Industrial Organizational Psychology Chapter 10 - Job Attitudes

The correlations between job satisfaction and counterproductive behavior range from:

-.10 to -.25

The correlation between organizational commitment and job satisfaction is said to range from:

.30 to .40

Twin research has suggested that genetic factors explain about ____ of the variance in job satisfaction.

30%

One survey regarding employee absenteeism indicated that approximately ____ of unscheduled time off was due to personal illness.

33%

________ is the tendency to respond to classes of environmental stimuli in predetermined, affect-based ways.

Affective disposition

_________ is the degree of positive or negative feeling a person has toward a particular person, place, or thing.

Attitude

Vlad comes into work late, steals printer paper for his personal use, and speaks rudely to his coworkers. Vlad is engaging in:

CWBs

________ behaviors are behaviors that bring, or are intended to bring, harm to an organization, its employees, or its stakeholders.

Counterproductive work

Recent meta-analysis suggests that there is a moderately strong relationship (r = .3 0 to .60) between satisfaction and performance. Which of the following statements about this finding is most accurate?

Employees who are satisfied also tend to be good performers, but we can't determine causality from these studies

The measure that assesses only the affective component of job satisfaction is the:

Faces Scale

The measure of job satisfaction that is most frequently used and that assesses five dimensions, including satisfaction with coworkers and satisfaction with pay, is the:

Job Descriptive Index

Developed in the 1960s, the _____ is one of the best known and best validated instruments for measuring job satisfaction.

Job Descriptive Index (JDI)

Which of the following measures is based on the theory of work adjustment?

Minnesota Satisfaction Questionnaire

Which of the following statements BEST describes the relationship between job satisfaction and performance?

Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance.

Why is it unrealistic to expect a strong relationship between attitudes and behaviors?

There are many antecedents to behavior other than attitudes

_____ is the degree of importance that work holds in a person's life.

Work centrality

A question such as "How satisfied are you with your job" would be an example of:

a global measure of job satisfaction.

Normative commitment is characterized by:

a sense of obligation to continue working for the organization

Fabio is an HR manager who needs to diagnose an urgent organizational problem and then develop an intervention to address the problem. Fabio will find it useful to utilize:

a single, overall job satisfaction measure such as "Do you like your job?"

Tanesha would like to take her lunch break early. However, she knows that this behavior is frowned on at her job. Her coworkers' disapproval, according to the theory of planned behavior, is an example of:

a subjective norm.

Dan enjoys working as a plastic surgeon, is in fact obsessed with it, and often schedules extra surgeries in the evenings rather than spending time with his family. Dan is likely:

a workaholic

Which of the following is NOT considered an antecedent of job satisfaction?

absenteeism

Ann, who has been with her company for 15 years, firmly believes in its goals and values, and she is always willing to go the extra mile to help it succeed. Ann's feelings toward her organization are best characterized as:

affective commitment

Research by Mere and colleagues (2002) found that older employees demonstrated higher levels of:

affective commitment

Individual or personal characteristics that may affect job satisfaction include:

affective disposition, genetics, and self-esteem

Zac, who works at a children's photography studio, is often required to act happy, laugh, and be excited in order to get the children to smile. The type of emotion regulation that Zac displays is referred to as:

amplification

Factors that lead up to the determination of job satisfaction are called:

antecedents

An _____ is the degree of positive or negative feeling a person has toward a particular person, place, or thing.

attitude

The theory of planned behavior suggests that in order to predict behavior, we need to know about subjective norms, perceived behavioral control, and:

attitudes

According to meta-analytic evidence, the core job dimension that correlates most strongly with job satisfaction is:

autonomy

Which of the following is NOT a growth opportunity related to job satisfaction?

being given opportunities to improve leader-member relations

Organizational commitment is considered to be _____ when compared to job satisfaction.

broader

Job satisfaction consists of two components: an affective components and a(n) _____ component

cognitive

Ziva stays with her company because if she were to leave, she would lose $65,000 in retirement earnings and use of free season tickets to see her favorite football team. Ziva's feelings toward her organization are best characterized as:

continuance commitment

Research suggests that workers who have proactive personalities (that is, people who take personal initiative) are more likely to:

develop high-quality relationships with their supervisors

The way in which individuals monitor their emotionsand the expression of those emotions is known as:

emotion regulation

According to Allen and Meyer (1996), which of the following is NOT a component of organizational commitment?

emotional commitment

Employees whose true feelings are different from the emotions they project on the job are experiencing:

emotional dissonance

Researchers consistently find that workers who experience ________ also experience higher rates of stress.

emotional dissonance

At times, individuals may need to either hide emotions they are feeling, or fake emotions they are not feeling. This type of behavior is known as:

emotional labor

Employees are actively engaged in _____ when they make the effort to express the organizationally-desired emotions during interpersonal interactions.

emotional labor

The effort, planning, and control required by employees in order to express organizationally desired emotions during interpersonal interactions is known as:

emotional labor

Individuals who are driven by, are involved in, and enjoy their work to the extent that they may neglect other areas of their life are known as:

enthusiastic workaholics

Recent research by Chen and colleagues (2011) ha suggested that intent to turnover increases the most when someone:

experiences a decrease in job satisfaction

Employees are especially likely to engage in counterproductive work behaviors when they feel:

frustrated

Monique views herself as someone who has the skills and experience that make her highly valuable to her company. Monique possesses:

generalized self-efficacy

Research evidence from the Minnesota Study of Twins Reared Apart supports the idea that:

genetics contribute to an individual's level of job satisfaction

Recent research has indicated that the job satisfaction-performance relationship is stronger in cultures that are:

high on individualism and low on uncertainty avoidance

One way organizations can lessen the burden of emotional labor in, for example, a customer service job, is by:

hire employees who are a good "fit" for a customer-service type of organization

Albert likes his job and would like to be at work. However, his son has chicken pox and cannot go to daycare so Albert must stay home with him. In this case, Albert misses work because:

his ability to attend is low

Recent research indicates that the relationship between job satisfaction and performance is stronger in cultures that are high on _____ and low on _____.

individualism; uncertainty avoidance

According to the Theory of Planned Behavior, the determinants of an action are one's _____ to perform the action.

intention

One benefit of using the Faces Scale to measure job satisfaction is that the scale:

is easier for verbally unskilled employees to complete

Which of the following is NOT a consequence of organizational commitment?

job level

The pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or job experiences is known as:

job satisfaction

Research indicates that when compared to older employees, younger employees tend tohave:

less affective commitment

Researchers noted that workers who engage in emotional suppression experience _____ job satisfaction, and workers who engage in emotional amplification experienced _______ job satisfaction.

lower; higher

Research on core self-evaluations has indicated that people who have high self- evaluations choose ____ complex tasks and are _____ satisfied with their jobs as a result.

more; more

Due to FX Company's poor financial performance, John received a decrease in both pay and benefits. HE received a job offer from BT Company that included a significant pay increase, but he turned it down because he felt morally obligated to remain with FX despite its financial troubles. John's feelings toward his organization are best characterized as:

normative commitment

John views himself as highly valuable to his work organization, which suggests that he has:

organization-based self-esteem

Contextual performance is also known as:

organizational citizenship behavior

The relative strength of an individual's identification with and involvement in a particular organization is known as:

organizational commitment

Ayla studies the role of fairness in the workplace and studies employees' perceptions of the fairness of policies, procedures, and treatment. Ayla is interested in the predictor of job satisfaction known as:

organizational justice

One of the strongest predictors of affective and normative commitment is:

organizational support

According to the theory of planned behavior, ________ is an individual's belief about how easy or difficult performing a behavior is likely to be.

perceived behavioral control

Omari works in a toy factory. He genuinely wants to meet his quota of 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects:

perceived behavioral control

The theory of planned behavior suggests that in order to predict behavior, we need to know about someone's attitudes, subjective norms in the environment, and:

perceived behavioral control

The antecedent to employee turnover that has been largely operationalized with respect to job satisfaction is:

perceived desirability of movement.

The most commonly investigated antecedents to employee turnover are perceived desirability of movement, and:

perceived ease of movement

Johanna believes that, in general, her company cares about her well-being and values her contribution. Johanna's feelings are best characterized as having:

perceived organizational support

Which of the following is NOT an antecedent of organizational commitment?

perfromance

Because Lucy does not make much money, she knows that missing a day of work may make it difficult for her to pay her rent on time. In this case, Lucy is unlikely to skip work due to:

pressure to attend

The pleasurable, positive emotion state that results from cognitive appraisal of one's job is known as job:

satisfaction

The five dimensions of job satisfaction that are measured by the JDI are satisfaction with the work itself, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:

satisfaction with promotion opportunities

The five dimensions of job satisfaction that are measured by the JDI are satisfaction with promotion opportunities, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:

satisfaction with the work itself

Research supporting the importance of affective dispositions on job satisfaction suggests that if Nava is unhappy with her job as a mail clerk at McDonell Law Associates, then:

she will be just as unhappy in any job, at any company

In a research study of healthcare workers, the relationship between organization-based self-esteem and job satisfaction was found to be:

strong, r = .58

According to the theory of planned behavior, an individual's perception of the social pressures to perform or not perform a particular behavior is a(n):

subjective norm

The theory of planned behavior suggests that in order to predict behavior, we need to know about perceived behavioral control, attitudes, and:

subjective norms

Research suggests that managers who experience high levels of POS are more likely to ______ their employees.

support

Abby works at the front desk of a hotel and guests often act rudely and aggressively toward her. Abby finds herself hiding her anger, waiting until she gets home to vent her frustration. The type of emotion regulation that Abby displays is referred to as:

suppression

Ruby works in an elementary school. At times young children swear at each other, which Ruby finds amusing, but she must hide her amusement so she can properly scold the children. The type of emotion regulation Ruby displays is referred to as:

suppression

Which of the following is NOT considered a consequence of job satisfaction?

task significance

In the Steers and Rhodes (1978) model of absenteeism, the two factors affecting the relationships among job satisfaction, attendance motivation, and employee attendance are:

the ability to attend and the pressure to attend

Which model suggests that turnover results from a "shock to the system" ?

the unfolding model by Lee and colleagues

Which theory depicts the relationships among attitudes, intentions, and behaviors?

theory of planned behavior

A 2010 meta-analysis suggested that pay level was _____ job satisfaction.

weakly correlated with

Research has indicated that employees' smiles predict customer satisfaction and higher customer ratings of service, EXCEPT:

when the customer detected that the smile was not genuine

Oswald finds that work holds an important place in his life; when he was laid off, he felt that an important part of his life was missing. We might characterize Oswald as having high:

work centrality

The degree of importance that work, in general, holds in an employee's life is known as:

work centrality.