Q&A Hero

Q: What are the four factors that make up a person's core evaluation

Q: What works behaviors is job satisfaction correlated with?

Q: Andrea conducted interviews of employees who quit their jobs with her company. She found that the biggest reason employees were leaving is that they couldn"t handle the stress associated with conflicts with other employees. To reduce future turnover, Andrea should develop: a. a mediation program b. a realistic job preview c. a test of person-organization fit d. more opportunities for advancement

Q: Realistic job previews might reduce turnover that is caused by: a. unavoidable reasons b. unmet expectations c. escape d. unmet needs

Q: Considering a good person-organization fit might reduce turnover that is caused by: a. unavoidable reasons b. unmet expectations c. escape d. unmet needs

Q: The cost to replace an employee who leaves is approximately: a. $1,000 b. three months of pay c. 1.5 times their annual salary d. $150 in recruitment costs

Q: Approximately ____ of employees change jobs each month. a. 9% b. 2% c. 20% d. 17%

Q: You would like to hire employees who will not miss work. Your best bet would be to hire applicants who score high on the personality dimension of: a. conscientiousness b. extroversion c. agreeableness d. neuroticism

Q: Which of the following is true about employee absenteeism? a. Most employees miss about the same number of days of work b. There is really no effective way to reduce absenteeism c. A relatively small number of employees are responsible for most of the unavoidable absenteeism d. All three are true

Q: According to two meta-analyses, if an organization developed a worksite fitness program, it could expect _____ in employee absenteeism. a. a small increase b. a large decrease c. a small decrease d. no change

Q: According to the 2014 SHRM Benefits Survey, the most common type of wellness program offered by employers is: a. on-site vaccinations b. on-site medical care c. smoking cessation programs d. on-site fitness centers

Q: According to the CCH Survey of Absenteeism Control Policies, ______ is the most commonly used policy but _____ is the policy rated by HR managers as being most effective. a. bonus program / recognition b. disciplinary action / recognition c. recognition / paid leave bank d. disciplinary action / paid leave bank

Q: To help employees cope with stress and personal problems, ______ employers provide employee assistance programs (EAPs). a. very few (5%) b. some (36%) c. most (74%) d. almost all (92%)

Q: ____ of employees think their attendance record is better than their coworkers. a. 25% b. 90% c. 50% d. 10%

Q: Tavris Manufacturing gives its employees 10 vacation days, 3 personal days, and 11 holidays, and 5 paid sick days per year. Edmunds Industries gives its employees 29 days of paid time off for any reason in which the employee chooses to use them. Edmunds Industries is using a ______ program. a. wellness b. flextime c. well pay d. PTO

Q: You have been asked to develop a program to reduce absenteeism in your organization. According to a meta-analyses, ______ would be the most effective method and _____ the least effective. a. games / wellness programs b. well pay / games c. wellness programs / discipline d. discipline / well pay

Q: According to meta-analyses, which of the following is the most effective way to reduce absenteeism? a. Games b. Wellness programs c. Well pay d. Discipline

Q: Which of the following is the biggest reason that employees miss work? a. Illness b. Stress c. Personal needs d. Family issues

Q: Approximately what percent of employee absenteeism is due to illness? a. Almost none (5%) b. Some (34%) c. Most (67%) d. Almost all (96%)

Q: According to a meta-analysis by Griffeth and his colleagues (2000), absenteeism and turnover are: a. moderately correlated (r = .21) b. highly correlated (r = .76) c. not really related (r = .03) d. almost perfectly correlated (r = .95)

Q: Which of the following is true regarding international comparisons of employee absenteeism? a. Absenteeism rates are almost identical for all countries b. The Unites States has one of the highest absenteeism rates in the world c. Sweden has the lowest absenteeism rate of any country d. There are large differences in absenteeism rates across countries

Q: Approximately how many days of work does the average American miss each year? a. None b. 4 days c. 10 days d. 15 days

Q: Which job satisfaction scale asks employees to rate the importance of a facet as well as their level of satisfaction with the facet? a. Nagy Job Satisfaction Scale b. Job Descriptive Index c. Job in General Scale d. Minnesota Satisfaction Questionnaire

Q: An organization interested in measuring the overall satisfaction level of its employees rather than the employees' satisfaction with several job facets would probably use the _____ to measure satisfaction. a. Nagy Job Satisfaction Scale b. Job Descriptive Index c. Job in General Scale d. Minnesota Satisfaction Questionnaire

Q: Which of the following measures of job satisfaction has the most number of factors? a. Faces Scale b. JDI c. JIG d. MSQ

Q: Which of the following is NOT a measurement for job satisfaction? a. JDI b. MSQ c. JIG d. ERG

Q: Which of the following is most likely to be satisfied with their jobs? a. Men b. Older workers c. African Americans d. Women

Q: If you were to develop a test to determine who would be most satisfied with their jobs, you would probably develop a test that would identify people with a high level of: a. internal locus of control b. Type B personality c. introversion d. social mistrust

Q: Carole's organization brought in a consultant who suggested that her company increase the level of job enrichment for her position. On the basis of research, this change should result in Carole: a. being more satisfied b. being less likely to leave the company c. being less likely to miss work d. being all three of the above

Q: Allowing employees to make decisions about their jobs: a. increases job satisfaction b. reduces turnover c. decreases absenteeism d. Increased decision making does all three

Q: The Job Diagnostic Survey measures: a. job satisfaction b. job enrichment c. equity d. self-esteem

Q: The job characteristics model focuses on: a. equity b. consistency c. locus of control d. job enrichment

Q: Which theory hypothesizes that enriched jobs are the most satisfying? a. ERG b. Job characteristics model c. Two-factor d. Equity

Q: Job ____ refers to giving an employee more tasks to do at one time; job _____ refers to giving an employee the same number of tasks to perform at any one time but different tasks from time to time; job _____ refers to giving employees more responsibility for performing their jobs. a. enlargement / rotation / enrichment b. rotation / enlargement / enrichment c. enrichment / rotation / enlargement d. enrichment / enlargement / rotation

Q: Job rotation, job enlargement, and job enrichment attempt to satisfy needs at which level? a. Self-actualization needs b. Safety needs c. Social needs d. Ego needs

Q: With _______ employees are given more tasks to do at one time, whereas _____ means that an employee performs the same number of tasks at one particular time and then moves on to other tasks for a specified time. a. job enlargement / job rotation b. job rotation / job enlargement c. job enlargement / job enrichment d. job enrichment / job rotation

Q: An employee determines if she is being treated equitably by ____ weighing the _____ inputs and outputs associated with herself and other employees. a. consciously / actual b. consciously/ perceived c. subconsciously / perceived d. subconsciously / actual

Q: Two employees are performing the same job and are required to meet the same standards; however, one employee makes $2 per hour more for the job. According to which theory will the lower paid employee be unsatisfied because he feels he is being treated unfairly in comparison to his coworker? a. McClelland's needs theory b. Equity theory c. Expectancy theory d. Consistency theory

Q: Janice is angry about a promotion decision. She is convinced that she was the best candidate and can't believe she wasn't offered the job. Janice's dissatisfaction is consistent with research on: a. distributive equity b. procedural consistency c. distributive justice d. procedural justice

Q: Sally is angry about a promotion decision. Though she is not sure that she was the best candidate, she feels that she never really got the chance to demonstrate her skills. Sally's dissatisfaction is consistent with research on: a. distributive equity b. procedural consistency c. distributive justice d. procedural justice

Q: According to ____ "new" employees who work with highly satisfied "old" employees are more likely to be highly satisfied themselves. a. individual differences theory b. McClelland's needs theory c. consistency theory d. social information processing theory

Q: Woo-jin is normally a very satisfied employee. However, all the other employees at Surrette Manufacturing constantly complain. After a month, Woo-jin starts to complain. What theory would explain this change? a. Social learning b. Discrepancy c. Maslow d. Two-factor

Q: Social information processing theory focuses on: a. reinforcement of behavior b. modeling of behavior c. employee needs d. self esteem

Q: Which of the following types of "fit" is NOT related to increased job satisfaction? a. needs-supplies b. person-organization c. demands-abilities d. All three result in increased job satisfaction

Q: The extent to which the rewards, salary, and benefits received by employees are perceived to be consistent with their efforts and performance is called ______ fit. a. needs-supplies b. person-organization c. demands-abilities d. needs-abilities

Q: Reuben had certain expectations about his new job and his new company. After three months on the job, Reuben realized that the reality of the job and the organization were different from his expectations. Reuben is likely to be: a. less satisfied and less committed but will stay with the organization b. less satisfied and less committed and will probably leave the organization c. satisfied but not committed and will stay with the organization d. satisfied and committed and will stay with the organization

Q: Clay is very intelligent and Joshua is not very bright. On the basis of the meta-analysis by Griffeth, Hom, and Gaertner (2000), we would expect Clay to be _________ with his job and Joshua to be ______ satisfied with his job. a. dissatisfied / satisfied b. satisfied / dissatisfied c. satisfied / satisfied d. intelligence is not related to job satisfaction

Q: Juan has an internal locus of control and a high self-esteem. We would predict that he would be: a. dissatisfied with his job and life b. satisfied with his job but not life c. satisfied with life but not his job d. satisfied with both his life and job

Q: According to Judge and Watanabe (1994), job satisfaction and life satisfaction are: a. related for some people b. not related c. related for most people d. related for everyone

Q: People prone to be satisfied with their jobs have: a. an external locus of control b. low self-efficacy c. high self-esteem d. all three of these characteristics

Q: Which of the following is not a component of a core self-evaluation? a. Self-monitoring b. Self-esteem c. Self-efficacy d. Locus of control

Q: Research indicates that about ___ percent of job satisfaction is genetically determined. a. 5 b. 30 c. 60 percent d. 90

Q: According to research, an employee's job satisfaction level is consistent: a. across time but not jobs b. across jobs but not time c. across neither time nor jobs d. across both time and jobs

Q: Sara was out of work for 9 months before being hired by Midwest Medical Supplies. Midwest has treated Sara well, gave her a raise during a time in which the company was losing money, and sent her to several expensive training programs to help her career. Sara has been offered a job at a competitor that would increase her salary by $10,000. Though accepting the new job would seem to be an easy decision to make, Sara feels she should remain with Midwest. Her commitment to Midwest is a good example of: a. affective commitment b. continuance commitment c. normative commitment d. volitional commitment

Q: Job satisfaction is most related to: a. performance b. absenteeism c. organizational commitment d. tenure

Q: Job satisfaction is most related to performance in: a. low complexity jobs b. clerical jobs c. high complexity jobs d. moderate complexity jobs

Q: ______ is the attitude one has toward her job and ______ is the extent to which an employee identifies with and is involved with an organization. a. Job satisfaction / cohesiveness b. Job satisfaction / organizational commitment c. Organizational commitment / cohesiveness d. Organizational commitment / job satisfaction

Q: Which of the following component of job characteristics theory involves an employee being able to connect her efforts with an outcome? a. skill variety b. task significance c. autonomy d. task identification

Q: ______ is a person's ability to select, set, and modify goals to adapt to changing conditions. a. Need for affiliation b. Self-esteem c. Self-regulation d. Skill variety

Q: Sue is motivated by jobs in which she can help others, whereas Bob is motivated by the desire to influence others. Sue has a high need for _______ and Bob has a high need for _______. a. affiliation / power b. affiliation / achievement c. achievement / affiliation d. achievement / power

Q: An individual's orientation toward intrinsic and extrinsic motivation is measured by the: a. Employee Personality Inventory b. Job Descriptive Index c. Test of Motivational Style d. Work Preference Inventory

Q: Bob hates his work but will work hard if the supervisor is around to punish employees who are not working. Bob is probably ______ motivation. a. high in extrinsic b. high in intrinsic c. low in both extrinsic and intrinsic d. high in both extrinsic and intrinsic

Q: According to research by Eden (1998), training supervisors to use the Pygmalion LeadershipStyle: a. increases employee self-esteem b. does not increase subordinate self-esteem c. has had mixed results d. will save an organization money

Q: Temea spends a lot of effort selecting her employees. Thus, when she hires someone, she knows they will perform well and has a lot of confidence in them. According to _______, the employees probably will perform well. a. equity theory b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory

Q: An employee's supervisor places full confidence in the employee and believes that the employee can handle a fairly difficult task. This boosts the employee's self-esteem which in turn increases her performance. This phenomena is known as: a. consistency b. the Pygmalion effect c. the Golem effect d. socially influenced self-esteem

Q: An employee thinks he is an idiot and will never be able to master the new computer system. The employee takes a training class on the new system and fails. This situation might best be explained by: a. social learning theory b. the Galatea effect c. expectancy theory d. equity theory

Q: Janice sends all of her new employees to a self-esteem workshop. She must believe in ______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory

Q: _____ self-esteem focuses on an individual's feelings in a particular situation whereas _____ self-esteem focuses on how a person feels about himself based on the expectations of others. a. Socially influenced / situational b. Situational / chronic c. Chronic / socially influenced d. Situational / socially influenced

Q: Consistency theory states that there is a relationship between work motivation and: a. self-esteem b. perceived fairness c. expectancy d. salary

Q: The personality dimension of _____ is the best predictor of performance whereas _____ is the best predictor of promotions. a. openness / conscientiousness b. conscientiousness / extraversion c. extraversion / agreeableness d. conscientiousness / stability

Q: _____ determines whether a person can do the job properly and ____ determines whether that person will do it properly. a. Satisfaction / motivation b. Ability / satisfaction c. Ability / motivation d. Motivation / satisfaction

Q: An internal force that drives a worker to perform well is: a. job satisfaction b. ego needs c. safety needs d. motivation

Q: Taking the entire chapter into consideration, what are the key elements in motivating employees?

Q: What are the three components to expectancy theory?

Q: What are the organizational incentive plans?

Q: What are the individual incentive plans?

Q: What are the three characteristics of properly set goals?

Q: What are three ways to increase self-esteem?

Q: What are the three types of self-esteem?

Q: Employees who work with highly motivated employees are likely to be _______ than employees who work with unmotivated coworkers. a. less challenged b. less satisfied c. more resentful d. more motivated