Ch 2 Ob test

When hiring new employees, e-commerce managers should look for people who have a high level of _____, which is the most valuable "Big Five" personality dimension for predicting job performance. A. extraversion B. openness to experience C. conscientiousness D. neuroticism E. locus of control

C. conscientiousness

Utilitarianism suggests that we should choose the option that provides the highest degree of satisfaction to those affected.

True

Values are stable, evaluative beliefs about what is important in a variety of situations

True

People with high agreeableness are motivated to be A. dependable and open. B. empathic and dependable. C. cooperative and sensitive. D. upbeat and flexible. E. extroverted and emotional.

C. cooperative and sensitive.

Which of the following is ethics most closely related to? A. values B. locus of control C. Myers-Briggs Type Indicator D. personality E. ability

values

Which of the following acronyms identifies the "Big Five" personality dimensions? A. MBTIA B. CANOE C. VALUE D. MARSE E. SMART

B. CANOE

Which of the following best represents the amount of effort allocated to a particular goal? A. persistence B. direction C. intensity D. aptitude E. competencies

C. intensity

Personality traits are more evident in situations where an individual's behavior is subject to social norms and reward systems

False - People are sensitive to social norms, reward systems, and other external conditions. People vary their behavior to suit the situation, even if the behavior is at odds with their personality.

Personality develops and changes mainly when people are young; it stabilizes by about age

30

_____ characterizes people who are quiet, shy, and cautious. A. Introversion B. Openness to experience C. Conscientiousness D. Neuroticism E. Agreeableness

A. Introversion

_____ represent(s) the forces within a person that affect the direction, intensity, and persistence of voluntary behavior. A. Motivation B. Personality C. Values D. Ethics E. Ability

A. Motivation

Which "Big Five" personality dimension is most valuable for predicting job performance? A. extraversion B. openness to experience C. conscientiousness D. neuroticism E. agreeableness

C. conscientiousness

Which of the following statements about values is true? A. They have fairly low conflict with each other. B. They describe what we naturally tend to do. C. They are not influenced much by socialization. D. They guide our decisions and actions. E. A person's hierarchy of values typically changes a few times each year.

D. They guide our decisions and actions.

_____ is the extent to which people either tolerate ambiguity or feel threatened by ambiguity. A. Individualism B. Collectivism C. Power distance D. Uncertainty avoidance E. Achievement orientation

D. Uncertainty avoidance

Which of the following refers to the natural talents that help employees learn specific tasks more quickly and perform them better? A. persistence levels B. direction C. intensity D. aptitude E. commitment

D. aptitude

Senior executives at CyberForm must make a decision that will affect many people, and the decision may produce good or bad consequences for those affected. This decision A. has a high degree of ethical sensitivity. B. is one in which decision makers should rely only on the utilitarianism rule of ethics. C. has a low degree of ethical sensitivity. D. has a high degree of moral intensity. E. should be taken with complete conscience.

D. has a high degree of moral intensity.

Schwartz's model organizes values into: A. six dimensions. B. a hierarchy. C. three statistical formulas. D. ten broader domains. E. a time line.

D. ten broader domains.

Presenteeism is exhibited in all the following ways except A. coming to work when ill. B. even when injured reporting to work. C. when the employee is preoccupied by personal problems. D. when an absence would immediately affect many people. E. when an employee faces dangerous conditions to get to work.

D. when an absence would immediately affect many people.

Dave organizes a training program for his employees to teach them how to operate the machines used for working. Which of the following attributes will show a direct improvement because of this training? A. motivation B. role perception C. ethical sensitivity D. moral intensity E. ability

E. ability

Which of the following concepts consists of aptitudes, skills, and competencies? A. motivation B. personality C. values D. ethics E. ability

E. ability

People with a high _____ value assertiveness, competitiveness, and materialism. A. individualism B. collectivism C. power distance D. uncertainty avoidance E. achievement orientation

E. achievement orientation

Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad? A. conscientiousness B. sensing C. moral intensity D. self-monitoring E. ethics

E. ethics

Which profession is most likely to report to work when ill? A. lawyer B. teacher C. administrative assistant D. human resources director E. physician

E. physician

Explain the three distinct types of ethical principles.

The three distinct types of ethical principles are: utilitarianism, individual rights, and distributive justice. Utilitarianism: This principle advises us to seek the greatest good for the greatest number of people. In other words, we should choose the option that provides the highest degree of satisfaction to those affected. This is sometimes known as a consequential principle, because it focuses on the consequences of our actions, not on how we achieve those consequences. One problem with utilitarianism is that it is almost impossible to evaluate the benefits or costs of many decisions, particularly when many stakeholders have wide-ranging needs and values. Individual rights: This principle reflects the belief that everyone has entitlements that let him/her act in a certain way. Some of the most widely cited rights are freedom of movement, physical security, freedom of speech, fair trial, and freedom from torture. The individual rights principle includes more than legal rights; it also includes human rights that everyone is granted as a moral norm of society. Distributive justice: This principle suggests that people who are similar to one another should receive similar benefits and burdens; those who are dissimilar should receive different benefits and burdens in proportion to their dissimilarity. A variation of the distributive justice principle says that inequalities are acceptable when they benefit the least well off in society. Thus, employees in risky jobs should be paid more if their work benefits others who are less well off. One problem with the distributive justice principle is that it is difficult to agree on who is "similar" and what factors are "relevant."

The textbook states, "...there is often a 'disconnect' between personal values and individual behavior." What does this mean? What influences this disconnect?

This means that people may think that they act consistently with their hierarchy of values, but they don't always do so. One influence on the values-behavior link is the situation. Work environments influence our behavior, at least in the short term, so they necessarily encourage or discourage values-consistent behavior. This sometimes occurs without our awareness, but more often we blame the situation for preventing us from applying our values. Another factor is that we are more likely to apply values when we actively think about them and understand their relevance to the situation. Some situations easily trigger awareness of our values. However, values are abstract concepts, so their relevance to specific situations is not obvious much of the time. We literally need to be reminded of our dominant personal values in these situations to ensure that we apply those values

Describe (and/or draw) and explain Schwartz's Values Circumplex model.

This model clusters 57 specific values into 10 broad values categories: universalism, benevolence, tradition, conformity, security, power, achievement, hedonism, stimulation, and self-direction. These 10 categories are further clustered into four quadrants. The first, openness to change, refers to the extent to which a person is motivated to pursue innovative ways. This quadrant includes the value categories of self-direction and hedonism. The opposing quadrant is conservation, which is the extent to which a person is motivated to preserve the status quo. The third quadrant is self-enhancement, which refers to how much a person is motivated by self-interest. The last quadrant, which is the opposite of self-enhancement, is self-transcendence, which refers to the motivation to promote the welfare of others and nature. The model is shown in Exhibit 2.5.

Learned capabilities refer to the skills and knowledge that one has actually acquired.

True

_____ characterizes people with high levels of anxiety, hostility, depression, and self-consciousness. A. Extraversion B. Openness to experience C. Conscientiousness D. Neuroticism E. Agreeableness

D. Neuroticism

According to the MARS model of individual behavior and performance, employee performance will remain high even if one of the four factors is low in a given situation.

False - All four factors in the MARS model are critical influences on an individual's voluntary behavior and performance; if any one of them is low in a given situation, the employee would perform the task poorly

Individualism and collectivism are mutually exclusive values found in certain countries and places.

False - Contrary to popular belief, individualism is not the opposite of collectivism. In fact, an analysis of most previous studies reported that the two concepts are unrelated.

Phoebe, a manager at a firm, was conventional, resistant to change, and unimaginative. This implies that Phoebe possessed openness to experience

False - Openness to experience refers to the extent to which people are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive

Distributive justice is sometimes known as a consequential principle because it focuses on the consequences of our actions, not on how we achieve those consequences.

False - Utilitarianism is sometimes known as a consequential principle because it focuses on the consequences of our actions, not on how we achieve those consequences. Distributive justice suggests that people who are similar to one another should receive similar benefits and burdens; those who are dissimilar should receive different benefits and burdens in proportion to their dissimilarity.

An employee creates unnecessary conflicts with his coworkers at his workplace. This is an example of organizational citizenship behavior

False - counterproductive behavior.

Intensity refers to the fact that motivation is goal-directed, not random.

False - direction refers to the fact that motivation is goal-directed, not random.

_________ is the relatively stable pattern of behaviors and consistent internal states that explain a person's behavioral tendencies. A. Personality B. Values C. Motivation D. Locus of control E. Job satisfaction

A. Personality

People who have high moral sensitivity A. can more quickly and accurately estimate the moral intensity of the issue. B. tend to have lower levels of empathy. C. are always more ethical than people with a moderate or low level of ethical sensitivity. D. are individualistic and achievement oriented. E. cannot estimate the moral intensity of an issue.

A. can more quickly and accurately estimate the moral intensity of the issue.

Motivation affects a person's _____ of voluntary behavior. A. direction, intensity, and persistence B. antecedents, consequences, and reinforcers C. size, shape, and weight D. aptitudes, abilities, and competencies E. agreeableness, locus of control, and ethical sensitivity

A. direction, intensity, and persistence

People who value their personal uniqueness have A. high individualism. B. high collectivism. C. high power distance. D. low uncertainty avoidance. E. low openness to experience.

A. high individualism.

Etoni is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Etoni's culture has A. high power distance and achievement-nurturing orientation. B. high collectivism and a short-term orientation. C. low uncertainty avoidance and high individualism. D. low power distance and achievement-nurturing orientation. E. high power distance and weak nurturing orientation.

A. high power distance and achievement-nurturing orientation.

Employees who strongly define themselves by _____ are more sensitive to moral dilemmas because they put more energy into maintaining ethical conduct. A. moral sensitivity B. moral character C. value judgment D. moral intensity E. utilitarianism

A. moral sensitivity

U.S. managers tend to be A. more individualistic. B. high in nurturing. C. more collectivist. D. low in achievement orientation. E. high in uncertainty avoidance.

A. more individualistic.

In Schwartz's Values Circumplex, the quadrant that includes hedonism, stimulation, and self-direction is called: A. openness to change. B. self-enhancement. C. conservation. D. self-transcendence. E. self-awareness.

A. openness to change.

When employees understand the priority of their various tasks and performance expectations, they have A. role clarity. B. role ambiguity. C. role perception. D. role responsibility. E. role motivation.

A. role clarity.

Which of the following directly influences an employee's voluntary behavior and performance? A. role perceptions B. moral intensity C. corporate social responsibility D. uncertainty avoidance E. income

A. role perceptions

What is the best definition of personality? A. the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person B. broad concepts that allow us to label and understand individual differences C. genetic or hereditary origins D. socialization, life experiences, and other forms of interaction with the environment. E. clarity of "who we are"

A. the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person

Which of the following is a warning flag about cross-cultural knowledge? A. too many studies relying on small, convenient samples B. conclusions that generalize the cultures they represented C. assumptions that each country has many cultures D. reliance on a major study conducted almost five decades ago E. knowledge of the degree of deep-level diversity across this country

A. too many studies relying on small, convenient samples

Which of the following is identified as an ethical principle? A. utilitarianism B. power distance C. conservation D. self-enhancement E. power

A. utilitarianism

Which ethical principle reflects the idea that everyone is granted a moral norm of society? A. utilitarianism B. individual rights C. moral intensity D. distributive justice E. care

B. individual rights

_____ is the extent to which we value our duty to groups to which we belong and group harmony. A. Individualism B. Collectivism C. Power distance D. Uncertainty avoidance E. Achievement orientation

B. Collectivism

Which of the following identifies the four factors that directly influence individual behavior and performance? A. utilitarianism B. MARS model C. Schwartz's model D. Holland's model E. Myers-Briggs Type Indicator

B. MARS model

Which of the following statements about cross-cultural values is true? A. People with a high achievement orientation emphasize relationships and the well-being of others. B. People with high individualism can have any level (high or low) of collectivism. C. People with high power distance value independence and personal uniqueness. D. People with low uncertainty avoidance must also have high power distance. E. People in almost all cultures have high uncertainty avoidance.

B. People with high individualism can have any level (high or low) of collectivism.

Being good-natured, trusting, helpful, and tolerant are characteristics of people with which personality trait? A. openness to experience B. agreeableness C. locus of control D. emotional stability E. extraversion

B. agreeableness

Electronika managers should be aware that being good-natured, empathetic, caring, and courteous are characteristics of people with A. openness to experience. B. agreeableness. C. locus of control. D. emotional stability. E. extraversion.

B. agreeableness.

Lawrence stole a clock from his workplace. Which of the following refers to Lawrence's activity? A. productive behavior B. counterproductive behavior C. task performance D. organizational citizenship behavior E. job matching

B. counterproductive behavior

People with perceiving orientation are A. quiet. B. curious. C. caring. D. realistic. E. domineering.

B. curious.

Which of the following refers to the fact that motivation is goal-directed, not random? A. persistence B. direction C. intensity D. aptitude E. competencies

B. direction

To help remember the three elements of motivation, consider a metaphor for A. flying a kite. B. driving a car. C. rowing a boat. D. skiing down a hill. E. choosing a path at a fork in the road.

B. driving a car. the thrust of the engine is your effort. Direction refers to where you steer the car, intensity is how much you put your foot down on the gas pedal, and persistence is for how long you drive toward your destination.

According to the MARS model, the new employees Dave has hired will likely A. emphasize the utilitarianism principle in their decision making. B. have lower job performance due to poor role perceptions. C. have better job performance because they are motivated and able to perform the work. D. have above-average organizational citizenship. E. have a high degree of differentiation according to Holland's classification of occupations.

B. have lower job performance due to poor role perceptions.

You have just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. According to the MARS model, these new employees will likely A. emphasize the utilitarianism principle in their decision making. B. have lower job performance due to poor role perceptions. C. have high job performance because they are motivated and able to perform the work. D. have above-average organizational citizenship. E. have a high degree of differentiation according to Holland's classification of occupations.

B. have lower job performance due to poor role perceptions.

What is the organization's main source of competitive advantage? A. employee turnover B. human capital C. relationships with coworkers D. team development E. external stakeholders

B. human capital

Travel Happy Corporation gives simple accounts to newly hired employees, and then adds more challenging accounts as employees master the simple tasks. This practice mainly A. improves role perceptions. B. increases person-job matching. C. reduces employee motivation. D. provides more resources to accomplish the assigned task. E. improves employee aptitudes

B. increases person-job matching.

What are maintaining attendance, organizational citizenship, and counterproductive behavior all types of? A. task performance B. individual behavior C. personal motivation D. role perceptions E. situational factors

B. individual behavior

Eric is the advertising head of a firm. He is extremely imaginative, creative, and curious. Which of the following personality dimensions does Eric possess? A. customary thinking B. openness to experience C. resistance to change D. neuroticism E. cautiousness

B. openness to experience

Which of the following refers to a person's beliefs about what behaviors are appropriate or necessary in a particular situation? A. natural aptitudes B. role perceptions C. competencies D. locus of control E. situational factors

B. role perceptions

Values directly motivate actions by A. framing perceptions of reality. B. shaping the relative attractiveness of choices. C. offering new experiences. D. engaging in more environmentally friendly behaviors.

B. shaping the relative attractiveness of choices.

One of the limitations of the individual rights principle is that A. it really is not an ethical principle at all. B. some individual rights conflict with other individual rights. C. it does not protect the right to physical security and freedom of speech of the employees. D. it is almost impossible to evaluate the benefits or costs of decisions when many stakeholders are affected. E. it can degenerate into unjust favoritism.

B. some individual rights conflict with other individual rights.

The "Big Five" personality dimensions represent: A. all of the personality traits found in an ideal job applicant. B. the clusters representing most known personality traits. C. the personality traits caused by the environment rather than heredity. D. the necessary conditions for a person to have extraversion. E. the characteristics of employees with low levels of motivation.

B. the clusters representing most known personality traits.

One worry about using most personality tests to select job applicants is that applicants might fake their answers because A. people are naturally dishonest when seeking employment. B. they are self-reported scales. C. no one truly understands themselves. D. the scales are inaccurate. E. personality instruments are discriminatory

B. they are self-reported scales.

The key concept of ____ refers to how similar a person's value hierarchy is to the values hierarchy of another entity. A. valence B. value congruence C. perception D. personality E. awareness

B. value congruence

Beliefs about what is good or bad, right or wrong, are referred to as: A. organizational citizenship. B. values. C. collectivism. D. moral intensity. E. extraversion.

B. values.

Electronika managers want to hire people who are dependable, goal-focused, thorough, and disciplined. Which of the following "Big Five" personality dimensions is desirable for individuals to be hired? A. openness to experience B. agreeableness C. conscientiousness D. locus of control E. extraversion

C. conscientiousness

. _____ is the ability to recognize the presence and determine the relative importance of an ethical issue. A. Neuroticism B. Moral intensity C. Moral sensitivity D. Utilitarianism E. Uncertainty avoidance

C. Moral sensitivity

Why do Americans vary in their values and personalities across regions? A. The physical environment has a massive effect on individual traits and values. B. National institutions have a greater influence on personal values. C. Regional institutions have a greater influence on socialization practices and resulting personal values. D. Cultural tightness within each state explains similarities in personality and values across the country. E. Americans have significantly lower individualism than European and Hispanic Americans

C. Regional institutions have a greater influence on socialization practices and resulting personal values

Which of the following countries generally has the strongest collectivist value orientation? A. United States B. Japan C. Taiwan D. Egypt E. France

C. Taiwan

_____ refers to goal-directed behaviors under the individual's control that support organizational objectives. A. Organizational citizenship B. Counterproductive behavior C. Task performance D. Maintaining attendance E. Intensity

C. Task performance

To reduce the amount of non-recyclable waste that employees throw out each day, a major computer company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behavior mainly by A. increasing employee motivation to be less wasteful. B. helping employees to learn how to be less wasteful. C. altering situational factors so that employees have more difficulty practicing wasteful behavior. D. increasing aptitudes that make employees less wasteful. E. increasing organizational citizenship so that employees will be less wasteful.

C. altering situational factors so that employees have more difficulty practicing wasteful behavior.

Harassing coworkers, creating unnecessary conflicts, and sabotaging work are all examples of A. organizational citizenship behaviors. B. task performance measures. C. counterproductive work behaviors. D. redundant behaviors. E. illicit behaviors.

C. counterproductive work behaviors.

An individual's personality A. changes several times throughout the year. B. is formed only from childhood socialization and the environment. C. is less evident in situations where social norms, reward systems, and other conditions constrain behavior. D. does not provide an enduring pattern of processes. E. is more prominent when rewards for behavior are substantial.

C. is less evident in situations where social norms, reward systems, and other conditions constrain behavior.

IMT managers should make themselves aware that people in Japan tend to have A. high individualism. B. high collectivism. C. medium power distance. D. low achievement orientation. E. medium uncertainty distance.

C. medium power distance.

Which of the following are external to the individual but still affect his/her behavior and performance? A. motivations B. role perceptions C. situational factors D. abilities E. resolutions

C. situational factors

Which of the following explicitly identifies neuroticism? A. MARS model B. Schwartz's Values Circumflex model C. the five-factor model of personality D. Holland's theory of vocational choice E. Myers-Briggs Type Indicator

C. the five-factor model of personality

People with high collectivism: A. accept unequal distribution of power. B. also have low individualism. C. value harmonious relationships in the groups to which they belong. D. value thrift, savings, and persistence. E. appreciate the unique qualities that distinguish themselves from others.

C. value harmonious relationships in the groups to which they belong.

Jung's psychological types are measured through the: A. "Big Five" personality types. B. locus of control scale. C. instrument that also measures neuroticism. D. Myers-Briggs Type Indicator. E. self-monitoring personality test.

D. Myers-Briggs Type Indicator.

Which of the following statements about the Myers-Briggs Type Indicator (MBTI) is true? A. It advocates the view that thinking and feeling are not important in decision making. B. It is no longer used in organizations. C. Research has concluded that the MBTI does a poor job of measuring Jung's psychological types. D. Research suggests that the MBTI is most popular for career counseling and executive coaching. E. The MBTI combines 16 pairs of traits into four distinct types.

D. Research suggests that the MBTI is most popular for career counseling and executive coaching.

Most employees in the social services section of a government department have frequent interaction with people who are unemployed or face personal problems. Which of the following personality characteristics is best suited to employees working in these jobs? A. high neuroticism B. external locus of control C. high introversion D. high agreeableness E. low motivation

D. high agreeableness

Americans tend to have high A. power distance. B. nurturing orientation. C. long-term orientation. D. individualism. E. uncertainty avoidance.

D. individualism.

A problem with the utilitarian principle of ethical decision making is that A. it focuses on the consequences of our actions, not on how we achieve those consequences. B. there is no agreement on what activities are of the greatest benefits to the affected. C. it is difficult to predict the "trickle down" benefits to those people who are least well off in society. D. it is almost impossible to evaluate the benefits or costs of many decisions. E. it chooses the option that provides the minimum acceptable degree of satisfaction to those affected.

D. it is almost impossible to evaluate the benefits or costs of many decisions.

Personality is shaped by A. ethical conflicts. B. executive function explanations. C. personality testing. D. nature and nurture. E. personality traits.

D. nature and nurture.

Electronika managers must pay attention to _____ when hiring new employees because it characterizes people with high levels of anxiety, hostility, depression, and self-consciousness. A. extraversion B. openness to experience C. conscientiousness D. neuroticism E. locus of control

D. neuroticism

Assisting coworkers with their work problems, adjusting work schedules to accommodate coworkers, and showing genuine courtesy toward coworkers are some of the forms of A. role perception. B. counterproductive behavior. C. task performance. D. organizational citizenship. E. job matching.

D. organizational citizenship.

Employees from cultures with a high power distance are more likely to A. use their existing power to gain more power. B. encourage consensus-oriented decision making. C. avoid people in positions of power. D. readily accept the high status of other people in the organization. E. give their power to others as a sign of friendship.

D. readily accept the high status of other people in the organization.

IMT managers should know that employees from cultures with a high power distance are more likely to A. use their power to obtain undue favors. B. encourage consensus-oriented decision making. C. avoid people in positions of power. D. readily accept the high status of other people in the organization. E. give their power to others as a sign of friendship.

D. readily accept the high status of other people in the organization.

Which of the following does the most to improve ethical conduct? A. code of ethics B. training, which can include quizzes and games/role playing C. hotlines for anonymous tips D. ombudsperson who can investigate wrongdoing E. a set of shared values

E. a set of shared values

Absenteeism is higher in organizations where there is(are) A. weak absence norms. B. low workplace incivility. C. high amounts of presenteeism. D. meager sick leave benefits. E. high work-related stress.

E. high work-related stress.

All technical employees at a paper mill take a course on how to operate a new paper-rolling machine. This course will improve job performance mainly by altering employees' A. aptitudes. B. role perceptions. C. motivation. D. organizational citizenship. E. learned capabilities.

E. learned capabilities.

Barney, a manager, is very conventional, resistant to change, habitual, and does not accept new ideas very easily. This implies that Barney has: A. low neuroticism. B. low customary thinking. C. high extraversion. D. high agreeableness. E. low openness to experience

E. low openness to experience

Various studies have reported that specific Big Five dimensions predict all of the following except A. overall job performance. B. leadership. C. counterproductive work behaviors. D. organizational citizenship. E. need for coaching.

E. need for coaching.

Under Schwartz's Values Circumplex, hedonism is a part of two different quadrants, __________ and __________. A. self-transcendence; self-enhancement B. self-transcendence; conservation C. self-enhancement; conservation D. openness to change; conservation E. openness to change; self-enhancement

E. openness to change; self-enhancement

Which of the following is a domain in Schwartz's model? A. personality trait B. emotion C. conscientiousness D. neuroticism E. stimulation

E. stimulation

Conscientiousness is a dimension of A. the MARS model. B. Schwartz's values model. C. Myers-Briggs Type Indicator. D. Jungian personality theory. E. the five-factor model of personality.

E. the five-factor model of personality.

Proficiency refers to how well an employee responds to, copes with, and supports new circumstances and work patterns

False - Adaptability

Identify and define the five types of individual behavior in the workplace.

The five types are: task performance, organizational citizenship, counterproductive behavior, joining/staying with the organization, and maintaining attendance. • Task performance refers to goal-directed behaviors under the individual's control that support organizational objectives. It consists of proficiency, adaptability, and proactivity. • Organizational citizenship includes various forms of cooperation and helpfulness to others that support the organization's social and psychological context. • Counterproductive work behaviors are voluntary behaviors that have the potential to directly or indirectly harm the organization. • Joining and staying with the organization reflects the organization's ability to hire and retain talent. • Maintaining work attendance consists of absenteeism (missing work), tardiness (being late for work), and presenteeism (attending scheduled work when one's capacity to perform is significantly diminished by illness or other factors).

One problem with applying the individual rights principle of ethical decision making is that one individual right may conflict with another.

True

People arrange values into a hierarchy of preferences called a value system.

True

The "Big Five" personality dimensions represent five clusters that represent most personality traits

True

The four elements of the MARS model affect all voluntary workplace behaviors and performance

True