BUAD 309 Chapter 3

Exit is a passive and constructive response to dissatisfaction.

*FALSE* Exit is an active and destructive response to dissatisfaction.

Which of the following questions best helps understand the degree of perceived organizational support among employees? A) Do you believe that employee engagement has a large impact on productivity? B) Do you believe there is sufficient employee engagement in your department? C) Do your beliefs align with the organization's vision and long-term goals? D) Do you feel the long-term goals on sustainable work practices are workable? E) Do you feel the organization has sufficient recognition rewards to value good work?

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

Sonia works as a lab research assistant at Frost Labs which conducts trials for cosmetic products such as sprays, dyes, ointments, soaps, and the like. She joined the firm right out of college and has been working for them for almost two years now. Which of the following, if true, would weaken the argument that Sonia is experiencing cognitive dissonance? A) She believes that beauty is merely a superficial aspect of one's personality. B) She does not wear makeup as she is aware of the ingredients that go into making these products. C) She recently attended a presentation on the harmful effects of certain chemicals used in cosmetics. D) She believes that research and testing are an integral part of providing consumers with safe products. E) She feels that this field of work does not allow her to utilize her full potential.

* She believes that research and testing are an integral part of providing consumers with safe products.* Cognitive dissonance implies an incompatibility between two or more attitudes or between behavior and attitudes. If Sonia believes that research and testing are integral to providing consumers with safe products, it would suggest that her attitude and behavior (conducting trials) are in sync with one another, thereby weakening the argument that she is experiencing cognitive dissonance. If she believes that beauty is a superficial aspect of one's personality and does not wear makeup because she is aware of the ingredients that go into making such products, then it would imply an incongruence between her behavior and attitude, thereby strengthening the argument. Similarly, if Sonia is aware of the harmful effects of the chemicals used in cosmetics, it would strengthen the argument that she is experiencing cognitive dissonance. If she feels that this field of work does not allow her to utilize her full potential, it would also strengthen the argument for cognitive dissonance.

Organizational commitment is defined as ________. A) the degree to which employees identify with the organization they work for and its goals B) the state of discord caused by opposition of values between people working together C) the degree to which an employee's sense of cognitive dissonance is related to their job D) the employee's degree of disagreement or differential opinions about organizational practices E) the degree to which employees believe their work impacts their organization significantly

* the degree to which employees identify with the organization they work for and its goals * The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization is known as organizational commitment.

The human resource department of Healthy Eating, a chain of health food stores, recently conducted a survey to analyze employee commitment. Which of the following statements is most likely to indicate a high degree of organizational commitment? A) "I am a great believer in the importance of a healthy diet and this is why I am glad to be working for a company that is trying to make simple, healthy food available to all." B) "I enjoy working for Healthy Eating because of the growth prospects that it offers and the wide range of responsibilities each one of us have." C) "Even though I only work in the production department, it's good to know that my feedback gets considered during our interactive in-house sessions." D) "The challenging nature of the work and the thoughtful and generous way they treat their staff has made Healthy Eating the best place I have ever worked in." E) "My company offers me good perks and benefits."

*"I am a great believer in the importance of a healthy diet and this is why I am glad to be working for a company that is trying to make simple, healthy food available to all."* The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization is referred to as organizational commitment.

Which of the following is true of moderating variables in attitude relationships? A) Attitudes that our memories can easily access are more likely to predict our behavior. B) General attitudes tend to predict particular or specific behaviors. C) Attitudes are less likely to be remembered if frequently expressed or talked about. D) The relationship between an attitude and a behavior is weaker if an attitude involves a direct relation to personal experience. E) Conflicts between attitudes and behavior occur when there are no social pressures.

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

Under which of the following conditions is job dissatisfaction most likely to result in turnover? A) Employees have negative core self-evaluation. B) Employees have high education and ability. C) Employment opportunities are scarce. D) Employees experience emotional contagion. E) Employees have supportive relationships with their co-workers.

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

Attitudes that our memories can easily access are less likely to predict our behavior.

*FALSE* Attitudes that our memories can easily access are more likely to predict our behavior.

Ben has been working as a process executive at an accounting firm for the past two years. A hard worker, his work is of good quality and he often puts in extra hours at the office to ensure his schedules are on track. Noticing his efforts, the management offers him a 20 percent hike. Two months later, Ben submits his resignation and soon joins a startup organization, at a senior position. Which of the following best explains this situation? A) Ben felt the hike was unwarranted. B) Ben, though highly skilled, lacked ambition. C) Ben was motivated by the prospect of extrinsic rewards. D) Ben found his work to be routine and monotonous. E) Ben was gunning for a position at the competing firm all along.

*Ben found his work to be routine and monotonous.* Even if Ben was a highly competent employee, he would be more likely to quit in spite of the salary hike if he found his work to be routine and monotonous. This implies a lack of job satisfaction and involvement. If Ben felt the hike was unwarranted, it would still not drive him to resign from the firm. Similarly, if Ben was motivated by the extrinsic rewards it would not explain his leaving the firm as he was given a salary hike. It cannot be argued that Ben lacked ambition as he found employment with another firm, at a senior position. It also cannot be argued that Ben was aiming for a position at the competing firm all along, because he worked as a process executive for two years and he joined a startup company.

Which of the following questions best helps understand an employee's organizational commitment? A) Do you feel you have a good working relationship with team members? B) Do you feel the organization will take care of you and your family in times of need? C) Do you enjoy your work even in the face of challenges? D) Does the organization provide valuable feedback to help you increase productivity? E) Do you believe in the organization's objective on sustainable work practices?

*Do you believe in the organization's objective on sustainable work practices?* The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization is referred to as organizational commitment.

The human resource department of Palmer Inc. is aiming to understand the degree of employee engagement in the organization. Which of the following statements would best help them in the process? A) Do you believe in the organization's five-year plan? B) Do you believe the organization is concerned about your well-being? C) Do you enjoy your everyday tasks and achieving project milestones? D) Do you feel the organization values your work? E) Do you agree with the organization's stand on sustainable work practices?

*Do you enjoy your everyday tasks and achieving project milestones?* Employee engagement refers to an individual's involvement with, satisfaction with, and enthusiasm for the work he or she does

Kim Anderson works as a campaign manager at an environmental organization in Ottawa. In the past few months, she has noticed that her team member Janice Kenneth has shown a lot of potential as the next project lead. However, Anderson heard from the grapevine that Kenneth may be quitting the job. She now needs to know whether she has the intention to lead the campaign in the next few months, which are crucial months for the campaign. Which of the following questions would best help Anderson understand Kenneth's intention toward the project? A) How are you liking your job on the whole? B) Do you like the work culture in the organization? C) Do you see yourself working with us in the next 6 months? D) Are you motivated enough to achieve all project milestones? E) Are you happy with your overall job performance?

*Do you see yourself working with us in the next 6 months?* Specific attitudes tend to predict specific behaviors, whereas general attitudes tend to best predict general behaviors. For instance, asking someone about her intention to stay with an organization for the next 6 months is likely to better predict turnover for that person than asking her how satisfied she is with her job overall. On the other hand, overall job satisfaction would better predict a general behavior, such as whether the individual was engaged in her work or is motivated to contribute to her organization.

Charles, Anna, Elle, and Adam are college friends and work in New York City. Comfortable living in New York occurs at about $40,000 a year. Charles makes $24,000 a year, Anna makes $30,000 a year, Elle makes $50,000 a year, and Adam makes $75,000 a year. Which of the following is most likely to be true with reference to correlation between pay and job satisfaction? A) Charles is more satisfied with his job in comparison with Anna. B) Anna is more satisfied with the job than Adam. C) Charles and Adam share identical levels of job satisfaction related to pay. D) Elle and Adam are most likely to have a similar level of job satisfaction. E) Charles and Anna have the same levels of job satisfaction in relation to their pay.

*Elle and Adam are most likely to have a similar level of job satisfaction.* Research shows that once a person earns a comfortable living, the correlation between pay and job satisfaction disappears. Thus, in this scenario, Elle and Adam are likely to be equally satisfied with their jobs. For those earning under the amount of comfortable living, pay is related to job satisfaction.

The business head at Solaris Services was alarmed by the finding of a recent survey conducted in-house which revealed that most employees were dissatisfied with their work. He holds a meeting with various department heads to identify ways to stem the brewing discontent. One manager suggests providing employees with greater training opportunities. What assumption is the manager making? A) Employees feel that their efforts are not being adequately recognized by the management. B) Employees are highly skilled and value economic rewards over and above opportunities for growth. C) Employees are stifled by the degree of centralized control and bureaucracy within the organization. D) Employees feel that their employer does not value them enough to make investments in them. E) Employees feel excluded from organizational issues that have an influence on them.

*Employees feel that their employer does not value them enough to make investments in them.* Given that the manager suggests providing employees with more opportunities for training, he is most likely assuming that employees feel dissatisfied because their employer is not investing in their growth and development. It would be incorrect to assume that employees are highly skilled and value economic rewards over and above opportunities for growth as this directly conflicts with the manager's suggestion of providing employees with training opportunities. It would also be wrong to assume that employees are feeling excluded from organizational issues, are stifled by the degree of centralized control and bureaucracy, and are experiencing a lack of recognition as these are not directly related to training.

Creating a satisfied workforce guarantees successful organizational performance.

*FALSE* Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness.

If there is an inconsistency between an individual's attitude on a specific issue and his or her behavior, there are only two courses of action available — alter the attitude or alter the behavior.

*FALSE* If there is an inconsistency between an individual's attitude on a specific issue and his or her behavior, the individual can either alter the attitude or the behavior, or he or she may develop a rationalization for the discrepancy.

Individuals will be more motivated to reduce dissonance when they believe the dissonance is due to something they cannot control.

*FALSE* Individuals will be more motivated to reduce dissonance when the attitudes or behavior are important or when they believe the dissonance is due to something they can control.

Job involvement measures the degree to which people identify psychologically with the organization's mission and vision.

*FALSE* Job involvement is the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.

The intent to act in a certain way is the affective component of an attitude.

*FALSE* The affective component is the emotional or feeling segment of an attitude. An intent to act in a certain way is the behavioral component of an attitude.

The cognitive component of an attitude describes an intention to behave in a certain way toward someone or something.

*FALSE* The behavioral component of an attitude describes an intention to behave in a certain way toward someone or something.

Actively and constructively attempting to improve conditions is part of the loyalty response to dissatisfaction.

*FALSE* The loyalty response means passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to do the right thing.

Neglect is an active and constructive response to dissatisfaction.

*FALSE* The neglect response to dissatisfaction passively allows conditions to worsen.

The single global rating approach to measuring job satisfaction is more sophisticated than the summation of job facets approach.

*FALSE* The single global rating approach to measuring job satisfaction is less sophisticated than the summation of job facets approach.

Asking employees how they feel about key elements in a job, then adding the results to create an overall job satisfaction score is the single global rating approach to job satisfaction.

*FALSE* The summation of job facets identifies key elements in a job such as the nature of the work, supervision, present pay, promotion opportunities, and relations with co-workers. Respondents rate these on a standardized scale, and researchers add the ratings to create an overall job satisfaction score.

To effectively control the undesirable consequences of job dissatisfaction, employers should try to control the different responses to dissatisfaction.

*FALSE* To effectively control the undesirable consequences of job dissatisfaction, employers should attack the source of the problem — the dissatisfaction — rather than try to control the different responses.

Which of the following statements represents a person's job attitude? A) I enjoy my work because it offers me challenges and helps me hone my networking skills. B) I believe my work has a direct impact on the processes of the organization. C) I believe my work performance indicates my calibre and potential. D) I agree with the organization about its commitment to the environment. E) I believe in the organization's objectives about supporting the underprivileged.

*I enjoy my work because it offers me challenges and helps me hone my networking skills.* When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while a person with a low level holds negative feelings.

Which of the following statements is an example of the behavioral component of an attitude? A) I have decided to apply for the position of a campaigner in the climate department. B) I am thrilled to know that the human resource department is looking for a climate campaigner. C) The position of a climate campaigner is challenging and interesting. D) The position of a climate campaigner will allow me to explore my skills as a campaigner. E) I think the position of a climate campaigner involves extensive travel.

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

________ is moderately correlated with organizational citizenship behavior. A) Emotional contagion B) Job satisfaction C) Absenteeism D) Turnover rate E) Cognitive dissonance

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

________ refers to a positive feeling about one's job resulting from an evaluation of its characteristics. A) Job satisfaction B) Job design C) Positivity offset D) Constructive dismissal E) Picketing

*Job satisfaction* When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while a person with a low level holds negative feelings.

Sarah Mayer works as a security officer and is in charge of keeping track of who is in the office at any given time. She notices that some employees do not sign out of the office when they go out for meals, which makes it difficult to keep track of attendance of employees. Even though Mayer asked the employees repeatedly to sign out, they have not followed her advise. She now decides to report the issue to her supervisor. Which of the following components of an attitude is being demonstrated by Mayer? A) affective B) behavioral C) positive D) cognitive E) knowledge

*behavioral* The behavioral component of an attitude is an intention to behave in a certain way toward someone or something. Mayer's intention to report the issue to her supervisor represents the behavioral component of her attitude.

Julie recently joined a youth center as a counselor that provides support services for teenage mothers. An important part of her job involves referring pregnant teenagers to abortion clinics, should they decide to avail of such services. This aspect of her work, however, conflicts with her religious beliefs. Her manager, Kyle, is aware of this and expects her to submit her resignation at any time, but Julie continues to carry out her duties in a sincere manner and shows no signs of quitting her job. Which of the following best explains this situation? A) Julie allows her professional life to be dictated by her religious ideals. B) Julie refuses to acknowledge the hard truths of life. C) Julie has accepted that people have the freedom of choice. D) Julie is unable to empathize with the teenagers who visit the youth center. E) Julie does not realize the importance of her work to society.

*Julie has accepted that people have the freedom of choice.* In the case of cognitive dissonance, research has generally concluded that people seek consistency among their attitudes and between their attitudes and their behavior. In this scenario, Julie achieves this consistency by acknowledging the fact that people have the freedom of choice and this allows her to carry on working at the youth center. If Julie allowed her professional life to be dictated by her religious ideals or did not understand the importance of her work to society, then she would most likely not continue working at the center. Similarly, if she refused to acknowledge the hard truths of life or was unable to empathize with the teenagers who visited the youth center, then she would be more likely to resign.

Which of the following actions best represents Kelly's high job involvement? A) Kelly always complains about her work to her colleagues. B) Kelly actively takes part in team activities and proactively takes up additional job responsibilities. C) Kelly shares the organization's vision of supporting renewable energy. D) Kelly dislikes the unethical practices followed by her employer. E) Kelly wants to continue working for the organization because many of her college friends are working there.

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

Th theory of cognitive dissonance was proposed by ________. A) Abraham Maslow B) Leon Festinger C) Geert Hofstede D) Daryl Bem E) Ivan Petrovich Pavlov

*Leon Festinger* In the 1960s, Leon Festinger argued that attitudes follow behavior. Festinger proposed that cases of attitude following behavior illustrate the effects of cognitive dissonance, any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

Which of the following is true about the correlation between salary and job satisfaction? A) Pay is not related to job satisfaction for employees in underdeveloped countries. B) Salary and perks do not have a role in overall happiness of employees from poor countries. C) Pay does not play a critical role in job satisfaction when an individual reaches a level of comfortable living. D) Financial perks and benefits always create job satisfaction irrespective of standards of living. E) High salary level always creates organizational commitment.

*Pay does not play a critical role in job satisfaction when an individual reaches a level of comfortable living.* For people who are poor or who live in poor countries, pay does correlate with job satisfaction and overall happiness. But once an individual reaches a level of comfortable living (in the United States, that occurs at about $40,000 a year, depending on the region and family size), the relationship between pay and job satisfaction virtually disappears. People who earn $80,000 are, on average, no happier with their jobs than those who earn closer to $40,000.

Which of the following statements is most likely to be true regarding cognitive dissonance? A) High dissonance is accompanied by high rewards. B) People are less inspired to reduce dissonance when it is within their control. C) People are less likely to reduce dissonance when the behavior is crucial. D) People are more motivated to reduce dissonance when attitudes are important. E) The desire to reduce dissonance is not affected by moods and emotions.

*People are more motivated to reduce dissonance when attitudes are important.* Festinger argued that people will be more motivated to reduce dissonance when the attitudes or behavior are important or when they believe the dissonance is due to something they can control.

In Indonesia, comfortable living occurs at about $30,000. Based on the measurement of comfortable living, which of the following is most likely to be true? A) People earning approximately $25,000 are content with their jobs. B) People earning below $30,000 are as happy with jobs as those earning $35,000. C) People earning below $30,000 experience a positive correlation between pay and job satisfaction. D) People earning $50,000 have higher levels of job satisfaction than those earning $40,000. E) People's earnings have no relation to their job satisfaction if they earn $25,000.

*People earning below $30,000 experience a positive correlation between pay and job satisfaction.* For people who are poor or who live in poor countries, pay does correlate with job satisfaction and overall happiness. But once an individual reaches a level of comfortable living (in the United States, that occurs at about $40,000 a year, depending on the region and family size), the relationship between pay and job satisfaction virtually disappears. People who earn $80,000 are, on average, no happier with their jobs than those who earn closer to $40,000.

________ is the degree to which employees believe the organization values their contribution and cares about their well-being. A) Psychological empowerment B) Employee engagement C) Perceived organizational support D) Organizational commitment E) Job involvement

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

The performance variables productivity, absenteeism, and turnover are generally considered a part of the ________ behaviors in the exit-voice-loyalty-neglect framework. A) voice and neglect B) neglect and loyalty C) voice and exit D) loyalty and voice E) exit and neglect

*exit and neglect* In the exit-voice-loyalty-neglect framework, the exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variables — productivity, absenteeism, and turnover.

Sonia works as a lab research assistant at Frost Labs which conducts trials for cosmetic products such as sprays, dyes, ointments, soaps, and the like. She joined the firm right out of college and has been working for them for almost two years now. Which of the following, if true, would most strengthen the argument that Sonia is experiencing cognitive dissonance? A) She believes that cosmetics help boost women's self-confidence. B) She believes that testing products on animals is an unethical practice. C) She majored in pharmacology as part of her Masters program in college. D) She recently received a positive performance review from her supervisor. E) She is confounded by the fact that the cosmetic industry rakes in almost $7 billion annually.

*She believes that testing products on animals is an unethical practice.* Cognitive dissonance implies an incompatibility between two or more attitudes or between behavior and attitudes. If Sonia believes that testing products on animals is unethical and yet conducts trials for cosmetic products, which would most likely be conducted on animals, it would suggest that she is experiencing a conflict between her behavior and attitude. If Sonia believes that cosmetics help boost women's self-confidence it would weaken the argument that she is experiencing cognitive dissonance, as would the fact that she majored in pharmacology, which is a discipline related to the field of cosmetic testing. A positive performance review is irrelevant or, at the most, only slightly weakens the argument that she is experiencing cognitive dissonance. The fact that Sonia is confounded by the annual revenue generated by the cosmetic industry is irrelevant to the argument.

An individual's involvement with, satisfaction with, and enthusiasm for, the work he or she does is known as employee engagement.

*TRUE* An individual's involvement with, satisfaction with, and enthusiasm for, the work he or she does is known as employee engagement. Highly engaged employees have a passion for their work and feel a deep connection to their company.

Attitudes are favorable or unfavorable evaluative statements about objects, people, or events.

*TRUE* Attitudes in OB are defined as evaluative statements or judgments concerning objects, people, or events.

Cognitive dissonance explains the linkage between attitudes and behavior.

*TRUE* Cases of attitude following behavior illustrate the effects of cognitive dissonance, any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

Discrepancies between attitudes and behavior tend to occur when social pressures to behave in certain ways hold exceptional power, as in most organizations.

*TRUE* Discrepancies between attitudes and behavior tend to occur when social pressures to behave in certain ways hold exceptional power, as in most organizations.

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

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

According to Festinger, people seek consistency among their attitudes and their behaviors.

*TRUE* Festinger argued that any form of inconsistency is uncomfortable and that individuals will, therefore, attempt to reduce it. They will seek a stable state, which is a minimum of dissonance.

Rewards can offset dissonance.

*TRUE* High rewards accompanying high dissonance tend to reduce the tension inherent in the dissonance.

Disengaged employees have a tendency to invest time but not energy or attention into their work.

*TRUE* Highly engaged employees have a passion for their work and feel a deep connection to their company. On the other hand, disengaged employees tend to put time but not energy or attention into their work.

No individual can completely avoid dissonance.

*TRUE* No individual can completely avoid dissonance.

The affective component of attitude is the emotional or feeling segment of an attitude.

*TRUE* The affective component of attitude is the emotional or feeling segment of an attitude. It sets the stage for the more critical part of an attitude.

The attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which we have direct personal experience.

*TRUE* The attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which we have direct personal experience.

The three components of an attitude are cognition, affect, and behavior.

*TRUE* Typically, researchers have assumed that attitudes have three components: cognition, affect, and behavior.

Voice" is an active and constructive response to dissatisfaction.

*TRUE* Voice response is the dissatisfaction expressed through active and constructive attempts to improve conditions.

The relationship between pay and job satisfaction virtually disappears when one earns a pay package sufficient for or more than the comfortable living amount.

*TRUE* When an individual reaches a level of comfortable living, the relationship between pay and job satisfaction virtually disappears.

Job satisfaction describes a positive feeling about a job, resulting from an evaluation of its characteristics.

*TRUE* When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics.

With reference to cognitive dissonance, in which of the following situations is the attitude-behavior relationship most likely to be strong? A) The affective component of the attitude is weak. B) The behavior is not affected by the cognitive component of the attitude. C) The attitude does not reflect the person's fundamental values. D) The behavior is affected by external factors and is not entirely under the control of the person. E) The attitude refers to something with which the person has direct experience.

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

Which of the following is a type of response to dissatisfaction that is constructive and passive? A) loyalty B) neglect C) voice D) reflect E) exit

*loyalty* Loyalty is considered a passive constructive response to dissatisfaction.

Synergy Inc. is a medium-sized logistics company. The management is facing tough times as the workers are dissatisfied and are engaging in a number of deviant workplace behaviors such as stealing and substance abuse during working hours. The management is considering various options to curb these counterproductive behaviors. What would be a better way to deal with such forms of workplace deviance? A) The management should let employees realize their wrongdoing on their own. B) The management should attack the source of the problem, i.e., the dissatisfaction. C) The management must introduce surveillance to ensure smooth flow of work. D) The management must suspend employees who engage in deviant workplace behaviors. E) The management must restrict the activities that adversely affect productivity.

*The management should attack the source of the problem, i.e., the dissatisfaction.* Workers who do not like their jobs "get even" in various ways. Since those ways can be quite creative, controlling only one behavior, such as introduction of an absence control policy, leaves the root cause untouched. To effectively control the undesirable consequences of job dissatisfaction, employers should attack the source of the problem, i.e., the dissatisfaction rather than try to control the different responses.

Which of the following statements is true about measuring job satisfaction? A) The single global rating system is not very time consuming. B) The summation of job facets approach takes into account cognitive dissonance experienced by employees. C) The summation of job facets approach prevents managers from zeroing in on problems. D) The summation of job facets approach involves responding to one particular question. E) The single global rating approach is rarely used for measuring job satisfaction.

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

Why should managers be interested in their employees' attitudes? A) They result from behavior. B) They lead to self-concordance. C) They give warnings of potential problems. D) They result in emotional contagion. E) They result in cognitive dissonance.

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

Which of the following is most likely to be a characteristic of disengaged employees? A) They feel a deep connection for their organization. B) They have a sense of passion for their work. C) They have the lowest levels of turnover. D) They put in time but give no attention to their work. E) They proactively take up responsibilities.

*They put in time but give no attention to their work.* Employee engagement refers to an individual's involvement with, satisfaction with, and enthusiasm for, the work they do. Highly engaged employees have a passion for their work and feel a deep connection to their company. On the other hand, disengaged employees put in time but not energy or attention into their work.

Which of the following statements is most likely to be true about the major job attitudes? A) They are highly distinct from one another. B) They are generally resistant to change. C) They tend to overlap one another. D) They are not correlated to one another. E) They increase cognitive dissonance.

*They tend to overlap one another.* Evidence suggests that job attitudes are highly related. There is some distinctiveness among them, but they overlap greatly, for various reasons including the employee's personality.

Which of the following statements represents the cognitive component of attitude? A) I have decided to inform my supervisor that I will be quitting my job. B) I intend to work during the weekend to meet the month's deadline. C) I feel upset about having to work during Christmas. D) It is disappointing to know that I did not get a good evaluation. E) This job is not giving me an opportunity to explore my skills.

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

Janice Hartley works as a writer at a fashion magazine in New York. She was recently asked by her editor to write an article on "10 must-haves for the autumn season." Her editor has now sent back the article saying it is not interesting enough to hold the attention of the reader. Janice is upset and disappointed about the feedback. Which component of an attitude is represented in this scenario? A) positive component B) cognitive component C) affective component D) behavioral component E) evaluative component

*affective component* The emotional or feeling segment of an attitude is known as the affective component. It is reflected in this scenario because Janice is upset and disappointed about the feedback received.

Johanna Rouse feels disheartened because she was not selected for the campaign exchange program in Amsterdam. Which component of an attitude does Rouse's feeling represent? A) cognitive B) affective C) reflective D) behavioral E) reactive

*affective* The affective component represents the emotional or feeling segment of an attitude.

Leon Festinger argued that ________ follow(s) ________. A) behavior; attitudes B) emotions; attitude C) attitudes; behavior D) thought processes; moods E) conduct; feelings

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

Kimberley Mayfield recently evaluated her subordinate's progress report. She now plans to inform her about the objectives she did not achieve and how she can perform better. By doing this, Mayfield will be demonstrating the ________ component of an attitude. A) cognitive B) affective C) reflective D) behavioral E) reactive

*behavioral* The behavioral component of an attitude describes an intention to behave in a certain way toward someone or something. By planning to inform her subordinate of her performance, Mayfield is demonstrating the behavioral component of attitude.

Abigail Jones is a sales executive at Orbit Bank in Brussels. She is the best performer on her team and often gets the highest number of corporate accounts for the company. However, she feels that she does not get sufficient credit for her hard work. During lunch, she says to her colleague, "I have been getting the largest accounts for the bank for the past eight months. Yet, my manager never acknowledges the kind of effort I put in to get these accounts." Which component of attitude is being demonstrated by Jones? A) positive component B) cognitive component C) affective component D) behavioral component E) reflective component

*cognitive component* The cognitive component of an attitude is a description of, or belief in the way things are, which is exemplified in the statement, "My manager never acknowledges the kind of effort I put in to get these accounts."

Any incompatibility between two or more attitudes or between behavior and attitudes results in ________. A) organizational dissonance B) cognitive dissonance C) attitudinal clarification D) positivity offset E) affective reactance

*cognitive dissonance * Cognitive dissonance is defined as any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes. Organizational dissonance, attitudinal clarification, positivity offset, and affective reactance are not types of attitude or behavior in OB.

Anna Jonas owns a manufacturing firm in Indonesia and strongly believes that it is important that workers' rights be respected. However, because of the recent economic meltdown, she makes the management pay workers a wage which is below ethical standards. In addition, the working conditions are below standards because of low investment in safety equipment. She knows her actions are unethical but continues to do so to avoid major losses. Jonas is most likely to be experiencing ________. A) cognitive dissonance B) emotional contagion C) ethical evasion D) self-concordance E) positivity offset

*cognitive dissonance * There is a contradiction in what Anna Jonas is feeling and the situation in which she finds herself. She is experiencing cognitive dissonance which may be defined as incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

The statement, "A person who eats meat and then fights for animal rights demonstrates double standards" is an evaluative statement. Such an opinion constitutes the ________ component of an attitude. A) cognitive B) affective C) reflective D) behavioral E) reactive

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

Rashid is dissatisfied at work. He feels he is paid too little and asked to do too much. To compensate for his perceived unjust pay, he regularly takes work supplies home for personal use, such as computer ink cartridges, staplers, and reams of paper. Rashid's behavior is an example of ________. A) employee OCB B) customer satisfaction C) high productivity D) turnover rate E) deviant behavior

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

Jason has been spending a great deal of work time talking to his co-workers about how dissatisfied he is with the job. He has spent quite a bit of time discussing unionization. Jason has also arrived at work intoxicated twice in the last week. His behavior can be classified as ________ behavior. A) citizenship B) deviant C) organizational commitment D) positive affect E) satisficing

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

The exit-voice-loyalty-neglect framework aids in understanding the consequences of ________. A) increasing growth opportunities B) emotional contagion C) dissatisfaction D) regular feedback E) high employee engagement

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

An individual's involvement with, satisfaction with, and enthusiasm for, the work he performs is known as ________. A) employee engagement B) cognitive dissonance C) emotional contagion D) positivity offset E) self-concordance

*employee engagement* Employee engagement refers to an individual's involvement with, satisfaction with, and enthusiasm for, the work he/she does. Highly engaged employees have a passion for their work and feel a deep connection to their company whereas disengaged employees put in time but not energy or attention into their work.

Job dissatisfaction and antagonistic relationships with co-workers predict a variety of behaviors organizations find undesirable, including unionization attempts, substance abuse, undue socializing, and tardiness. These behaviors are indicators of a broader syndrome called ________. A) employee withdrawal B) organizational commitment C) job involvement D) cognitive dissonance E) positivity offset

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

Which of the following groups appears to have the highest levels of job satisfaction? A) employees in the United States and Western Europe B) employees in Eastern Europe C) employees in most Asian countries D) employees in Canada and the United States E) employees in Mexico and Venezuela

*employees in the United States and Western Europe * The United States and Western Europe exhibit the highest levels of employee job satisfaction in research polls. Studies reveal that levels of job satisfaction are lowest in Eastern cultures

Maria Womack who worked for a bank in Michigan was dissatisfied with the way her manager treated her. She is planning to quit her job and find a new position with another competitor bank. Her action represents the ________ response. A) exit B) voice C) loyalty D) neglect E) acceptance

*exit* The exit response according to the exit-voice-loyalty-neglect framework, directs behavior toward leaving the organization, including looking for a new position as well as resigning.

Which of the following is an example of the affective component of an attitude? A) believing that one achieved all objectives of a project B) relying on the information of a company's annual report C) perceiving whistle-blowing as the right thing to do D) feeling hurt at being unfairly accused of a wrongdoing E) deciding to fire an employee because of underperformance

*feeling hurt at being unfairly accused of a wrongdoing* The affective component refers to the emotional or feeling segment of an attitude.

Which of the following is most likely to be related to reduced absences and lower resignation rates? A) high job involvement B) high cognitive dissonance C) low psychological empowerment D) low organizational commitment E) high emotional contagion

*high job involvement* High job involvement is also related to reduced absences and lower resignation rates.

Lillian Stintson works for a global women's rights organization. In the past few months, she has traveled across the globe for the campaign she was working on. In addition, she has been working weekends to meet campaign milestones. She has now decided to take a month's holiday to relax herself and get the much needed break. She knows that the organization will understand her need for a long holiday. Which of the following best represents Stintson's feeling? A) low employee engagement B) high perceived organizational support C) low organizational commitment D) low job involvement E) high interest in whistle-blowing

*high perceived organizational support* Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being.

Which of the following does cognitive dissonance indicate between two or more attitudes or between behavior and attitudes? A) congruity B) tenacity C) solidarity D) consistency E) incompatibility

*incompatibility* Cognitive dissonance is defined as any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

Higher levels of job satisfaction have been reported in the United States. This may be because ________. A) individuals in western cultures experience emotional contagion B) individuals in western cultures emphasize positive emotions C) there is more industrialization in western cultures D) individuals in western cultures are more self-critical and geared toward continuous improvement E) these are collectivist societies that do not focus on individual happiness

*individuals in western cultures emphasize positive emotions* Evidence suggests that individuals in Eastern cultures find negative emotions less aversive more than do individuals in Western cultures, who tend to emphasize positive emotions and individual happiness.

The most important thing a manager can do to raise employee satisfaction is to focus on ________. A) employee pay B) benefits C) work hours D) intrinsic parts of the job E) employee productivity

*intrinsic parts of the job* The most important thing managers can do to raise employee satisfaction is focus on the intrinsic parts of the job, such as making the work challenging and interesting. Although paying employees poorly will likely not attract high-quality employees to the organization, or keep high performers, managers should realize that high pay alone is unlikely to create a satisfying work environment.

The degree to which a person identifies with his or her job, actively participates in it, and considers his or her performance as being important to self-worth is referred to as ________. A) emotional contagion B) job involvement C) job stability D) emotional dissonance E) direct action

*job involvement* Job involvement measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do. Page Ref: 74

In her work in the publishing industry, Vera Loranzo seeks out new authors who she considers promising. In the past two years, she has found a number of new writers whose work she thought was exceptional, and immersed herself in the task of helping them shape their manuscripts for submission to her managers for publishing. Although she was extremely proud of the results, none of the authors she worked with were chosen for publication. After learning about her management's decision, she is extremely frustrated and is beginning to resent the job she does. However, she knows there is nothing she can do and continues working because of the good perks and salary benefits the job offers. How can Loranzo's job attitude be best described? A) low job involvement B) low job satisfaction C) high psychological empowerment D) high positivity offset E) low emotional contagion

*low job satisfaction * Vera is beginning to have a negative feeling toward her job resulting in low job satisfaction. She believes that she has invested tremendously in the organization and it shows a high job involvement. She also demonstrates a low psychological empowerment because she succumbs to the situation and feels there is nothing she can do to make the situation better.

Joe Dailey is unhappy with his job because he has not received the promotion due to him several years ago. However, in spite of this, he speaks up to support his company's actions even when the local newspaper is criticizing them. Which of the following types of response represents his behavior? A) exit B) voice C) loyalty D) neglect E) acceptance

*loyalty* According to the exit-voice-loyalty-neglect framework, the loyalty response means passively but optimistically waiting for conditions to improve.

To get his company through some hard economic times, Ben's working hours have just been reduced from 40 hours a week to 33. Ben is upset about the reduction in time and pay, but he shows up at work every morning and is willing to patiently wait until economic times improve, and he can go back to working full time. Which of the following types of response is being displayed by Ben? A) voice B) neglect C) loyalty D) exit E) acceptance

*loyalty* Ben demonstrates loyalty to the company and passively waits for things to improve, which is a constructive response. Ben is not voicing his negative feelings about less work and continues to show up for work and does not neglect his duties. He is passive, rather than active in his behavior.

Henry Hutchins is discontent with his job but believes that his supervisor is a good man who will do the needful to reduce his dissatisfaction with the job. He has decided to just wait and give his supervisor some time until conditions improve. Henry's response to this problem is termed as ________. A) exit B) voice C) loyalty D) neglect E) ratification

*loyalty* The loyalty response means passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to "do the right thing."

Christina Hutchins was recently recruited by a publishing firm in Manhattan. During her first month in the job, she demonstrated positive core self-evaluations. Which of the following did she most likely do? A) mentioned that she was confident about her basic competence B) expressed dissatisfied with the nature of work C) set less ambiguous goals and objectives D) gave up easily on tasks when faced with difficulties E) did not consider her work as challenging and fulfilling

*mentioned that she was confident about her basic competence* People who have positive core self-evaluations are those who believe in their inner worth and basic competence and are more satisfied with their jobs than those with negative core self-evaluations. Not only do they see their work as more fulfilling and challenging, they are also more likely to gravitate toward challenging jobs in the first place.

A satisfied workforce does not guarantee successful organizational performance. In order to improve organizational effectiveness, managers ________. A) must use 360 degrees appraisal procedures B) must provide classroom training C) must make jobs easier and targets achievable D) must offer periodic salary increments E) must try to improve employee attitudes

*must try to improve employee attitudes* Creating a satisfied work force is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness.

Steve Werner is unhappy with his job and takes every possible vacation and sick day to avoid going to work. In addition, whenever he goes to work, he shows up late and skips important meetings. Werner is expressing his dissatisfaction through the ________ response. A) exit B) voice C) loyalty D) acceptance E) neglect

*neglect* According to the exit-voice-loyalty-neglect framework , the neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate.

High levels of both job involvement and psychological empowerment are positively related to ________. A) withdrawal behavior B) positivity offset C) organizational citizenship D) emotional contagion E) cognitive dissonance

*organizational citizenship* High levels of both job involvement and psychological empowerment are positively related to organizational citizenship and job performance.

Antonio Guillermo's wife was recently diagnosed with breast cancer. Guillermo had to take a considerable amount of time off work to care for their children, and he was late in completing his portion of a large project. Guillermo never feared that his job was in jeopardy because of his absences or his delay in completion of work. Name the major job attitude associated with the above stated example. A) psychological empowerment B) perceived organizational support C) organizational commitment D) employee engagement E) job involvement

*perceived organizational support* Guillermo believed that his organization would be supportive through his times of stress. This major job attitude is called perceived organizational support. The belief and sense that a person has an effect in the work environment is psychological empowerment. Organizational commitment, the degree to which a person identifies with the organization, and job involvement, the degree to which a person identifies with the job and participates in it, are both considered major job attitudes, as is employee engagement, a person's involvement with the job, but these were not what calmed Guillermo's fears.

Bryan Eusebius has a positive attitude toward his organization. He feels the management treats all employees fairly in matters concerning rewards, is understanding toward their needs and requirements, and allows them to have a voice in decisions. Bryan's attitude toward his organization is indicative of ________. A) emotional contagion B) positivity offset C) perceived organizational support D) cognitive dissonance E) self-concordance

*perceived organizational support* Perceived organizational support (POS) is the degree to which employees believe the organization values their contribution and cares about their well-being. Research shows that people perceive their organization as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive

Employees with positive core self-evaluations believe in their inner worth and basic competence, and are more satisfied with their jobs than those with negative core self-evaluations. The concept of positive core self-evaluations indicates that ________. A) promotions and growth opportunities influence job satisfaction B) employees should be regularly monitored and provided feedback C) job conditions have a direct influence on job satisfaction D) personality plays a role in job satisfaction E) pay always has a direct correlation with job satisfaction

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

Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy is termed as ________. A) psychological empowerment B) organizational dissent C) organizational commitment D) employee engagement E) secondary action

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

Joseph Pierce is the managing director of Drake Coal Power Plant in North Yorkshire. He knows that coal is a major contributor to climate change and has made his research team study impacts of coal on the environment. After knowing the facts, he faces a high degree of dissonance between his values and behavior. Which of the following is he most likely to do to reduce the dissonance between his belief and behavior? A) get government sanction to build and develop more power plants across the country B) increase revenue by building power plants in developing and under-developed countries C) reassure the public that there is no correlation between environment and coal production D) hire more employees to fill positions in new power plant stations E) provide locals benefits to substantiate for the effects of coal power stations

*reassure the public that there is no correlation between environment and coal production* Festinger proposed that cases of attitude following behavior illustrate the effects of cognitive dissonance, any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes. Research has generally concluded that people do seek consistency among their attitudes and between their attitudes and their behavior. They either alter the attitudes or the behavior, or they develop a rationalization for the discrepancy.

Dennis Galvan works as a campaigner at Green Earth, an environmental organization. Every month, his organization arranges a team outing where they indulge in football and other team building activities. The human resource department ensures that there are regular interactions between employees through team dinners and cultural events. According to the information given in this case, which of the following is most likely to be the reason of Galvan's high-level of satisfaction toward his job? A) salary packaging B) promotion and growth C) constructive dismissal D) social context E) profile of work

*social context* There is a strong correspondence between how well people enjoy the social context of their work place and how satisfied they are overall. Interdependence, feedback, social support, and interaction with co-workers outside the workplace are strongly related to job satisfaction even after accounting for characteristics of the work itself.

Employees are most likely to perceive their organization as supportive when ________. A) they experience a cognitive dissonance between their job attitude and behavior B) the affective component of the attitude is extremely strong C) there is a weak relationship between their attitude and behavior D) they have a voice in decisions E) they experience an emotional contagion while performing their job duties

*they have a voice in decisions* People perceive their organization as supportive when rewards are deemed fair, when employees have a voice in decisions, and when they see their supervisors as supportive.

The exit-voice-loyalty-neglect framework expands employee response to include voice and loyalty — constructive behaviors that allow individuals to ________. A) revolt against the management B) reject unionization and focus on team building activities C) identify psychologically with their jobs D) tolerate unpleasant situations or revive satisfactory working conditions E) decrease emotional contagion

*tolerate unpleasant situations or revive satisfactory working conditions* The exit-voice-loyalty-neglect framework expands employee response to include voice and loyalty—constructive behaviors that allow individuals to tolerate unpleasant situations or revive satisfactory working conditions.

Job dissatisfaction is more likely to translate into ________ when employees feel or perceive they have many available alternatives and when employees have high human capital. A) high productivity B) employee engagement C) increased customer satisfaction D) turnover E) organizational citizenship behavior

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

Susan Daniels works for an event management company and is discontent with her job because she was passed over for a promotion. She has now composed a list of concerns and plans to discuss the issue with her supervisor. Daniels' response to the problem is referred to as ________. A) exit B) voice C) loyalty D) neglect E) acceptance

*voice * According to the exit-voice-loyalty-neglect framework, the voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

The ________ response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. A) exit B) voice C) loyalty D) neglect E) acceptance

*voice * The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

Attending union meetings as a way of coping with job dissatisfaction is an example of a(n) ________ response. A) exit B) voice C) loyalty D) neglect E) ratification

*voice* According to the exit-voice-loyalty-neglect framework, the voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

Sarah Mayer works as a marketing executive and has been unhappy with her job profile for several months now. Over the months, she has regularly discussed with her manager how her skills lie in administrative tasks instead of in marketing. In addition, she discusses how she can make a smooth transition into the administrative role. Which type of response is Mayer using in this situation? A) exit B) voice C) loyalty D) neglect E) performance

*voice* According to the exit-voice-loyalty-neglect framework, the voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

________ refers to evaluative statements or judgments concerning objects, people, or events. A) Attitude B) Behavior C) Appearance D) Demeanor E) Performance

Attitude Attitudes are evaluative statements, either favorable or unfavorable, about objects, people, or events. They reflect how one feels about something.