Question 1

The two types of organizational commitment are affective and afflictive.

Accepted Answer

A) True 
 B)False

Question 2

Kelly is a nurse who has been saying that she doesn't seem to make a difference in her job.At work,Kelly seems to lack empathy with patients.She strictly follows rules and coldly labels patients by their ailments ('the broken leg in Room 3D').When she gets home,Kelly lacks the energy to do anything.Kelly likely is experiencing:

Accepted Answer

A)  low iron in her blood. 
B)  workaholism. 
C)  job burnout. 
D)  the results of a relaxation and meditation program. 
E)  a very high level of job satisfaction. 
A)  low iron in her blood. 
B)  workaholism. 
C)  job burnout. 
D)  the results of a relaxation and meditation program. 
E)  a very high level of job satisfaction.

Question 3

The Director of Nursing at Smalltown General Hospital claims that several nurses are experiencing job burnout.Describe the three components of this job burnout that should be evident from these nurses.Your description of each component should include an example related to nursing.Also,briefly identify two possible characteristics of nursing that might have contributed to this job burnout.

Accepted Answer

Job burnout is due to interpersonal and

Question 4

Some jobs are considered more stressful than others.Describe what this really means and give two reasons why someone in a 'high-stress' job might experience less stress than another person in a 'low-stress' job.

Accepted Answer

Jobs are more stressful if they have mor

Question 5

Which of the following statements about emotions is FALSE?

Accepted Answer

A)  We continuously experience an emotion for days or weeks at a time. 
B)  We experience emotions psychologically. 
C)  We experience emotions physiologically. 
D)  Emotions create a state of readiness. 
E)  Emotions are directed toward someone or something. 
A)  We continuously experience an emotion for days or weeks at a time. 
B)  We experience emotions psychologically. 
C)  We experience emotions physiologically. 
D)  Emotions create a state of readiness. 
E)  Emotions are directed toward someone or something.

Question 6

Studies on work overload in Canada indicate that:

Accepted Answer

A)  work overload has increased in Canada over the past decade. 
B)  Canadians are working more unofficial hours beyond their paid employment than a decade ago. 
C)  the percentage of Canadians working more than 50 hours per week has increased over the past decade. 
D)  All of these statements are correct. 
E)  work overload has increased in Canada over the past decade AND the percentage of Canadians working more than 50 hours per week has increased over the past decade. 
A)  work overload has increased in Canada over the past decade. 
B)  Canadians are working more unofficial hours beyond their paid employment than a decade ago. 
C)  the percentage of Canadians working more than 50 hours per week has increased over the past decade. 
D)  All of these statements are correct. 
E)  work overload has increased in Canada over the past decade AND the percentage of Canadians working more than 50 hours per week has increased over the past decade.

Question 7

Display rules are norms that require employees to show certain emotions and to withhold others.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is a source of stress in the workplace?

Accepted Answer

A)  Sexual harassment 
B)  Psychological harassment 
C)  Low task control 
D)  Work overload 
E)  All of these statements are sources of workplace stress 
A)  Sexual harassment 
B)  Psychological harassment 
C)  Low task control 
D)  Work overload 
E)  All of these statements are sources of workplace stress

Question 9

Which of the following statements about job satisfaction and job performance is TRUE?

Accepted Answer

A)  Employees who are dissatisfied with their jobs never have high job performance. 
B)  Job satisfaction has almost no effect on job performance. 
C)  Employees who are satisfied with their jobs tend to have somewhat higher job performance. 
D)  Happy workers are less productive workers. 
E)  High-performing employees have higher job satisfaction only after they have received a financial reward for performing their jobs well. 
A)  Employees who are dissatisfied with their jobs never have high job performance. 
B)  Job satisfaction has almost no effect on job performance. 
C)  Employees who are satisfied with their jobs tend to have somewhat higher job performance. 
D)  Happy workers are less productive workers. 
E)  High-performing employees have higher job satisfaction only after they have received a financial reward for performing their jobs well.

Question 10

People who are optimistic and confident are:

Accepted Answer

A)  less likely to experience stress. 
B)  more likely to experience job burnout. 
C)  less likely to experience eustress. 
D)  more likely to experience stress. 
E)  are more likely to experience job burnout AND eustress. 
A)  less likely to experience stress. 
B)  more likely to experience job burnout. 
C)  less likely to experience eustress. 
D)  more likely to experience stress. 
E)  are more likely to experience job burnout AND eustress.

Question 11

One important way to remove workplace stressors is to give employees more control over their work environment.

Accepted Answer

A) True 
 B)False

Question 12

Compared to non-workaholics,classic workaholics tend to experience:

Accepted Answer

A)  higher job satisfaction. 
B)  higher work-related stress. 
C)  higher job burnout. 
D)  more work/life balance. 
E)  both 'higher work-related stress' and 'higher scores on depression'. 
A)  higher job satisfaction. 
B)  higher work-related stress. 
C)  higher job burnout. 
D)  more work/life balance. 
E)  both 'higher work-related stress' and 'higher scores on depression'.

Question 13

Sexual harassment includes both unwanted sexual relations as well as a hostile work environment.

Accepted Answer

A) True 
 B)False

Question 14

The competency most strongly associated with social awareness is:

Accepted Answer

A)  conflict management. 
B)  empathy. 
C)  organizational comprehension. 
D)  self-management. 
E)  None of the answers apply. 
A)  conflict management. 
B)  empathy. 
C)  organizational comprehension. 
D)  self-management. 
E)  None of the answers apply.

Question 15

Person-job matching can help to remove role-related stressors.

Accepted Answer

A) True 
 B)False

Question 16

Emotional dissonance is most common where emotional display rules are highly regulated and employees must display emotions quite different from their true emotions.

Accepted Answer

A) True 
 B)False

Question 17

Less than 10 percent of complaints received by human rights commissions across Canada involve sexual harassment.

Accepted Answer

A) True 
 B)False

Question 18

Emotions are communications to ourselves,which serve to put us in a state of readiness.

Accepted Answer

A) True 
 B)False

Question 19

From a survey of employees,a major health-products company discovered that many staff members felt overworked and had too little time to balance their personal lives with job demands.A significant percentage of employees said that they were thinking of quitting because of this stress.Moreover,the concerns were raised by unmarried employees without children,not just among married women with children.Describe two different types of initiatives that would likely ease the type of stress identified in this survey.

Accepted Answer

This survey indicates that employees are

Question 20

Employees who stay with an organization mainly because they believe it will cost them financially to leave,likely have:

Accepted Answer

A)  high continuance commitment. 
B)  high emotional intelligence. 
C)  high affective commitment. 
D)  All of the answers are correct. 
E)  None of the answers apply; these employees have low organizational commitment. 
A)  high continuance commitment. 
B)  high emotional intelligence. 
C)  high affective commitment. 
D)  All of the answers are correct. 
E)  None of the answers apply; these employees have low organizational commitment.

The two types of organizational commitment are affective and afflictive.

Some jobs are considered more stressful than others.Describe what this really means and give two reasons why someone in a 'high-stress' job might experience less stress than another person in a 'low-stress' job.

Which of the following statements about emotions is FALSE?

Studies on work overload in Canada indicate that:

Display rules are norms that require employees to show certain emotions and to withhold others.

Which of the following is a source of stress in the workplace?

Which of the following statements about job satisfaction and job performance is TRUE?

People who are optimistic and confident are:

One important way to remove workplace stressors is to give employees more control over their work environment.

Compared to non-workaholics,classic workaholics tend to experience:

Sexual harassment includes both unwanted sexual relations as well as a hostile work environment.

The competency most strongly associated with social awareness is:

Person-job matching can help to remove role-related stressors.

Emotional dissonance is most common where emotional display rules are highly regulated and employees must display emotions quite different from their true emotions.

Less than 10 percent of complaints received by human rights commissions across Canada involve sexual harassment.

Emotions are communications to ourselves,which serve to put us in a state of readiness.

Employees who stay with an organization mainly because they believe it will cost them financially to leave,likely have:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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 4: Workplace Emotions,attitudes,and Stress

The two types of organizational commitment are affective and afflictive.

Some jobs are considered more stressful than others.Describe what this really means and give two reasons why someone in a 'high-stress' job might experience less stress than another person in a 'low-stress' job.

Which of the following statements about emotions is FALSE?

Studies on work overload in Canada indicate that:

Display rules are norms that require employees to show certain emotions and to withhold others.

Which of the following is a source of stress in the workplace?

Which of the following statements about job satisfaction and job performance is TRUE?

People who are optimistic and confident are:

One important way to remove workplace stressors is to give employees more control over their work environment.

Compared to non-workaholics,classic workaholics tend to experience:

Sexual harassment includes both unwanted sexual relations as well as a hostile work environment.

The competency most strongly associated with social awareness is:

Person-job matching can help to remove role-related stressors.

Emotional dissonance is most common where emotional display rules are highly regulated and employees must display emotions quite different from their true emotions.

Less than 10 percent of complaints received by human rights commissions across Canada involve sexual harassment.

Emotions are communications to ourselves,which serve to put us in a state of readiness.

Employees who stay with an organization mainly because they believe it will cost them financially to leave,likely have:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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