MGT 341-Ch.2

____ represent our feelings or opinions abut people, places and objects and range from positive to negative

Attitudes

Fortune listed ____ as the 70th best company to work for in 2015

Cisco

_____ represents the psychological discomfort a person experiences when simultaneously holding 2 or more conflicting cognitions (ideas, beliefs, values, or emotions)

Cognitive dissonance

_____ work behavior (CWB) harms other employees, the organization as a whole, and/or organizational stakeholders such as customers and shareholders

Counterproductive

_____ is the harnessing or organization members selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance

Employee engagement

____ theory builds on the notion that satisfaction rests on how "fairly" an individual is treated at work; monitor employees perceptions of fairness and interact with them so they feel fairly treated

Equity

____ is a policy of giving employees flexible work hours so they can come and go at different times, as long as they work a set number of hours

Flextime

____ is an affective or emotional response toward various facets of your job; essentially reflects the extent to which an individual likes their job

Job satisfaction

____ represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives

Met expectations

____ are physiological or psychological deficiencies that arouse behavior

Needs

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

Onboarding

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

Organizational

_____ citizenship behavior (OCB) is defined as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization

Organizational

______ (POS) reflects the extent to which employees believe their organization values their contributions and genuinely cares about their well-being

Perceived organizational support

*Person* factors of employee engagement: -Personality -____ psychological capital -Human and ___ capital

Positive; social

_____ contracts represent an individuals perception about the reciprocal exchange between him or herself and another party

Psychological

____ is related to absenteeism, turnover, coronary heart disease, and viral infections; it also has a strong negative relationship to job satisfaction and employee engagement

Stress

_____ are environmental characteristics that cause stress

Stressors

Determinants of Intention: *_____ norm* is a social factor representing the perceived social pressure for or against the behavior

Subjective

____ allows employees to do all or some of their work from home, using advanced telecommunications technology and internet tools to send work electronically from home to the office, and vice versa

Telecommuting

_____ are abstract ideals that guide our thinking and behavior across all situations

Values

_____ attitudes are an outcome of various OB-related processes, including leadership; attitudes that have resulted from the interaction of various individual, group, and organizational processes

Workplace

What are the 2 *organizational-level* outcomes that correlate to job satisfaction?

accounting/financial performance and customer service/satisfaction

The ____ component of an attitude contains our *feelings or emotions* about a given object or situation; *"I feel"*

affective

What are the 3 components that influence overall attitudes?

affective, cognitive, behavioral

Values and attitudes are a predictor of behavior and are therefore likely to ____

agree

In a work environment, the psychological contract represents an employee's ____ about what he or she is entitled to receive in return for what he or she provides to the organization

beliefs

The _____ component of an attitude reflects our beliefs or ideas about an object or situation; "*I believe"*

cognitive

Which is NOT a key workplace attitude managers track? A. cognitive dissonance B. organizational commitment C. employee engagement D. perceived organizational support

cognitive dissonance

Need ____ models propose that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfill his or her needs

fulfillment

Cognitive dissonance is a representation of:

psychological discomfort

People are engaged when their work contains ____ and when they receive timely feedback about performance

variety

OCBs are ____ and help work groups and the organization to effectively achieve goals

voluntary

We are more likely to reciprocate with hard work and dedication when our employer treats us fairly--but the favorable treatment must be ____, not imposed by external constraints such as government or union rules

voluntary

Most people go through a process of thinking about whether they should quit-- ____ cognitions capture this thought process by representing an individuals overall thoughts and feelings about quitting

withdrawal

An individuals overall thoughts and feelings about quitting and the though process that encapsulates this are called:

withdrawal cognitions

Managers can reduce employee ___ by trying to reduce the gap between an employees values and the values that support the organizations culture

turnover

To achieve ____, managers should structure work and its associated rewards to reinforce employee's values

value attainment

OB researchers define ____ as a force that binds an individual to a course of action of relevance to one or more targets

commitment

Savvy managers will track 4 key workplace attitudes: 1. Organizational ____ 2. Employee ____ 3. Perceived organizational ____ 4. ____ satisfaction

commitment; engagement; support; job

Individuals committed to an organization tend to display a: A. confusion about self sufficiency B. continuation of employment with the firm C. higher level of cognitive dissonance D. long list of subjective norms

continuation of employment with the firm

The fact that at work some coworkers remain satisfied in situations where others always seem dissatisfied is the idea behind: A. equity theory B. cognitive dissonance C. value attainment D. disposition/genetic components

disposition/genetic components

Employee engagement can be increased by: -Listening and communicating _____ -Offering career and developmental ____ for employees -Recognizing people for ____ work

effectively; opportunities; good

The concept of *equity* ties directly to how ____ a person is treated at work

fairly

Managers can foster positive POS by treating employees ____, avoid political behavior, provide job ____, empower employees, reduce ____ in the work environment, eliminate abusive supervision, and fulfill the psychological contract

fairly; security; stressors

*Values* represent ____ beliefs that influence behavior across *all* situations

global

Job ____ represents the extent to which an individual is personally engaged in his or her work role

involvement

Ways Edward Jones increases employee commitment: -Values ____ -Promotes close-knit ____ -Grants paid time off for employee ___ work

mentoring; culture; volunteer

A challenge for managers is that all employees have different ____ to be fulfilled

needs

People who have a ____ attitude about work will be more open to working longer hours

positive

Perceived organizational support (POS) is related to lower tendency to ___ among employees

quit

Determinants of Intention: *Attitude toward the _____* is the degree to which a person has a favorable or unfavorable evaluation of the behavior in question

behavior

We can reduce cognitive dissonance in 3 ways: 1. Change your attitude or ____ or both 2. Belittle the importance of the ____ behavior 3. Find consonant elements that ____ dissonant ones

behavior; inconsistent; outweigh

The ____ component refers to the way we *intend or expect* to act toward someone or something; *"I intend"*

behavioral

Determinants of Intention: *Perceived behavioral ____* is the perceived ease or difficulty of performing the behavior, assumed to reflect past experience and anticipate obstacles

control

Kahn described "the harnessing of organization members selves to their work roles" as:

employee engagement

When people express themselves physically, cognitively, and emotionally during a role performance, they are demonstrating:

employee engagement

Committed individuals are likely to continue their ____ with the organization and have a greater ____ toward pursuing organizational goals and decisions

employment; motivation

Researchers believe job satisfaction and performance ____ influence each other through a host of person factors and environmental characteristics contained in the Organizing Framework

indirectly

What are the 4 *behavioral* outcomes that correlate to job satisfaction

job performance, OCB (organizational citizenship behavior), CWB (counterproductive work behavior), turnover

Counterproductive work behavior (CWB) has a strong negative relationship with:

job satisfaction

There are 4 attitude and 4 behavior components found to correlate with:

job satisfaction

Job satisfaction and performance are ____ related

moderately

Employee ___ represents a psychological process that arouses our interest in doing something, and it directs and guides our behavior

motivation

What are the 4 *attitude* outcomes that correlate to job satisfaction?

motivation, job involvement, withdrawal cognitions, perceived stress

Our values are influenced by the values of our ____ and by the ____ we have as children

parents; experiences

Talking to team members working on a class project about solutions to obstacles can increase ____ and create positive intentions about doing work A. perceived behavioral control B. emotional resistance C. intentional ambiguity D. subjective norms

perceive behavioral control

The idea that good treatment inspires good work behavior is the basic premise of _____ support

perceived organizational

According to the Organizing Framework for Understanding and Applying OB, *human and social capital* is considered a ____ factor which aids in employee engagement at work

person

According to Azjen model, someones intention to engage in a given behavior is a strong ____ of that behavior

predictor

We are motivated by the norm of ____ to return the favor when someone treats us well

reciprocity

Low job satisfaction is believed to be one of the most ____ contributors to thoughts of quitting

significant

Personal attitudes relate only to behavior directed toward ____ objects, persons or situations

specific

Values are relatively ____ and can influence our behavior without our being aware of it

stable

What are the 4 feelings associated with employee engagement?

urgency, focus, intensity, enthusiasm

The idea underlying ____ is that satisfaction results from the perception that a job allows for fulfillment of an individuals important values

value attainment

Political consultants use poll results to draft messages meant to nudge the public's attitudes toward _____ results

desired

Management can boost job satisfaction by hiring employees with an appropriate ____

disposition

Organizational climate can range from positive and inspiring to negative and depleting; positive climates obviously foster ____

engagement

Research shows that an employer breach of the psychological contract is associated with ____ organizational commitment, job satisfaction, and performance with greater intentions to ___

lower; quit

According to Azjen, modeling desired behaviors is an effective way to impact the intentions of others and increase ____ norms about doing work

subjective

People are more engaged when their manger is ____ and maintains a positive, trusting relationship with them

supportive

In the workplace, managers conduct attitude ____ to monitor workplace attitudes like job satisfaction and employee engagement, and to identify the causes of employee turnover

surveys