Behavioral Sci in Organization Chapter 3

Which of the following is true with regard to moderating variables in attitude relationships?

Attitudes that our memories can easily access are more likely to predict our behavior. Attitudes that our memories can easily access are more likely to predict our behavior. One would be more likely to remember attitudes one frequently expresses. So the more one talks about an attitude on a subject, the more likely one is to remember it, and the more likely it is to shape a behavior.

Which of the following questions best helps understand the degree of perceived organizational support among employees?

Do you feel the organization has sufficient recognition rewards to value good work? Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being. Research shows that people perceive their organization as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive.

Under which of the following conditions is job dissatisfaction most likely to result in turnover?

Employees have high education and ability. Job dissatisfaction is more likely to translate into turnover when employment opportunities are plentiful because employees perceive it is easy to move. In addition, when employees have high human capital-i.e., high education, high ability-job dissatisfaction is more likely to translate into turnover because they have, or perceive, many available alternatives.

Which of the following statements is an example of the behavioral component of an attitude?

I have decided to apply for the position of a campaigner in the climate department. The behavioral component of an attitude describes an intention to behave in a certain way toward someone or something. The statement, "I have decided to apply for the position of a campaigner in the climate department" represents an intention to apply for the position and demonstrates the behavioral component of attitude.

________ is moderately correlated with organizational citizenship behavior.

Job satisfaction Job satisfaction is moderately correlated with organizational citizenship behavior.

Which of the following actions best represents Kelly's high job involvement?

Kelly actively takes part in team activities and proactively takes up additional job responsibilities. Job involvement measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do.

The theory of cognitive dissonance was proposed by ________.

Leon Festinger Leon Festinger argued that attitudes follow behavior. Festinger proposed that cases of attitude following behavior illustrate the effects of cognitive dissonance, any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

With reference to cognitive dissonance, in which of the following situations is the attitude-behavior relationship most likely to be strong?

The attitude refers to something with which the person has direct experience. The attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which a person has direct personal experience.

Which of the following statements is true about measuring job satisfaction?

The single global rating system is not very time consuming. The single global rating system as well as the summation of job facets are two popular approaches of measuring job satisfaction. The single global rating method is not very time consuming, thus freeing time for other tasks, and the summation of job facets helps managers zero in on problems and deal with them faster and more accurately.

Why should managers be interested in their employees' attitudes?

They give warnings of potential problems. Managers should be interested in their employees' attitudes because attitudes give warnings of potential problems and influence behavior, resulting in higher or lower profits and productivity. Some researchers believe that attitudes follow behavior, not the other way around. Although negative attitudes can cause problems, there are many positive reasons managers should look at job attitudes. Job satisfaction and attitudes in the United States are generally high. Cognitive dissonance is the result of a disparity between an attitude and a behavior.

Which of the following statements represents the cognitive component of attitude?

This job is not giving me an opportunity to explore my skills. The cognitive component of an attitude is a description of, or belief in the way things are, which is exemplified in the statement, "This job is not giving me an opportunity to explore my skills."

Leon Festinger argued that ________ follow(s) ________.

attitudes; behavior While Festinger argued that attitudes follow behavior, other researchers asked whether there was any relationship at all.

The statement, "A person who eats meat and then fights for animal rights demonstrates double standards" is an evaluative statement. Such an opinion constitutes the ________ component of an attitude.

cognitive The cognitive component of an attitude is a description of, or belief in the way things are, which is exemplified in the statement, "A person who eats meat and then fights for animal rights demonstrates double standards."

The exit-voice-loyalty-neglect framework aids in understanding the consequences of ________.

dissatisfaction The theoretical model of the exit-voice-loyalty-neglect framework is helpful in understanding the consequences of dissatisfaction.

Job dissatisfaction and antagonistic relationships with co-workers predict a variety of behaviors organizations find undesirable, including unionization attempts, substance abuse, undue socializing, and tardiness. These behaviors are indicators of a broader syndrome called ________.

employee withdrawal Job dissatisfaction and antagonistic relationships with co-workers predict a variety of behaviors organizations find undesirable, including unionization attempts, substance abuse, stealing at work, undue socializing, and tardiness. Researchers argue these behaviors are indicators of a broader syndrome called deviant behavior in the workplace (or counterproductive behavior or employee withdrawal).

Employees with ________ strongly identify with and care about the kind of work they do.

high job involvement Employees with high job involvement strongly identify with and care about the kind of work they do.

Which of the following is a type of response to dissatisfaction that is constructive and passive?

loyalty Loyalty is considered a passive constructive response to dissatisfaction.

Employees with positive core self-evaluations believe in their inner worth and basic competence and are more satisfied with their jobs than those with negative core self-evaluations. The concept of positive core self-evaluations indicates that ________.

personality plays a role in job satisfaction Job satisfaction is not just about job conditions. Personality also plays a role in it. Research has shown that people who have positive core self-evaluations, who believe in their inner worth and basic competence, are more satisfied with their jobs than those with negative core self-evaluations.

Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their jobs, and their perceived autonomy is termed as ________.

psychological empowerment Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy is termed as psychological empowerment.

Job dissatisfaction is more likely to translate into ________ when employees feel or perceive they have many available alternatives and when employees have high human capital.

turnover Job dissatisfaction is more likely to translate into turnover when employment opportunities are plentiful because employees perceive it is easy to move. When employees have high human capital-i.e., high education, high ability-job dissatisfaction is more likely to translate into turnover because they have, or perceive, many available alternatives.