Question 1

Employees are more likely to engage in organizational citizenship behaviours if these are outlined in their formal job duties.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is NOT a work-related behaviour?

Accepted Answer

A) Absenteeism 
B) Joining the organization 
C) Competencies 
D) Showing up for work at scheduled times 
E) Performing required tasks 
A) Absenteeism 
B) Joining the organization 
C) Competencies 
D) Showing up for work at scheduled times 
E) Performing required tasks

Question 3

Which of these statements about the Myers-Briggs Type Indicator (MBTI) is FALSE?

Accepted Answer

A) The MBTI combines four pairs of traits. 
B) The MBTI measures the personality traits in Jung's psychological types. 
C) Research has concluded that the MBTI does a poor job of measuring Jung's psychological types. 
D) Research suggests that the MBTI is more useful for career development and self-awareness than for selecting job applicants. 
E) The MBTI is one of the most widely used personality tests in organizations. 
A) The MBTI combines four pairs of traits. 
B) The MBTI measures the personality traits in Jung's psychological types. 
C) Research has concluded that the MBTI does a poor job of measuring Jung's psychological types. 
D) Research suggests that the MBTI is more useful for career development and self-awareness than for selecting job applicants. 
E) The MBTI is one of the most widely used personality tests in organizations.

Question 4

Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad?

Accepted Answer

A) Self-monitoring 
B) Ethics 
C) Conscientiousness 
D) Sensing 
E) Moral intensity 
A) Self-monitoring 
B) Ethics 
C) Conscientiousness 
D) Sensing 
E) Moral intensity

Question 5

Which of the following is a "Big Five" personality dimensions?

Accepted Answer

A) Locus of control. 
B) Openness to new experiences. 
C) Narcissism. 
D) Self-enhancement. 
E) Self-transcendence. 
A) Locus of control. 
B) Openness to new experiences. 
C) Narcissism. 
D) Self-enhancement. 
E) Self-transcendence.

Question 6

Dark-side workplace behaviours are collectively known as counterfeit citizenship work behaviours (CWBs).

Accepted Answer

A) True 
 B)False

Question 7

Presenteeism is common among which type of employees?

Accepted Answer

Presenteeism is more common among employ

Question 8

To reduce the amount of non-recyclable waste that employees throw out each day, a major telephone company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behaviour mainly by:

Accepted Answer

A) increasing employee motivation to be less wasteful. 
B) altering situational factors so that employees have more difficulty practising wasteful behaviour. 
C) helping employees to learn how to be less wasteful. 
D) increasing aptitudes that make employees less wasteful. 
E) increasing organizational citizenship so that employees will be less wasteful. 
A) increasing employee motivation to be less wasteful. 
B) altering situational factors so that employees have more difficulty practising wasteful behaviour. 
C) helping employees to learn how to be less wasteful. 
D) increasing aptitudes that make employees less wasteful. 
E) increasing organizational citizenship so that employees will be less wasteful.

Question 9

Recent studies have found that counterproductive work behaviours have a very small negative effect on organizational performance.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following countries generally has high achievement orientation values?

Accepted Answer

A) Russia 
B) Canada 
C) The Netherlands 
D) Japan 
E) Sweden 
A) Russia 
B) Canada 
C) The Netherlands 
D) Japan 
E) Sweden

Question 11

According to the MARS model of individual behaviour and performance, employee performance will remain high even if one of the four factors significantly weakens.

Accepted Answer

A) True 
 B)False

Question 12

Utilitarianism judges morality by the consequences of our actions, not the means to attaining those consequences.

Accepted Answer

A) True 
 B)False

Question 13

Moral intensity is higher when

Accepted Answer

A) the decision maker is neutral and far removed from the issue or its consequences. 
B) the decision has little or no effect on other people. 
C) the issue produces good decisions but not bad decisions. 
D) All of the answers are correct. 
E) None of the answers apply. 
A) the decision maker is neutral and far removed from the issue or its consequences. 
B) the decision has little or no effect on other people. 
C) the issue produces good decisions but not bad decisions. 
D) All of the answers are correct. 
E) None of the answers apply.

Question 14

The cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society refers to_.

Accepted Answer

A) inequality tolerance 
B) submissiveness 
C) power imbalance tolerance 
D) power differential 
E) power distance 
A) inequality tolerance 
B) submissiveness 
C) power imbalance tolerance 
D) power differential 
E) power distance

Question 15

People with high collectivism

Accepted Answer

A) also have low individualism and value harmonious relationships in the groups to which they belong. 
B) value thrift, savings, and persistence. 
C) accept unequal distribution of power. 
D) also have low individualism. 
E) value harmonious relationships in the groups to which they belong. 
A) also have low individualism and value harmonious relationships in the groups to which they belong. 
B) value thrift, savings, and persistence. 
C) accept unequal distribution of power. 
D) also have low individualism. 
E) value harmonious relationships in the groups to which they belong.

Question 16

Employee behaviours that extend beyond normal job duties

Accepted Answer

A) should be discouraged by organizational leaders. 
B) are common in small businesses but never occur in large firms. 
C) are usually performed by people with low conscientiousness. 
D) are called organizational citizenship. 
E) are the most important characteristics of people with an external locus of control. 
A) should be discouraged by organizational leaders. 
B) are common in small businesses but never occur in large firms. 
C) are usually performed by people with low conscientiousness. 
D) are called organizational citizenship. 
E) are the most important characteristics of people with an external locus of control.

Question 17

One dimension of Schwartz's values model has openness to change at one extreme and conservation at the other extreme.

Accepted Answer

A) True 
 B)False

Question 18

Schwartz's model organizes ________ into ________

Accepted Answer

A) personality traits; six dimensions 
B) emotions; a time line 
C) values; a hierarchy 
D) needs; three statistical formulas 
E) values; ten dimensions 
A) personality traits; six dimensions 
B) emotions; a time line 
C) values; a hierarchy 
D) needs; three statistical formulas 
E) values; ten dimensions

Question 19

It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual's rights may conflict with another.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is NOT a factor that influences perceived moral intensity?

Accepted Answer

A) Proximity. 
B) Economic impact. 
C) Concentration of effect. 
D) Magnitude of consequences. 
E) Temporal immediacy. 
A) Proximity. 
B) Economic impact. 
C) Concentration of effect. 
D) Magnitude of consequences. 
E) Temporal immediacy.

Employees are more likely to engage in organizational citizenship behaviours if these are outlined in their formal job duties.

Which of the following is NOT a work-related behaviour?

Which of these statements about the Myers-Briggs Type Indicator (MBTI) is FALSE?

Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad?

Which of the following is a "Big Five" personality dimensions?

Dark-side workplace behaviours are collectively known as counterfeit citizenship work behaviours (CWBs).

Presenteeism is common among which type of employees?

To reduce the amount of non-recyclable waste that employees throw out each day, a major telephone company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behaviour mainly by:

Recent studies have found that counterproductive work behaviours have a very small negative effect on organizational performance.

Which of the following countries generally has high achievement orientation values?

According to the MARS model of individual behaviour and performance, employee performance will remain high even if one of the four factors significantly weakens.

Utilitarianism judges morality by the consequences of our actions, not the means to attaining those consequences.

Moral intensity is higher when

The cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society refers to_.

People with high collectivism

Employee behaviours that extend beyond normal job duties

One dimension of Schwartz's values model has openness to change at one extreme and conservation at the other extreme.

Schwartz's model organizes into

It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual's rights may conflict with another.

Which of the following is NOT a factor that influences perceived moral intensity?

Introduction to the Field of Organizational Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Exam 2: Individual Behaviour

Employees are more likely to engage in organizational citizenship behaviours if these are outlined in their formal job duties.

Which of the following is NOT a work-related behaviour?

Which of these statements about the Myers-Briggs Type Indicator (MBTI) is FALSE?

Which of the following represents values that determine whether actions are right or wrong and outcomes are good or bad?

Which of the following is a "Big Five" personality dimensions?

Dark-side workplace behaviours are collectively known as counterfeit citizenship work behaviours (CWBs).

Presenteeism is common among which type of employees?

To reduce the amount of non-recyclable waste that employees throw out each day, a major telephone company removed containers for non-recyclable rubbish from each office and workstation. This altered employee behaviour mainly by:

Recent studies have found that counterproductive work behaviours have a very small negative effect on organizational performance.

Which of the following countries generally has high achievement orientation values?

According to the MARS model of individual behaviour and performance, employee performance will remain high even if one of the four factors significantly weakens.

Utilitarianism judges morality by the consequences of our actions, not the means to attaining those consequences.

Moral intensity is higher when

The cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society refers to_.

People with high collectivism

Employee behaviours that extend beyond normal job duties

One dimension of Schwartz's values model has openness to change at one extreme and conservation at the other extreme.

Schwartz's model organizes ________ into ________

It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual's rights may conflict with another.

Which of the following is NOT a factor that influences perceived moral intensity?

Introduction to the Field of Organizational Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Schwartz's model organizes into