Chapter 4 - True / False
Affective events theory explains how emotions and moods affect job satisfaction.
TRUE
Intentions to quit are poor predictors of turnover.
FALSE
According to Geert Hofstede's large survey, the United States is one of the most collective societies.
FALSE
If you experience interactional unfairness you are most likely to be dissatisfied with your coworkers.
FALSE
If you experience procedural unfairness you are most likely to be dissatisfied with your boss.
FALSE
It is impossible for absolutely fair outcomes or procedures to be perceived as unfair just because they are inadequately or uncaringly explained.
FALSE
Job satisfaction does not contribute to performance.
FALSE
If a friend of yours is aware of the good facets of a new job and knows that there are more good things on the horizon, he/she is experiencing the "honeymoon effect."
FALSE
If your boss is fair about the processes used to determine work outcomes you have interactional fairness.
FALSE
Values are a product of beliefs and attitudes.
FALSE
Equity theory is mainly concerned with distributive fairness rather than procedural fairness.
TRUE
If you want to change the values of a friend to be more like your own then you should focus on emotions.
TRUE
In an individualistic culture, distributing rewards according to equity principles rather than equality principles seems like a sensible strategy.
TRUE
In societies characterized by high power distance, organizations would tend to emphasize differences in rank and position.
TRUE
Job satisfaction and organizational commitment are directly related to turnover intentions.
TRUE
In more feminine cultures, equality of outcomes might produce more feelings of distributive fairness than equity of outcomes.
FALSE
More collective cultures tend to de-emphasize differences in power among their members.
FALSE
Occupations with high cognitive demands tend to be paid more when the jobs are low in emotional labour.
FALSE
Organizational citizenship behaviour is explicitly recognized in most organizations' performance evaluation and reward systems.
FALSE
Organizational citizenship behaviour refers to the idea of doing an excellent job in one's formally assigned responsibilities but not going beyond them.
FALSE
People who are extraverted and high in neuroticism tend to be more satisfied with their jobs.
FALSE
Persuasion that is designed to modify or emphasize values is usually rationally oriented.
FALSE
The Minnesota Satisfaction Questionnaire requires respondents to answer "yes" or "no" in describing whether a word or phrase describes particular facets of their jobs.
FALSE
The connection between job satisfaction and good attendance probably stems in part from the tendency for job satisfaction to facilitate people's desire to want to come to work.
FALSE
The job satisfaction facet that is most predictive of absenteeism is satisfaction with pay.
FALSE
The tendency for moods and emotions to spread between people or throughout a group is known as emotional regulation.
FALSE
The word discrepancy in discrepancy theory refers to the discrepancy between job inputs and job outcomes.
FALSE
Theories of organizational behaviour, such as motivation, are easily transferred to all other cultures.
FALSE
Values usually change greatly from day to day.
FALSE
When people experience the "hangover effect" their job satisfaction rises and then becomes stable.
FALSE
According to Geert Hofstede's large survey, Japan is the most masculine society.
TRUE
According to equity theory, having outcomes equal to a comparison person does not guarantee equity.
TRUE
After starting a new job, a friend of yours begins to realize some bad facets of the job in what is known as a "hangover effect."
TRUE
An employee attitude survey might sensibly use the Job Descriptive Index.
TRUE
Moods are not so intense, long-lived, and diffuse feelings.
TRUE
Organizational commitment is the strength of the linkage between an employee and an organization.
TRUE
Pay would not be considered an input in equity theory.
TRUE
People who are more optimistic and proactive report higher job satisfaction.
TRUE
People will endure a dissatisfying job if they are embedded in the community.
TRUE
Procedural and interactional fairness are more critical for organizational citizenship behaviour than distributive fairness.
TRUE
Procedural and interactional fairness can offset the negative effects of distributive unfairness.
TRUE
Satisfaction with the content of work is the most important facet for absence from work and performance.
TRUE
The Minnesota Satisfaction Questionnaire measures attitudes.
TRUE
The concept of organizational citizenship behaviour illustrates one good reason to cultivate the job satisfaction of the workforce.
TRUE
When your boss gives you respectful and informative communication about some outcome then you will have experienced interactional fairness.
TRUE
Beliefs are made up of values and attitudes.
FALSE
A large scale survey of values has shown that Americans rank slightly above the Japanese in the extent to which work is a central life interest.
FALSE
According to equity theory, equity exists when work inputs equal work outputs.
FALSE
An example of emotional regulation is when an employee is nice to a customer because he or she likes the customer.
FALSE
Certain shocks are most likely to stimulate turnover for employees who are dissatisfied with their jobs.
FALSE
Certain shocks like an earthquake might stimulate turnover despite satisfaction with one's current job.
FALSE
Contemporary thinking indicates that satisfaction causes performance when satisfaction is followed by rewards.
FALSE
Continuance commitment and normative commitment are caused by the same factors.
FALSE
Emotions are intense, often long-lived, feelings caused by a particular event.
FALSE
Employee job satisfaction does not translate into organizational profitability.
FALSE
In equity theory terms, an unequal input/outcome ratio is an obvious example of procedural unfairness.
FALSE
In highly collective cultures, allocating work rewards according to individual equity principles is the best way to promote job satisfaction.
FALSE
