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Q:
(p. 98) When it comes to pay satisfaction, most employees base their desired pay on their job duties and ______:
A. the potential for promotions.
B. their basic needs.
C. their status.
D. the pay given to their superiors.
E. the pay given to comparable colleagues.
Q:
Self-awareness, self-management, social awareness, and relationship management are all components of _____.
A. self-monitoring
B. locus of control
C. self-efficacy
D. emotional intelligence
E. self-esteem
Q:
(p. 98) Which of the following is true regarding value-percept theory?
A. Value-percept theory describes the central characteristics of intrinsically satisfying jobs.
B. Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction.
C. Value-percept theory suggests that satisfied employees are becoming more and more rare.
D. Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.
E. Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.
Q:
_____ is defined as the ability to manage oneself and interact with others in mature and constructive ways.
A. Self-esteem
B. Emotional intelligence
C. Self-efficacy
D. Locus of control
E. Personality
Q:
(p. 98) According to the value-percept theory, the relation between Dissatisfaction, Value (importance) and Value (want) is given by:
A. B. C. D. E.
Q:
_____ is a goal incongruent emotion.A. JoyB. PrideC. LoveD. SadnessE. Relief
Q:
_____ is a goal congruent emotion.A. AnxietyB. AngerC. GuiltD. SadnessE. Relief
Q:
(p. 98) Which of the following theories argues that job satisfaction depends on whether an employee perceives that his/her job supplies the things that he/she values?
A. Maslow's theory
B. Job characteristics theory
C. Value-percept theory
D. Job withdrawal theory
E. Emotional contagion theory
Q:
_____ represent(s) complex, patterned, organismic reactions to how we think we are doing in our lifelong efforts to survive and flourish and to achieve what we wish for ourselves.
A. Skills
B. Abilities
C. Self-efficacy
D. Emotions
E. Intelligence
Q:
(p. 97) Alice, a cartoonist, has been an achiever throughout her career. She enjoys the intellectual stimulation and independence she has at work. She feels her work allows her to use her creativity and artistic skills to its full potential. Which of the following work value categories is important to Alice? A. Status B. Work itself C. Coworkers D. Altruism E. Supervision
Q:
According to Howard Gardner's theory of multiple intelligences, _____ intelligence is the potential to live in harmony with one's environment.
A. bodily-kinesthetic
B. spatial
C. interpersonal
D. intrapersonal
E. naturalist
Q:
(p. 97) Mike is a child psychologist who is passionate about helping children through difficult situations. He also volunteers at a free clinic during the weekend. Which of the following work value categories would be important for him?
A. Status
B. Environment
C. Pay
D. Altruism
E. Supervision
Q:
_____ intelligence is the potential to recognize and use patterns.
A. Logical-mathematical
B. Musical
C. Spatial
D. Bodily-kinesthetic
E. Naturalist
Q:
(p. 97) Which of the following is a specific value related to the work itself?
A. High salary
B. Good supervisory relations
C. Intellectual stimulation
D. Enjoyable coworkers
E. Power over others
Q:
(p. 97) Having prestige, power over others, and fame are examples of work values related to _____.
A. altruism
B. pay
C. status
D. promotion
E. supervision
Q:
_____ intelligence is the potential to understand and regulate oneself.
A. Logical-mathematical
B. Intrapersonal
C. Spatial
D. Bodily-kinesthetic
E. Individual
Q:
Which of the following mental abilities was found to be a valid predictor of job performance for both minority and majority applicants?
A. Memory
B. Perceptual speed
C. Mnemonic fluency
D. Spatial ability
E. Deductive reasoning
Q:
(p. 97) Which of the following work value categories involve(s) helping others and working on moral causes?
A. Supervision
B. Coworkers
C. Pay
D. Promotions
E. Altruism
Q:
(p. 97) Values are defined as:
A. those things that people consciously or subconsciously want to seek or attain.
B. pleasurable emotional states resulting from the appraisal of one's job or job experiences.
C. set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group.
D. a process that elicits, controls, and sustains certain behaviors.
E. the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
Q:
_____ refers to the ability to reason from specifics to general conclusions.A. Perceptual speedB. Word fluencyC. Inductive reasoningD. Spatial abilityE. Memory
Q:
_____ represent(s) an individual's capacity for constructive thinking, reasoning, and problem solving.
A. Effort
B. Values
C. Skill
D. Attitudes
E. Intelligence
Q:
(p. 96) Workplace surveys suggest that satisfied employees are becoming _____.
A. more uncommon
B. more widespread
C. less expensive
D. less productive
E. more complacent
Q:
_____ represents the specific capacity to physically manipulate objects.
A. Skill
B. Ability
C. Self-efficacy
D. Self-esteem
E. Effort
Q:
The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items??
A. Promotions, altruism, and status
B. Equity and equality
C. Meaningfulness of work, responsibility for outcomes, and knowledge of results
D. Identity, autonomy, and feedback
E. Joy, pride, hope, and compassion
Q:
_____ represents a broad and stable characteristic responsible for a person's maximumas opposed to typicalperformance on mental and physical tasks.
A. Skill
B. Ability
C. Self-efficacy
D. Self-esteem
E. Effort
Q:
(p. 96) _____ is a positive emotional state resulting from the appraisal of one's job or job experiences.
A. Job development
B. Organizational endurance
C. Organizational performance
D. Job satisfaction
E. Organizational growth
Q:
People with an external locus of control tend to ____.
A. be more agreeable than internals
B. prefer pay-for-performance compensation plans
C. attribute outcomes to environmental causes
D. believe they are in control of the events that affect their lives
E. credit positive events to their own abilities
Q:
(p. 119) Surveys that never lead to any kind of on-the-job change eventually may be viewed as a waste of time.
Q:
Jim, who has an internal locus of control, failed his last history test. Jim is apt to respond to the failing grade by ____.
A. claiming the test was poorly constructed
B. complaining to the dean of the college
C. despairing of ever passing the course
D. blaming the instructor for inadequately preparing him for the test
E. admitting that he hadn't studied hard enough to prepare himself
Q:
(p. 119) The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
Q:
People with an internal locus of control tend to _____.
A. consciously manipulate others
B. believe that they control the events that affect their lives
C. believe that their performance is determined by circumstances beyond their control
D. allow their feelings, not their thoughts and actions, to control their behavior
E. allow their intuition to control them
Q:
A(n) _____ personality is defined as someone who identifies opportunities, is action-oriented, shows initiative, and perseveres to change things.
A. proactive
B. agreeable
C. emotionally stable
D. extrovert
E. external locus of control
Q:
(p. 118) The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the organization should not be anonymous so that managers can identify which employees are not satisfied and address their specific needs.
Q:
(p. 116) Increases in salary or income have a stronger impact on life satisfaction than do increases in job satisfaction.
Q:
Based on research on the Big Five personality dimensions, which of the following is true?A. The Big Five personality structure is valid across different cultures.B. Openness to experience had the strongest positive correlation with training performance.C. Agreeableness was a stronger predictor of job performance across all professions than was extraversion.D. Conscientiousness was a weak predictor of job performance.E. For managers and sales people, emotional stability was associated with job success.
Q:
(p. 115) Research shows that job satisfaction is one of the strongest predictors of life satisfaction.
Q:
Among the Big Five personality dimensions, _____ had the strongest positive correlation with job performance.
A. extraversion
B. agreeableness
C. conscientiousness
D. emotional stability
E. openness to experience
Q:
(p. 114) Research reveals that job satisfaction is correlated strongly with citizenship behavior.
Q:
According to the Big Five personality dimensions, a person scoring high on _____ is intellectual, imaginative, curious, and broad-minded.A. extraversionB. agreeablenessC. conscientiousnessD. emotional stabilityE. openness to experience
Q:
(p. 113) Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
Q:
(p. 112) Service jobs are high in emotional labor.
Q:
(p. 111) According to affective events theory, positive emotions may trigger spontaneous instances of counterproductive behavior.
Q:
_____ is defined as the combination of stable physical and mental characteristics that give the individual his or her identity.
A. Cognition
B. Self-monitoring
C. Self-efficacy
D. Self-esteem
E. Personality
Q:
(p. 111) According to the affective events theory, affective reactions can influence work attitudes and behaviors.
Q:
Some employees at Harley-Davidson factories have had the company logo tattooed on their bodies. This example is an indication of _____.
A. strong organizational identification
B. low self-esteem
C. high self-monitoring
D. low self-efficacy
E. high emotional intelligence
Q:
(p. 111) Passive recreation like watching TV would trigger flow states.
Q:
The dividing line between self and others is not a neat and precise one. A certain amount of blurring occurs, for example, when an employee comes to define him- or herself with a specific organizationa psychological process called _____.
A. organizational identification
B. continuance commitment
C. self-efficacy
D. self-esteem
E. cognition
Q:
(p. 110) A challenging assignment given to a knowledgeable person would trigger intense positive moods.
Q:
Which of the following is true about self-monitoring?A. Low self-monitors are more likely to acquire a mentor than high self-monitors.B. High self-monitors are more successful in their careers than low self-monitors.C. Low self-monitoring individuals are more likely to achieve career success than high-monitoring individuals.D. Self-monitoring is an either-or proposition rather than a matter of degree.E. Low self-monitors are often perceived as insincere, phony, and untrustworthy.
Q:
(p. 108) Moods can be characterized in two ways: occupancy and engagement.
Q:
Individuals high in _____ regulate their expressive self-presentation for the sake of desired public appearances, and thus are highly responsive to social and interpersonal cues of situationally appropriate performances.
A. self-monitoring
B. self-confidence
C. self-efficacy
D. self-evaluation
E. self-esteem
Q:
Debra hates veal, but at a party at her friend's house, she is served veal for dinner. She hides her revulsion, does not let anyone realize that she hates veal, and eats the other items on the menu. Which of the following can be ascertained from Debra's behavior at the party?
A. She has high self-confidence.
B. She has low self-esteem.
C. She has high self-efficacy.
D. She is a high self-monitor.
E. She has openness to experience.
Q:
(p. 108) States of feeling that are intense, last for a few hours, and are clearly directed at (and caused by) someone or some circumstance are termed moods.
Q:
You are rushing to class when a Ryan, who is your colleague, stops you and begins to discuss a personal problem. You want to break off the conversation so that you can get to class on time. You glance at your watch, but he keeps talking. You say "I've got to go. I'm going to be late for class." He continues. You turn and start to walk away, but Ryan follows you and keeps talking as if he never received any of your verbal and nonverbal signals that the conversation must end. Which of the following concepts best explains Ryan's behavior?
A. He has an external locus of control.
B. He is a low self-monitor.
C. He has high self-efficacy.
D. He has low self-esteem.
E. He rates high on the agreeableness dimension.
Q:
Joe noticed that when his teammate Jan arrived at work, she was grouchy. Later she appeared excited; but by the time they finished for the day, Jan was sluggish and bored. Joe noticed how Jan's emotions changed that day.
Q:
_____ is defined as the extent to which a person observes his or her own self-expressive behavior and adapts it to the demands of the situation.
A. Cognition
B. Self-monitoring
C. Self-efficacy
D. Self-esteem
E. Personality
Q:
(p. 106) Enrichment efforts can heighten work accuracy and customer satisfaction, though training and labor costs tend to rise as a result of such changes.
Q:
Prior experience, watching successful behavior models, persuasion and encouragement from others, and assessment of physical and emotional states all lead to _____.
A. decrease in organizational identification
B. low self-monitoring behavior
C. decrease in self-esteem
D. increase in self-efficacy
E. development of an external locus of control
Q:
(p. 105) For an individual with high growth need strength, there is a strong positive correlation between satisfaction with the work itself and levels of the five core job characteristics.
Q:
_____ is a person's belief about his or her chances of successfully accomplishing a specific task.
A. Self-esteem
B. Self-efficacy
C. Self-monitoring
D. Cognition
E. Personality
Q:
(p. 105) When employees are very talented and feel a strong need for growth, the core job characteristics do not have any effect.
Q:
Individuals who see themselves as worthwhile, capable, and acceptable have ____.
A. an external locus of control
B. high self-efficacy
C. high cognitive intelligence
D. high self-esteem
E. no internal locus of control
Q:
(p. 105) Growth need strength captures whether employees have strong needs for personal accomplishment or developing themselves beyond their current levels.
Q:
_____ is a belief about one's own self-worth based on an overall self-evaluation.
A. Self-confidence
B. Self-efficacy
C. Self-esteem
D. Cognition
E. Personality
Q:
(p. 105) Moderate to strong correlation between the five core job characteristics and job satisfaction indicates all employees want more variety, more autonomous and significant jobs.
Q:
_____ is the view the individual has of himself or herself as a physical, social, and spiritual or moral being.
A. Self-concept
B. Self-introspection
C. Self-conscientiousness
D. Cognition
E. Personality
Q:
(p. 105) Feedback provided directly by the job may have greater impact on job satisfaction than formal appraisals from a supervisor.
Q:
Humility is the mid-point between the two negative extremes of arrogance and lack of self-esteem.
Q:
According to Job Characteristics Theory, when students tell professors they hope to take more courses with them, this high level of identity affects the professors' job satisfaction.
Q:
Resiliency is the ability to handle pressure and quickly bounce back from personal and career setbacks.
Q:
(p. 103) Identity, as a core job characteristic, captures the belief that the job really matters.
Q:
The concept of psychological capital focuses on human strengths and potential as a way to possibly prevent mental and behavioral problems and improve the general quality of life.
Q:
(p. 102) Variety is the degree to which the job provides freedom, independence, and discretion to the individual performing the work.
Q:
Women are more emotionally expressive than men.
Q:
(p. 102) Job characteristics theory argues that variety, identity, significance, autonomy, and feedback result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
Q:
Foul moods are typically contagious whereas good moods are not.
Q:
(p. 101) Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit's work.
Q:
(p. 100) Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
Q:
Emotional intelligence scores are a better predictor of job performance than the Big Five personality dimensions.
Q:
(p. 100) What employees actually do is captured by satisfaction with the work itself.