Organizational behavior: Chapter 2

Needs- __________________________ are physiological or psychological deficiencies that arouse behavior.

Needs (page 58 A)

Turnover-_______________________ can be a good thing when a low performing person quits or gets fired.

Turnover (page 65 A)

Schwartz's Basic Value model- In Schwartz's Basic Value model, those values that are in opposing directions from the ________________________ of the circle conflict with each other.

center (page 41 A)

Organizational Commitment- Individuals committed to an organization tend to display a:

continuation of employment with the firm (page 50 A)

behavioral

how one intends or expects to act toward someone or something (page 45 C)

Schwartz's Theory- According to Schwartz's Theory, firms can reduce turnover by:

matching employees values with values that comprise the organizational structure (page 42 A)

Counterproductive Workplace Behavior- Organizations can promote desired behaviors and not CWB's by:

motivating desired behaviors designing jobs that increase satisfaction defining desired behaviors (page 64 B)

Organizational Citizenship Behavior-Individual behavior that is discretionary and not part of a formal reward system and promotes the effective performance of the firm is called ________________________________ ___________________________________.

organizational citizenship behavior (page 63 A)

Ethics- Sustainable businesses are led by CEO's who take a ______________________-centered, inclusive approach.

people (page 15 B)

Perceived Organizational Support- The extent to which employees believe their organization values their contributions and genuinely cares about their well-being is referred to as ______________________ _________________________ ________________________.

perceived organizational support (page 55 A)

Job Performance- There is conflicting evidence regarding which variable, job ________________________ or job __________________________, is responsible for the other.

satisfaction performance (page 63 B)

Job Satisfaction- The positive outcomes of job __________________________ include motivation and job involvement.

satisfaction (page 61 A)

Values- Which value is likely to be the strongest in people who lived during the depression?

security (page 43 B)

Perceived Stress- Perceived _____________________ has a negative association with employee engagement.

stress (page 62 B)

Bipolar Dimension- Match to its bipolar dimension:

Openness to change: stimulation, self direction Conservation: tradition, security (page 40 B)

Values- ______________________ are abstract ideals that guide one's thinking and behavior across all situations.

Values (page 40 A)

Personal Attitudes- Personal values represent global beliefs while personal _________________________ are more specific to a situation, person or object.

attitudes (page 44 A)

cognitive

beliefs or ideas one has about a given object or situation (page 45 B)

Counterproductive- Behavior that harms other employees, the organization as a whole or organizational stakeholders such as customer and shareholder is called _____________ work behavior.

counterproductive (page 64 A)

Job Satisfaction- Employees can measure levels of met expectations in the organizations by:

employee attitude surveys (page 59 A)

Employee Engagement- When people express themselves physically, cognitively, and emotionally during a role performance they are demonstrating ______________________________________.

employee engagement (page 52 B)

Employee Engagement- Effective performance management practices can lead to higher __________________________________________.

employee engagement (page 54 A)

Job Satisfaction- The concept of equity ties directly to how ______________ a person is treated at work.

fairly (page 59 C)

Affective

feelings or emotions one has about a given object or situation (page 45 A)

Job Satisfaction- The most significant contributor to withdrawal cognitions is low levels of ____________________ ______________________________.

job satisfaction (page 62 A)

Workplace attitudes can be an outcome of __________________________as well as other OB-related processes.

leadership (page 44 B)

Employee Engagement- Select person factors that contribute to employee engagement.

proactive personality conscientiousness positive personality (page 53 A)

Psychological Contract- An individual's perception about the terms and conditions of a reciprocal exchange between him or herself and another party is referred to as a _____________________________________.

psychological contract (page 51 A)

Personal Attitudes- Attitudes represent our feelings or opinions about people, places, and objects and:

range from positive to negative (page 44 C)

Telecommuting- When employers allow employees to do all or some of their work from home using technology and internet tools to send work electronically from home to office and vise versa, this is called:_______________________________________.

telecommuting (page 60 A)

Values are relatively stable across __________________________ and _____________________________.

time situations (page 43 A)

Job satisfaction is not a unitary concept.

true (page 57 A)

Job Satisfaction- Select all the attitudinal outcomes of job satisfaction.

withdrawal cognitions perceived stress motivation job involvement (page 61 A)

Workplace Attitudes- Which is not a key workplace attitude managers track?

cognitive dissonance (page 50 B)

Counterproductive Workplace Behavior- Organizations can screen for cognitive ability which is associated with a lower likelihood of _____________ work behavior.

counterproductive (page 64 C)

Employee Engagement- The essence of employee engagement is that employees:

give their all (page 52 A)

Job Satisfaction- Value attainment relates positively to ____________________ ________________________.

job satisfaction (page 59 B)