2: "Self-sacrificial leadership has the greatest effect on elevation when the fairness exhibited by a leader is high." Figure 2 directly supports this. When fairness is high, the gap in elevation between high-self-sacrifice and low-self-sacrifice leaders is much larger than when fairness is low. This indicates that the impact of self-sacrifice is strongest when fairness is also high. Answer: Yes.
Statement 3: "The process by which a leader's fairness affects employees' organizational commitment involves the employees experiencing elevation." Figure 1 shows a relationship from fairness to elevation and from elevation to commitment. In addition, the passage explicitly states that these effects are mediated by elevation. Therefore, elevation is part of the mechanism through which fairness influences commitment. Answer: Yes.
Final Answer: No, Yes, Yes.
The key skill tested is understanding interaction effects and mediation relationships while being careful with extreme words such as "only."
21 Jul 2026, 02:48
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For S2 - is it that in option 2 there is no direction being talked about - had it said employee affecting elevantion rather than saying they are correlated then it would have been false since passage is talking about leadership causes elevantion causes employee ?
and for this reason itself S1 is No?
and for this reason itself S1 is No?
