MNGT Chapter 4

According to research, of the five facets of value-percept theory which two facets have moderately strong influences on overall job satisfaction? A. Pay satisfaction and promotion satisfaction B. Promotion satisfaction and coworker satisfaction C. Supervision satisfaction and altruism D. Coworker satisfaction and supervision satisfaction E. Satisfaction with the work itself and promotion satisfaction

A

According to the job characteristics theory, the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing is known as: A. feedback. B. significance. C. meaningfulness of work. D. autonomy. E. identity.

A

Employees are engaged in ______ when they shape, mold, and redefine their jobs in a proactive way. A. job crafting B. job enrichment C. job enlargement D. perception testing E. satisfaction remodeling

A

Jake, Kylie, and Sam have different ideas about what makes a job satisfying. They all work for a non-profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true? A. Jake most likely has the lowest job satisfaction. B. Jenna most likely has the lowest job satisfaction. C. Jake most likely has the highest job satisfaction. D. Sam most likely has the highest job satisfaction. E. Sam most likely has the lowest job satisfaction.

A

Job satisfaction has a _____ correlation with counterproductive behavior. A. moderate negative B. strong negative C. moderate positive D. weak positive E. strong positive

A

Job satisfaction is positively correlated with ______ and negatively correlated with ______. A. organizational commitment; counterproductive behavior B. counterproductive behavior; performance C. performance; organizational commitment D. performance; equity E. equity; organizational commitment

A

Kylie, Jake, and Sam have different ideas about what makes a job satisfying. They all work for a non-profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true? A. Kylie has the highest level of job satisfaction. B. They all have essentially equal levels of job satisfaction. C. Kylie is the most likely to quit. D. Jenna has the highest job satisfaction. E. Sam has the lowest job satisfaction.

A

Satisfaction with ______ reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable. A. the work itself B. pay C. promotion D. supervision E. coworkers

A

The JDI assesses all the following satisfaction facets EXCEPT: A. altruism. B. pay. C. promotion. D. supervisor. E. coworker.

A

The need to manage emotions to complete job duties successfully is called: A. emotional labor. B. pleasantness. C. emotional contagion. D. mood swings. E. structured labor.

A

The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items?? A. Promotions, altruism, and status B. Equity and equality C. Meaningfulness of work, responsibility for outcomes, and knowledge of results D. Identity, autonomy, and feedback E. Joy, pride, hope, and compassion

A

Values are defined as: A. those things that people consciously or subconsciously want to seek or attain. B. pleasurable emotional states resulting from the appraisal of one's job or job experiences. C. set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group. D. a process that elicits, controls, and sustains certain behaviors. E. the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.

A

Which facet of job satisfaction bring(s) more responsibility and increased work hours? A. Promotion B. Compensation C. Environmental factors D. Competition E. Change in leadership

A

Which of the following combinations is most likely to result in flow? A. High skills and high challenges B. Low altruism and low identity C. High altruism and high identity D. Low activation and high pleasantness E. High autonomy and low growth need

A

Workplace surveys suggest that satisfied employees are becoming _____. A. more uncommon B. more widespread C. less expensive D. less productive E. more complacent

A

_____ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees. A. Attitude surveys B. Interviews C. Focus groups D. Questionnaires E. Discussions

A

A person with high job satisfaction will have _____ life satisfaction. A. weak B. high C. moderate D. high negative E. low positive

B

According to the job characteristics theory, the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large is known as: A. responsibility for outcomes. B. significance. C. autonomy. D. identity. E. feedback.

B

Alice, a cartoonist, has been an achiever throughout her career. She enjoys the intellectual stimulation and independence she has at work. She feels her work allows her to use her creativity and artistic skills to its full potential. Which of the following work value categories is important to Alice? A. Status B. Work itself C. Coworkers D. Altruism E. Supervision

B

George is a car wash employee whose job consists of directing customers into the automated car wash. Which of the following statements is true about George's job? A. It has high moral significance. B. It has low variety. C. It has low stability. D. It has high utilization of ability. E. It has high identity.

B

Job satisfaction has a _____ correlation with affective commitment. A. moderate weak B. strong C. moderate D. weak positive E. weak negative

B

Joe was recently hired at Creative Ideas, an advertising firm. Part of his training involves moving through all of the departments and learning what each one does. Everyday is something new for him and requires him to use different skills and knowledge. He truly enjoys the challenge of facing something new every workday. Joe's job is characterized by: A. low autonomy. B. high variety. C. high identity. D. high status and power. E. low utilization of ability.

B

Linda is well established as a financial analyst at the American Bank. She has recently applied for a housing loan and has several financial responsibilities toward her family. Which of the following work value categories would be her most important concern? A. Altruism B. Pay C. Status D. Achievement E. Environment

B

The _____ assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself. A. Employee Motivation Index B. Job Descriptive Index C. Job Satisfaction Index D. Employee Characteristics Index E. Employee Satisfaction Index

B

When the duties and responsibilities associated with a job are expanded to provide more variety, identity, and autonomy, it is termed as: A. vertical integration. B. job enrichment. C. onboarding. D. job coaching. E. horizontal integration.

B

When your job provides _____, you view the outcomes of it as the product of your efforts rather than the result of careful instructions from your boss or a well-written manual of procedures. A. feedback B. autonomy C. variety D. significance E. identity

B

Which of the following is true about knowledge of results? A. It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. B. It reflects the extent to which employees know how well (or how poorly) they are doing. C. It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies. D. It captures the degree to which employees feel like their efforts do not really matter, because work outcomes are dictated by effective procedures. E. It implies that trivial tasks tend to be less satisfying than tasks that make employees feel like they're aiding the organization in some meaningful way.

B

Which of the following is true regarding emotions? A. Failing to live up to your ideal self is termed as guilt, a negative emotion. B. Emotions usually last for only a few minutes. C. Enhancement of identity by taking credit for achievement is a negative emotion. D. Revulsion aroused by something offensive is shame. E. Being moved by another's situation is a negative emotion.

B

According to the affective events theory: A. emotions need to be concealed at the workplace. B. emotions are independent of job satisfaction which depends on rational analysis. C. emotions can trigger spontaneous behavior. D. employees feel like their efforts do not really matter when work evaluation is dictated by affective procedures. E. an employee will have high supervisor satisfaction if the supervisor is likeable.

C

Having prestige, power over others, and fame are examples of work values related to _____. A. altruism B. pay C. status D. promotion E. supervision

C

In job characteristics theory, the degree to which employees have strong needs for personal accomplishments or developing themselves beyond their current levels is known as: A. feedback. B. significance. C. growth need strength. D. autonomy. E. identity.

C

Job satisfaction has a _____ correlation with task performance. A. relatively weak B. strong positive C. moderate D. relatively strong E. weak negative

C

Research shows that job satisfaction has _____ correlation with normative commitment. A. moderate weak B. moderate C. strong D. weak positive E. weak negative

C

Seth is a tax accountant who has the freedom to set his own schedule with his clients. This indicates that Seth's job has: A. low identity. B. low significance. C. high autonomy. D. high significance. E. high variety.

C

States of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything are known as: A. emotions. B. satisfaction. C. moods. D. withdrawal symptoms. E. personality traits.

C

The JDI includes a companion survey, the JIG scale that assesses: A. altruism. B. job significance. C. overall job satisfaction. D. mental wellbeing. E. leadership potential.

C

The psychological state that reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs is known as: A. responsibility for outcomes. B. knowledge of results. C. meaningfulness of work. D. variety. E. identity.

C

Tom is a commercial interior designer. He is responsible for arranging the basic layout of spaces within a building as well as other aspects such as the acoustics, lighting, temperature, color, furniture, furnishings, moldings, and paneling inside the building. He enjoys transforming interior spaces into something functional as well as aesthetically appealing. Tom's job has: A. low autonomy. B. low variety. C. high identity. D. high monotony. E. low utilization of ability.

C

When one person can "catch" or "be infected by" the emotions of another person, it is called: A. attachment. B. engagement. C. emotional contagion. D. empathy. E. emotional labor.

C

Which of the following is a specific value related to the work itself? A. High salary B. Good supervisory relations C. Intellectual stimulation D. Enjoyable coworkers E. Power over others

C

Which of the following statements is true? A. People who experience lower levels of job satisfaction tend to feel higher levels of affective commitment. B. Job Satisfaction is weakly correlated with affective commitment. C. Job satisfaction is moderately correlated with citizenship behavior. D. Job satisfaction is weakly correlated with normative commitment. E. Job satisfaction has a weak positive effect on job performance.

C

Which of the following theories argues that job satisfaction depends on whether an employee perceives that his/her job supplies the things that he/she values? A. Maslow's theory B. Job characteristics theory C. Value-percept theory D. Job withdrawal theory E. Emotional contagion theory

C

Which type of emotion best explains a distressing condition that has changed for the better? A. Pride B. Hope C. Relief D. Compassion E. Love

C

Which type of emotion can be best explained as "facing an immediate and concrete danger"? A. Anger B. Anxiety C. Fear D. Disgust E. Envy

C

_____ can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels. A. Focus groups B. Structured interviews C. Attitude surveys D. Focus groups followed by interviews E. Unstructured interviews

C

According to job characteristics theory, if employees lack _____, more variety and autonomy should not increase their satisfaction very much. A. the need for power B. altruism C. agreeableness D. growth need strength E. creativity

D

According to job characteristics theory, which of the following responsibilities CANNOT be described as part of an autonomous job? A. Having flexible work timings B. Having the freedom to schedule your work C. Using your own methods and procedures D. Following the instruction manual word by word E. Devising new shortcuts to finish work faster

D

According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as: A. feedback. B. significance. C. meaningfulness of work. D. autonomy. E. identity.

D

Emotions can be categorized into: A. structured and unstructured. B. cognition and affect. C. schemas and rules. D. positive and negative. E. semi-structured and unstructured.

D

Jon is the marketing head at Avion International, an import-export agency. His calendar is filled with: meetings with heads of the companies; interviewing new people; giving interviews to business magazines; attending presentations and seminars in different countries. Jon feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Jon's job? A. It has high moral significance. B. It has low autonomy. C. It has low labor equity. D. It has high variety. E. It has high identity.

D

Mike is a child psychologist who is passionate about helping children through difficult situations. He also volunteers at a free clinic during the weekend. Which of the following work value categories would be important for him? A. Status B. Environment C. Pay D. Altruism E. Supervision

D

Moods can be categorized into: A. feelings and schemas. B. classical conditioning and operant conditioning. C. cognition and affect. D. pleasantness and activation. E. emotions and cognition.

D

What type of mood is grouchy? A. Engaged B. Pleasant C. Deactivated D. Unpleasant E. Intense

D

Which of the following is true regarding value-percept theory? A. Value-percept theory describes the central characteristics of intrinsically satisfying jobs. B. Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction. C. Value-percept theory suggests that satisfied employees are becoming more and more rare. D. Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job. E. Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.

D

Which of the following statements about the JDI is FALSE? A. JDI is written in simple style for easy understanding. B. JDI is one of the most widely administered job satisfaction surveys. C. JDI should be made anonymous so as to get honest feedback. D. The JDI manual provides international norms for all facets. E. JDI allows for within-organization comparisons to determine which departments have the highest satisfaction levels and which have the lowest.

D

Which of the following statements is NOT true about life satisfaction? A. Job satisfaction is strongly related to life satisfaction. B. It is the degree to which employees feel a sense of happiness with their lives. C. Research shows that job satisfaction is one of the strongest predictors of life satisfaction. D. Increases in salary have a stronger impact on life satisfaction than do increases in job satisfaction. E. If we want to feel better about our days, we need to find a way to be more satisfied with our jobs.

D

_____ is a positive emotional state resulting from the appraisal of one's job or job experiences. A. Job development B. Organizational endurance C. Organizational performance D. Job satisfaction E. Organizational growth

D

A publishing firm believes in providing continuous feedback to employees regarding their work. Newly hired employees are assigned a mentor who works in their team. The mentor reviews the new employee's work, and provides tips on improving productivity. In this example, the firm is addressing which of the following critical psychological states that make work satisfying for employees? A. Responsibility for outcomes B. Identity C. Meaningfulness of work D. Variety E. Knowledge of results

E

According to the job characteristics theory, the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome is known as: A. responsibility for outcomes. B. knowledge of results. C. significance. D. variety. E. identity.

E

According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is NOT critical? A. Supervisor's likeable nature B. Rewards and recognition for good performance C. Supervisor's ability to help the employee attain what he or she values D. Supervisor's values and beliefs E. Supervisor's salary

E

Ann works at Creative Links International. Her job requires her to spend 8 hours a day entering the employees' salary information on Excel spreadsheets. Ann's job is characterized by: A. high autonomy. B. high variety. C. high identity. D. high significance. E. low variety.

E

Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement? A. Pay satisfaction B. Promotion satisfaction C. Supervision satisfaction D. Coworker satisfaction E. Satisfaction with the work itself

E

When it comes to pay satisfaction, most employees base their desired pay on their job duties and ______: A. the potential for promotions. B. their basic needs. C. their status. D. the pay given to their superiors. E. the pay given to comparable colleagues.

E

Which of the following statements is true regarding coworker satisfaction? A. Coworker satisfaction leads to lowered productivity. B. Coworker satisfaction requires that all employees of the same level be given equal pay. C. Employees feel threatened if their coworkers are able to help them with their job. D. Coworker satisfaction does not contribute much to overall job satisfaction. E. Coworker satisfaction is important because employees spend considerable time with coworkers.

E

Which of the following statements is true regarding job satisfaction? A. It remains constant over time. B. It is independent of objective job appraisals. C. It is immeasurable. D. It is unrelated to job performance. E. It has rational and emotional components.

E

Which of the following work value categories involve(s) helping others and working on moral causes? A. Supervision B. Coworkers C. Pay D. Promotions E. Altruism

E