Q&A Hero

Q: (p. 137) Which of these is a non work challenge stressor? A. Daily hassles B. A positive life event C. Role overload D. A negative life event E. Role conflict

Q: You are unlikely to say anything to someone smoking in the non-smoking section of a restaurant if you have no intention of confronting the smoker. Your intention reflects the _____ component of your attitude toward people smoking in restaurants. A. behavioral B. intellectual C. cognitive D. normative E. affective

Q: (p. 137) Which of the following is a non work hindrance stressor? A. Family time demands B. A positive life event C. Personal development D. Time pressure E. Financial uncertainty

Q: You are unlikely to say anything to someone using a cell phone in a restaurant if you believe cell phone use helps people manage their busy lives. Your belief reflects the _____ component of your attitude toward people using cell phones in restaurants. A. behavioral B. objective C. cognitive D. normative E. affective

Q: (p. 136) According to research which of the following is considered the most stressful life-event? A. Retirement B. Change in residence C. Death of a spouse D. Fired at work E. Child leaving home

Q: The head of Mia Inc., announced that the company was going to start a project on weekends that would teach self-defense techniques to under-privileged kids in the neighborhood. Thomas decided to register himself for the project as he was a trained kick-boxer. This action of Thomas reflects the _____ component of his attitude. A. behavioral B. affective C. cognitive D. normative E. intellectual

Q: (p. 136) Work-family conflict is a type of _____ stressor. A. non work hindrance B. primary work challenge C. non work challenge D. work hindrance E. job enrichment

Q: (p. 133-134) Beth is a senior accountant at The American Bank. Her job profile includes preparing monthly financial statements, getting high net worth individuals to invest in the bank, and dealing with people who want loans above $30,000. Her work involves a lot of paper work as well as traveling to meet clients. The month ends are especially busy when Beth has to check the audit reports as well. Unable to handle the pressure, Beth has requested the management for an assistant. This is an example of: A. primary appraisal demands. B. role ambiguity. C. role overload. D. benign job demands. E. secondary job demands.

Q: The boss of a Preamble Systems announced the employees would be going on a trip to San Francisco. A few employees liked the idea and a few of them disliked the idea. According to the nature of attitudes, these evaluations reflect the _____ component of the employees. A. behavioral B. affective C. cognitive D. normative E. intellectual

Q: (p. 134) _____ refer(s) to the nature of the obligations that a person has toward others. A. Negative life events B. Time pressure C. Work complexity D. Role conflict E. Work responsibility

Q: You are unlikely to say anything to someone smoking in the non-smoking section of a restaurant if you are not irritated by this behavior. Your lack of irritation reflects that the _____ component of your attitude toward people smoking in restaurants is neutral. A. behavioral B. intellectual C. cognitive D. normative E. affective

Q: The _____ component of an attitude refers to how one intends or expects to act toward someone or something. A. behavioral B. intellectual C. cognitive D. normative E. affective

Q: (p. 134) Which of the following refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work? A. Work responsibility B. Time pressure C. Work complexity D. Role conflict E. A negative life event

Q: The _____ component of an attitude reflects the beliefs or ideas one has about an object or situation. A. behavioral B. objective C. cognitive D. normative E. affective

Q: (p. 134) Which of the following is a work challenge stressor? A. Time pressure B. A positive life event C. Role overload D. A negative life event E. Role ambiguity

Q: The _____ component of an attitude contains the feelings or emotions one has about a given object or situation. A. behavioral B. intellectual C. cognitive D. normative E. affective

Q: (p. 134) Which of the following reflect(s) the relatively minor routine demands that get in the way of accomplishing the things that we really want to accomplish? A. Family time demands B. Daily hassles C. Personal development D. Positive life events E. Negative life events

Q: (p. 133) _____ refers to the lack of information regarding what needs to be done in a role, as well as unpredictability regarding the consequences of performance in that role. A. Time pressure B. Daily hassles C. Role overload D. Role ambiguity E. Role conflict

Q: _____ have affective, cognitive, and behavioral components. A. Skills B. Values C. Attitudes D. Abilities E. Needs

Q: (p. 134) Which of these is NOT a work hindrance stressor? A. Time pressure B. Daily hassles C. Role overload D. Role ambiguity E. Role conflict

Q: _____ relate only to behavior directed toward specific objects, persons, or situations. A. Values B. Cognitions C. Skills D. Intentions E. Attitudes

Q: A(n) _____ is defined as a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object. A. attitude B. cognition C. skill D. ability E. value

Q: (p. 134) Elis and Phoebe work at United Insurance, a medium-sized insurance company with 240 branches in 8 states. Elis works as a teller. Phoebe works as one of five regional supervisors, who are each expected to supervise a team of tellers. Elis recently received instructions from her supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Elis is also expected to follow the bank's number one goal of customer satisfaction. Phoebe on the other hand is facing a difficult situation. Two of the regional supervisors left the bank for other opportunities resulting in significant increase in the work responsibility and time pressure for Phoebe and the remaining two supervisors. The bank hired Jason as a trainee for the supervisor position. Two days into his new job, he was asked to take up all the responsibilities of a regional supervisor. Jason was given very few instructions or guidelines about how things are supposed to be done. He was expected to learn on the job. Phoebe's stress is related to a _____. A. cognitive distortion B. self-serving bias C. non work hindrance D. work challenge E. performance hindrance

Q: (p. 133) Elis and Phoebe work at United Insurance, a medium-sized insurance company with 240 branches in 8 states. Elis works as a teller. Phoebe works as one of five regional supervisors, who are each expected to supervise a team of tellers. Elis recently received instructions from her supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Elis is also expected to follow the bank's number one goal of customer satisfaction. Phoebe on the other hand is facing a difficult situation. Two of the regional supervisors left the bank for other opportunities resulting in significant increase in the work responsibility and time pressure for Phoebe and the remaining two supervisors. The bank hired Jason as a trainee for the supervisor position. Two days into his new job, he was asked to take up all the responsibilities of a regional supervisor. Jason was given very few instructions or guidelines about how things are supposed to be done. He was expected to learn on the job. Jason is encountering stress resulting from _____. A. work complexity B. role conflict C. role ambiguity D. negative life events E. daily hassles

Q: Gender equality within the home, family-supportive employer philosophies, work flexibility, and helpful mentors are ways of decreasing _____. A. work/family integration B. job involvement C. job satisfaction D. work/family conflict E. organizational commitment

Q: (p. 119) How can the data collected through the JDI be used by a company?

Q: According to the value-based model of work/family conflict, _____ involves the amount of value agreement between employee and employer. A. life satisfaction B. value attainment C. value congruence D. family values E. value similarity

Q: According to value-based model of work/family conflict, family values are the source of _____. A. life satisfaction B. value similarity C. value congruence D. work values E. value attainment

Q: (p. 118) What is JDI? Discuss the developers' suggestions regarding the administration of JDI.

Q: (p. 115) Job satisfaction is strongly related to life satisfaction. Explain.

Q: According to value-based model of work/family conflict, _____ is defined as the degree of consensus among family members about family values. A. life satisfaction B. value attainment C. value congruence D. work values E. value similarity

Q: (p. 113) Describe the effects of job satisfaction on performance and commitment.

Q: Heavier workloads for employees combined with an increase in dual-income families, single working parents, and elder care responsibilities serve to increase _____. A. work/family integration B. job involvement C. job satisfaction D. work/family conflict E. organizational commitment

Q: (p. 112) Why is it important for restaurant servers, flight attendants, and retail salespeople to be able to control their emotions? Write a short note on the importance of emotional labor. Support your answer with examples.

Q: (p. 111) Define emotions. Identify five positive and five negative emotions.

Q: _____ conflict occurs when two individuals disagree. A. Attitude-behavior B. Attitude-norm C. Individual-organizational value D. Interpersonal value E. Intrapersonal value

Q: (p. 108-109) Define moods. Briefly summarize the different moods in which people sometimes find themselves.

Q: _____ conflict is experienced when personal values conflict with each other. A. Work-family B. Intrapersonal value C. Interpersonal value D. Individual-organization value E. Attitude-norm

Q: (p. 106) Is job satisfaction affected by day-to-day events? Explain.

Q: According to Schwartz's value theory, _____ is associated with restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms. A. Achievement B. Conformity C. Hedonism D. Universalism E. Security

Q: (p. 106) Alex has been working as technical service representative for Convergence Technologies, a software development firm for two years. His duties and responsibilities include providing technical assistance to end users, preparing reports on product problems encountered, selling additional products, and soliciting customer feedback. During a performance review meeting with his manager, Alex mentions that he finds his job to be very monotonous. Discuss how the manager can use job enrichment to deal with this situation.

Q: According to Schwartz's Value Theory, _____ refers to the preservation and enhancement of the welfare of people with whom one is in frequent personal contact. A. Achievement B. Hedonism C. Benevolence D. Universalism E. Security

Q: (p. 104) Carrie owns an event management firm. She believes that employees who carefully follow instructions and a well-written manual of procedures tend to have maximum productivity. She closely oversees the work of her employees, and controls the timing, scheduling, and sequencing of work activities. She discourages any deviation from standard practices. How will this impact the job satisfaction of employees working in Carrie's firm? Do you agree with her views?

Q: According to Schwartz's value theory, _____ is associated with understanding, appreciation, tolerance, and protection of the welfare of all people and of nature. A. Achievement B. Benevolence C. Universalism D. Tradition E. Security

Q: (p. 118) The JDI includes a companion survey, the JIG scale that assesses: A. altruism. B. job significance. C. overall job satisfaction. D. mental wellbeing. E. leadership potential.

Q: According to Schwartz's value theory, _____ includes pleasure and sensuous gratification for oneself? A. Achievement B. Benevolence C. Universalism D. Hedonism E. Security

Q: According to Schwartz's value theory, _____ is associated with personal success through demonstrating competence according to social standards. A. Achievement B. Benevolence C. Hedonism D. Universalism E. Security

Q: (p. 118) The _____ assesses pay, promotion, supervision, and coworker satisfactions and satisfaction with the work itself. A. Employee Motivation Index B. Job Descriptive Index C. Job Satisfaction Index D. Employee Characteristics Index E. Employee Satisfaction Index

Q: (p. 119) Which of the following statements about the JDI is FALSE? A. JDI is written in simple style for easy understanding. B. JDI is one of the most widely administered job satisfaction surveys. C. JDI should be made anonymous so as to get honest feedback. D. The JDI manual provides international norms for all facets. E. JDI allows for within-organization comparisons to determine which departments have the highest satisfaction levels and which have the lowest.

Q: Counterproductive work behaviors are types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholder.

Q: (p. 118) The JDI assesses all the following satisfaction facets EXCEPT: A. altruism. B. pay. C. promotion. D. supervisor. E. coworker.

Q: Managers can positively affect a variety of important organizational outcomes, including job performance, by increasing employee job satisfaction.

Q: (p. 118) _____ can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels. A. Focus groups B. Structured interviews C. Attitude surveys D. Focus groups followed by interviews E. Unstructured interviews

Q: Stress is positively related to absenteeism, turnover, coronary heart disease, and viral infections.

Q: (p. 117-118) _____ are usually the most accurate and most effective in assessing the job satisfaction of rank-and-file employees. A. Attitude surveys B. Interviews C. Focus groups D. Questionnaires E. Discussions

Q: Replacement costs are the well-known costs of a hire.

Q: (p. 116) Which of the following statements is NOT true about life satisfaction? A. Job satisfaction is strongly related to life satisfaction. B. It is the degree to which employees feel a sense of happiness with their lives. C. Research shows that job satisfaction is one of the strongest predictors of life satisfaction. D. Increases in salary have a stronger impact on life satisfaction than do increases in job satisfaction. E. If we want to feel better about our days, we need to find a way to be more satisfied with our jobs.

Q: Replacement costs include severance costs and outplacement fees.

Q: Withdrawal cognitions represent an individual's overall thoughts and feelings about quitting a job.

Q: (p. 115) A person with high job satisfaction will have _____ life satisfaction. A. weak B. high C. moderate D. high negative E. low positive

Q: Job satisfaction is positively correlated with ______ and negatively correlated with ______. A. organizational commitment; counterproductive behavior B. counterproductive behavior; performance C. performance; organizational commitment D. performance; equity E. equity; organizational commitment

Q: Organizational citizenship behaviors consist of employee behaviors that are beyond the call of duty and exceed work-role requirements.

Q: Job involvement is the extent to which an individual is immersed in his or her present job.

Q: (p. 114) Research shows that job satisfaction has _____ correlation with normative commitment. A. moderate weak B. moderate C. strong D. weak positive E. weak negative

Q: (p. 114) Job satisfaction has a _____ correlation with affective commitment. A. moderate weak B. strong C. moderate D. weak positive E. weak negative

Q: Dispositions typically have stronger relationships with extrinsic aspects of work such as receipt of rewards than with intrinsic aspects of a job such as having autonomy.

Q: (p. 114) Job satisfaction has a _____ correlation with counterproductive behavior. A. moderate negative B. strong negative C. moderate positive D. weak positive E. strong positive

Q: The equity model of job satisfaction proposes that satisfaction results from one's perception that work outcomes, relative to inputs, compare favorably with a significant other's outcomes/inputs.

Q: (p. 114) Which of the following statements is true? A. People who experience lower levels of job satisfaction tend to feel higher levels of affective commitment. B. Job Satisfaction is weakly correlated with affective commitment. C. Job satisfaction is moderately correlated with citizenship behavior. D. Job satisfaction is weakly correlated with normative commitment. E. Job satisfaction has a weak positive effect on job performance.

Q: Met expectations are defined by the extent to which one actually receives what he or she expects to receive from a job.

Q: (p. 113) Job satisfaction has a _____ correlation with task performance. A. relatively weak B. strong positive C. moderate D. relatively strong E. weak negative

Q: The equity model of job satisfaction is based on the belief that job satisfaction is partly a function of both personal traits and genetic factors.

Q: (p. 112) When one person can "catch" or "be infected by" the emotions of another person, it is called: A. attachment. B. engagement. C. emotional contagion. D. empathy. E. emotional labor.

Q: Discrepancy models of job satisfaction propose that satisfaction is a function of how fairly an individual is treated at work.

Q: (p. 112) The need to manage emotions to complete job duties successfully is called: A. emotional labor. B. pleasantness. C. emotional contagion. D. mood swings. E. structured labor.

Q: Job satisfaction is not a unitary concept.

Q: (p. 111) According to the affective events theory: A. emotions need to be concealed at the workplace. B. emotions are independent of job satisfaction which depends on rational analysis. C. emotions can trigger spontaneous behavior. D. employees feel like their efforts do not really matter when work evaluation is dictated by affective procedures. E. an employee will have high supervisor satisfaction if the supervisor is likeable.

Q: Job satisfaction is an affective or emotional response toward various facets of one's job.

Q: Job satisfaction refers to the extent to which an individual identifies with an organization and is committed to its goals.

Q: (p. 111) Which of the following is true regarding emotions? A. Failing to live up to your ideal self is termed as guilt, a negative emotion. B. Emotions usually last for only a few minutes. C. Enhancement of identity by taking credit for achievement is a negative emotion. D. Revulsion aroused by something offensive is shame. E. Being moved by another's situation is a negative emotion.