OB Exam One: Chap 3 & 4

job satisfaction vs job performance

-job satisfaction and job performance are moderately related, and the relationship is complex. Both variables indirectly influence each other -incomplete measures of individual-level performance understate the relationship between the variables -more accurate to consider the variables on a business unit level

Phycological withdrawal

- neglect -socializing -looking busy -moonlighting -cyber loafing

________ contracts are based on a narrow set of specific monetary obligations. A) Transactional B) Economic C) Continuance D) Relational E) Developmental

A) Transactional

How does job satisfaction positively affect job performance? A) by increasing task performance B) by increasing affective commitment C) by decreasing citizenship behavior D) by increasing continuance commitment E) by increasing life satisfaction

A) by increasing task performance

When an employee is able to redefine their jobs in a proactive way, such as altering the boundaries of their jobs, the employee is engaged in A) job enrichment. B) flow. C) variety. D) job crafting. E) growth need strength.

D) job crafting

(V want - V have)(V importance) = ?

Dissatisfaction

job characteristic theory

Jobs are more intrinsically enjoyable when work tasks are challenging and fulfilling -variety, identity, significance, autonomy, feedback

negative emotions

anger, anxiety, fear, guilt, shame, sadness, envy, disgust

Which of the following is a consequence of high job identity? A) The employee feels annoyed about not getting a job finished. B) The employee does work that has a positive impact on society. C) The employee rarely feels a sense of monotony or repetition. D) The employee feels free from scheduling and sequencing of work activities. E) The employee receives constant information about how they're performing.

A) The employee feels annoyed about not getting a job finished.

Which of the following describes an emotion? A) "I am feeling bored." B) "I hate peanut butter and jelly sandwiches." C) "I am anxious." D) "I feel calm today." E) "Today, I feel particularly cheerful."

B) "I hate peanut butter and jelly sandwiches."

Which of the following is a "hidden cost" of employee turnover? A) retraining delays B) decreased morale C) reputation damage D) administrative fees E) recruitment expenses

B) decreased morale

________ refers to how you feel about your work and what you think about your work. A) Organizational culture B) Life satisfaction C) Job satisfaction D) Organizational commitment E) Job culture

C) Job satisfaction

________ is the use of work time and resources to complete something other than job duties, such as assignments for another job. A) Social loafing B) Looking busy C) Moonlighting D) Daydreaming E) Socializing

C) Moonlighting

Which of the five satisfaction facets is most likely to be viewed as undesirable by an employee? A) coworker satisfaction B) satisfaction with the work itself C) promotion satisfaction D) pay satisfaction E) supervision satisfaction

C) promotion satisfaction

Which of the following answer options is not one of the four primary responses to negative events at work? A) exit B) neglect C) withdrawal D) voice E) loyalty

C) withdrawal

these are examples of _____: - fear that leaving the organization is too costly - perceptions that alternative employment is not an option

Continuance commitment

Which of the following statements is an expression of normative commitment? A) Some of my best friends work in my office . . . I'd miss them if I left. B) I really like the atmosphere at my current job . . . it is fun and relaxed. C) I'm due for a promotion soon . . . will I advance as quickly at a new company? D) My organization gave me my start . . . they hired me when others thought I was not qualified. E)My salary and benefits get us a nice house in our town . . . the cost of living would be higher in a new area.

D) My organization gave me my start . . . they hired me when others thought I was not qualified.

When an employee has a desire to remain a member of an organization because they want to, they are exhibiting which type of commitment? A) focus of commitment B) normative C) continuance D) affective E) effective

D) affective

Spending money to train and develop employees is a means of fostering A) social adherence. B) affective commitment. C) voluntary commitment. D) normative commitment. E) continuance commitment.

D) normative commitment.

Which of the following is true of diversity in the workplace? A) Fewer American employees are working as expatriates in foreign countries. B) An increasingly diverse workforce decreases the economic output of a country. C) Remaining a member of the workforce is detrimental to the health of older workers. D) The average age of the workforce is decreasing as the baby boomer generation nears retirement. E) Diversity makes it more challenging to retain valued employees by reducing affective and continuance commitment.

E) Diversity makes it more challenging to retain valued employees by reducing affective and continuance commitment.

Which of the following is specifically identified with job significance? A) a distinct sense of beginning and closure B) a sense of monotony or repetition C) a sense of satisfaction and pleasure D) a sense of how well one is performing E) a sense of value to society

E) a sense of value to society

With regard to the value-percept theory, which of the following conditions for a value would result in a high level of employee dissatisfaction? A) high Vwant, low Vhave, and low Vimportance B) how Vwant, high Vhave, and low Vimportance C) equal Vwant and Vhave, and high Vimportance D) low Vwant, high Vhave, and high Vimportance E) high Vwant, low Vhave, and high Vimportance

E) high Vwant, low Vhave, and high Vimportance

Which of the following is something a company could do to foster bonding and affective commitment? A) add dental coverage to its health insurance package B) offer incentives to the team with the highest sales C) offer college reimbursement for business classes D) offer free leadership seminars to all employees E) hold a weekly "employee appreciation" party

E) hold a weekly "employee appreciation" party

Mentally "checking out" and going through the motions at work is a reaction known as A) absence. B) attrition. C) exit. D) moonlighting. E) neglect.

E) neglect

Norcraft, Inc. usually moves new employees to a higher position within a year and fills most of its higher-level positions internally, resulting in a satisfied workforce as well as cost saving through lower turnover of employees. Which facet of job satisfaction has Norcraft fostered? A) pay satisfaction B) supervision satisfaction C) task satisfaction D) coworker satisfaction E) promotion satisfaction

E) promotion satisfaction

Which of the following is an example of a positive emotion? A) boredom B) calm C) sluggishness D) guilt E) relief

E) relief

mood and emotions

Even the most satisfied employees aren't satisfied every minute of every day Satisfaction levels wax and wane as a function of mood and emotions

job descriptive index

Job satisfaction instrument that assesses satisfaction with five distinct areas: work itself, supervision, people, pay and promotion

which commitment centers on: -felt obligation -conforming to social norms in the workplace

Normative Commitment

TRUE OR FALSE Affectively committed employees: -connect emotions to their organizational membership -feel like "part of the family" at their organization -Derive personal meaning from membership in their organization

TRUE

Continuance Commitment (cost-based)

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

Normative Commitment (Obligation Based)

a desire to remain a member of an organization due to a feeling of obligation

Affective Commitment (emotion-based)

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

Job satisfaction

a pleasurable emotional state resulting from the appraisal of one's job or job experiences

affective events theory

a theory that describes how workplace events can generate emotional reactions that impact work behaviors

job satisfaction

based on how you think about your job and how you feel about your job

The four types of responses to negative events

exit, voice, loyalty, neglect

value-percept theory

job satisfaction depends on whether you perceive that your job supplies the things that you value

Positive emotions

joy, pride, relief, hope, love, and compassion

psychological states that explain the work itself matters

meaningfulness of work, responsibilities for outcomes, knowledge of results

moods

states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything

Physical Withdrawal

tardiness long breaks missing meetings absenteeism quitting

life satisfaction

the degree to which employees feel a sense of happiness with their lives

Organizational Commitment

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

Withdrawal

variety of actions employees perform to avoid the work situations/behaviors that culminate in quitting the organization