330 Chapter 2

The extent to which an individual identifies with an organization and commits to its goals is called:

Organizational commitment Organizational commitment reflects the extent to which an individual identifies with an organization and commits to its goals.

Which of the following contributes least to employee engagement in North America?

Pay North America leaves pay out of the top five drivers of employee engagement.

The psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions is known as cognitive dissonance.

True Cognitive dissonance represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions).

Research has found that some aspects of an individual's disposition are significantly associated with some aspects of job satisfaction, such as having autonomy or receipt of rewards.

True Dispositional factors were significantly associated with only selected aspects of job satisfaction. Dispositions had stronger relationships with intrinsic aspects of a job (e.g., having autonomy) than with extrinsic aspects of work (e.g., receipt of rewards). Genetic factors also were found to significantly predict life satisfaction, well-being, and general job satisfaction. Researchers estimate that 30 percent of an individual's job satisfaction is associated with dispositional and genetic factors.

Job satisfaction is not a unitary concept; a person may be satisfied with one aspect of his or her job and dissatisfied with one or more other aspects.

True Job satisfaction is not a unitary concept. Rather, a person can be relatively satisfied with one aspect of her or his job and dissatisfied with one or more other aspects.

A manager should use Schwartz's model to understand employees and assign them tasks that are consistent with their values.

True Managers can better supervise workers by using Schwartz's model to understand their values and motivation. For example, if a manager knows that an employee values universalism and benevolence, then it would be wise to assign this employee to projects or tasks that have social value.

Attitudes have three components: affective, cognitive, and behavioral.

True The three components of attitudes are affective, cognitive, and behavioral.

______ programs help employees to integrate, assimilate, and transition to new jobs.

Onboarding Onboarding programs help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities.

You are unlikely to say anything to someone smoking in the nonsmoking section of a restaurant if you have no intention of confronting the smoker. Your intention reflects the __________ component of your attitude toward people smoking in restaurants.

Behavioral The behavioral component refers to how one intends or expects to act toward someone or something. You are unlikely to say anything to someone in this situation if you have no intention of confronting this individual (behavioral).

The _____ model suggests that managers should monitor employees' perceptions of fairness.

Equity Equity theory builds on the notion that satisfaction is tied to how "fairly" an individual is treated at work. Managers are encouraged to monitor employees' fairness perceptions and to interact with employees in such a way that they feel equitably treated.