A fairly evaluative tendency to respond consistently to some specific object, situation, person, or category of people is called a(n) attitude.
Difficulty: 1
Page Reference: 126
Skill: Recall
Objective: 4.2 Define “attitudes” and explain how people develop and change attitudes.
154) The discrepancy theory portrays job satisfaction as the difference between desired and received job outcomes.
Difficulty: 2
Page Reference: 128
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
155) Procedural fairness is determined by the processes used to allocate rewards and resources.
Difficulty: 1
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
156) The study on generational values conducted by the Center for Creative Leadership concluded that all generations share the same values but express them differently.
Difficulty: 3
Page Reference: 121
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for OB.
157) Popular literature contains many generational stereotypes. For example, Generation Y are portrayed as being confident, social, demanding of feedback but somewhat unfocused.
Difficulty: 3
Page Reference: 120
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for OB.
158) Distributive fairness is a function of the actual amount of work rewards or resources received.
Difficulty: 1
Page Reference: 128
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
159) In equity theory outcomes refer to the rewards or resources received in an exchange with the organization.
Difficulty: 2
Page Reference: 129
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
160. Informal, voluntary activity that contributes to organizational effectiveness but may not be formally rewarded by the organization is called organizational citizenship behaviour.
Difficulty: 1
Page Reference: 139
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer
161) In Geert Hofstede's cross-cultural research Japan was the country that exhibited the most masculine of cultures.
Difficulty: 1
Page Reference: 123
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for organizational behaviour.
162) In Geert Hofstede's cross-cultural research, Venezuela, Colombia, and Pakistan exhibited highly collective cultures that favoured interdependence over individualism.
Difficulty: 2
Page Reference: 123
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for organizational behaviour.
163) Values dictate a broad preference for certain states of affairs over others.
Difficulty: 1
Page Reference: 120
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for organizational behaviour.
164) A popular measure of job satisfaction that measures the five facets of work, people, promotions, supervision, and pay is the Job Descriptive Index.
Difficulty: 2
Page Reference: 127
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
165) In Geert Hofstede's cross-cultural terminology, a high degree of participation in work decisions might not be preferred in high power distance societies.
Difficulty: 2
Page Reference: 123
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for organizational behaviour.
166) Equity theory is an example of a theory that is concerned with distributive fairness or justice, not the process used to allocate outcomes.
Difficulty: 2
Page Reference: 129
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
167) People are most likely to be concerned with procedural fairness when distributive fairness is low.
Difficulty: 2
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
168) The Job Descriptive Index is a measure of job satisfaction.
Difficulty: 1
Page Reference: 127
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
169) Helping, conscientiousness, courtesy, cooperation, and being a good sport are all examples of organizational citizenship behaviour.
Difficulty: 1
Page Reference: 139
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
170) The job satisfaction facet that is most predictive of absenteeism is satisfaction with the work itself.
Difficulty: 2
Page Reference: 137
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
171) Employees are more likely to be satisfied when good performance is followed by rewards.
Difficulty: 2
Page Reference: 139
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
172) Affective commitment is based on an employee's identification and involvement with the organization.
Difficulty: 1
Page Reference: 141
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
173) Emotions are intense, often short-lived, feelings caused by a particular event.
Difficulty: 1
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
174) Moods are less intense, longer-lived, and more diffuse feelings.
Difficulty: 1
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
175) Affect Events Theory explains how emotions and moods affect job satisfaction.
Difficulty: 2
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion
176) Emotional contagion is the tendency for moods and emotions to spread between people or throughout a group.
Difficulty: 2
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
177) Emotional regulation is informally referred to as emotional labour.
Difficulty: 3
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
178. Certain shocks such as a marital break-up or the birth of a child might stimulate turnover despite job satisfaction.
Difficulty: 2
Page Reference: 137
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
179) A growing body of evidence has established that employee job satisfaction is translated into customer or client satisfaction.
Difficulty: 2
Page Reference: 140
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
180) The honeymoon effect occurs when bad facets of the old job are gone, the good facets of the new job are apparent, and the bad facets of the new job are not yet known.
Difficulty: 2
Page Reference: 138
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
181) Dissatisfaction is most likely to result in turnover when jobs are plentiful.
Difficulty: 2
Page Reference: 138
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
182) After being on the job for sometime, you begin to realize some of the bad facets and you begin to experience what is known as a hangover effect.
Difficulty: 2
Page Reference: 138
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
183) Research shows that intentions are very good predictors of turnover.
Difficulty: 1
Page Reference: 137
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
184) By far the best predictor of affective commitment is interesting, satisfying work.
Difficulty: 2
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
185) If your boss provides you with respectful and informative communication about your work outcomes then interactional fairness has occurred.
Difficulty: 2
Page Reference: 130
Skill: Applied
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
186) People who experience interactional unfairness are most likely dissatisfied with the boss.
Difficulty: 2
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
187) People who experience procedural unfairness are most likely dissatisfied with the system.
Difficulty: 2
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
188) People who are high in neuroticism tend to be dissatisfied.
Difficulty: 2
Page Reference: 131
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
189) If you have a job in which you need to suppress negative emotions, it can lower your job satisfaction and increase your stress.
Difficulty: 2
Page Reference: 132
Skill: Applied
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
190) Occupations with high cognitive demands tend to be paid more when the jobs are also high in emotional labour.
Difficulty: 3
Page Reference: 133
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion
191) The most important facet for stimulating performance has to do with the content of the work.
Difficulty: 2
Page Reference: 138
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
192) Very high levels of commitment can cause conflicts between family life and work-life.
Difficulty: 2
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
193) If you have a job in which you must conform to certain “display rules” in spite of your true mood or emotions, then your job is high in terms of emotional labour.
Difficulty: 2
Page Reference: 132
Skill: Applied
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
194) Procedural fairness seems especially likely to provoke dissatisfaction when people also see distributive fairness as being low.
Difficulty: 2
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
195) The first response in the progression of withdrawal is reduced organizational citizenship behaviour.
Difficulty: 2
Page Reference: 140
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction
196) You have a friend who has become very dissatisfied with his job. In response to this, he is most likely to first reduce his organizational citizenship behaviours.
Difficulty: 2
Page Reference: 140
Skill: Applied
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
197) The second response in the progression of withdrawal is lateness.
Difficulty: 2
Page Reference: 140
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
198) The third response in the progression of withdrawal is absenteeism.
Difficulty: 2
Page Reference: 140
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
199) The last response in the progression of withdrawal is turnover.
Difficulty: 2
Page Reference: 140
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction
200) Quality circles, total quality management, and just-in-time production are examples of Japanese management techniques.
Difficulty: 2
Page Reference: 124
Skill: Recall
Objective: 4.1 Define “values” and discuss the implications of cross-cultural variation in values for organizational behavior
201) People who experience interactional unfairness are more likely to be dissatisfied with the boss.
Difficulty: 2
Page Reference: 130
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion
202) If you have a friend who has told you that he/she is very dissatisfied with his/her boss, he/she is probably experiencing interactional unfairness.
Difficulty: 2
Page Reference: 130
Skill: Applied
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
203) An informal term for emotional regulation is emotional labour.
Difficulty: 2
Page Reference: 132
Skill: Recall
Objective: 4.3 Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion.
204) When good performance is followed by rewards, employees are more likely to be satisfied.
Difficulty: 2
Page Reference: 139
Skill: Recall
Objective: 4.4 Explain the relationship between job satisfaction and absenteeism, turnover, performance, organizational citizenship behaviour, and customer satisfaction.
205) Interesting, satisfying work is the best predictor of affective commitment.
Difficulty: 1
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.
206) Continuance commitment increases with the time a person is employed by an organization.
Difficulty: 1
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
207) Certain socialization practices that emphasize loyalty to the organization can stimulate normative commitment.
Difficulty: 2
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
208) All forms of commitment reduce turnover.
Difficulty: 1
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.”
209) Continuance commitment is negatively related to performance.
Difficulty: 1
Page Reference: 142
Skill: Recall
Objective: 4.5 Differentiate “affective,” “continuance,” and “normative commitment” and explain how organizations can foster “organizational commitment.
210) Hofstede identified four basic dimensions along which work-related values differ across cultures. Describe all four dimensions and indicate how Canada ranks on each.
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