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OB Midterm

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when employees are subjected to unwanted physical contact or verbal remarks from a colleague

harassment

- ability - personal & cultural values

individual characteristics

Mark, David, Tia, and Ashley are team members in a computer programming class. They have been assigned the task of creating a computerized payroll system involving multiple programs. Mark and Tia worked very hard and created programs that worked well. David and Ashley, however, did not work as hard as they could and created programs with numerous errors. This resulted in a payroll system that could not be implemented. The team's poor performance that was a result of David and Ashley not doing their best can be termed as

motivational loss.

Due to time pressure and heavy workload, Dan has developed high blood pressure and started to show forgetfulness at work and home. These are examples of:

physiological and psychological strains.

Russell works in a canvas factory where workers are paid five dollars for every tent they sew together. Workers who are very fast may make twice as much money as some of the slower workers. Which of the following compensation plan elements is used at Russell's factory?

piece-rate

Moods can be categorized by:

pleasantness and activation.

Which of the following reflect(s) the degree to which employees feel that their company does business with fairness, honesty, and integrity?

trust, justice, and ethics

The anticipated value of the outcomes associated with performance is known as:

valence.

Which theory argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?

value percept theory

Which type of emotion can be best explained as "facing an immediate and concrete danger"?

Fear

a desire to remain a member of an organization because of an awareness of the costs associated with leaving it

continuance commitment

Which of these is a non work challenge stressor?

A positive life event

The following are all dimensions of psychological empowerment EXCEPT:

Conscientiousness

What is the largest determinant of job performance?

Concientiousness

What are the two different types of knowledge?

Explicit and Tacit

The "A" in the S.M.A.R.T. goals acronym stands for

achievable

What are the two main types of citizenship behavior?

interpersonal & organizational

People who experience higher levels of challenge stressors tend to have higher levels of:

job performance.

The "M" in the S.M.A.R.T. goals acronym stands for

measurable

When employees consider efficacy levels for a given task, they first consider their

past accomplishments

Employees consider _____ for a given task by taking into account their observations and discussions with others who have performed similar tasks.

vicarious experiences

Hindrance stressors have a _____ effect on job performance.

weak negative

a set of actions that employees perform to avoid the work situation - behaviors that may eventually culminate in quitting the organization

withdrawal behavior

Which of the following is a work challenge stressor?

work complexity

The JDI assesses all the following satisfaction facets EXCEPT:

altruism.

Which of the following statements is true?

Job satisfaction is moderately correlated with citizenship behavior.

Effective job performance is most often a function of

motivation and ability

What type of mood is grouchy?

Unpleasant

"_____" is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns.

daydreaming

A desire to remain a member of an organization due to a feeling of obligation is called _____ commitment. evaluative affective normative associative continuance

normative

the field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations

organizational behavior

- production deviance - property deviance

organizational counterproductive behaviors

- organizational structure - organizational culture

organizational mechanisms

behaviors that intentionally disadvantage other individuals rather than the larger organization

political deviance

The transactional theory of stress deals with:

primary appraisal & secondary appraisal of stress

Motivation is a critical consideration because effective job performance is largely a function of:

motivation and ability.

ethics

reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.

"_____" contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.

psychological

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?

Work itself

According to the _____ model of withdrawal, various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees. A. independent forms B. compensatory forms C. progression D. normative E. nominal

The independent forms model of withdrawal, argues that the various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees.

The knowledge and skills that distinguish specialists from novices is referred to as a. intuition b. distinctiveness c. learning d. expertise e. training

d. expertise

Which of the following examples of work involves the core job characteristic of identity?

Min-jun took two years to write a novel, from starting the first draft to getting it published.

A supervisor appears understanding and empathizes with his subordinates when they experience work related stress. In the example, the supervisor provides:

emotional support.

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?

Satisfaction with the work itself

Which of these is NOT a work hindrance stressor?

Time pressure

In equity theory, the internal tension that is caused by an imbalance in the ratios is known as:

equity distress.

Which of the following is a nonwork hindrance stressor?

financial uncertainty

Task complexity can show

how complex the information and actions involved in a task are and how much the task changes.

According to the value-percept theory, the relation between Dissatisfaction, Value (importance) and Value (want) is given by: A. B. C. D. E.

(want - have) x importance

What are the other two things you need for the 5 categories of job characteristics theory to matter?

-Knowledge and skill -Growth need strength

What 3 categories make up meaningfulness of work?

-Variety -Identity -Significance

What are the 5 categories that make up job characteristics theory?

-Variety -Identity -Significance -Autonomy -Feedback

The cccc rule requires that the decision-making procedures and outcomes that the authorities explain to employees be honest and candid.

truthfullness

Which of the following scenarios deals with satisfaction with the work itself? 1. Piotr enjoys his job because he constantly faces new challenges. 2. Krystyna is happy with her job because it's a fast-track to the top. 3. Santiago enjoys his job because his boss is so easy to get along with. 4.Lotte likes her job mainly because a coworker has become a close friend. 5.Ximena is happy with her job because she just became a department head.

1. Piotr enjoys his job because he constantly faces new challenges.

What two conditions must be met for work itself to produce intense positive moods?

1. the work must be challenging 2. the employee must possess the unique skills needed to meet the challenge

- harassment - abuse

2 types of personal aggression

- gossiping - incivility

2 types of political deviance

- wasting resources - substance abuse

2 types of production deviance

- sabotage - theft

2 types of property deviance

- psychological withdrawal - physical withdrawl

2 types of withdrawal behavior

Which of the following is a primary individual outcome of interest to organizational behavior researchers according to the integrative model? A) job performance B) team processes C) personality D) culture E) stress

A) Job Satisfaction

Chloe loves her job, admires her boss, and believes in the goals and vision of the company she works for. She cannot imagine looking for or finding a better job. Chloe most likely is demonstrating A) a high level of organizational commitment. B) a normative level of organizational commitment. C) high job performance. D) low job performance. E) withdrawal behaviors.

A) a high level of organizational commitment.

Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing A) overreward inequity. B) self-efficacy. C) cognitive distortion. D) expectancy. E) underreward inequity.

A) overreward inequity

Bill, just named sales manager, asks Fred what his job was like when he was the sales manager.

Which of the following scenarios demonstrates how workers determine efficacy levels through vicarious experiences?

1-) ________ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. A) Organizational behavior B) Strategic management C) Economic research D) Resource management E) Financial management

Answer: A

10-) Cheryl continually boosts morale at the sales office of Monroe Consumer Products, and she has helped a number of her colleagues through difficult situations. Nevertheless, she received a bad job performance rating due to the fact that her sales for the quarter were down. This job performance rating is A) wrong; Cheryl is contributing to the organization in ways that go beyond the bottom line. B) wrong; an emphasis on results such as sales would encourage Cheryl to behave unethically. C) right; even if Cheryl can claim problems that were beyond her control, it is no one's concern but her own. D) right; if Cheryl is rewarded with a good job performance rating, it will encourage other employees to slack off. E) right; in spite of her positive qualities, Cheryl has failed to produce, and results are what really matter in the end

Answer: A

17-) Emily, Shalonda, and Tomas all work at Terence Butler Life & Auto, an insurance agency. Their boss, Terence, has a very full schedule, but he knows he can rely on his three employees. Emily specifically takes on the role of attending all community-related meetings and functions where the agency might have a stake, and Shalonda helps out with constructive suggestions on the operation of the office. Tomas makes it his job to serve as unofficial representative for the agency, ensuring that it maintains a positive image not only with customers, but also with neighboring businesses and the community as a whole. These employees' actions are examples of A) creative task performance. B) organizational citizenship behavior. C) routine task performance D) adaptive task performance E) interpersonal citizenship behavior.

Answer: B

19-) Serious interpersonal counterproductive behaviors include A) sabotage. B) harassment. C) incivility. D) gossiping. E) wasting resources.

Answer: B

25) The desire to remain a member of an organization due to emotional attachment to, and involvement with, that organization is called ________ commitment. A) continuance B) affective C) evaluative D) normative E) associative

Answer: B

4-) OB research on job performance and individual characteristics draws primarily from studies in A) managerial and organizational psychology. B) industrial and organizational psychology. C) economic and organizational sociology. D) economic and managerial sociology. E) industrial and economic psychology.

Answer: B

9-) In their evaluation of his performance as a trainer in the sales department of Ogilvy Pharmaceuticals, Jeremy's supervisors look at such factors as the amount of time he spends with each of his trainees, his coverage of all key points in training, his success rate in turning out trained salespeople within the amount of time allotted, and so forth. In other words, Jeremy's supervisors are evaluating his A) task performance. B) job performance. C) service work. D) boosterism. E) civic virtue.

Answer: B

12-) Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces are referred to collectively as A) behaviorally anchored rating scales. B) citizenship behavior. C) task performance. D) job performance. E) civic virtue.

Answer: C

15-) Interpersonal citizenship behaviors include helping, courtesy, and A) generosity. B) voice. C) sportsmanship. D) boosterism. E) civic virtue.

Answer: C

16-) One of the interpersonal citizenship behaviors is A) voice. B) civic virtue. C) sportsmanship. D) boosterism. E) charity.

Answer: C

20-) Minor interpersonal counterproductive behaviors include A) sabotage. B) harassment. C) incivility. D) abuse. E) theft.

Answer: C

24) Which of the following is one of the three types of organizational commitment? A) reactive commitment B) associative commitment C) normative commitment D) proactive commitment E) distributive commitment

Answer: C

7-) Which of the following is one of the two primary goals managers have for their employees? A) optimization of stock price B) rationalization of job structure C) maximization of job performance D) obedience to organizational rules and regulations E) utilization of rational decision-making techniques

Answer: C

8-) ________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. A) Citizenship behavior B) Task performance C) Job performance D) Knowledge work E) Civic virtue

Answer: C

13-) Handling work stress and emergencies, solving problems creatively, and responding to unpredictable demands are all aspects of A) citizenship behavior. B) civic virtue. C) helping. D) adaptability. E) service work.

Answer: D

18-) Employee behaviors that intentionally hinder organizational goal accomplishment are referred to as ________ behaviors. A) negative B) aggressive C) deviant D) counterproductive E) assaultive

Answer: D

2-) Which of the following attributes have been identified as some of the worst behaviors exhibited by coworkers? A) resisting even beneficial change B) being first to arrive and last to leave C) getting a job done without being managed D) complaining about anything and everything E) feeling an attachment to an employer for the long haul

Answer: D

21-) Which of the following terms refers to the desire on the part of an employee to remain a member of the organization? A) organizational efficacy B) organizational control C) organizational efficiency D) organizational commitment E) organizational effectiveness

Answer: D

23) Lucy has a good job she likes, and she is always striving to please her boss. This behavior is a result of A) self-maintenance. B) employee attrition. C) normative commitment. D) organizational satisfaction. E) organizational commitment.

Answer: E

A(n) _____ merely exerts the minimum level of effort needed to keep his or her job. dog lone wolf citizen apathetic star

Apathetic

when employees use too many materials or too much time to do too little work, is the most common form of production deviance

wasting resources

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.

The model of withdrawal argues that the various withdrawal behaviors negatively correlate with one another—that doing one means you're less likely to do another. The idea is that any form of withdrawal can compensate for, or neutralize, a sense of dissatisfaction, which makes the other forms unnecessary. A. independent forms B. compensatory forms C. progression D. normative E. nominal

reflects the tendency to arrive at work late, or leave work early. A. Daydreaming B. Tardiness C. Socializing D. Moonlighting E. Cyberloafing

________ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others. A) Psychological empowerment B) Expectancy C) Goal setting D) Extrinsic E) Equity

B) Expectancy

________ is the anticipated value of the outcomes associated with performance. A) Instrumentality B) Valence C) Equity D) Expectancy E) Self-efficacy

B) Valence

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as A) voice. B) exit. C) loyalty. D) neglect. E) ignorance.

B) exit.

Lucy has been working for Bright Fires for about five years. She has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. Lucy's focus on concepts such as difficulty and specificity is a key aspect of A) expectancy. B) goal setting. C) equity theory. D) extrinsic motivation. E) psychological empowerment.

B) goal setting

Which of these individual mechanisms captures the energetic forces that drive employees' work efforts? A) job performance B) motivation C) personality D) ability E) stress

B) motivation

" " contracts reflect employees' beliefs about what they owe the organization and what the organization owes them. A. Cultural B. Transactional C. Psychological D. Normative E. Relational

According to the integrative model, job satisfaction is a(n)

individual mechanism.

- job satisfaction - stress - motivation - trust, justice & ethics - learning & decision making

individual mechanisms

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.

- job performance - organizational commitment

individual outcomes

OB research on job performance and individual characteristics draws primarily from studies in

industrial and organizational psychology.

The term "focus of commitment" can refer to each of the following except: A. the company's top management. B. specific coworkers. C. supervisors. D. salary. E. industry regulations.

industry regulations

Employees who feel a sense of commitment tend to engage in more interpersonal and organizational citizenship behaviors, such as helping, sportsmanship, and boosterism. A. normative B. evaluative C. affective D. proactive E. continuance

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

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

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.

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

A(n) _____ involves a 'comparison other' in the same company.

internal comparison

For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)

internal comparison

Justice reflects the perceived fairness of an authority's A) corporate social responsibility. B) ethical orientation. *C) decision making. D) benign power. E) morality.

Mariel is in the market to buy a used car. Her friend Mika tells her that she should avoid City Motors. Mika's boyfriend bought his car there, and it breaks down constantly. Mariel talks to several other friends who agree with Mika. Their judgment reflects the fact that City Motors has A) poor ethics. B) bad marketing. *C) a poor reputation. D) high trustworthiness. E) good after-sales service.

The factors that increase normative commitment include: A. salary and other monetary benefits. B. availability of employment opportunities. C. a sense that the organization has invested in the employee. D. links to the local community. E. organizational culture.

The model suggests that employees with fewer bonds will be most likely to quit the organization. A. social influence B. social impact C. erosion D. decay E. continuity

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.

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.

When trust is rooted in a rational assessment of the authority's trustworthiness, it is called ________ trust. A) disposition-based B) affect-based *C) cognition-based D) power-based E) feeling-based

Which model of withdrawal argues that the various withdrawal behaviors are positively correlated. For example, the tendency to daydream or socialize leads to the tendency to come in late or take long breaks, which leads to the tendency to be absent or quit. A. independent forms B. compensatory forms C. progression D. normative E. nominal

Which of the following is one of the three types of organizational commitment? A) reactive commitment B) associative commitment C) normative commitment D) proactive commitment E) distributive commitment

C) normative commitment

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) status

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

C) value-percept theory

Which of these techniques attempt to help people appraise and cope with stressors in a more rational manner?

Cognitive-behavioral techniques

__________ equity is the comparison with others in the same organization doing substantially different jobs.

Company

Miranda works for the United Bank at Madison. She feels overworked and dislikes her job, but she cannot quit because she needs the job to repay her education loans. What type of commitment does Miranda have? A. Normative commitment B. Continuance commitment C. Intuitive commitment D. Affective commitment E. Cognitive commitment

Continuance commitment

"_____ commitment" is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it. A. Continuance B. Affective C. Associative D. Normative E. Situational

Continuance commitment exists when there is a profit associated with staying and a cost associated with leaving an organization. Continuance commitment involves staying with an organization because you need to.

_____ refer(s) to the behaviors and thoughts that people use to manage both the stressful demands that they face and the emotions associated with those stressful demands.

Coping

According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is given by the following: A) Dissatisfaction = (Vwant - Vperceive) × (Vimportance) B) Dissatisfaction = (Vwant - Vhave)/(Vimportance) C) Dissatisfaction = (Vwant - Vhave)^(Vimportance) *D) Dissatisfaction = (Vwant - Vhave) × (Vimportance) E) Dissatisfaction = (Vwant - Vperceive)/(Vimportance)

Nelson Roe works as an assistant coach for the Washington Wizards in the NBA. Recently he was offered the Head-coaching duties at the Portland Blazers. Though their terms and remuneration were very attractive and it would be a huge career move for Nelson, he declined the offer. He felt it was with Washington Wizards that he learned and developed as a coach, and that staying back at Washington Wizards is the right thing to do and is his obligation. This is an example of commitment. A. continuance B. intuitive C. evaluative D. normative E. affective

Organizational commitment should increase the likelihood that an individual will respond to a negative work with or A. loyalty; neglect B. exit; loyalty C. voice; exit D. loyalty; voice E. neglect; exit

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

Yusuf is a pediatrician who is passionate about helping children with difficult medical conditions. He also volunteers at a free clinic during the weekend. Judging from this, which of the following work value categories would be important for him? A) status B) environment C) pay *D) altruism E) supervision

________ 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

Organizational commitment increases the likelihood that an individual will respond to a negative work event with A) loyalty or neglect. B) exit or loyalty. C) voice or exit. D) loyalty or voice. E) neglect or exit

D) loyalty or voice.

" " is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns. A. Moonlighting B. Cyberloafing C. Socializing D. Satisficing E. Daydreaming

The need to manage emotions to complete job duties successfully is called:

Emotional Labor

Which of the following is a unit-focused compensation plan element?

Gain sharing

A person with high job satisfaction will tend to have _____ life satisfaction.

High

Trust in authorities like the management in a firm depends on which two factors?

Justice and ethics

According to research, of the five facets of value-percept theory which two facets have moderately strong influences on overall job satisfaction?

Pay satisfaction and promotion satisfaction

Which facet of job satisfaction bring(s) more responsibility and increased work hours?

Promotion

_____ contracts reflect employees' beliefs about what they owe the organization and what the organization owes them. Psychological Cultural Normative Relational Transactional

Psychological

Which of the following is a form of physical withdrawal? Socializing Daydreaming Moonlighting Cyberloafing Tardiness

Tardiness

_____ reflects how complicated the information and actions involved in a task are, as well as how much the task changes.

Task complexity

Which of these refer(s) to the learning plans and problem-solving approaches used to achieve successful performance?

Task strategies

Specific, difficult goals are best

Which of the following is true about goal setting?

"A" in the S.M.A.R.T. goals stands for:

achievable.

Comparison with others in the same organization doing substantially different jobs is:

company equity.

When a firm expands into a new product segment, it is known as

diversification.

According to the affective events theory:

emotions can trigger spontaneous behavior.

Which of the following are the strongest determinants of one's abilities?

genes and the environment

Stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment are called:

hindrance stressors.

The most serious form of physical withdrawal is _____.

quitting

Which of the following motivating forces have the strongest performance effect?

self-efficacy and competence

The negative consequences that occur when demands tax or exceed one's capacity or resources are called:

strains.

reflect the degree to which employees feel that their company does business with fairness, honesty, and integrity

trust, justice & ethics

____________ is the anticipated value of the outcomes associated with performance.

valence

Manuela, a writer of advertising copy, has been an overachiever throughout her career. She enjoys the intellectual stimulation she has at work. She feels her work allows her to use her creativity and artistic skills to their full potential. Which of the following work value categories is important to Manuela?

work itself

Expectancy is a subjective probability ranging from:

0 to 1.

According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied? 1. Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork. 2. Sofia wants to work with numbers. As an accountant, she works with numbers for the majority of her time in the office. 3. Lorenzo likes physical activity and taking risks. His job in a circus involves both of these elements, but he also spends time cleaning animal cages. 4. Laura wants to focus on scientific research. In her job for Lako Chemical, about half of her time involves research and the rest involves meetings. 5. Rokas likes helping people who are less fortunate, so he took a job as a social worker. Although he spends hours helping the poor, he dislikes his hour-long commute.

1. Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork.

What are the two primary goals managers have for their employees?

1. to maximize their job performance 2. to ensure that they stay with firm for a significant length of time

- helping - courtesy - sportsmanship

3 characteristics of interpersonal citizenship behavior

- voice - civic virtue - boosterism

3 characteristics of organizational citizenship behaviors

- affective - continuance - normative

3 types of commitment

Which of the following examples shows feedback obtained directly from the job? 1.As a factory worker, Robert receives feedback from the factory owner via his floor boss at regular intervals. 2.As a teacher, Lucinda receives feedback from the principal after each semester. 3.As a politician, Gabila constantly receives feedback from her constituents through email and phone calls. 4.As a business executive, Ignas receives feedback from his supervisor twice a year. 5.As a scientist, Zoran receives monthly feedback from his manager about his research.

3.As a politician, Gabila constantly receives feedback from her constituents through email and phone calls.

Which of the following is true about knowledge of results? 1.It captures the degree to which employees feel like their efforts do not really matter because work outcomes are dictated by effective procedures. 2.It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. 3.It reflects the extent to which employees know how well (or how poorly) they are doing. 4.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. 5.It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies.

3.It reflects the extent to which employees know how well (or how poorly) they are doing

Which of the following scenarios demonstrates the core job characteristic of variety? 1.Mariya has to formulate policies that affect thousands of her constituents. 2.Dmitri has to constantly perform before an audience that lets him know how he is doing. 3.Maxim has to answer the phone, provides tours, write reports, and make appointments. 4.Ivan has to track a project all the way from conception to implementation. 5.Anastasia has to spend most of her time out of the office, during which she supervises herself.

3.Maxim has to answer the phone, provides tours, write reports, and make appointments.

Which of the following statements is true regarding coworker satisfaction? 1. Coworker satisfaction leads to lowered productivity. 2. Coworker satisfaction does not contribute much to overall job satisfaction. 3. Coworker satisfaction increases if employees take part in annual reviews of each other's work. 4. Coworker satisfaction is important because employees spend considerable time with coworkers. 5. Coworker satisfaction requires that all employees of the same level be promoted at the same intervals.

4. Coworker satisfaction is important because employees spend considerable time with coworkers.

Which of the following examples of work involves the core job characteristic of identity? 1.Harry spends most his day driving from place to place, trying to sell appliances. 2.Joan works as a therapist rehabilitating accident victims so they can walk again. 3.Malik works as a jack-of-all trades, which includes carpentry, plumbing, and yard work. 4.Diego requires little supervision for his office work because it involves standardized forms. 5.Min-jun took two years to write a novel, from starting the first draft to getting it published.

5.Min-jun took two years to write a novel, from starting the first draft to getting it published.

" " indicates an intentional desire on the part of the employee to look like he/she is working, even when not performing work tasks. A. Looking busy B. Moonlighting C. Daydreaming D. Socializing E. Cyberloafing

" commitment" is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it. A. Continuance B. Affective C. Associative D. Normative E. Situational

"Citizens" is one of the four types of employees based on the degree of organizational commitment and task performance. "Citizens" are likely to respond to negative events with because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization. A. loyalty B. exit C. neglect D. voice E. ignorance

A(n) merely exerts the minimum level of effort needed to keep their jobs. A. apathetic B. citizen C. dog D. star E. lone wolf

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

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.

According to the model of withdrawal, various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees. A. independent forms B. compensatory forms C. progression D. normative E. nominal

According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied? *A) Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork. B) Laura wants to focus on scientific research. In her job for Lako Chemical, about half of her time involves research and the rest involves meetings. C) Sofia wants to work with numbers. As an accountant, she works with numbers for the majority of her time in the office. D) Lorenzo likes physical activity and taking risks. His job in a circus involves both of these elements, but he also spends time cleaning animal cages. E) Rokas likes helping people who are less fortunate, so he took a job as a social worker. Although he spends hours helping the poor, he dislikes his hour-long commute.

An active, constructive response to a negative situation, in which individuals attempt to improve the situation, is referred to as . A. voice B. neglect C. loyalty D. exit E. honesty

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

Frank, Jess, and Ted are coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Frank is exhibiting: A. continuance commitment. B. affective commitment. C. evaluative commitment. D. normative commitment. E. associative commitment.

Jacklyn loves her job, admires her boss, believes in the goals and vision of the company. She can't imagine looking for or finding a better job. Jacklyn most likely would demonstrate . A. a high level of organizational commitment B. a normative level of organizational commitment C. high performance D. low performance E. daydreaming and socializing

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.

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

oxytocin

A chemical known as _______, which circulates through the brain and bloodstream, promotes trust and devotion.

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

Jonas continually breaks off from his assigned tasks to check the football scores or check his friends' Facebook updates. He is engaging in , which is a type of A. cyberloafing, psychological withdrawal B. psychological withdrawal, daydreaming C. cyberloafing, antisocial behavior D. socializing, psychological withdrawal E. psychological absenteeism, negative organizational behavior.

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.

Many companies pay all or part of an employee's tuition for master's degree programs. This can increase the employee's level of commitment. A. normative B. affective C. continuance D. psychological E. educational

Mauve has been working as the creative head at Juno Designs for the past 10 years. Her growth at Juno has made her one of the finest designers in the field. Of late Mauve has been receiving several offers and inquiries from head hunters from other companies. Mauve feels that she should stay with Juno Designs because her retirement benefit increases during her later years of service as opposed to her initial years of service. This is an example of commitment. A. continuance B. affective C. ethical D. normative E. associative

Miranda works for the United Bank at Madison. She feels over-worked and dislikes her job profile. But Miranda cannot quit because she needs the job to repay her education loan. What type of commitment does Miranda have? A. Continuance commitment B. Normative commitment C. Affective commitment D. Cognitive commitment E. Intuitive commitment

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with or A. exit; neglect B. loyalty; neglect C. neglect; voice D. exit; voice E. exit; loyalty

Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki 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. Tamar tolerates teamwork but isn't thrilled by it, and 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) Saki most likely has the lowest job satisfaction. C) Jake most likely has the highest job satisfaction. D) Tamar most likely has the highest job satisfaction. E) Tamar most likely has the lowest job satisfaction.

Satisfaction with ________ reflects employees' feelings about their actual job 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

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

Sean recently joined the marketing team at Axon International. He will be starting at the company in two weeks. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and held a lunch meeting to express all the team members' concerns. He tried to reason with Sean to smooth things out before he formally joins the team. Ashton's reaction can be described as . A. voice B. neglect C. loyalty D. exit E. ignorance

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

The model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave. A. social influence B. affective C. continuance D. decay E. social identity

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.

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

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

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) a set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group. D) processes that elicit, control, and sustain certain behaviors. E) the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.

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.

When employees consider efficacy levels for a given task, they first consider their *A) past accomplishments. B) vicarious experiences. C) current projects. D) extrinsic motivators. E) instrumentality.

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

Which facet of job satisfaction brings more responsibility and increased work hours? *A) promotion B) compensation C) environmental factors D) competition E) change in leadership

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

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

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

You want a job that is creative and pays well, but you are also concerned with the work environment. Based on the concept of supervision satisfaction, which of the following jobs would you most likely take? A) The supervisor provides regular pay raises and seems unlikable. B) The supervisor provides little technical support and seems like a nice person. C) The supervisor allows several sick days and seems surly. *D) The supervisor encourages innovative ideas and has a friendly attitude. E) The supervisor seems open to new ideas and has a cold personality.

_______ 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

________ are the negative consequences that occur when demands tax or exceed one's capacity or resources. *A) Strains. B) Daily hassles C) Time pressures D) Type A behavior E) Cognitive pressures

________ are the particular demands that cause people to experience stress. *A) Stressors B) Type C demands C) Strains D) Burnouts E) Type B demands

________ is a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance. *A) Expectancy B) Meaning C) Efficacy D) Valence E) Need

________ is an important moderator of what individuals consider to be positively or negatively valent. *A) Culture B) Expectancy C) Generalizability D) Self-efficacy E) A S.M.A.R.T. goal

________ is the willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions. *A) Trust B) Credence C) Consensus D) Ethics E) Proximity

________ refers to a general expectation that the words, promises, and statements of individuals and groups can be relied upon. *A) Trust propensity B) Moral judgment C) Moral awareness D) Moral intensity E) Propriety

________ reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms. *A) Ethics B) Justice C) Competence D) Trust E) Morality

adjustment, the extent to which expatriates have difficulty socializing and interacting with member of the host culture, can affect the level of organizational commitment in global organizations. A. Interaction B. Cultural C. Work D. Psychological E. Relational

commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to do. A. Normative B. Evaluative C. Social D. Continuance E. Affective

accomplishment striving

A strong desire to accomplish task-related goals as a means of expressing one's personality.

Which of the following is true of teams?

A team works interdependently over some time period to accomplish common goals related to some task-oriented purpose.

Which of the following takes the theories and principles studied in OB and explores the "nuts and bolts" applications of those principles in organizations? A) human resource management B) operations management C) financial management D) strategic management E) economic research

A) Human Resource Management

Motivation has a ________ effect on job performance. A) strong positive B) moderate positive C) weak positive D) moderate negative E) strong negative

A) strong positive

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) a set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group. D) processes that elicit, control, and sustain certain behaviors. E) the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.

A) those things that people consciously or subconsciously want to seek or attain.

Bobby and Sam are taking their time getting their work done. They have already had three smoke breaks in the past hour and a half, and they even managed to sneak in a beer. They could have finished this particular project an hour ago, but as Sam just said to Bobby, "Why bother working when nobody's watching?" This is an example of ________ deviance. A) wasting resources, the most common form of production B) substance abuse, the most common form of production C) wasting resources, the most common form of property D) substance abuse, the most common form of property E) wasting resources, the most common form of political

A) wasting resources, the most common form of production

Which of the following statements concerning job analysis is incorrect? A. The first step in job analysis is to generate a list of all job activities. B. Activities with the lowest ratings are used to define job responsibilities. C. A list of all job activities is generated using various sources of data such as surveys, employee interviews, and observations. D. Job analysis is used by many organizations to identify task performance behaviors. D. A subject matter expert is consulted regarding the frequency and importance of all job activities.

Activities with the lowest ratings are used to define job responsibilities

Ted says "it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. Ted is exhibiting: A. continuance commitment. B. affective commitment. C. obligation-based commitment. D. normative commitment. E. skill-based commitment.

Affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. Ted feels that if he leaves CI, he will miss his colleagues a lot. Hence he is exhibiting affective commitment.

The desire to remain a member of an organization due to emotional attachment to, and involvement with, an organization is called "_____ commitment." A. continuance B. affective C. evaluative D. normative E. associative

Affective commitment reflects an emotional bond with the organization. Affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.

setting specific goals

After his annual performance appraisal, Joe was disappointed with his 5 percent increase in pay, compared to the 10 percent increase his colleagues received. When Joe spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Joe had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would best help Joe improve his performance?

Which of the following demonstrates how day-to-day events can affect job satisfaction?

After receiving news of his mother's illness, Baltasar became stressed about the deadlines of his job.

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?

Altruism

Which of the following work value categories involve(s) helping others and working on moral causes?

Altruism

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

Altruism

remind the team of how they worked hard to successfully overcome challenges in the past

Alvin is the leader of a team of counselors at a camp for recovering addicts. He and his team have been asked to implement a new program, which on the surface looks much more difficult than what they have been doing. Before the program begins, Alvin feels he needs to give his team a speech to help motivate them for the upcoming challenge. What is the first thing Alvin should do in his speech?

feedback

Amber is responsible for creating a master emergency preparedness plan for the chemical facility in which she works. Her supervisor, Whitney, has examined all of her materials and updated Amber on which parts of the plan are satisfactory and which parts need more work. Whitney has provided Amber with

Which of the following scenarios describes a worker with a neurotic personality?

Amy yells at Jacob to go away when he asks her how she is doing, then brings him coffee with a big smile an hour later.

14-) Candace hopes to get a job with the U.S. Foreign Service, serving as a liaison between an overseas embassy and the local population. She has an uncanny ability with languages, but if she wants to function well in her dream job, she also needs to be A) open-minded, flexible, and a good listener. B) reliable, detail-oriented, and unchanging. C) flamboyant, articulate, and irrepressible. D) easy to train and a good rule-follower. E) creative, fearless, and original.

Answer: A

26) Chloe loves her job, admires her boss, and believes in the goals and vision of the company she works for. She cannot imagine looking for or finding a better job. Chloe most likely is demonstrating A) a high level of organizational commitment. B) a normative level of organizational commitment. C) high job performance. D) low job performance. E) withdrawal behaviors.

Answer: A

3-) Which of the following takes the theories and principles studied in OB and explores the "nuts and bolts" applications of those principles in organizations? A) human resource management B) operations management C) financial management D) strategic management E) economic research

Answer: A

5-) Which of the following is a primary individual outcome of interest to organizational behavior researchers according to the integrative model? A) job performance B) team processes C) personality D) culture E) stress

Answer: A

22) The set of actions that employees perform to avoid the work situation that may eventually culminate in the employee quitting the organization are referred to as ________ behavior. A) productivity B) commitment C) performance D) withdrawal E) citizenship

Answer: D

11-) When job performance evaluation time rolls around, Michael always comes out ahead of his coworkers, but his success comes at a price. He has been known to give his supervisors negative (and sometimes untrue) information about his coworkers, and when it looks as though someone else may be about to get a better job performance evaluation, bad things tend to happen to that person, such as lost paperwork and missed meetings due to deleted calendar appointments. In terms of organizational behavior and the principles of job performance evaluations, it is clear that A) the organization has failed to create a sense of group cohesion and an attitude of organizational citizenship. B) unethical behavior on the part of his supervisors has led Michael to seek advancement by any means possible. C) Michael is showing the kind of resourcefulness that rightly has earned him high job performance ratings in the past. D) other employees have failed to understand, as Michael clearly has, that personal success equates with organizational success. E) his supervisors' emphasis on results has created an environment in which an employee might use unethical behavior to get ahead.

Answer: E

6-) Of the following, which is a primary individual outcome according to the integrative model? A) team cohesion B) job satisfaction C) cultural awareness D) personality adaptability E) organizational commitment

Answer: E

A(n) _____ merely exerts the minimum level of effort needed to keep their jobs. A. apathetic B. citizen C. dog D. star E. lone wolf

Apathetic possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs. Apathetics respond to negative events with neglect, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.

"_____" possess low levels of both organizational commitment and task performance. A. Stars B. Citizens C. Lone wolves D. Apathetics E. Dogs

Apathetic possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs. Apathetics should respond to negative events with neglect, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.

Apathetics tend to respond to negative events with _____, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship. A. loyalty B. exit C. influence D. voice E. neglect

Tim is a new hire at The Journal, a weekly publication. He does not like his job and is not committed to the organization. He hardly exerts any effort that is requires to keep his job. Tim is staying with The Journal because he does not want to be "unemployed." Tim is a(n) "______." A. star B. citizen C. lone wolf D. apathetic E. dog

Apathetics possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs. Apathetics should respond to negative events with neglect, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.

Which of the following examples shows feedback obtained directly from the job?

As a politician, Gabila constantly receives feedback from her constituents through email and phone calls.

_____ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees.

Attitude Surveys

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

Attitude surveys

What category makes up responsibility for outcomes

Autonomy

" contracts" are based on a broader set of open-ended and subjective obligations. A. Transactional B. Relational C. Normative D. Progression E. Psychological

"Lone wolves" is one of the four types of employees based on the degree of organizational commitment and task performance. "Lone wolves" are likely to respond to negative events with . A. loyalty B. exit C. neglect D. voice E. ignorance

The " syndrome" is characterized by anger, depression, fear, distrust, and guilt that affects the employees who remain with an organization after a downsizing. A. employee B. survivor C. stress D. erosion E. decay

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

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.

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as . A. voice B. exit C. loyalty D. neglect E. ignorance

Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of A) expectancy. *B) engagement. C) instrumentality. D) goal acceptance. E) equity appreciation.

Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which of the following work value categories would likely be important to her? A) altruism *B) pay C) status D) achievement E) environment

EuroOne, a mutual fund company, is cutting its human resource in large numbers because of the recession. The employees who still have their jobs are angered and depressed by the happenings. They have lost the trust they had in the management and are not sure if their future is secure with EuroOne. The employees are facing the " syndrome." A. outsourcing B. survivor C. decay D. erosion E. progression

First, the network went down, then the guy in the next cubicle would not stop clearing his throat, and now Delia cannot find a sticky note when she needs one. Delia's head hurts, her shoulders are tense, and her back aches. Which of the following statements is true? A) Delia's inability to find a sticky note is a strain, while her headache is a stressor. *B) The network going down represents a stressor, while Delia's backache is a strain. C) The guy clearing his throat is a daily hassle, while Delia's tense shoulders are a work outcome. D) The network going down is a work hassle, while Delia's hurting head and back are daily outcomes. E) Delia's difficulty finding a sticky note is a primary effects, while her tense shoulders are a secondary outcome.

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.

Jess, Frank, and Ted are coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Ted is exhibiting: A. continuance commitment. B. affective commitment. C. obligation-based commitment. D. normative commitment. E. skill-based commitment.

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

Kwame designs and delivers public outreach programs for Hydro Sun Electric. He seems to never take a break, he always talks about work, and he often reaches the end of the day wishing he could do more and not realizing how late it has gotten. Kwame's behavior demonstrates the concept of A) vicariousness. *B) engagement. C) feedback. D) valence. E) equity.

Linda has been hired by Doctor Patel to oversee a fast-paced, innovative medical office. It is a highly difficult, but well-paid job. Linda believes she has the skills and experiences to easily handle the task and improve the efficiency of the office. Linda's belief in her capabilities is known as A) instrumentality. *B) self-efficacy. C) complexity. D) valence. E) equity.

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

Missing meetings is a form of withdrawal. A. psychological B. physical C. cultural D. community E. social

Recently Seatm was added to the marketing team at Axon International. He will be starting at the company in two weeks. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and held a lunch meeting to express all the team members' concerns. He tried to reason with Sean to smooth things out before he formally joins the team. Sean can be described as a(n) . A. star B. lone wolf C. citizen D. apathetic E. dog

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

The desire to remain a member of an organization due to emotional attachment to, and involvement with, that organization is called " commitment." A. continuance B. affective C. evaluative D. normative E. associative

The most widespread form of psychological withdrawal among white-collar employees is , using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties. A. moonlighting B. cyberloafing C. satisficing D. socializing E. daydreaming

The transactional theory of stress deals with A) motion-focused behavior coping. *B) primary and secondary appraisal of stress. C) Type A behavior. D) instrumental support. E) presenteeism.

When employees engage in , they use work time and resources to complete something other than their job duties, such as assignments for another job. A. daydreaming B. moonlighting C. social loafing D. satisficing E. cyberloafing

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.

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

Which of the following is one of the three types of organizational commitment that focuses on personal and family issues more than the other two commitment types? A. Evaluative commitment B. Continuance commitment C. Associative commitment D. Affective commitment E. Normative commitment

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.

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.

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.

Which of the following terms refers to the various people, places, and things that can inspire a desire to remain a member of an organization? A. Focus of influence B. Focus of commitment C. Focus of attention D. Focus of performance E. Focus of dominance

Which of the following types of employees possesses high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly? A. Stars B. Citizens C. Lone wolves D. Apathetics E. Dogs

________ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others. A) Psychological empowerment *B) Expectancy C) Goal setting D) Extrinsic E) Equity

Employees at Carpet Lot were given a survey about the workplace. One of the questions asked them about their wages. Which of the following respondents gave a response that shows a belief in a high level of instrumentality at Carpet Lot? A. Leah, who said most people get raises because they are related to someone B) Irvin, who said wages are determined by employee job performance C) LaShawn, who said that the highest wages go to dishonest people D) Skylar, who said that most people are paid based on seniority E) Marti, who said that wages should be the same for everyone

B) Irvin, who said wages are determined by employee job performance

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) autonomy

) According to the integrative model, job satisfaction is a(n) A) organizational mechanism. B) individual mechanism. C) individual outcome. D) group mechanism. E) group outcome.

B) individual mechanism.

According to the integrative model of organizational behavior, motivation, trust, justice, and ethics are A) organizational mechanisms. B) individual mechanisms. C) individual outcomes. D) group mechanisms. E) group outcomes.

B) individual mechanisms.

B) pay

Linda has been hired by Doctor Patel to oversee a fast-paced, innovative medical office. It is a highly difficult, but well-paid job. Linda believes she has the skills and experiences to easily handle the task and improve the efficiency of the office. Linda's belief in her capabilities is known as A) instrumentality. B) self-efficacy. C) complexity. D) valence. E) equity.

B) self-efficacy

Greta is responsible for the organization and distribution of relief packages to nations affected by famine throughout the world. According to the job characteristics theory, Greta's job has a high degree of A) variety. B) significance. C) autonomy. D) identity. E) feedback.

B) significance.

The weak negative correlation between task performance and counterproductive behavior can best be explained by the fact that A) poor performers are less creative at coming up with ways to undermine the organization. B) the best workers are the ones most likely to get away with counterproductive actions. C) top performers are too busy at their jobs to engage in counterproductive behavior. D) less talented workers are not as successful at avoiding blame for their misdeeds. E) good workers can behave counterproductively and still get the job done.

B) the best workers are the ones most likely to get away with counterproductive actions.

Which of the following is an example of what equity theory refers to as an external comparison?

Bailey is angry because she finds our that dental hygienists in other offices earn more than she does

equity

Brandy has been given a great deal of opportunity to advance her career. She recently got a huge increase in authority and salary, and she was hired to do what she has always claimed was her dream job. However, Brandy is not enthusiastic about coming to work, and when she is there, she spends most of her time complaining about how Maurice got a bigger office and nicer furniture than she did. Brandy's behavior would seem to support _____ theory.

Because embarrassment and shame are focal emotions in interdependent cultures, Tracy and Matsumoto (2006) found that losing athletes from interdependent cultures were more likely than those from independent cultures to a. show intense displays of shame. b. de-intensify their feelings of shame to save face. c. mask their feelings of inadequacy. d. blame the outcome on chance.

Which of the following scenarios demonstrates how workers determine efficacy levels through vicarious experiences?

Bill, just named sales manager, asks Fred what his job was like when he was the sales manager.

James is a junior level manager with the Palm Green Hotels. He is also a freelance journalist for a local travel magazine. James keeps himself updated with news about his company and always features the hotel in his weekly columns. He promotes his hotel to such an extent that the number of visitors to the hotel has considerably increased. Which of the following characteristics does James portray? A. Edginess B. Political deviance C. Boosterism D. Civic virtue E. Sportsmanship

Boosterism

Akari accepted a position with Innovate Electronics because she knows the company is highly regarded. Which of the following work value categories does Akari's choice relate to?

status

Having prestige, power over others, and fame are examples of work values related to

status

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

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.

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.

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.

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.

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.

When people first encounter stressors, the process of ________ is triggered. A) behavioral appraisal B) problem-focused appraisal *C) primary appraisal D) emotional venting E) critical thinking

Which of the following is a form of physical withdrawal? A. Daydreaming B. Moonlighting C. Tardiness D. Socializing E. Cyberloafing

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

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

Which of the following is one of the three types of organizational commitment? A. Reactive commitment B. Associative commitment C. Normative commitment D. Proactive commitment E. Distributive commitment

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 people evaluate job satisfaction according to specific "facets" of the job. D) Value-percept theory suggests that satisfied employees are becoming more and more rare. E) Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.

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.

Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values? A) Maslow's theory B) job characteristics theory *C) value-percept theory D) job withdrawal theory E) emotional contagion theory

Which of the following types of employees possesses high commitment and high performance and are held up as role models for other employees? A. Dogs B. Apathetics C. Stars D. Lone wolves E. Citizens

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

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

________ 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

psychological contracts are based on a narrow set of specific monetary obligations. A. Normative B. Relational C. Transactional D. Psychological E. Progression

In equity theory, ________ is rethinking your inputs to restore balance mentally without altering your behavior in any way. A) equity distress B) instrumentality C) cognitive distortion D) internal comparisons E) external comparisons

C) cognitive distortion

Which of the following statements is true about the effects of stressors?

Challenge stressors have a moderate positive relationship with organizational commitment.

Which of the following types of employees possesses high commitment and low task performance but perform many of the voluntary extra or "good soldier" activities that are needed to make the organization function smoothly? Apathetics Stars Citizens Lone wolves Dogs

Citizens

Which of the following types of employees possess high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly? A. Stars B. Citizens C. Lone wolves D. Apathetics E. Dogs

Citizens are likely to respond to negative events with loyalty because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization. You can spot citizens by looking for the people who do the little things showing around new employees, picking up birthday cakes, ordering new supplies when needed, and so forth.

_________ is defined as voluntary employee activities that may or may not be rewarded.

Citizenship Behaviour

Which of the following is an organizational citizenship behavior? Representing self-interests in a positive way to the public Courtesy Sportsmanship Behaviors that benefit employees with excess workloads Civic virtue

Civic virtue

The _____ model of withdrawal argues that the various withdrawal behaviors negatively correlate with one another—that doing one means you're less likely to do another. The idea is that any form of withdrawal can compensate for, or neutralize, a sense of dissatisfaction, which makes the other forms unnecessary. A. independent forms B. compensatory forms C. progression D. normative E. nominal

Compensatory forms model of withdrawal argues that the various withdrawal behaviors negatively correlate with one another—that doing one means you're less likely to do another.

Which of the following is one of the three types of organizational commitments that focuses on personal and family issues more than the other two commitment types? A. Evaluative commitment B. Continuance commitment C. Associative commitment D. Affective commitment E. Normative commitment

Continuance commitment focuses on personal and family issues more than the other two commitment types.

Mauve has been working as the creative head at Juno Designs for the past 10 years. Her growth at Juno has made her one of the finest designers in the field. Of late Mauve has been receiving several offers and inquiries from head hunters from other companies. Mauve feels that she should stay with Juno Designs because her retirement benefit increases during her later years of service as opposed to her initial years of service. This is an example of _____ commitment. A. continuance B. affective C. ethical D. normative E. associative

Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it.

Frank says that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion if he left for another company, he will not likely get this opportunity again. Frank is exhibiting: A. continuance commitment. B. affective commitment. C. evaluative commitment. D. normative commitment. E. associative commitment.

Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it. Frank feels that if he walks away from CI, he will be walking away from his promotion which might turn out to be a loss for him in the future. Hence he is exhibiting continuance commitment.

Miranda works for the United Bank at Madison. She feels over-worked and dislikes her job profile. But Miranda cannot quit because she needs the job to re-pay her education loan. What type of commitment does Miranda have? A. Continuance commitment B. Normative commitment C. Affective commitment D. Cognitive commitment E. Intuitive commitment

Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it. In other words, you stay because you need to.

________ refer(s) to the behaviors and thoughts that people use to manage both the stressful demands that they face and the emotions associated with those stressful demands.

Coping

Terry works doing oil changes and is sick and tired of rude customers. Terry decides to purposely use the wrong type of oil for the next rude customer, knowing that it will harm the customer's engine in the long run but won't be traceable or noticed immediately. If Terry does this, his behavior would be a form of ______. counterproductive behavior citizenship behavior creative property deviance production deviance collateral theft

Counterproductive behavior

Which of the following statements is true regarding coworker satisfaction?

Coworker satisfaction is important because employees spend considerable time with coworkers

______ is (are) an important moderator of what individuals consider to be positively or negatively valent.

Culture

" " possess low levels of both organizational commitment and task performance. A. Stars B. Citizens C. Lone wolves D. Apathetics E. Dogs

" " refers to the verbal chatting about nonwork topics that goes on in cubicles and offices or at the mailbox or vending machines. A. Satisficing B. Moonlighting C. Daydreaming D. Socializing E. Cyberloafing

"Stars" is one of the four types of employees based on the degree of organizational commitment and task performance. "Stars" likely respond to negative events with because they have the desire to improve the status quo and the credibility needed to inspire change. A. loyalty B. exit C. neglect D. voice E. ignorance

A desire to remain a member of an organization due to a feeling of obligation is called commitment. A. continuance B. affective C. associative D. normative E. evaluative

A passive, constructive response to negative events that maintains public support for the situation while the individual privately hopes for improvement is referred to as . A. voice B. exit C. neglect D. loyalty E. ignorance

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

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

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.

According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is critical? A) supervisor's style of dress B) supervisor's level of education C) supervisor's being an extrovert *D) supervisor's values and beliefs E) supervisor's salary

Effective job performance is most often a function of A) motivation and emotions. B) emotions and ability. C) ability and expectations. *D) motivation and ability. E) expectations and emotions.

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.

Jay, Kuo, and Elaine's company has an opening for a manager, and all three of them apply. However, Elaine, who has been with the company the longest and has a business degree, gets the job. Although Jay and Kuo are disappointed, they most likely agree that the company's decision reflects a high level of A) trustworthiness. B) favoritism. C) authority. *D) justice. E) bias.

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.

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.

Which of the following is defined as a psychological response to demands for which there is something at stake and coping with those demands taxes or exceeds a person's capacity or resources? A) stressors B) Type A behavior C) strains *D) stress E) Type B behavior

Red, Jess, and Frankare coworkers at Crossroad Inc. Having worked at CI for five years now, the three are discussing their career one day during lunch break when they heard Mary just quit and decided to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he is so close to getting his big promotion. He has put in the time and hard work for this promotion. If he left for another company, he will not likely get this opportunity again. Ted replies to Frank that for him, it's the CI's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Jess is exhibiting: A. continuance commitment. B. intuitive commitment. C. evaluative commitment. D. normative commitment. E. affective commitment.

Sean was recently added to the marketing team at Axon International. He will be starting at the company in two weeks. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and held a lunch meeting to express all the team members' concerns. He tried to reason with Sean to smooth things out before he formally joins the team. Amanda's reaction can be described as . A. voice B. neglect C. loyalty D. exit E. ignorance

The most serious form of physical withdrawal is . A. absenteeism B. tardiness C. long breaks D. quitting E. missing meetings

The set of actions that employees perform to avoid the work situation that may eventually culminate in the employee quitting the organization are referred to as behavior. A. productivity B. commitment C. performance D. withdrawal E. citizenship

The talented employees who display high level of task performance but never seem to want to get involved in important decisions about the future of the company are most likely to be " ." A. citizens B. dogs C. apathetic D. lone wolves E. stars

Tim is a new hire at The Journal, a weekly publication. He does not like his job and is not committed to the organization. He hardly exerts any effort that is required to keep his job. Tim is staying with The Journal because he does not want to be "unemployed." Tim is a(n) " ." A. star B. citizen C. lone wolf D. apathetic E. dog

Wallace just got a new batch of articles to edit. He is enthused about starting something new. He decides to put all other distractions aside and focus on this task. He gets a great deal done, but after three hours, he is ready for something else. Deciding to quit after a few hours demonstrates the effect of Wallace's motivation on his ________ of effort. A) sincerity B) direction C) intensity *D) persistence E) expectancy

When employees perceive high levels of ________, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner. A) risk B) profit-centered motives C) social responsibility *D) justice E) economic exchange

Which of the following is a psychological withdrawal behavior? A. Tardiness B. Missing meetings C. Long breaks D. Moonlighting E. Absenteeism

Akari accepted a position with Innovate Electronics because she knows the company is highly regarded. Which of the following work value categories does Akari's choice relate to? A) supervision B) coworkers C) pay D) promotions *E) status

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.

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.

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.

Which of the following terms refers to the desire on the part of an employee to remain a member of the organization? A. Organizational efficacy B. Organizational control C. Organizational efficiency D. Organizational commitment E. Organizational effectiveness

Which of the following terms refers to the work and nonwork forces that bind us to our current employer? A. Normative impact B. Affective influence C. Industry regulations D. Embeddedness E. Social influence

________ is the belief that exerting a high level of effort will result in the successful performance of some task. A) Instrumentality B) Valence C) Equity *D) Expectancy E) Psychological empowerment

________ is the set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence. A) Organizational commitment B) Job satisfaction C) Job performance *D) Motivation E) Leadership

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

According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is given by the following: A) Dissatisfaction = (Vwant - Vperceive) × (Vimportance) B) Dissatisfaction = (Vwant - Vhave)/(Vimportance) C) Dissatisfaction = (Vwant - Vhave)^(Vimportance) D) Dissatisfaction = (Vwant - Vhave) × (Vimportance) E) Dissatisfaction = (Vwant - Vperceive)/(Vimportance)

D) Dissatisfaction = (Vwant - Vhave) × (Vimportance)

Lethabo is the marketing manager at BlueSky Concepts, an management consulting firm. His calendar is filled with meetings with heads of the companies, interviewing new employees, giving interviews to business magazines, attending presentations and seminars in different countries, and the like. Lethabo 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) It has high variety.

D) altruism

Although Ella works as a waitress in a supper club, she wants to eventually open her own restaurant that combines traditional supper club dishes with more innovative cuisine. According to job characteristics theory, Ella has a high degree of A) the need for power. B) altruism. C) agreeableness. D) growth need strength. E) status.

D) growth need strength.

A desire to remain a member of an organization due to a feeling of obligation is called ________ commitment. A) continuance B) affective C) associative D) normative E) evaluative

D) normative

D) persistence

"Stars" are one of the four types of employees based on the degree of organizational commitment and task performance. Stars are likely respond to negative events with ________ because they have the desire to improve the status quo and the credibility needed to inspire change. A) loyalty B) exit C) neglect D) voice E) ignorance

D) voice

"_____" is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns. A. Moonlighting. B. Cyberloafing. C. Socializing. D. Satisficing. E. Daydreaming.

Daydreaming is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns.

According to research which of the following is considered the most stressful life-event?

Death of a spouse

________ is the process of generating and choosing from a set of alternatives to solve a problem.

Decision making

meaningfulness

Diane is a senior manager at The Southern Credit Union. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and auditors. Although Diane has such a busy schedule, she manages to find time for her equally important meetings with the Animal Habitat foundation. Diane's commitment to Animal Habitat can be classified under which of the following concepts of psychological empowerment?

According to the value-percept theory, the relation between Dissatisfaction, Value (importance) and Value (want) is given by:

Dissatisfaction = (Vwant - Vhave) x (Vimportance)

According to the value-percept theory, the relation between dissatisfaction, a particular value we want from our job, and how important that value is to us is represented as: Dissatisfaction = (Vwant - Vhave)/(Vimportance) Dissatisfaction = (Vwant - Vhave)^(Vimportance) Dissatisfaction = (Vwant - Vperceive)/(Vimportance) Dissatisfaction = (Vwant - Vhave) × (Vimportance) Dissatisfaction = (Vwant - Vperceive) × (Vimportance)

Dissatisfaction = (Vwant - Vhave) × (Vimportance)

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

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.

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

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.

Apathetics tend to respond to negative events with , because they are low performers who lack marketable skills, and who do not have a high enough level of organizational commitment needed to engage in acts of citizenship. A. loyalty B. exit C. influence D. voice E. neglect

Expectancy theory focuses on describing A) How goals are the primary drivers of the intensity and persistence of effort. B) the type of rewards people get from outside forces, such as wages and vacations. C) a form of intrinsic motivation in which merely performing the work tasks serves as its own reward. D) how employees create a "mental ledger" of the outcomes (or rewards) they get from their job duties. *E) the cognitive process that employees go through to make choices among different voluntary responses.

Maria is rather quiet at her work place. Her only friend at work, Nancy, quit the company a month ago. The model suggests that Maria will soon quit her job because Nancy is not working in the same organization anymore. A. social identity B. continuance C. progression D. embedded E. social influence

Nobuko is a customer service representative at Call Center Central. She thought a job answering phones all day would be easy, and at first it seemed to be. But over time, the large daily call volume and number of angry or aggressive callers made her edgy, and she found herself being short with customers for no reason. She started having muscle spasms and began to get headaches while at work. Nobuko's physical symptoms are examples of A) poor decision-making. B) personality quirks. C) stress reduction. D) stressors. *E) strains.

Normative commitment from employees can result from all of these EXCEPT: A. personal work principles of employees. B. organizational socialization. C. creating a feeling that the employee is in the organization's debt. D. increasing the organization's charitable activities. E. implementing a matrix structure in the organization.

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

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

The term "focus of commitment" refers to all of the following EXCEPT: A. supervisors. B. company's top management. C. salary. D. specific coworkers. E. industry regulations.

Trust in authorities like the management in a firm depends on which two factors? A) justice and perception of power B) competence and legitimacy C) ethics and responsibility D) commitment and ethics *E) justice and ethics

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 received by their superiors. *E) the pay received by comparable colleagues.

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.

Which model of withdrawal has received the most scientific support? A. Individualistic model B. Compensatory forms model C. Independent forms model D. Autonomous model E. Progression model

Which of the following best exemplifies benign job demands? A) Carolina's laptop has been crashing at least three times a day, which makes it difficult for her to get all of her work completed. B) Rachel has not been given clear instructions on how to prepare month-end financial statements and is worried about doing it wrong. C) Anaya teaches third grade, and due to budget cuts, she has been forced to shop for her own school supplies on her own time and with her own money. D) Ferdinand, who fills orders for an online pharmacy, has been told he needs to increase both the number of orders he fills per hour and reduce the number of errors he makes. *E) Gerald works as a shipping clerk at a publisher's warehouse, and although it can be a challenge to load all the pallets onto trucks each day, he takes satisfaction in meeting the afternoon deadline.

Which of the following scenarios demonstrates the core job characteristic of variety? A) Dmitri has to constantly perform before an audience that lets him know how he is doing. B) Anastasia has to spend most of her time out of the office, during which she supervises herself. C) Mariya has to formulate policies that affect thousands of her constituents. D) Ivan has to track a project all the way from conception to implementation. *E) Maxim has to answer the phone, provides tours, write reports, and make appointments.

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 promoted at the same intervals. C) Coworker satisfaction increases if employees take part in annual reviews of each other's work. D) Coworker satisfaction does not contribute much to overall job satisfaction. *E) Coworker satisfaction is important because employees spend considerable time with coworkers

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.

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.

Which of the following terms refers to a passive, destructive response in which interest and effort in the job declines? A. Exit B. Loyalty C. Voice D. Ignorance E. Neglect

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

possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. A. Stars B. Citizens C. Dogs D. Apathetics E. Lone wolves

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 not measurable. D) It is unrelated to job performance. E) It has both rational and emotional components.

E) It has both rational and emotional components.

________ is the cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences. A) Instrumentality B) Valence C) Equity D) Expectancy E) Needs

E) Needs

Jerri and Janelle work at Logistics of Love, a nonprofit designer of homeless shelters. Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Which of the following best describes Jerri's belief about exerting a high level of effort? A) equity B) valence C) expectancy D) instrumentality E) emotional cues

E) emotional cues

Apathetics tend to respond to negative events with ________ because they are low performers who lack marketable skills and who do not have a high enough level of organizational commitment needed to engage in acts of citizenship. A) loyalty B) exit C) influence D) voice E) neglect

E) neglect

Which of the following shows employees' psychological responses to job demands that tax or exceed their capabilities? A) job performance B) leadership style C) job satisfaction D) ability E) stress

E) stress

________ is a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.

Efficacy

Ekman and Friesen's famous 1971 study with the Fore in Papua, New Guinea, demonstrated that a. the Fore could accurately identify the emotions Western faces were displaying in photographs. b. college students from Western countries could accurately identify the emotions the Fore expressed in photographs. c. college students from Western countries could accurately identify only a few of the emotions the Fore expressed in photographs. d. both a and b are correct.

Which of the following terms refers to the work and nonwork forces that bind us to our current employer? Embeddedness Normative impact Industry regulations Affective influence Social influence

Embeddeness

Seeking support and venting anger are examples of which of the following coping strategies?

Emotion-focused behavior coping

Which of the following is true regarding emotions?

Emotions usually last for only a few minutes.

Irvin, who said wages are determined by employee job performance

The set of actions that employees perform to avoid the work situation that may eventually culminate in the employee quitting the organization are referred to as _____ behavior. A. productivity B. commitment C. performance D. withdrawal E. citizenship

Employees who are not committed to their organizations engage in withdrawal behavior, defined as a set of actions that employees perform to avoid the work situation—behaviors that may eventually culminate in quitting the organization.

Employees who feel a sense of _____ commitment tend to engage in more interpersonal and organizational citizenship behaviors, such as helping, sportsmanship, and boosterism. A. normative B. evaluative C. affective D. proactive E. continuance

Employees who feel a sense of affective commitment identify with the organization, accept that organization's goals and values, and are more willing to exert extra effort on behalf of the organization.

Engagement

Equity

_____ theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also what happens to other people.

Equity

a moderate positive; a moderate negative

Equity has _____ effect on citizenship behavior and _____ effect on counterproductive behavior.

Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?

Equity theory

competence

Eric is a loan assistant, but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. Eric is attempting to build his own

self-actualization

Ernest would rather work in a park or forest where he could help the environment and preserve nature, because that is more important to him than his high salary. Ernest's longing to work with nature is a _____ need.

________ reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.

Ethics

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as _____. loyalty neglect voice ignorance exit

Exit

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as _____. A. voice B. exit C. loyalty D. neglect E. ignorance

Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership.

As soon as Amanda heard about Sean joining the team, she turned in her resignation. Amanda's reaction can be described as _____. A. voice B. neglect C. loyalty D. exit E. ignorance

Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership. As soon as Amanda hears about Sean joining the team, she turns in her resignation. Hence her response can be classified under the 'exit' category.

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with _____ or _____. A. exit; neglect B. loyalty; neglect C. neglect; voice D. exit; voice E. exit; loyalty

Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership. Neglect is defined as a passive, destructive response in which interest and effort in the job declines. Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with exit or neglect.

Emily and Steffi work at Education Yours, a non-profit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked by her supervisor to teach an online course. Being new to online teaching, Steffi is considering her efficacy. She talks to Emily and other individuals who have been teaching online for several years. Emily takes pride in her teaching and always approaches her teaching with total enthusiasm. Emily tells Steffi that she believes exerting a high level of effort will result in a successful performance in her online teaching. Which of the following best describes Emily's belief about exerting high level of effort?

Expectancy

_____ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.

Expectancy

________ is a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance.

Expectancy

Which theory focuses most specifically on describing the cognitive process that employees go through to make choices among different voluntary responses?

Expectancy theory

Intrinsic motivation is controlled by some contingency that depends on task performance.

False

Feedback

What category makes up knowledge of results?

Feedback

_____ consists of updates on employee progress toward goal attainment.

Feedback

Which of the following is a non work hindrance stressor?

Financial uncertainty

Which scenario depicts an employee who experiences a high level of meaningfulness?

Floyd walks around his pet rescue, patting his employees on the back and reminding them they are improving the lives of animals and people.

Which of the following terms refers to the various people, places, and things that can inspire a desire to remain a member of an organization? A. focus of influence B. focus of commitment C. focus of attention D. focus of performance E. focus of dominance

Focus of commitment is referred to various people, places, and things that can inspire a desire to remain a member of an organization.

According to job characteristics theory, which of the following responsibilities CANNOT be described as part of an autonomous job?

Following the instruction manual word by word

internal comparison

For about five years, Lucy and Betty have been working for Bright Fires at the same level of management and doing similar kinds of work. Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)

goal setting

external comparison

Over the course of a week, various coworkers confide in you about their states of feeling. Which of the following scenarios are you most likely to characterize as a mood?

For some unknown reason, Vasil felt vaguely irritable at work for days.

_____ is defined as the degree to which a person accepts a goal and is determined to try to reach it.

Goal commitment

Allan and Danny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. Allan's focus on concepts such as difficulty and specificity is a key aspect of:

Goal setting

_____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit.

Goals

self-determination

Gordon works as a senior software engineer. He can work from home or in the office, and he can take off whenever he likes. He can add features to the programs he is working on and change them significantly without collaborating with anyone else. He can also decide which projects get most of his attention. Which of the following does Gordonâs job definitely have?

________ suggest that leaders are born, not made.

Great person theories of leadership

Which of the following is a type of serious interpersonal counterproductive behavior? A. Incivility B. Gossiping C. Harassment D. Wasting resources E. Sabotage

Harassment

The scientific method requires that theories be used to inspire _____. experience intuition hypotheses verification auditing

Hypotheses

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:

Identity

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: identity. significance. responsibility for outcomes. variety. knowledge of results.

Identity

The efforts of Coach Anderson have made the Silver Hawks the best football team in Brooklyn. The team owners Tell Coach Anderson that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Silver Hawks being ranked as the best team along the East Coast. Which psychological empowerment concept best expresses the impact of the owners' comments on Coach Anderson's motivation?

Impact

Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose?

Impact

equity distress

In equity theory, __________ is the internal tension that is caused by an imbalance in the ratios.

cognitive distortion

In equity theory, ____________ is rethinking your inputs to restore balance mentally without altering your behavior in any way

primary

In the _____ appraisal stage, we evaluate whether ongoing events are congruent with our goals.

secondary

In the _______ appraisal stage, we determine why we feel as we do and what to do about it, considering different ways of responding and possible consequences.

_____ represents communication that is rude, impolite, discourteous, and lacking in good manners. Property deviance Harassment Abuse Gossiping Incivility

Incivility

Which of the following statements is NOT true about life satisfaction?

Increases in salary have a stronger impact on life satisfaction than do increases in job satisfaction.

self-determination

Incusafe is a venture capital firm that helps finance small businesses. New hires at the firm are given a project worth $100,000 to work on with minimum interference from the senior associates. The project has a large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?

Which of these refers to the help people receive that addresses the stressful demand directly?

Instrumental support

What are the two Locus of control areas?

Internal External

Irvin, who said wages are determined by employee job performance

Which of the following statements is true regarding job satisfaction?

It has both rational and emotional components.

It has high variety.

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?

It has low variety.

What components does job satisfaction have?

Job satisfaction is an attitude that has emotional and cognitive components -how you think and feel about your job

Which of the following statements about management by objectives (MBO) is false? A. Employee involvement is high in MBO. B. It is a set of mutually agreed-upon objectives that are measurable and specific. C. It is a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals. D. It is best suited for managing the performance of employees who work in contexts in which subjective measures of performance can be quantified. E. Employee performance can be gauged by referring to the degree to which the employee achieves results that are consistent with the objectives.

It is best suited for managing the performance of employees who work in contexts in which subjective measures of performance can be quantified.

Which of the following is NOT true about Type A behavior pattern?

It promotes physiological but not psychological and behavioral strains.

Which of the following is true about knowledge of results?

It reflects the extent to which employees know how well (or how poorly) they are doing

Which of the following is true about knowledge of results? It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies. It reflects the extent to which employees know how well (or how poorly) they are doing. It captures the degree to which employees feel that they are key drivers of the quality of the unit's work. It captures the degree to which employees feel like their efforts do not really matter because work outcomes are dictated by effective procedures. 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.

It reflects the extent to which employees know how well (or how poorly) they are doing.

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?

Jake most likely has the lowest job satisfaction.

Kylie, Jake, and Samantha have different ideas about what makes a job satisfying. They all work for a nonprofit organization and travel to areas where disease epidemics have broken out to render assistance to victims. 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 famous, but their jobs provide a chance to engage in interesting analyses and publish research done by their team. Kylie 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. Samantha likes teamwork but isn't thrilled by it and also has mild anxiety about germs. Which of the following statements is most likely true?

Jake most likely has the lowest job satisfaction.

expectancy

Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media.

emotional cues

Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be

Which of the following scenarios demonstrates how feedback can moderate progress toward attaining goals?

Jerry tells Jorge he has done a fantastic job so far, but he needs to bump his production up by ten percent to meet the required rate.

Employees are engaged in ______ when they shape, mold, and redefine their jobs in a proactive way.

Job Crafting

The _____ assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself.

Job Descriptive Index

What are 3 ways to improve job characteristics?

Job Enlargement Job Enrichment Job Crafting

_____ is a positive emotional state resulting from the appraisal of one's job or job experiences.

Job Satisfaction

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

Job crafting

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

Job enrichment

________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.

Job performance

________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. A) Citizenship behavior B) Task performance C) Job performance D) Knowledge work E) Civic virtue

Job performance

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

Job satisfaction

________ is a positive emotional state resulting from the appraisal of one's job or job experiences

Job satisfaction

verbal persuasion

Kelli is about to deliver an important presentation on her highly innovative efficiency technique at an internationally recognized business conference. Just minutes before she is to go on stage, Kelli gets nervous and cannot remember half of her talking points. Her boss speaks to her, reminding her that she works everyday with the information she plans to communicate, which helps shore up her confidence. Kelli then makes a presentation that earns her a standing ovation. Which of the following considerations dictated Kelli's self-efficacy?

Knowledge of results

________ is the use of power and influence to direct the activities of followers toward goal achievement.

Leadership

According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied?

Levente wants to work with people, so he took a job with a boat tour company. He didn't realize most of his hours would be spent alone doing paperwork.

give employees honest evaluation scores based on their performance, good or bad

Libby is a mid-level supervisor in a university administrative office. Some of the employees feel the office lacks true equity. Libby has to do employee evaluations soon. What action should Libby take to reduce the feelings of inequity associated with her office?

self-efficacy

_____ possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. Dogs Citizens Stars Lone wolves Apathetics

Lone wolves

66. (p. 72) Sean was recently added to the marketing team at Axon International. He will be starting at the company in two weeks. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audience, however, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. Sean can be described as a(n) _____. A. star B. lone wolf C. citizen D. apathetic E. dog

Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. Sean has had the reputation of being an expert in ad campaigns and catching the nerve of the target audiences, however, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. Hence can be classified under the 'lone wolf' category.

"Lone wolves" is one of the four types of employees based on the degree of organizational commitment and task performance. "Lone wolves" are likely to respond to negative events with _____. A. loyalty B. exit C. neglect D. voice E. ignorance

The talented employees who display high level of task performance but never seem to want to get involved in important decisions about the future of the company are most likely to be "_____." A. citizens B. dogs. C. apathetic. D. lone wolves. E. stars.

Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. To spot lone wolves, look for the talented employees who never seem to want to get involved in important decisions about the future of the company.

Which of the following is a "neglect" withdrawal behavior? A. Tardiness B. Missing meetings C. Long breaks D. moonlighting E. Absenteeism

Looking busy indicates an intentional desire on the part of the employee to look like he or she is working, even when not performing work tasks. It is a type of psychological (or neglect) withdrawal behavior.

"_____" indicates an intentional desire on the part of the employee to look likes he/she is working, even when not performing work tasks. A. Looking busy B. Moonlighting C. Daydreaming D. Socializing E. Cyberloafing

Looking busy indicates an intentional desire on the part of the employee to look like he or she is working, even when not performing work tasks. Sometimes employees decide to reorganize their desks or go for a stroll around the building.

stop goofing off

Loralie feels guilty. She spends much of her day goofing around and never gets caught, but if Lillianne, who works at the next desk, replies to her or says anything, the boss seems to magically show up, and Lillianne gets reprimanded for wasting time. Which of the following would be the most productive way for Loralie to get rid of her guilt?

"Citizens" is one of the four types of employees based on the degree of organizational commitment and task performance. "Citizens" are likely to respond to negative events with _____ because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization. A. loyalty B. exit C. neglect D. voice E. ignorance

Loyalty is defined as a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.

A passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement is referred to as _____. A. voice B. exit C. neglect D. loyalty E. ignorance

Loyalty is defined as a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.

Organizational commitment should increase the likelihood that an individual will respond to a negative work with _____ or _____. A. loyalty; neglect B. exit; loyalty C. voice; exit D. loyalty; voice E. neglect; exit

Loyalty is defined as a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement. Voice is defined as an active, constructive response in which individuals attempt to improve the situation. Organizational commitment should increase the likelihood that a negative work event will prompt voice or loyalty.

goal setting

Lucy has been focusing on setting specific and difficult goals for herself and believes that exerting a high level of effort will result in the successful performance in her job. Lucy's focus on concepts such as difficulty and specificity is a key aspect of

participation

Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?

control

Marilou was stressed about her inability to guess what the future would hold for her at Valley Creek. Marilou was stressed because she had a need for

Which of the following scenarios demonstrates the core job characteristic of variety?

Maxim has to answer the phone, provides tours, write reports, and make appointments

Karen is a senior manager at The American Bank. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and the auditors. Though Karen has such a busy schedule, she manages to find time for her equally important meetings with the PETA foundation. Karen's commitment can be classified under which of the following concepts of psychological empowerment?

Meaningfulness

_____ captures the value of a work goal or purpose, relative to a person's own ideals and passions.

Meaningfulness

What 3 parts is satisfaction with work itself broken into?

Meaningfulness Responsibility Knowledge of results

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:

Moods.

Which of the following is a psychological withdrawal behavior? Absenteeism Moonlighting Long breaks Tardiness Missing meetings

Moonlighting

Workplace surveys suggest that satisfied employees are becoming _____. more uncommon more widespread less expensive less productive more complacent

More uncommon

Which of the following statements is true regarding social support?

Most research on social support focuses on the ways that social support buffers the relationship between stressors and strains.

________ is the set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence.

Motivation

strong positive

Motivation has a _____ effect on job performance

extrinsic

Motivation that is controlled by some contingency that depends on task performance is _____ motivation

intrinsic

Motivation that is felt when task performance serves as its own reward is _____ motivation.

Which of the following terms refers to a passive, destructive response in which interest and effort in the job declines? A. exit B. loyalty C. voice D. ignorance E. neglect

Neglect is defined as a passive, destructive response in which interest and effort in the job declines.

Family time demands refer to which type of stressor?

Non work challenge stressor

A desire to remain a member of an organization due to a feeling of obligation is called _____ commitment. A. continuance B. affective C. associative D. normative E. evaluative

Normative commitment exists when there is a sense that staying is the "right" or "moral" thing to do.

Nelson Roe works as an assistant coach for the Washington Wizards in the NBA. Recently he was offered the Head-coaching duties at the Portland Blazers. Though their terms and remuneration were very attractive and it would be a huge career move for Nelson, he declined the offer. He felt it was with Washington Wizards that he learned and developed as a coach, and that staying back at Washington Wizards is the right thing to do and is his obligation. This is an example of _____ commitment. A. continuance B. intuitive C. evaluative D. normative E. affective

Normative commitment exists when there is a sense that staying is the "right" or "moral" thing to do.

_____ commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to do. A. Normative B. Evaluative C. Social D. Continuance E. Affective

Normative commitment exists when there is a sense that staying is the "right" or "moral" thing to do.

Normative commitment from employees can result from all of these EXCEPT: A. personal work principles of employees'. B. organizational socialization. C. creating a feeling that the employee is in the organization's debt. D. increasing the organization's charitable activities. E. implementing a matrix structure in the organization.

Normative commitment exists when there is a sense that staying is the "right" or "moral" thing to do. Normative commitment from employees can result from personal work philosophies of employees' and organizational socialization.

Jess indicates that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. For me, Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Jess is exhibiting: A. continuance commitment. B. intuitive commitment. C. evaluative commitment. D. normative commitment. E. affective commitment.

Normative commitment is defined as a desire to remain a member of an organization due to a feeling of obligation. Jess feels that staying back in CI is the right or the moral thing to do. Hence he is exhibiting normative commitment.

overreward ineguity

overreward inequity

________ are the manifestations of an organizational culture that everyone can see or talk about.

Observable artifacts

internal comparison

On the other hand, Betty compares herself to different managers, such as Meg, who works for the competitor in a similar work position. Betty feels disheartened when she finds out that she is significantly underrewarded at Bright Fires. From Betty's view in this situation, Lucy is a(n)

external comparison

_________ is the desire on the part of an employee to remain a member of the organization.

Organizational Commitment

________ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.

Organizational behavior

Which of the following terms refers to the desire on the part of an employee to remain a member of the organization? A. organizational efficacy B. organizational control C. organizational efficiency D. organizational commitment E. organizational effectiveness

Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization. Organizational commitment influences whether an employee stays a member of the organization (is retained) or leaves to pursue another job (turns over).

emotion, moods

The experience of ______ is generally brief, lasting only seconds or minutes; ____ often last for hours or days.

Participation

Pay

Linda is well established as a financial analyst at the American Bank. She has several significant financial responsibilities concerning her family and recently applied for a housing loan. Which of the following work value categories would likely be important to her?

Pay

According to research, of the five facets of value-percept theory, which two facets have moderately strong influences on overall job satisfaction?

Pay satisfaction and promotion satisfaction

Perhaps the most widespread form of psychological withdrawal among white-collar employees is _____ using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties. A. moonlighting B. cyberloafing C. satisficing D. socializing E. daydreaming

Perhaps the most widespread form of psychological withdrawal among white-collar employees is cyberloafing —using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties.

Persistence

Behavior that involves hostile verbal and physical actions directed toward other employees is referred to as _____. incivility personal aggression sabotage political deviance boosterism

Personal aggression

Missing meetings is a form of _____ withdrawal. A. psychological B. physical C. cultural D. community E. social

Physical withdrawal consists of actions that provide a physical escape, whether short term or long term, from the work environment. Missing meeting is when employees neglect important work functions while away from the office.

Which of the following scenarios deals with satisfaction with the work itself?

Piotr enjoys his job because he constantly faces new challenges.

What are the two things that moods can be categorized by?

Pleasantness and Activation

________ is the ability to influence the behavior of others and to resist unwanted influence in return.

Power

_____ occurs as people evaluate the significance and the meaning of the stressors they are confronting.

Primary appraisal

Eliza and Samantha work at the Snack Time factory. The company is short staffed and the employees are finding it difficult to meet the daily production requirements. Both Eliza and Samantha indicated that they were facing time pressures in their respective departments. Eliza decided to work longer hours to meet the deadline, whereas Samantha tries to distance herself from her problems at work by thinking about the positive things in her life. Which of these coping strategies is utilized by Eliza?

Problem-focused behavior coping

Which model of withdrawal has received the most scientific support? Progression model Compensatory forms model Independent forms model Individualistic model Autonomous model

Progression model

Which facet of job satisfaction brings more responsibility and increased work hours?

Promotion

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??

Promotions, altruism, and status

Behaviors that intentionally harm the organization's assets and possessions are referred to as: organizational aggression. personal aggression. production deviance. political deviance. property deviance.

Property deviance

"_____" contracts reflect employees' beliefs about what they owe the organization and what the organization owes them. A. Cultural B. Transactional C. Psychological D. Normative E. Relational

Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them. These contracts are shaped by the recruitment and socialization activities that employees experience, which often convey promises and expectations that shape beliefs about reciprocal obligations.

________ is the energy rooted in the belief that work tasks contribute to some larger purpose.

Psychological empowerment

_________ is the energy rooted in the belief that work tasks contribute to some larger purpose.

Psychological empowerment

"_____ contracts" are based on a broader set of open-ended and subjective obligations. A. Transactional B. Relational C. Normative D. Progression E. Psychological

Relational contracts are based on a broader set of open-ended and subjective obligations (for example, the employee owes loyalty and the willingness to go above and beyond; the organization owes job security, development, and support).

Which type of emotion best explains a distressing condition that has changed for the better?

Relief

make the goals very specific

Rocco has been asked to set some effective goals for the workers in his sales department. Rocco wants to get the best performance out of his team that he can, because he is being evaluated on how well they do. How should Rocco go about determining the goals for his team?

_____ refers to the lack of information regarding what needs to be done in a role, as well as unpredictability regarding the consequences of performance in that role.

Role ambiguity

Tim is working as the marketing head at Blue Chip Investments. His work requires him to travel extensively and meet clients in various countries. However, his role also requires him to mentor several marketing representatives who work under him and keep track of their progress. Since Tim stays away from his office most of the time, he finds it difficult to manage both types of work responsibilities. Tim faces which of the following challenges?

Role conflict

_____ is a work hindrance stressor that occurs from incompatible demands within a single role that a person may hold.

Role conflict

Which of these is a work hindrance stressor?

Role overload

_____ refers to a work hindrance stressor that occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles very effectively.

Role overload

specific, measurable, achievable, results-based, time-sensitive

S.M.A.R.T. goals acronym

Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki 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. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs. Who has a high job satisfaction? Who has a low job satisfaction?

Saki has the highest level of job satisfaction Jake most likely has the lowest job satisfaction.

If job satisfaction had to increase to a large extent, then, which facet of the value-percept theory should be given high priority for improvement? Promotion satisfaction Pay satisfaction Satisfaction with the work itself Coworker satisfaction Supervision satisfaction

Satisfaction with the work itself

Which of these is an example of problem-focused coping?

Seeking the assistance of a supervisor

GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimal interference from senior management. The project has a large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?

Self-determination

GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimum interference from the senior associates. The project has large scope for innovation and creation. What was the management attempting to use as a motivator for the new hires?

Self-determination

Self-efficacy

Which of the following is/are the motivating force(s) with the strongest performance effect?

Self-efficacy/competence

Hung and Suzanne's company has instituted a new volunteering program where more experienced employees mentor the youngest employees, many of whom are fresh from college or internships. Hung signs up, but Suzanne does not. A few months later, how does Hung likely feel about having become a volunteer?

She feels more engaged in the company and in her primary role

both

Sherika notices an angry look cross her professor's face while they are talking one-on-one. Sherika decides that the anger has to do with the professor's opinion of the theory they are discussing, not with Sherika herself. Sherika feels pride in her work as a student because her professor obviously thinks highly enough of her work to share an important opinion. What type of appraisal process(es) did Sherika engage in? primary secondary both primary and secondary neither primary nor secondary

Maria is rather quiet at her workplace. Her only friend at work, Nancy, quit the company a month ago. The _____ model suggests that Maria is more likely to quit her job because Nancy is no longer working in the same organization. continuance progression social identity social influence embedded

Social influence

The _____ model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave. social identity decay social influence continuance affective

Social influence

________ is the phenomenon occurring when members of a team exert less effort when working on team tasks than they would if they worked alone on those same tasks.

Social loafing

After the annual appraisal, Ted was disappointed with his 10% increase in pay compared to the 20% increase his colleagues received. When Ted spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Ted had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would help Ted improve his performance?

Specific goals

Which of the following is true about goal setting?

Specific, difficult goals are better for motivating employees

"_____" refers to the verbal chatting about non-work topics that goes on in cubicles and offices or at the mailbox or vending machines. A. Satisficing B. Moonlighting C. Daydreaming D. Socializing E. Cyberloafing

Socializing refers to the verbal chatting about non work topics that goes on in cubicles and offices or at the mailbox or vending machines.

Which of the following types of employees possess high commitment and high performance and are held up as role models for other employees? A. Dogs B. Apathetics C. Stars D. Lone wolves E. Citizens

Stars possess high commitment and high performance and are held up as role models for other employees.

"Stars" is one of the four types of employees based on the degree of organizational commitment and task performance. "Stars" likely respond to negative events with _____ because they have the desire to improve the status quo and the credibility needed to inspire change. A. loyalty B. exit C. neglect D. voice E. ignorance

Stars possess high commitment and high performance and are held up as role models for other employees. Stars likely respond to negative events with voice because they have the desire to improve the status quo and the credibility needed to inspire change.

Having prestige, power over others, and fame are examples of work values related to _____.

Status

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

Status

Which of the following is defined as a psychological response to demands for which there is something at stake and coping with those demands taxes or exceeds a person's capacity or resources?

Stress

According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is NOT critical?

Supervisor's salary

EuroOne, a mutual fund company, is cutting its workforce in large numbers. Many employees who still have their jobs are angered and depressed by the layoffs. They have lost the trust they had in management and are not sure if their future is secure with EuroOne. They are experiencing the _____ syndrome. erosion progression survivor decay outsourcing

Survivor

EuroOne, a mutual fund company is cutting its human resource in large numbers because of the recession. The employees who still have their jobs are angered and depressed by the happenings. They have lost the trust they had in the management and are not sure if their future is secure with EuroOne. The employees are facing the "_____ syndrome." A. outsourcing B. survivor C. decay D. erosion E. progression

Survivor syndrome tends to reduce organizational commitment levels at the worst possible time, as downsizing survivors are often asked to work extra hard to compensate for their lost colleagues.

The "_____ syndrome" is characterized by anger, depression, fear, distrust, and guilt that affects the employees who remain with an organization after a downsizing. A. employee B. survivor C. stress D. erosion E. decay

Survivor syndrome tends to reduce organizational commitment levels at the worst possible time, as downsizing survivors are often asked to work extra hard to compensate for their lost colleagues.

Which of the following is a form of physical withdrawal? A. Daydreaming B. Moonlighting C. Tardiness D. Socializing E. Cyberloafing

Tardiness reflects the tendency to arrive at work late (or leave work early).

_____ reflects the tendency to arrive at work late, or leave work early. A. Daydreaming B. Tardiness C. Socializing D. Moonlighting E. Cyber loafing

Tardiness reflects the tendency to arrive at work late (or leave work early).

_____ includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. A. Organizational commitment B. Job orientation C. Citizenship behavior D. Counterproductive behavior E. Task performance

Task performance

Which of the following statements about the JDI is FALSE?

The JDI manual provides international norms for all facets.

vicarious experiences

The Morning Muffin is a family-run baking company. It specializes in custom-made cakes, turnovers, croissants, muffins, and pies. Younger family members have learned the value of attention to detail when creating a new recipe by observing the praise given to bakers who exhibit this level of attention. Those who now exhibit close attention to detail while creating recipes have learned through

Specific, Measurable, Achievable, Results-Based, and Time-Sensitive.

The S.M.A.R.T. acronym summarizes many beneficial goal characteristics, standing for

comparison other

The ____________ is the person who seems to provide an intuitive frame of reference for judging equity.

In the context of abilities, which of the following is true regarding the relative influence of genes and the environment?

The amount attributed to genes or the environment depends on the nature of the ability.

The economic downturn is a factor beyond her control.

Selena sells luxury cars for a living, but in recent months her sales have slumped. This is partly due to an economic recession, which has led to a downturn in the market. In addition, Selena has been distracted by the fact that her mother has been in the hospital. As a result of her decline in sales, Selena recently received a bad job performance rating. Why would she have grounds to dispute this rating? A) Her mother's illness is a factor beyond her control. B) Results do not tell her how to reverse a "bad year." C) The economic downturn is a factor beyond her control. D) Her manager's focus on the bottom line has led to social undermining. E) She is contributing to the organization in ways that go beyond the bottom line.

The economic downturn is a factor beyond her control.

impact

The efforts of Coach Greene have made the Red Wolves the best soccer team in Arizona. The team owners tell Coach Greene that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Red Wolves being ranked as the best team in the conference. Which psychological empowerment concept best describes the effect of the owners' comments on Coach Greene's motivation?

The _____ model suggests that employees with fewer bonds will be most likely to quit the organization. A. social influence B. social impact C. erosion D. decay E. continuity

The erosion model suggests that employees with fewer bonds will be most likely to quit the organization. From an affective commitment perspective, employees with fewer bonds are likely to feel less emotional attachment to work colleagues, which makes it easier to decide to leave the organization.

The factors that increase normative commitment include a sense that the organization has invested in the employee, personal work philosophies or more general codes of right and wrong developed over the course of their lives.

In which of the following scenarios is the compensation plan element of gainsharing used?

The members of Shaeâs distribution unit get an extra seven percent salary if they meet their goals

The most serious form of physical withdrawal is _____. A. absenteeism B. tardiness C. long breaks D. quitting E. missing meetings

The most serious form of physical withdrawal is quitting—voluntarily leaving the organization.

Which model of withdrawal has received the most scientific support? A. Individualistic forms model B. Compensatory forms model C. Independent forms model D. Autonomous forms model E. Progression forms model

The progression model has received the most scientific support. Studies tend to show that the withdrawal behaviors are positively correlated with one another.

The _____ model of withdrawal argues that the various withdrawal behaviors are positively correlated. For example, the tendency to daydream or socialize leads to the tendency to come in late or take long breaks, which leads to the tendency to be absent or quit. A. independent forms B. compensatory forms C. progression D. normative E. nominal

The progression model of withdrawal argues that the various withdrawal behaviors are positively correlated.

Maria is rather quiet at her work place. Her only friend at work, Nancy, quit the company a month ago. The _____ model suggests that Maria will soon quit her job because Nancy is not working in the same organization anymore. A. social identity B. continuance C. progression D. embedded E. social influence

The social influence model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave.

The _____ model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave. A. social influence B. affective C. continuance D. decay E. social identity

The social influence model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave.

You want a job that is creative and pays well, but you are also concerned with the work environment. Based on the concept of supervision satisfaction, what kind of job would you most likely take?

The supervisor encourages innovative ideas and has a friendly attitude

Which of the following terms refers to the work and non-work forces that bind us to our current employer? A. Normative impact B. Affective influence C. Industry regulations D. Embeddedness E. Social influence

The term embeddedness refers to the work and non-work forces that bind us to our current employer. Embeddedness summarizes employees' links to their organization and community, their sense of fit with their organization and community, and what they would have to sacrifice for a job change.

The term "focus of commitment" refers to all of the following EXCEPT: A. supervisors. B. company's top management. C. salary. D. specific coworkers. E. industry regulations.

The term focus of commitment to refer to the various people, places, and things that can inspire a desire to remain a member of an organization.

Which of the following is one of the three types of organizational commitments? A. Reactive commitment B. Associative commitment C. Normative commitment D. Proactive commitment E. Distributive commitment

The three types of organizational commitments are affective commitment, continuance commitment, and normative commitment.

esteem

To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs

_____ psychological contracts are based on a narrow set of specific monetary obligations. Relational Continuance Progression Normative Transactional

Transactional

"_____ contracts" are based on a narrow set of specific monetary obligations. A. Normative B. Relational C. Transactional D. Psychological E. Progression

Transactional contracts are based on a narrow set of specific monetary obligations (for example, the employee owes attendance and protection of proprietary information; the organization owes pay and advancement opportunities).

________ is the willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions.

Trust

Which of the following scenarios involving Tisha, a nurse at a major metropolitan hospital, depicts a situation where her ratio of outcomes to inputs is lower than her comparison other?

Valerie, a nurse with less experience than Tisha, gets first choice of vacation days, which is supposed to be done by seniority.

Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?

Value-percept theory

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?

Value-percept theory

Which of the following is true regarding value-percept theory?

Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.

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

Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.

Which of the following scenarios exemplifies span of control?

Vanna is responsible for managing 16 employees.

Nathan is defending his first place at the annual debate competition. Just minutes before his turn, Nathan gets cold feet and cannot remember his arguments. His teacher speaks to him which helps reinforce the lost confidence. Nathan delivered his best and defended his title. Which of the following considerations dictated Nathan's self-efficacy?

Verbal persuasion

The Cotton Yard is a family run knitting company. It specializes in custom-made woolen sweaters, pullovers, scarves and gloves. Younger family members have learn the value of attention to detail when creating a knit pattern by observing the praise given to knitters who exhibit this level of attention. Those who now exhibit close attention to detail while knitting have learned through______.

Vicarious experiences

"Stars" are one of the four types of employees based on the degree of organizational commitment and task performance. "Stars" are likely respond to negative events with _____ because they have the desire to improve the status quo and the credibility needed to inspire change. neglect voice ignorance loyalty exit

Voice

An active, constructive response to a negative situation, in which individuals attempt to improve the situation, is referred to as _____. A. voice. B. neglect. C. loyalty. D. exit. E. honesty.

Voice is defined as an active, constructive response in which individuals attempt to improve the situation.

Ashton, another team member, called Sean and held a lunch meeting to express all the team members' concerns. He tried to reason with Sean to smooth things out before he formally joins the team. Ashton's reaction can be described as _____. A. voice B. neglect C. loyalty D. exit E. ignorance

Voice is defined as an active, constructive response in which individuals attempt to improve the situation.

_____ is the most common form of production deviance. Sabotage Wasting resources Harassment Theft Incivility

Wasting resources

When employees engage in _____, they use work time and resources to complete something other than their job duties, such as assignments for another job. A. daydreaming B. moonlighting C. social loafing D. satisficing E. cyberloafing

When employees engage in moonlighting, they use work time and resources to complete something other than their job duties, such as assignments for another job.

external comparison

When someone from another company is referred to as the "comparison other," one is involved in a(n

external comparison

When someone from another company is referred to as the "comparison other," one is involved in a(n)

gainsharing

Which of the following is a unit-focused compensation plan element?

Which of the following is not a critique of the Ekman studies on the universality of facial expressions? a. Ekman should have allowed participants to come up with their own words to identify the expressions. b. Ekman's research included only a limited number of emotions. c. Ekman did not include enough cultures to generalize his results. d. Ekman did not control for the mood of the participants.

self-efficacy and competence

Which of the following motivating forces have the strongest performance effect?

impact

Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose?`

Jerry tells Jorge he has done a fantastic job so far, but he needs to bump his production up by ten percent to meet the required rate.

Which of the following scenarios demonstrates how feedback can moderate progress toward attaining goals?

equity

Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?

Which of the following refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work?

Work complexity

Elis and Phoebe work at United Insurance, a medium-sized insurance company with 240 branches in 8 states. Elis works as a teller. Phoebe works as one of five regional supervisors, who are each expected to supervise a team of tellers. Elis recently received instructions from her supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Elis is also expected to follow the bank's number one goal of customer satisfaction. Phoebe on the other hand is facing a difficult situation. Two of the regional supervisors left the bank for other opportunities resulting in significant increase in the work responsibility and time pressure for Phoebe and the remaining two supervisors. The bank hired Jason as a trainee for the supervisor position. Two days into his new job, he was asked to take up all the responsibilities of a regional supervisor. Jason was given very few instructions or guidelines about how things are supposed to be done. He was expected to learn on the job. Elis is facing which type of stressor?

Work hindrance

Alice, a cartoonist, has been an overachiever 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? Status Supervision Work itself Coworkers Altruism

Work itself

What is the largest driver of job satisfaction?

Work itself

_____ refer(s) to the nature of the obligations that a person has toward others.

Work responsibility

________ refers to the nature of the obligations that a person has toward others.

Work responsibility

company

_____ equity is the comparison with others in the same organization doing substantially different jobs.

appraisal

_______ processes are the construal processes that trigger emotions.

At the annual holiday party, ABC Airlines gives awards to employees to recognize examples of "going above and beyond" to serve customers. Almost all the employees who possibly can, attend. This is an example of

a ceremony

Bill lays out a goal for Larry, the head of his printing department. He wants Larry to print exactly 500,000 books, which will be tracked by the counter on the book binding machine. Bill knows Larry can do this because they have printed that many books before. What does Bill need to add to make this a S.M.A.R.T. goal?

a deadline for when the books should be printed

positive affectivity

a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation

Chloe loves her job, admires her boss, and believes in the goals and vision of the company she works for. She cannot imagine looking for or finding a better job. Chloe most likely is demonstrating

a high level of organizational commitment

Equity has _____ effect on citizenship behavior and _____ effect on counterproductive behavior.

a moderate positive; a moderate negative

Equity has _____ effect on citizenship behavior and a _____ effect on counterproductive behavior.

a moderate positive; moderate negative

whistleblower

a person who exposes any kind of information or activity that is deemed illegal, unethical, or not correct within an organization that is either private or public

a poor reputation.

Which of these is a nonwork challenge stressor?

a positive life event

Veronica is feeling over-stressed and has asked her manager if there are any supportive practices available to help her. Her manager suggests that since Veronica is interested in environmental issues, she should take advantage of a program that would enable her to take six months away from the company to work on the local "reclaim the bay" initiative. Veronica's manager is offering her _____.

a sabbatical

The factors that increase normative commitment include:

a sense that the organization has invested in the employee

The factors that increase normative commitment include: A. salary and other monetary benefits. B. availability of employment opportunities. C. links to the local community. D. a sense that the organization has invested in the employee. E. organizational culture.

a sense that the organization has invested in the employee

Factors that increase normative commitment

a sense that the organization has invested in the employee.

Technically, instrumentality is

a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes

instrumentality

a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes

efficacy

a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as a) exit. b) ignorance. c) loyalty. d) cyberloafing. e) sportsmanship.

a) exit.

Which of the following is one of the three types of organizational commitment? a) normative commitment b) associative commitment c) proactive commitment d) distributive commitment e) reactive commitment

a) normative commitment

________ is the tendency for people to base their judgments on information that is easier to recall. a. Availability bias b. Social identity theory c. Fundamental attribution error d. Satisficing e. Stereotyping

a. Availability bias

________ is the process of generating and choosing from a set of alternatives to solve a problem. a. Decision making b. Continuous reinforcement c. Knowledge transfer d. Selective perception e. Escalation of commitment

a. Decision making

Which of the following is true regarding emotions? a. Emotions are directed at someone or some circumstance. b. Being moved by another's situation is a negative emotion. c. Failing to live up to your ideal self is termed as guilt, a negative emotion. d. Revulsion aroused by something offensive is shame. e. Enhancement of identity by taking credit for achievement is a negative emotion.

a. Emotions are directed at someone or some circumstance.

________ adjustment, the extent to which expatriates have difficulty socializing and interacting with members of the host culture, can affect the level of organizational commitment in global organizations. a. Interaction b. Relations c. Psychological d. Cultural e. Work

a. Interaction

________ is the idea that we learn by observing the link between our voluntary behavior and the consequences that follow it. a. Operant conditioning b. Contingencies of reinforcement c. Selective perception d. Learning orientation e. Social identity theory

a. Operant conditioning

Groups of employees, or ________, work together and learn from one another by collaborating over an extended period of time. a. communities of practice b. communities of shared aims c. organic models of practice d. organic models of attribution e. organic models of community

a. communities of practice

Which of the following explains the term causal inferences? a. establishing that one variable truly does result in another b. making sure the sample size is adequate enough c. explaining why one variable is not correlated to another d. proving that two variables are correlated e. analyzing a situation and understanding what went wrong

a. establishing that one variable truly does result in another

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with a. exit or neglect b. loyalty or neglect c. exit or loyalty d. exit or voice e. neglect or voice

a. exit or neglect

Examples of physiological needs are a. food, safety, and shelter b. effectiveness and respect c. lasting interpersonal relationships d. autonomy, control, and responsibility e. purpose and fulfillment

a. food, safety, and shelter

The resource-based view of organizations suggests that a resource is more valuable when it is a. inimitable b. expensive c. simple d. substitutable e. complex

a. inimitable

Karabo works at United Causes International. Her job requires her to spend eight hours a day entering donor information on Excel spreadsheets. Karabo's job is characterized by a. low variety b. high identity c. high variety d. high significance e. high autonomy

a. low variety

captures the value of a work goal or purpose, relative to a person's own ideals and passions a. meaningfulness b. self-determination c. competence d. impact

a. meaningfulness

Which of the following refers to the relatively stable capabilities people have to perform a particular range of different but related activities?

ability

when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur

abuse

Today, Jamie, a police officer with a big-city force, apprehended a suspect fleeing the scene of a convenience store robbery. The suspect ran for three blocks before Jamie managed to tackle and handcuff him and read him his rights, by which time other officers had arrived on the scene to take him down to the station for booking. Jamie later described the situation to family and friends as "all in a day's work," but in organizational terms this is an example of

adaptive task performance

employee responses to task demands that are novel, unusual, or at the very least, unpredictable

adaptive task performance

Employee responses to job demands that are novel, unusual, or unpredictable are a part of A) job performance. B) adaptive task performance. C) job analysis. D) routine task performance. E) citizenship behavior.

adaptive task performance.

survivor syndrome Research shows that it may be difficult to foster organizational commitment in global organizations because . (Check all that apply) adjustment problems for expatriates employees' commitment to the global company but not to the local subsidiary overwhelming amounts of physical withdrawal an emphasis on relational contracts

adjustment, employees'

Employees who feel a sense of _____ commitment tend to engage in more interpersonal and organizational citizenship behaviors, such as helping, sportsmanship, and boosterism. continuance affective evaluative normative proactive

affective

a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization

affective commitment

Which of the following are considered drivers of overall organizational commitment? (Check all that apply) Affective commitment Continuance commitment Psychological commitment Perceived organizational support Interaction adjustment

affective, continuance

altruism

A(n) _____ merely exerts the minimum level of effort needed to keep their jobs.

apathetic

The need to be able to predict and control one's future is a(n) _____ need.

autonomy

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.

autonomy

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:

autonomy.

_____ reflects the tendency to arrive at work late, or leave work early. a) Daydreaming b) Tardiness c) Socializing d) Moonlighting

b) Tardiness

In ________, a performance evaluation system, managers rank employees relative to one another. a. 360-degree feedback b. forced ranking c. an employee evaluation d. the MBO process e. BARS

b. forced ranking

Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose? a. self-determination b. impact c. valence d. integrity e. competency

b. impact

reflects a sense of choice in the initiation and continuation of work tasks a. meaningfulness b. self-determination c. competence d. impact

b. self-determination

Wes's employer has established a course of learning for him. From the standpoint of organizational behavior, this is particularly important because learning will help him to

become a better decision maker.

________ possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. a. Citizens b. Stars c. Lone wolves d. Apathetics e. Dogs

c. Lone wolves

George is a stock broker in a leading brokerage firm. Recently he has been assigned several additional tasks. He begins to consume alcohol to cope with the increasing workload. George also becomes demanding and overly critical of his coworkers and his family. In this example, George is exhibiting _____.

behavioral strain

measures performance by directly assessing job performance behaviors

behaviorally anchored rating scales (BARS)

Job demands that tend not to be appraised as stressful are called:

benign job demands.

representing the organization in a positive way when out in public, away from the office, and away from work

boosterism

The emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis is called:

burnout.

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

The management approach, ________, involves collecting performance information not only from the supervisor but also from anyone else who might have firsthand knowledge about the employee's performance behaviors. a. management by objectives b. forced ranking c. 360-degree feedback d. behaviorally anchored rating scales e. benchmarking

c. 360-degree feedback

________ are simple, efficient rules of thumb that allow us to more easily make decisions. a. Communities of practice b. Selective perception c. Heuristics d. Nonprogrammed decisions e. Stereotypes

c. Heuristics

_____ strengthen(s) continuance commitment by providing more reasons for employees to stay in their current positions. a) Social recognition b) A sense of obligation c) Embeddedness d) Social networks

c) Embeddedness

Which of the following is the most serious (drastic) form of physical withdrawal? a) Tardiness b) Moonlighting c) Quitting d) Missing meetings

c) Quitting

________ refers to conversations about nonwork topics that go on in cubicles and offices, in the mailroom, or at vending machines. a) Cyberloafing b) Daydreaming c) Socializing d) Moonlighting e) Satisficing

c) Socializing

Which of the following correlations indicates no statistical relationship between two variables? a. -1 b. -0.1 c. 0 d. 0.1 e. 1

c. 0

________ is an intentional desire on the part of employees to appear like they are working, even when they are not performing work tasks. a. Cyberloafing b. Socializing c. Looking busy d. Moonlighting e. Daydreaming

c. Looking busy

The ________ is the person who seems to provide an intuitive frame of reference for judging equity. a. cognitive distortion creator b. goals monitor c. comparison other d. outcome evaluator e. equity resolver

c. comparison other

captures a person's belief in his or her capability to perform work tasks successfully a. meaningfulness b. self-determination c. competence d. impact

c. competence

Which of the following is a specific value related to the work itself? a. good supervisory relations b. high salary c. intellectual stimulation d. enjoyable coworkers e. power over others

c. intellectual simulation

Which of the following methods suggests that people hold firmly to some belief because it is consistent with their own observations? a. method of intuition b. method of science c. method of experience d. method of behavior e. method of authority

c. method of experience

The dimensions of psychological empowerment include all of these except a. self-determination b. meaningfulness c. needs d. competence e. impact

c. needs

Greta is responsible for the organization and distribution of relief packages to nations affected by famine throughout the world. According to the job characteristics theory, Greta's job has a high degree of a. variety b. feedback c. significance d. autonomy e. identity

c. significance

The explicit obligations that an employee must fulfill to receive compensation and continued employment are referred to as a. civic virtue b. citizenship behavior c. task performance d. job performance e. knowledge work

c. task performance

task complexity

can show how complex the information and actions involved in a task are and how much the task changes

competence

captures a person's belief in his or her capability to perform work tasks successfully. It brings with it a sense of pride and mastery that is itself intrinsically motivating.

meaningfulness

captures the value of a work goal or purpose, relative to a person's own ideals and passions

meaningfulness

captures the value of a work goal or purpose, relative to a person's own ideals and passions.

At Buddy's Bird Barn, every employee has to consult Buddy before completing any sale, and only Buddy can make decisions about purchasing and advertising. These rules represent ________ at Buddy's Bird Barn.

centralization

Shane is the project manager of the organizational development team at Solid Hardwoods. Shane's team has been assigned the task of studying and evaluating Solid Hardwoods' organizational structure. Shane divided the tasks among the team members to collect preliminary information on different elements of Solid Hardwoods' structure. Meg was asked to collect information on the degree to which tasks are divided into separate jobs. Andrea was asked to collect information on formal authority relationships. Francine started looking into how many employees each manager has responsibility for, and Carol was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Solid Hardwoods. Shane decided to personally collect information and evidence on where exactly decisions are formally made at Solid Hardwoods. The team decided to meet with information in two weeks. Andrea was asked to collect information on which of the following elements of the organizational structure?

chain of command

Stressful demands that are perceived as opportunities for learning, growth, and achievement are called:

challenge stressors.

voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting or context in which work takes place

citizenship behavior

participating in the company's operations at a deeper-than-normal level by attending voluntary meetings and functions, reading and keeping up with organizational announcements, and keeping abreast of business news that affects the company

civic virtue

In equity theory, ____________ is rethinking your inputs to restore balance mentally without altering your behavior in any way.

cognitive distortion

In equity theory, rethinking your inputs to restore balance mentally without altering your behavior in any way is known as:

cognitive distortion.

Which of the following represents the three general categories into which abilities can be grouped?

cognitive, emotional, and physical

The person who seems to provide an intuitive frame of reference for judging equity is known as:

comparison other.

The ____________ is the person who seems to provide an intuitive frame of reference for judging equity.

comparison others

compatence

Which of the following attributes have been identified as some of the worst behaviors exhibited by coworkers?

complaining about anything and everything

Herb's office is impeccably organized. Herb always shows up on time and can be counted to volunteer when someone is needed to go above and beyond usual duties. Herb says he will run the company someday, and he is willing to put in as many hours and as much suffering as it takes to get there. Herb exemplifies the personality trait of

conscientiousness.

Maddie has been working as the creative head at Juno Designs for the past 25 years. Although she likes her job, she has begun to feel like she is in a creative slump and has been considering leaving to start her own company. Maddie will be eligible for retirement in five years. After discussing it with her husband, she decides that leaving now would be a mistake. After she retires, she will reconsider the idea of starting her own company. This is an example of ________ commitment

continuance

Which of the following is one of the three types of organizational commitment that focuses on personal and family issues more than the other two commitment types?

continuance

_____ commitment is defined as a desire to remain a member of an organization because of an awareness of the personal, social, and economic costs associated with leaving it. Affective Associative Normative Continuance Situational

continuance

Jess, Frank, and Ted are coworkers at Crossroad Inc., all having worked at CI for five years now. The three were discussing their careers one day during lunch break when they heard that their coworker Mary just quit and went to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he has put in the time and hard work for a promotion. If he left for another company, he would not likely get this opportunity again soon. Ted replies to Frank that for him, it's the company's relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicated that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. "For me," Jess says, "CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company." Of the three employees, Ted is exhibiting: A. obligation-based commitment. B. normative commitment. C. affective commitment. D. skill-based commitment. E. continuance commitment.

continuance commitment

Marilou just left her job at Valley Creek Community College. Valley Creek had not honored the wage scale they promised to employees for several years, and many of Marilou's colleagues were let go before they could retire, often with no reason given. Marilou was stressed about her inability to guess what the future would hold for her at Valley Creek. Marilou was stressed because she had a need for

control

Employee behaviors that intentionally hinder organizational goal accomplishment are referred to as ________ behaviors.

counterproductive

employee behaviors that intentionally hinder organizational goal accomplishment

counterproductive behavior

keeping coworkers informed about matters that are relevant to them.

courtesy

Agnes is an inventor whose work has made people's lives better in a number of ways. As one commentator observed, "It's not just that her work is original—wearing shoes on your head is original—but it's also useful." Agnes's work is an example of

creative task performance

the degree to which individuals develop ideas or physical outcomes that are both novel and useful

creative task performance

Organizational ________ is the organizational mechanism in the integrative model that captures "the way things are" in an organization. A) structure B) ability C) leadership D) performance E) culture

culture

______ is an important moderator of what individuals consider to be positively or negatively valent.

culture

Jonas continually breaks off from his assigned tasks to check sports news or check his friends' Facebook updates. He is engaging in ______, which is a type of ______. A. psychological absenteeism, negative organizational behavior B. cyberloafing, antisocial behavior C. psychological withdrawal, daydreaming D. cyberloafing, psychological withdrawal E. socializing, psychological withdrawal

cyberloafing, psychological withdrawal

_____ is an intentional desire on the part of the employee to look like he or she is working, even when not performing work tasks. a) Moonlighting b) Gossiping c) Daydreaming d) Looking busy

d) Looking busy

Which of the following is true with regard to affective commitment? a) Affective commitment exists when there is a sense that staying is the "right" or "moral" thing to do. b) Affective commitment makes it difficult for employees to change organizations because of the steep penalties associated with the switch. c) There's no statistical relationship between affective commitment and citizenship behavior, or any other aspects of job performance. d) Of all the types of commitment, managers would most prefer to instill affective commitment in their employees.

d) Of all the types of commitment, managers would most prefer to instill affective commitment in their employees.

An active, constructive response to a negative situation in which individuals attempt to improve the situation, is referred to as a) withdrawal. b) exit. c) loyalty. d) voice. e) neglect.

d) voice.

________ summarize the statistical relationships between variables. a. Theories b. Hypotheses c. Observations d. Correlations e. Collections

d. Correlations

________ is a form of withdrawal in which employees appear to be working but are actually distracted by random thoughts or concerns. a. Satisficing b. Socializing c. Moonlighting d. Daydreaming e. Cyberloafing

d. Daydreaming

Which of the following statements is true regarding job satisfaction? a. It is not measurable. b. It is independent of objective job appraisals. c. It is unrelated to job performance. d. It has both rational and emotional components. e. It remains constant over time.

d. It has both rational and emotional components.

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. meaningfulness of the work b. identity c. feedback d. autonomy e. significance

d. autonomy

The concept of bounded rationality suggests that we are likely to a. evaluate all alternatives simultaneously b. use accurate information to evaluate alternatives c. pick the alternative that minimizes value d. choose the first acceptable alternative e. develop an exhaustive list of alternatives to consider as solutions

d. choose the first acceptable alternative

Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties? a. extrinsic b. expectancy c. psychological empowerment d. equity e. goal-setting

d. equity

In equity theory, ________ is the internal tension that is caused by an imbalance in the ratios. a. cognitive dissonance b. cognitive distortion c. expectancy d. equity distress e. goal commitment

d. equity distress

According to the integrative model of organizational behavior, motivation, trust, justice, and ethics are a. group outcomes b. group mechanisms c. individual outcomes d. individual mechanisms e. organizational mechanisms

d. individual mechanisms

In organizational behavior research, a correlation of +1 between two variables is considered a. inconclusive b. arbitrary c. irrelevant d. perfect e. weak

d. perfect

Culture, trust, teamwork, and reputation are termed ________ because it is not always clear how they came to develop, though it is clear which organizations do possess them. a. natural structures b. associative structures c. evidence-based resources d. socially complex e. vague correlations

d. socially complex

Which of the following reflect(s) the relatively minor routine demands that get in the way of accomplishing the things that we really want to accomplish?

daily hassles

Justice reflects the perceived fairness of an authority's

decision making.

your personality traits include a general propensity to trust others

disposition based trust

Lynette is the new head of operations for ShurWay, a nationwide corporation with offices in several major cities. Promoted to headquarters from an office in another city, she will be overseeing people who have long worked together and may feel some resistance to an "outsider." Therefore, it is important for her to establish herself as a leader in their eyes. She will have an opportunity to do just that tomorrow, when she will be invited to make some remarks at a departmental get-together organized in her honor. The best way for Lynette to set the right tone is to let everyone know that she is ready to

do everything she can, both in terms of her position and her knowledge and other abilities, to help each employee do what they need to do to help the company meet its objectives.

Which of the following scenarios demonstrates the core job characteristic of variety? a. Mariya has to formulate policies that affect thousands of her constituents. b. Anastasia has to spend most of her time out of the office, during which she supervises herself. c. Ivan has to track a project all the way from conception to implementation. d. Dmitri has to constantly perform before an audience that lets him know how he is doing. e. Maxim has to answer the phone, provides tours, writes reports, and make appointments.

e. Maxim has to answer the phone, provides tours, write reports, and make appointments

________ captures the value of a work goal or purpose, relative to a person's own ideals and passions. a. Impact b. Integrity c. Self-determination d. Competence e. Meaningfulness

e. Meaningfulness

________ is the anticipated value of the outcomes associated with performance. a. Self-efficacy b. Equity c. Expectancy d. Instrumentality e. Valence

e. Valence

The most widespread form of psychological withdrawal among white-collar employees is ________, using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties a. satisficing b. socializing c. moonlighting d. daydreaming e. cyberloafing

e. cyberloafing

A(n) ________ involves a "comparison other" in the same company. a. cognitive distortion b. external comparison c. equity distress d. emotional cue e. internal comparison

e. internal comparison

Employees are engaged in ________ when they shape, mold, and redefine their jobs in a proactive way. a. perception testing b. satisfaction remodeling c. job enlargement d. job enrichment e. job crafting

e. job crafting

________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. a. citizenship behavior b. civic virtue c. knowledge work d. task performance e. job performance

e. job performance

Relatively permanent changes in an employee's knowledge or skill that result from experience are reflected in that person's a. intuition b. expertise c. consistency d. heuristics e. learning

e. learning

________ base(s) an employee's evaluations on whether the employee achieves specific performance goals. a. forced ranking b. benchmarking c. behaviorally anchored rating scales d. 360-degree feedback e. management by objective

e. management by objectives

Job satisfaction is positively correlated with ________ and negatively correlated with ________. a. counterproductive behavior; performance b. performance; equity c. equity; organizational commitment d. performance; organizational commitment e. organizational commitment; counterproductive behavior

e. organizational commitment; counterproductive behavior

________ is defined as a collection of assertions that specify how and why variables are related, as well as the conditions in which they should and should not be related. a. paradigm b. information c. data d. hypothesis e. theory

e. theory

Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values? a. job characteristics theory b. job withdrawal theory c. Maslow's theory d. emotional contagion theory e. value-percept theory

e. value percept theory

OB primarily uses models from ________ to understand motivation, learning, and decision making.

economics

Last month, Janelle, newly hired on a temporary designing assignment, was asked by her supervisor to oversee the company's social media presence. Being new to using social media in a professional context, Janelle is considering her efficacy. She talks to Jerri and other individuals who have been creating professional social media content for several years. Jerri takes pride in her work-related social media posts and always approaches company-based social media with total enthusiasm. Jerri tells Janelle that she believes exerting a high level of effort will result in a successful performance in representing the company on social media. Jerri's self-efficacy source appears to be...

emotional cues.

____________ is a type of self-esteem influenced by past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.

efficacy

acording to the principle of ___ an act is morally right if the decision maker freely decides to pursue his or her own short/long term interests?

egoism

Looking for the positive in the negative; and avoiding, distancing, and ignoring are examples of:

emotion-focused cognitive coping strategies.

Martha owns an event management firm. During the holiday season, especially during Christmas, she finds herself overloaded with work which often makes her feel irritable and anxious. To calm herself, she often takes time out to go swimming. In this example, the coping strategy that Martha uses can be classified as:

emotion-focused coping.

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

emotional contagion

When one person can "catch" or "be infected by" the emotions of another person, it is called:

emotional contagion.

Efficacy is moderated by _____, where feelings of fear or anxiety can create doubts about task accomplishment, while pride and enthusiasm can bolster confidence levels.

emotional cues

Evander has been asked to lead a team of educators. He is afraid his employees will not take him seriously because he is a nice guy, and he is nervous that his supervisors will see him as weak and ineffective. He is also excited by some great ideas he has for how to improve educational delivery methods that he knows will work. Evander's efficacy is moderated by his fears and anxieties, as well as his pride and enthusiasm, which are all examples of

emotional cues

emotional cues.

Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of

engagement

Grace invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Grace demonstrates a high level of ______.

engagement

equity

In equity theory, ________ is the internal tension that is caused by an imbalance in the ratios.

equity distress

In equity theory, __________ is the internal tension that is caused by an imbalance in the ratios.

equity distress

To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs.

esteem

"Lone wolves" are one of the four types of employees based on the degree of their organizational commitment and level of task performance. "Lone wolves" are likely to respond to negative events with _____. ignorance neglect voice loyalty exit

exit

An active, destructive response by which an individual either ends or restricts organizational membership is referred to as _____.

exit

Sean was recently hired to join the marketing team at Axon International. He will be starting at the company in two weeks. Sean has the reputation of being an expert in ad campaigns and catching the attention of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and met him for lunch to express all the team members' concerns and to smooth things out before Sean formally joins the team. Amanda's reaction can be described as _____. A. ignorance B. voice C. loyalty D. exit E. neglect

exit

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with

exit or neglect

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with _____ or _____.

exit or neglect

Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with _____ or _____. A. exit; voice B. neglect; voice C. loyalty; neglect D. exit; loyalty E. exit; neglect

exit; neglect

expectancy

___________ is the belief that exerting a high level of effort will result in the successful performance of some task.

expectancy

_____________ is a subjective probability ranging from 0 to 1 that describes how a specific amount of effort will lead to a specific level of performance.

expectancy

The belief that exerting a high level of effort will result in the successful performance of some task is known as:

expectancy.

The knowledge and skills that distinguish specialists from novices is referred to as

expertise.

external comparison

When someone from another company is referred to as the "comparison other," one is involved in a(n)

external comparison

Allen and Denny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allen has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Denny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Denny's view in the above situation, Jim is a(n):

external comparison.

When someone from another company is referred to as the 'comparison other', one is involved in a(n):

external comparison.

Which of the following is a dimension of the Big Five taxonomy?

extraversion

Motivation that is controlled by some contingency that depends on task performance is known as _____ motivation.

extrinsic

Procedural justice is defined as a dimension of justice that reflects the perceived ____ of the decision-making process.

fairness

Which of the following terms refers to the various people, places, and things that can inspire a desire to remain a member of an organization?

focus of commitment

Examples of physiological needs are:

food, safety, and shelter

Examples of physiological needs are

food, safety, and shelter.

physiological needs

food, safety, shelter

give employees honest evaluation scores based on their performance, good or bad

goal setting

casual conversations about other people in which the facts are not confirmed as true

gossiping

Jamie owns a small sporting goods store. He has decided to aggressively pursue a policy to make sure employees feel a sense of equity in his store. What result is Jamie most likely going to see as a result of his push for equity?

greater commitment from his employees

- leadership: styles & behaviors - leadership: power & negotiation - teams: processes & communication - teams: characteristics & diversity

group mechanisms

An example of a work team would be a

group of four workers making a specific part on the production line of an automobile factory.

According to job characteristics theory, if employees lack _____, more variety and autonomy should not increase their satisfaction very much.

growth need strength

According to job characteristics theory, if employees lack _____, more variety and autonomy should not increase their satisfaction very much. the need for power creativity agreeableness growth need strength (or "a strong need to grow") altruism

growth need strength

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

growth need strength.

Serious interpersonal counterproductive behaviors include

harassment.

assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they are first on the job

helping

Seth is a tax accountant who has the freedom to set his own schedule with his clients. This indicates that Seth's job has:

high autonomy.

high identity.

high variety.

Eagle is a human resources coordinator for a large firm dealing with a range of products. She needs to immediately hire an employee high in reasoning ability, but the only tests she has available test for quantitative and verbal abilities. What can she do when she administers the test to Pablo, and he scores very well on both of them?

hire Pablo because people tend to score similarly across all types of cognitive ability

When job performance evaluation time rolls around, Michael always comes out ahead of his coworkers, but his success comes at a price. He has been known to give his supervisors negative (and sometimes untrue) information about his coworkers, and when it looks as though someone else may be about to get a better job performance evaluation, bad things tend to happen to that person, such as lost paperwork and missed meetings due to deleted calendar appointments. In terms of organizational behavior and the principles of job performance evaluations, it is clear that

his supervisors' emphasis on results has created an environment in which an employee might use unethical behavior to get ahead

written predictions that specify relationships between variables

hypotheses

ABC Corporation developed a new form of technology for which they hold a patent. This technology allowed them to significantly reduce the cost of production on their major product line. This resource is: complex inimitable hypothetical substitutable simple

immitable

impact

Normative commitment from employees can result from all of these EXCEPT:

implementing a matrix structure in the organization

communication that's rude, impolite, discourteous, and lacking in good manners

incivility

Brady looks up to his boss, Malik, who has a business degree from Yale and, like Brady, is ambitious, successful, and extroverted. In addition, Brady and Malik share a similar, warped sense of humor. Malik often tells Brady "you remind me of me ten years ago." Brady is likely to be a member of Malik's

ingroup.

The resource-based view of organizations states that people are valuable assets because their knowledge, skills, and abilities are rare and also because people are A) incorrigible. B) inimitable. C) accessible. D) adaptable. E) infallible.

inimitable.

openness to experience is also called

inqusitiveness/intelectuallness

There are two major types of social support:

instrumental and emotional.

Danny is an associate with the Valley Chartered Accounts, NY. Among various other work commitments, Danny has to file the tax returns of Emerald Builders, an important client. It is a job with heavy workload and a short turnaround deadline. Sam, Danny's colleague observed this stressful situation and volunteered to assist Danny in meeting the deadline. The support received by Danny can be best described as _____.

instrumental support

Blake is determined to finish a building project for Mr. Hicks before the deadline. Blake is certain that if he successfully performs this building project, Mr. Hicks will hire him as a permanent builder for his expanding condominium business. Blake's belief demonstrates

instrumentality

Technically, _____ is a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes.

instrumentality

The belief that successful performance will result in some outcome(s) is known as:

instrumentality

Which of the following is a specific value related to the work itself?

intellectual stimulation

A(n) _____ involves a "comparison other" in the same company.

internal comparison

Danny and Allan have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Danny's view in the above situation, Allan is a(n):

internal comparison.

behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations

interpersonal citizenship behavior

- political deviance - personal aggression

interpersonal counterproductive behaviors

abusive and derogatory attacks on employees shows a worker who lacks

interpersonal justice

Motivation that is felt when task performance serves as its own reward is _____ motivation

intrinsic

internal comparison

involves a "comparison other" in the same company

internal comparison

involves a "comparison other" in the same company.

Donnell is a computer programmer whose job performance rating notes the fact that he often goes out to the parking lot and sits in his car during lunch hour. He is otherwise sociable and never late coming back from lunch; therefore, this is not an appropriate item to include on his job performance rating because it

is not a behavior relevant to the accomplishment of organizational goals.

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

it reflects the extent to which employees know how well (or how poorly) they are doing.

how orgs identify task performance behaviors

job analysis

Employees are engaged in ________ when they shape, mold, and redefine their jobs in a proactive way.

job crafting

When the duties and responsibilities associated with a job are expanded by the employer to provide more variety, identity, and autonomy, it is termed as

job enrichment.

As the manager of the local Express Package Services, a retail shipping facility, DeAnna is evaluating the employees who work at the counter. She looks at such factors as positive or negative customer comments about each employee, their sales relative to those of their coworkers, the amount of time they spend with each customer, and so forth. DeAnna is evaluating each of these employees in terms of their

job performance

Dr. Hogan, Dean of the College of Business, evaluates the performance of Dr. Maskulka, a faculty member in the college, by looking at student and peer evaluations of Dr. Maskulka's teaching, the number and quality of her research publications, and her service to the university, all of which are described in the job description of a faculty member's responsibilities. She also pays attention to Dr. Maskulka's willingness to take on extra tasks that are not required, such as recruiting new faculty members and contacting local businesses to involve them with student project teams for her marketing class. She is assessing the faculty member's: A. job performance. B. counterproductive behavior. C. citizenship behavior. D. task performance. E. commitment.

job performance

Which of the following is a primary individual outcome of interest to organizational behavior researchers according to the integrative model?

job performance

In their evaluation of his performance as a trainer in the sales department of Ogilvy Pharmaceuticals, Jeremy's supervisors look at such factors as the amount of time he spends with each of his trainees, his coverage of all key points in training, his success rate in turning out trained salespeople within the amount of time allotted, and so forth. In other words, Jeremy's supervisors are evaluating his

job performance.

Two people sharing the responsibilities of a single job, as if the two people were a single performing unit is known as:

job sharing.

"Approaching tasks by planning and setting goals" describes the _______ type of Myers-Briggs indicator.

judging

When employees perceive high levels of ________, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.

justice

Informational justice is fostered when authorities adhere to two particular rules

justification and truthfulness

The degree to which the leader's actions result in the achievement of the unit's goals; the continued commitment of the unit's employees; and the development of mutual trust, respect, and obligation in leader-member dyads are all called

leader effectiveness.

Paolo calls in his sales team and says "Okay, everybody, listen up: We're going to increase our sales across the board 30 percent next quarter. Here's how we're going to do it, and here's what I'm going to do to help us get there." Paolo is demonstrating

leadership.

Research shows that the differences between experts and novices are almost always a function of

learning

Perry was recently hired to join the marketing team at Axon International. He will be starting at the company in two weeks. Perry has the reputation of being an expert in ad campaigns and catching the attention of the target audience. However, he also has the reputation of not getting along with anyone. He does not care much about where or for whom he works and is primarily motivated to achieve goals for himself and beat his own records. Perry can be described as a(n)

lone wolf

The talented employees who display high level of task performance, but create few bonds and never seem to want to get involved in important decisions about the future of the company, are most likely to be _____. lone wolves dogs stars apathetic citizens

lone wolves

_____ possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company.

lone wolves

Delux Services was celebrating the 20th anniversary of its operations in more than 17 countries. Linda, a junior assistant in the Human Resources department, was not interested in attending this celebratory event. The senior HR managers overheard Linda asking her friends the reason for this party. Back at the office, after a review, it was found that Linda never attended any of the meetings with the local business heads. Her lack of interest and knowledge about the company would make her someone who displays _____. A. positive boosterism B. low civic virtue C. high self-esteem D. low self-worth E. "A" player characteristics

low civic virtue

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:

low variety.

"Citizens" are one of the four types of employees based on the degree of organizational commitment and task performance. "Citizens" are likely to respond to negative events with ________ because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization

loyalty

________________ is often justifiably seen as a positive trait. But in the context of organizational behavior, it may not always be a good thing, because, as a response to negative events, it is passive, not active. An individual maintains public support for the situation, while taking little to no action and privately hoping for improvement. ignorance voice exit neglect loyalty

loyalty

make the goals very specific, stating exactly how many sales he wants and when he wants them

meaningfulness

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

meaningfulness of work

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: identity. variety. knowledge of results. meaningfulness of work. responsibility for outcomes.

meaningfulness of work

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:

meaningfulness of work.

"M" in the S.M.A.R.T. goals stands for:

measurable.

Teams differ from groups because

members of teams have a specific task-related purpose, while groups do not.

people hold firmly to some belief because some respected official, agency, or source has said it is so

method of authority

people hold firmly to some belief because it "just stands to reason" - it seems obvious or self-evident

method of intuition

Choose the method that suggests people accept some belief because studies have tended to replicate that result using a series of samples, settings, and methods. A) method of science B) method of intuition C) method of behavior D) method of authority E) method of experience

method of science

Ella believes that 360-degree performance review is ideal for her company because she recently read about a major survey of Fortune 100 companies that highlighted the effectiveness of this method. Which of the following philosophies is she relying on? A) method of science B) method of intuition C) method of behavior D) method of authority E) method of experience

method of science

people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods.

method of science

Equity has ________ effect on citizenship behavior and ________ effect on counterproductive behavior.

moderate positive, moderate negative

captures the energetic forces that drive employee's work effort

motivation

When employees engage in ________, they use work time and resources to complete something other than their job duties, such as assignments for another job. A) daydreaming B) moonlighting C) social loafing D) satisficing E) cyberloafing

moonlighting

Workplace surveys suggest that satisfied employees are becoming

more uncommon

Workplace surveys suggest that satisfied employees are becoming _____.

more uncommon

The set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence is known as:

motivation

The dimensions of psychological empowerment include all of these except

needs

____________ is the cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.

needs

The cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences are known as:

needs.

The dimensions of psychological empowerment include all of these except:

needs.

when an unwanted outcome is removed following a desired behavior

negative reinforcement

Apathetics tend to respond to negative events with _____ because they are low performers who lack marketable skills and who do not have a high enough level of organizational commitment needed to engage in acts of citizenship. neglect influence exit voice loyalty

neglect

Apathetics tend to respond to negative events with _____, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.

neglect

Work-family conflict is a type of _____ stressor.

non work hindrance

Family time demands are what type of stressor?

nonwork challenge stressor

Work-family conflict is a type of ________ stressor.

nonwork hindrance

Nelson Roe works as an assistant coach for the Washington Hoops in the U.S. Basketball Association. Recently, he was offered the head coaching duties with the Portland River Otters. Though their terms and remuneration were very attractive and it would have been a huge career move for Nelson, he declined the offer. He felt it was with Washington Hoops that he had learned and developed as a coach and that staying with the Hoops was the right thing to do and was his obligation. This is an example of _____ commitment. A. evaluative B. intuitive C. continuance D. affective E. normative

normative

When Faisal and Tad ask Sofia her thoughts on the matter, she notes that Margo had no bonds to CI. She was relatively new and had not invested any time there. Sofia says, "Crossroads gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes. There is no way that I could desert them by leaving for another company." Sofia is exhibiting ________ commitment.

normative

_____ commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to do.

normative

a desire to remain a member of an organization due to a feeling of obligation

normative commitment

Rigby has gotten his dream job working with one of the most prominent tech companies in Silicon Valley, and he is determined to make a good showing from the first day. The best way for him to do that is to

observe his coworkers from the start, figure out who is most successful and plugged in, get to know them, and not be shy about asking questions.

is a key driver of creative thought, as people with this trait, excel at the style of thinking demanded by creativity

openess to experience

Quincy is always wondering about why things happen, how things work, and what would happen if something was different. He thinks of exciting possibilities that are often outside the box. He is described by his friends as classy and eloquent. Quincy is probably high on the trait of

openness to experience.

Major types of power can be grouped along two dimensions:

organizational and personal.

behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it

organizational citizenship behavior

Lucy has a good job she likes, and she is always striving to please her boss. This behavior is a result of

organizational commitment

the desire on the part of an employee to remain a member of the organization

organizational commitment

Job satisfaction is positively correlated with ______ and negatively correlated with ______.

organizational commitment; counterproductive behavior

Which organizational mechanism illustrated by the integrative model dictates how the units within the firm link to other units? A) organizational leadership B) organizational structure C) organizational culture D) organizational ability E) organization size

organizational structure

over reward inequity

overreward inequity (The resultant feelings of guilt can lead to the employees increasing their effort in an attempt to redress the balance)

When employees consider efficacy levels for a given task, they first consider their:

past accomplishments.

pay

Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which work value categories would likely be important to her?

pay

Which of the following contribute to overall job satisfaction as measured by the Value-Percept Theory? (Check all that apply) Pay satisfaction Coworker satisfaction Fairness satisfaction Promotion satisfaction Feedback satisfaction

pay, coworker, promotion

hostile verbal and physical actions directed toward other employees

personal aggression

Activities including participation in formal education programs, music lessons, sports-related training, hobby-related self-education, and volunteer work are examples of

personal development.

Activities including participation in formal education programs, music lessons, sports-related training, hobby-related self-education, and volunteer work are examples of:

personal development.

task strategies

refers to the learning plans and problem-solving approaches used to achieve successful performance

Missing meetings is a form of _____ withdrawal.

physical withdrawal

Food, shelter, safety, and protection required for human existence represent _____ needs.

physiological

Moods can be categorized into:

pleasantness and activation.

Behaviors that intentionally disadvantage other individuals rather than the larger organization are referred to as _____. A. organizational aggression B. property deviance C. wasting resources D. political deviance E. personal aggression

political deviance

Emotions can be categorized into:

positive and negative

self-determination

reflects a sense of choice in the initiation and continuation of work tasks. Employees with high levels of this can choose what tasks to work on, how to structure those tasks, and how long to pursue those tasks.

Some highly motivated individuals come to work even though they are suffering from the physiological, psychological, or behavioral strain caused by stress. This phenomenon, known as _____. can result in reductions in productivity even greater than those resulting from employees who are avoid work due to the effects of stress.

presenteeism

When people first encounter stressors, the process of _____ is triggered.

primary appraisal

All of these are examples of supportive practices used by organizations that help employees manage and balance the demands that exist for them in their jobs EXCEPT:

primary appraisal.

Coping strategies can be viewed as either _______ or _______ focused.

problem, emotion

Ariel is the assistant editor at the local newspaper - The Morning Mail. With the increased readership, the editorial committee had decided to reduce the deadline for article submissions to eight hours. This move was not welcomed by the junior writers and editors. Ariel though unhappy with the decision faced the problem head on and chose to cope by working faster and harder. This is an example of:

problem-focused behavior coping.

Self-motivation and changing priorities are examples of:

problem-focused cognitive coping strategies.

A company who values feedback and allows employees to voice themselves freely follows which justice dimension

procedural justice

Unlike other types of teams, the purpose of work teams is to

produce goods or provide services.

A team of highly skilled and qualified members of an organization failed to perform the team objective assigned to them. When the reason for this lack of performance was investigated, it was clear that, although the team members worked hard, they had to wait for their teammates to complete a particular task before they could start their own. Which of the following explains the reason for process loss in this case?

production blocking

directed against the organization but focuses specifically on reducing the efficiency of work output

production deviance

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

promotion

The results of surveys of common work values can be broken down into several general categories. Those general categories include

promotions, altruism, and status

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?

promotions, altruism, and status

behaviors that harm the organization's assets and possessions

property deviance

What makes a resource valuable?

rare and inimitable

An energy rooted in the belief that work tasks contribute to some larger purpose is known as:

psychological empowerment.

Depression, anxiety, and anger reflect _____.

psychological strain

impact

reflects the sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose. Phrases such as "moving forward," "being on track," and "getting there" convey a sense of ____

As an alternative to managing stressors, many organizations teach employees to use _____ to counteract the effects of stressors by engaging in activities that slow the heart rate, breathing rate, and blood pressure.

relaxation techniques

remind the team of how they worked hard to successfully overcome challenges in the past

satisfaction with the work itself

The "R" in the S.M.A.R.T. goals acronym stands for

results-based

"R" in the S.M.A.R.T. goals stands for:

results-based.

Which of the following 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) Pay satisfaction B) Satisfaction with the work itself C) Promotion satisfaction D) Supervision satisfaction E) Coworker satisfaction

satisfaction with work itself

Beth is a senior accountant at The American Bank. Her job profile includes preparing monthly financial statements, getting high net worth individuals to invest in the bank, and dealing with people who want loans above $30,000. Her work involves a lot of paper work as well as traveling to meet clients. The month ends are especially busy when Beth has to check the audit reports as well. Unable to handle the pressure, Beth has requested the management for an assistant. This is an example of:

role overload.

Beth is a senior accountant at The American Bank. Her job profile includes preparing monthly financial statements, getting high-net-worth individuals to invest in the bank, and dealing with people who want loans above $30,000. Her work involves a lot of paperwork and she frequently travels to meet clients. The end of each month is especially busy because Beth has to check the audit reports as well. Unable to handle the pressure, Beth speaks to her boss and asks to be given an assistant. This is an example of

role overload.

LeAnne is exhausted after another long day of answering the phones at the law firm of Boardman, Holloway, and Shriver. She says those three names several hundred times a day, followed by "How my direct your call?" This is an example of

routine task performance

well-known responses to demands that occur in a normal, routine, or otherwise predictable way

routine task performance

Natalie, Rose, and Charles are three dental hygienists who work for Dr. Doris at Healthy White. All three hygienists perform almost the same tasks every day. On average, they see 12 people every day for regular teeth cleaning, which involves cleaning, flossing, rinsing, and a normal checkup. Dr. Doris, on the other hand, has quite an unpredictable job. She has to respond to all types of dental emergencies, including situations involving surgery. All three hygienists always try to help each other out, have a very good attitude toward each other, and keep each other informed about matters that are relevant to them and to Dr. Doris. Natalie specifically takes on the role of attending all community-related voluntary meetings and functions where Healthy White may have a stake or is asked to be present. She makes sure that she is up to date with all dental regulations and business-related news that may have an impact on Healthy White. Rose and Charles, on the other hand, can be described as the unofficial publicists of Healthy White. They always represent the clinic in a very positive way away from work. Dr. Doris couldn't be happier to have such wonderful people working with her. Natalie, Rose, and Charles contribute most directly to the business goals of the Healthy White clinic through their: A. routine task performance and organizational and interpersonal citizenship behaviors. B. adaptive task performance and creative citizenship behaviors. C. intrapersonal task performance and intrapersonal citizenship behaviors. D. interpersonal task performance and counterproductive behaviors. E. creative task performance and interpersonal citizenship behaviors.

routine task performance and organizational and interpersonal citizenship behaviors

Well-known responses to normal job demands that occur in a predictable way are a part of A) job performance. B) adaptive task performance. C) knowledge work. D) routine task performance. E) citizenship behavior.

routine task performance.

purposeful destruction of physical equipment, organizational processes, or company products

sabotage

Ernest has a high paying, low-stress job as a buyer at a warehouse facility. Most people are envious of Ernest, but he is not happy. Ernest would rather work in a park or forest where he could help the environment and preserve nature, because that is more important to him than his high salary. Ernest's longing to work with nature is a _____ need.

self-actualization

The need to perform tasks that one cares about and that appeal to one's ideals and sense of purpose is a _____ need.

self-actualization

self-determination

The belief that a person has the capabilities needed to execute the behaviors required for task success is known as:

self-efficacy.

All of these are examples of emotion-focused coping strategies EXCEPT:

self-motivation.

setting specific goals

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:

significance.

Since Ginny's company switched management, they have stopped doing many of the fun, teambuilding activities they used to do, and the workplace culture has changed for the worse. A few weeks ago, Ginny's friend Surya quit, and now Ginny and her coworker Tom are thinking of quitting too. This shows the power of ________ in affecting employee attitudes.

social influence

"_____" refers to the verbal chatting about nonwork topics that goes on in cubicles and offices or at the mailbox or vending machines.

socializing

) Gloria, Angelica, and Roberto all work for Dr. Elena at Brite & Beautiful Dentistry. One day, Gloria was in the small parking lot behind the office and noticed a sizeable pool of water near the building, even though it had not rained recently. She and the others began to monitor the situation, and soon determined that they had a leak somewhere in the drainage pipes, so Roberto called a plumber. The plumber came out the next day, and though he agreed with their assessment that they had a leaky pipe, he could not find the exact spot where the water was leaking. Given that the pipes lay under concrete, digging them out would involve a great deal of time and expense—not to mention noise and dust. Then Angelica had an idea: since Dr. Elena, like many dentists, kept a small amount of radioactive material on hand for making dental implants, they could release an extremely small portion through each of the sinks, toilets, and other drains in succession, then use a Geiger counter, which measures radioactivity, to locate the leak. Her coworkers scoffed, but Dr. Elena said it would be possible to release an amount of material too small to be harmful, but large enough to register on the Geiger counter. The plumber said it sounded like a good idea to him, and thanks to Angelica, within a little more than an hour's time, he had located the leak and was able to fix it with a minimum of trouble. In arriving at this solution, Angelica demonstrated one of the behaviors involved in adaptability, namely A) dealing with uncertain and unpredictable work situations. B) learning work tasks, technologies, and work situations. C) handling emergencies or crisis situations. D) demonstrating interpersonal adaptability. E) solving problems creatively

solving problems creatively

The "S" in the S.M.A.R.T. goals acronym stands for

specific

"S" in the S.M.A.R.T. goals stands for:

specific.

maintaining a good attitude with coworkers, even when they've done something annoying or when the unit is going through tough times

sportsmanship

stop goofing off and remain as focused as Lillianne

Which of the following focuses on the product choices and industry characteristics that affect an organization's profitability?

strategic management

The particular demands that cause people to experience stress are called:

stressors.

First the copy machine broke down, then the person in the next office started arguing loudly with another coworker, now she can't find a pen that isn't out of ink. Hannah's head hurts, her shoulders are tense, and her back aches. The problems represent _____. The results are _____.

stressors; strains

Job satisfaction has a _____ correlation with affective commitment.

strong

Research shows that job satisfaction has _____ correlation with normative commitment.

strong

Accomplishment striving describes a

strong desire to achieve task related goals as a mean of expressing personality

Hindrance stressors have a _____ relationship with organizational commitment.

strong negative

Motivation has a _____ effect on job performance.

strong positive

According to the value-percept theory, for an employee to have high supervision satisfaction, what is critical?

supervisor's values and beliefs

According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is critical?

supervisor's values and beliefs

Nike's "swoosh" is an example of a

symbol

When Mathilda first walked into the glass-enclosed lobby of Data Mining Solutions' headquarters, she observed an enormous three-dimensional recreation of the company's logo—a bright red question mark—hanging from the ceiling. As she was taken on a tour of the building, the same red question mark appeared painted along the hallways, in decals placed on all street-facing windows, and as a screen saver on the company computers. Such corporate branding is an example of which type of observable artifact?

symbols

Process gain is synonymous with

synergy.

Damita finds an advertisement for a bookkeeper position at a small business. The ad mentions handling accounts payable and accounts receivable, payroll, worker's compensation and unemployment insurance, and other financial matters related to the operation of the company. These items in the job description are all examples of

task performance

Charles finds an advertisement for an accountant's position at a local office. The advertisement mentions preparing, examining, and analyzing accounting records for accuracy and completeness as job responsibilities of the position. This job description refers to: A. task performance. B. counterproductive behavior. C. citizenship behaviors. D. organizational commitment. E. comprehension skills.

task performance.

Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces are referred to collectively as

task performance.

Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces are referred to collectively as A) behaviorally anchored rating scales. B) citizenship behavior. C) task performance. D) job performance. E) civic virtue

task performance.

Which of these refers to the learning plans and problem-solving approaches used to achieve successful performance?

task strategies

If organizations find it impractical to use job analysis to identify the set of behaviors needed to define task performance, they can use A) a job performance ranking. B) 360-degree feedback. C) management by objectives. D) behaviorally anchored rating scales. E) the Occupational Information Network.

the Occupational Information Network.

valence

the anticipated value of the outcomes associated with performance.

needs

the cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences

Goal commitment is defined as

the degree to which a person accepts a goal and is determined to try to reach it.

goal commitment

the degree to which a person accepts a goal and is determined to try to reach it.

psychological empowerment

the energy rooted in the belief that work tasks contribute to some larger purpose

The O*NET is useful for many things, but it does not provide A) a resource for organizations that find it impractical to use job analysis. B) the task requirements unique to a particular organization. C) the knowledge and skills required to perform a task. D) the characteristics of most jobs in terms of tasks. E) the behaviors associated with a given job.

the knowledge and skills required to perform a task.

Goals are defined as

the objective or aim of an action, typically refer to attaining a specific standard of proficiency, often within a specified time limit.

goals

the objective or aim of an action, typically refer to attaining a specific standard of proficiency, often within a specified time limit.

When it comes to pay satisfaction, most employees base their desired pay on their job duties and ______:

the pay given to comparable colleagues.

When it comes to pay satisfaction, most employees base their desired pay on their job duties and

the pay received by comparable colleagues.

Interpersonal Justice is fostered when authorities adhere to which two particular rules?

the respect and propreity rule

propriety

the state or quality of conforming to conventionally accepted standards of behavior or morals.

The O*NET is useful for many things, but it does not provide

the task requirements unique to a particular organization

Satisfaction with ______ reflects employees' feelings about their actual job tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.

the work itself

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.

the work itself

Satisfaction with ________ reflects employees' feelings about their actual job 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

the work itself

Among the important points about counterproductive behaviors is the fact that

there is little connection between task performance and counterproductive behavior.

Values are defined as

those things that people consciously or subconsciously want to seek or attain

The "T" in the S.M.A.R.T. goals acronym stands for

time-sensitive

"T" in the S.M.A.R.T. goals stands for:

time-sensitive.

Organizations can provide _____, aimed at increasing job-related competencies and skills, that help employees to cope with stressful demands.

training interventions

- tardiness - long breaks - missing meetings - absenteeism - quitting

types of physical withdrawal

- daydreaming - socializing - looking busy - moonlighting - cyberloafing

types of psychological withdrawal

The efficacy of an individual can be dictated by all of these except:

valence of rewards.

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

value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job

verbal persuasion

Flint has been assigned the task of reconfiguring all the digital projectors in his office building. He knows Ellie had to do this two years ago, and he remembers that she was crying in frustration and almost resigned because of complications and a lack of cooperation that hindered her ability to do the job properly. This is an example of Flint taking _____ into account.

vicarious experiences

goal setting theory

views goals as the primary drivers of the intensity and persistence of effort.

voice

Sean was recently hired to join the marketing team at Axon International. He will be starting at the company in two weeks. Sean has the reputation of being an expert in ad campaigns and catching the attention of the target audience. However, he also has the reputation of not getting along with anyone. He doesn't care much about where and for whom he works but is primarily motivated to achieve goals for himself and beat his own records. As soon as Amanda heard about Sean joining the team, she turned in her resignation. Ashton, another team member, called Sean and met him for lunch to express all the team members' concerns and to smooth things out before Sean formally joins the team. Ashton's reaction can be described as _____. A. exit B. neglect C. voice D. ignorance E. loyalty

voice

speaking up and offering constructive suggestions regarding opportunities to improve unit or organizational functioning or to address problems that could lead to negative consequences for the organization

voice

An active, constructive response to a negative situation in which individuals attempt to improve the situation, is referred to as A) voice. B) neglect. C) loyalty. D) exit. E) honesty

voice.

work challenge

Shane is the project manager of the organizational development team at Solid Hardwoods. Shane's team has been assigned the task of studying and evaluating Solid Hardwoods' organizational structure. Shane divided the tasks among the team members to collect preliminary information on different elements of Solid Hardwoods' structure. Meg was asked to collect information on the degree to which tasks are divided into separate jobs. Andrea was asked to collect information on formal authority relationships. Francine started looking into how many employees each manager has responsibility for, and Carol was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Solid Hardwoods. Shane decided to personally collect information and evidence on where exactly decisions are formally made at Solid Hardwoods. The team decided to meet with information in two weeks. Meg was given the job of collecting information on which of the following elements of the organizational structure?

work specialization

Cheryl continually boosts morale at the sales office of Monroe Consumer Products, and she has helped a number of her colleagues through difficult situations. Nevertheless, she received a bad job performance rating due to the fact that her sales for the quarter were down. This job performance rating is

wrong; Cheryl is contributing to the organization in ways that go beyond the bottom line.

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