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Q:
Line of sight represents the extent to which employees understand how their jobs influence the achievement of broader strategic goals.
Q:
(p. 111) Which type of emotion can be best explained as "facing an immediate and concrete danger"?
A. Anger
B. Anxiety
C. Fear
D. Disgust
E. Envy
Q:
When employees are free of any fears associated with trying new, innovative ideas or behaviors at work, they are said to have psychological safety.
Q:
(p. 111) Which type of emotion best explains a distressing condition that has changed for the better?
A. Pride
B. Hope
C. Relief
D. Compassion
E. Love
Q:
PE fit is a contextual characteristic that potentially impacts employee engagement.
Q:
(p. 111) Emotions can be categorized into:
A. structured and unstructured.
B. cognition and affect.
C. schemas and rules.
D. positive and negative.
E. semi-structured and unstructured.
Q:
An employer breach of the psychological contract is associated with higher organizational commitment, job satisfaction, and performance.
Q:
(p. 110) Which of the following combinations is most likely to result in flow?
A. High skills and high challenges
B. Low altruism and low identity
C. High altruism and high identity
D. Low activation and high pleasantness
E. High autonomy and low growth need
Q:
A psychological contract represents an employee's beliefs about what he or she is entitled to receive in return for what he or she provides to the organization.
Q:
(p. 109) Jamie, Patrick, and Evan have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Evan has been mostly unengaged ever since the project started. This was not her best work, neither was her work bad. Her mood can be categorized under:
A. VIII.
B. III.
C. IV.
D. VI.
E. VII.
Q:
Continuance commitment is influenced by psychological contracts.
Q:
(p. 109) Evan, Patrick, and Jamie have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Jamie had ensured that the project was completed on time and met all the requirements. She received good feedback on the part she worked on. She is elated and enthusiastic about her future projects. Her mood will fall into category labeled as:
A. III.
B. VII.
C. IV.
D. I.
E. VI.
Q:
Continuance commitment would be high if an individual has no job alternatives.
Q:
Organizational commitment influences the consequences of employee turnover, performance, absenteeism, and organizational citizenship.
Q:
(p. 109) Patrick, Evan, and Jamie have just finished their team's project and are waiting for their supervisor's feedback. Using the chart provided, one can map their moods onto different categories labeled as I - VIII. Patrick was not satisfied with the team he was working with and had hostile feelings toward them. He feels annoyed with them as he thinks that they did not work enough during the project, and now he is feeling nervous and anxious about the feedback. Patrick knows he did not do a good job with the project. Where would Patrick's mood fit in?
A. VII
B. V
C. IV
D. II
E. I
Q:
Employees whose primary link to the organization is based on normative commitment remain because they need to do so.
Q:
(p. 109) What type of mood is grouchy?
A. Engaged
B. Pleasant
C. Deactivated
D. Unpleasant
E. Intense
Q:
Affective commitment reflects a feeling of obligation to continue employment.
Q:
(p. 108) Moods can be categorized into:
A. feelings and schemas.
B. classical conditioning and operant conditioning.
C. cognition and affect.
D. pleasantness and activation.
E. emotions and cognition.
Q:
(p. 108) 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 are known as:
A. emotions.
B. satisfaction.
C. moods.
D. withdrawal symptoms.
E. personality traits.
Q:
Organizational commitment is composed of three separate but related components: affective commitment, normative commitment, and continuance commitment.
Q:
(p. 106) Which of the following statements is true regarding job satisfaction?
A. It remains constant over time.
B. It is independent of objective job appraisals.
C. It is immeasurable.
D. It is unrelated to job performance.
E. It has rational and emotional components.
Q:
Organizational commitment reflects the extent to which an individual identifies with an organization and is committed to its goals.
Q:
(p. 106) When the duties and responsibilities associated with a job are expanded to provide more variety, identity, and autonomy, it is termed as:
A. vertical integration.
B. job enrichment.
C. onboarding.
D. job coaching.
E. horizontal integration.
Q:
According to Ajzen's theory of planned behavior, perceived behavior control refers to the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question.
Q:
(p. 105) According to job characteristics theory, if employees lack _____, more variety and autonomy should not increase their satisfaction very much.
A. the need for power
B. altruism
C. agreeableness
D. growth need strength
E. creativity
Q:
Employees are engaged in ______ when they shape, mold, and redefine their jobs in a proactive way.
A. job crafting
B. job enrichment
C. job enlargement
D. perception testing
E. satisfaction remodeling
Q:
According to Ajzen's theory of planned behavior, attitude toward the behavior refers to the perceived social pressure to perform or not to perform a specific behavior.
Q:
According to Ajzen's theory of planned behavior, behavioral intentions are influenced by attitude toward the behavior, subjective norms, and perceived behavioral control.
Q:
(p. 105) In job characteristics theory, the degree to which employees have strong needs for personal accomplishments or developing themselves beyond their current levels is known as:
A. feedback.
B. significance.
C. growth need strength.
D. autonomy.
E. identity.
Q:
People are more likely to change their attitudes in middle adulthood than in early or late adulthood.
Q:
(p. 105) According to the job characteristics theory, the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing is known as:
A. feedback.
B. significance.
C. meaningfulness of work.
D. autonomy.
E. identity.
Q:
Cognitive dissonance represents the psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior.
Q:
(p. 104) Seth is a tax accountant who has the freedom to set his own schedule with his clients. This indicates that Seth's job has:
A. low identity.
B. low significance.
C. high autonomy.
D. high significance.
E. high variety.
Q:
The behavioral component of attitude is defined as the beliefs or ideas that one has about an object or situation.
Q:
(p. 104) When your job provides _____, you view the outcomes of it as the product of your efforts rather than the result of careful instructions from your boss or a well-written manual of procedures.
A. feedback
B. autonomy
C. variety
D. significance
E. identity
Q:
If you feel annoyed at a driver that changes lanes without signaling, you are expressing negative affect.
Q:
(p. 104) According to job characteristics theory, which of the following responsibilities CANNOT be described as part of an autonomous job?
A. Having flexible work timings
B. Having the freedom to schedule your work
C. Using your own methods and procedures
D. Following the instruction manual word by word
E. Devising new shortcuts to finish work faster
Q:
Values and attitudes are always in harmony.
Q:
(p. 104) According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as:
A. feedback.
B. significance.
C. meaningfulness of work.
D. autonomy.
E. identity.
Q:
Attitudes represent global beliefs that influence behavior across all situations.
Q:
Which of the following contribute to overall job satisfaction as measured by the Value- Percept Theory? (Check all that apply) __ Pay satisfaction __ Coworker satisfation __ Fairness satisfaction __ Promotion satisfaction __ Feedback satisfaction
Q:
(p. 104) According to the job characteristics theory, the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large is known as:
A. responsibility for outcomes.
B. significance.
C. autonomy.
D. identity.
E. feedback.
Q:
Attitudes have affective, cognitive, and behavioral components.
Q:
An attitude is a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object.
Q:
(p. 103) Tom is a commercial interior designer. He is responsible for arranging the basic layout of spaces within a building as well as other aspects such as the acoustics, lighting, temperature, color, furniture, furnishings, moldings, and paneling inside the building. He enjoys transforming interior spaces into something functional as well as aesthetically appealing. Tom's job has:
A. low autonomy.
B. low variety.
C. high identity.
D. high monotony.
E. low utilization of ability.
Q:
According to the value-based model of work/family conflict, value congruence relates to the degree of consensus among family members about family values.
Q:
(p. 102) Joe was recently hired at Creative Ideas, an advertising firm. Part of his training involves moving through all of the departments and learning what each one does. Everyday is something new for him and requires him to use different skills and knowledge. He truly enjoys the challenge of facing something new every workday. Joe's job is characterized by:
A. low autonomy.
B. high variety.
C. high identity.
D. high status and power.
E. low utilization of ability.
Q:
(p. 102) Ann works at Creative Links International. Her job requires her to spend 8 hours a day entering the employees' salary information on Excel spreadsheets. Ann's job is characterized by:
A. high autonomy.
B. high variety.
C. high identity.
D. high significance.
E. low variety.
Q:
According to the value-based model of work/family conflict, value similarity involves the amount of value agreement between employee and employer.
Q:
(p. 103) According to the job characteristics theory, the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome is known as:
A. responsibility for outcomes.
B. knowledge of results.
C. significance.
D. variety.
E. identity.
Q:
Individual-organizational value conflict is related to positive outcomes such as satisfaction, commitment, performance, career success, reduced stress, and lower turnover intentions.
Q:
Intrapersonal value conflict results when personal values conflict with each other.
Q:
(p. 102) George is a car wash employee whose job consists of directing customers into the automated car wash. Which of the following statements is true about George's job?
A. It has high moral significance.
B. It has low variety.
C. It has low stability.
D. It has high utilization of ability.
E. It has high identity.
Q:
In Schwartz's value theory, adjacent values like self-direction and universalism are negatively related.
Q:
(p. 102) Jon is the marketing head at Avion International, an import-export agency. His calendar is filled with: meetings with heads of the companies; interviewing new people; giving interviews to business magazines; attending presentations and seminars in different countries. Jon feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Jon's job?
A. It has high moral significance.
B. It has low autonomy.
C. It has low labor equity.
D. It has high variety.
E. It has high identity.
Q:
(p. 101) A publishing firm believes in providing continuous feedback to employees regarding their work. Newly hired employees are assigned a mentor who works in their team. The mentor reviews the new employee's work, and provides tips on improving productivity. In this example, the firm is addressing which of the following critical psychological states that make work satisfying for employees?
A. Responsibility for outcomes
B. Identity
C. Meaningfulness of work
D. Variety
E. Knowledge of results
Q:
Schwartz believes that values are motivational in that they "represent broad goals that apply across contexts and time."
Q:
(p. 101) Which of the following is true about knowledge of results?
A. It captures the degree to which employees feel that they are key drivers of the quality of the unit's work.
B. It reflects the extent to which employees know how well (or how poorly) they are doing.
C. It reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies.
D. It captures the degree to which employees feel like their efforts do not really matter, because work outcomes are dictated by effective procedures.
E. It implies that trivial tasks tend to be less satisfying than tasks that make employees feel like they're aiding the organization in some meaningful way.
Q:
Personal values essentially represent the things that have meaning to us in our lives.
Q:
What is a proactive personality? How does having a proactive personality relate to resiliency?
Q:
(p. 101) The psychological state that reflects the degree to which work tasks are viewed as something that "counts" in the employee's system of philosophies and beliefs is known as:
A. responsibility for outcomes.
B. knowledge of results.
C. meaningfulness of work.
D. variety.
E. identity.
Q:
List and explain the Big Five personality dimensions. Describe the relationship between the Big Five and job performance.
Q:
(p. 100) According to research, of the five facets of value-percept theory which two facets have moderately strong influences on overall job satisfaction?
A. Pay satisfaction and promotion satisfaction
B. Promotion satisfaction and coworker satisfaction
C. Supervision satisfaction and altruism
D. Coworker satisfaction and supervision satisfaction
E. Satisfaction with the work itself and promotion satisfaction
Q:
Define organizational identification. What are the advantages and disadvantages of organizational identification?
Q:
(p. 100) Of the five facets of value-percept theory, if job satisfaction had to increase to a large extent, which facet should be given high priority for improvement?
A. Pay satisfaction
B. Promotion satisfaction
C. Supervision satisfaction
D. Coworker satisfaction
E. Satisfaction with the work itself
Q:
Distinguish between self-esteem and self-efficacy.
Q:
Jake, Kylie, and Sam have different ideas about what makes a job satisfying. They all work for a non-profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true?
A. Jake most likely has the lowest job satisfaction.
B. Jenna most likely has the lowest job satisfaction.
C. Jake most likely has the highest job satisfaction.
D. Sam most likely has the highest job satisfaction.
E. Sam most likely has the lowest job satisfaction.
Q:
Jennifer and Michelle are good friends who have been working at the same department store for the past two years. One day, Jennifer came to work in a foul mood. She was rude with the other employees, and even snapped at a few customers. Seeing Jennifer, Michelle's mood started to turn sour as well. Which of the following explains Michelle's change in mood?
A. Emotional labor
B. Emotional intelligence
C. Emotional self-management
D. Emotional self-awareness
E. Emotional contagion
Q:
Kylie, Jake, and Sam have different ideas about what makes a job satisfying. They all work for a non-profit organization and go to areas where disease epidemics have broken out. The pay is not high, and there can be extreme health risks. Their coworkers are friendly, intelligent, and generally nice. Most of them will never be world renowned, but there is a chance to engage in interesting analyses and publish research done by their team. Jenna feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Sam likes teamwork but isn't thrilled by it. She also has mild anxiety about germs. Which of the following statements is most likely true?
A. Kylie has the highest level of job satisfaction.
B. They all have essentially equal levels of job satisfaction.
C. Kylie is the most likely to quit.
D. Jenna has the highest job satisfaction.
E. Sam has the lowest job satisfaction.
Q:
_____ occurs when another person's mood (either bad or good) alters our own mood in the same direction.
A. Emotional labor
B. Emotional intelligence
C. Emotional self-management
D. Emotional self-awareness
E. Emotional contagion
Q:
(p. 100) Satisfaction with ______ reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
A. the work itself
B. pay
C. promotion
D. supervision
E. coworkers
Q:
(p. 100) Which of the following statements is true regarding coworker satisfaction?
A. Coworker satisfaction leads to lowered productivity.
B. Coworker satisfaction requires that all employees of the same level be given equal pay.
C. Employees feel threatened if their coworkers are able to help them with their job.
D. Coworker satisfaction does not contribute much to overall job satisfaction.
E. Coworker satisfaction is important because employees spend considerable time with coworkers.
Q:
According to the theory of emotional intelligence, _____ is a component of social competence.A. transparencyB. relationship managementC. optimismD. self-managementE. adaptability
Q:
(p. 99) According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is NOT critical?
A. Supervisor's likeable nature
B. Rewards and recognition for good performance
C. Supervisor's ability to help the employee attain what he or she values
D. Supervisor's values and beliefs
E. Supervisor's salary
Q:
Inspirational leadership, influence, conflict management and teamwork/collaboration are all elements of _____.A. self-awarenessB. self-managementC. social awarenessD. relationship managementE. personal competence
Q:
(p. 99) Which facet of job satisfaction bring(s) more responsibility and increased work hours?
A. Promotion
B. Compensation
C. Environmental factors
D. Competition
E. Change in leadership
Q:
According to research on emotional intelligence, empathy, organizational awareness and service are all elements of _____.A. self-awarenessB. self-managementC. social awarenessD. relationship managementE. personal competence
Q:
Emotional self-control, transparency, adaptability, achievement, initiative, and optimism are all elements of _____.A. self-awarenessB. self-managementC. social awarenessD. relationship managementE. social competence
Q:
(p. 97) Linda is well established as a financial analyst at the American Bank. She has recently applied for a housing loan and has several financial responsibilities toward her family. Which of the following work value categories would be her most important concern?
A. Altruism
B. Pay
C. Status
D. Achievement
E. Environment