Exam 3: Attitudes and Job Satisfaction

Commitment and performance are strongest for more experienced employees, and considerably weaker for new employees.

Organizational commitment is a more global response to the organization than is job satisfaction.

Which of the following is not a moderating variable of the attitude-behavior relationship?

Job dissatisfaction is more likely to translate into ________ when employees feel or perceive they have many available alternatives. This can happen when employees have high human capital.

The performance variables productivity, absenteeism, and turnover are generally considered a part of the ________ behaviors in the exit-voice-loyalty-neglect framework.

Bryan Eusebius has a positive attitude toward his organization. He feels the management treats all employees fairly in matters concerning rewards, takes into account employees' opinions, and overall, is highly supportive. Bryan's attitude toward his employing organization is indicative of ________.

Discuss why employees who are committed will be less likely to engage in work withdrawal even if they are dissatisfied.

Elisa is upset with her supervisor because she was denied her requested vacation days, which were given to another worker. She is experiencing a very low level of job satisfaction, but cannot afford to quit her job. Describe three negative, passive responses that Elisa might take due to her dissatisfaction. Imagine that her manager actively catches her in a manifestation of workplace deviance. Predict the outcome of Elisa's behavior.

What refers to a positive feeling about a job, resulting from an evaluation of its characteristics?

Mrs. Jonas believes strongly that it is important that worker's rights be respected, and that one of the more important ways of doing this is to ensure that all workers be properly documented. She is supervising a contracting company that is building a new warehouse for her company. While doing this she discovers that many of the workers employed by the contractor are undocumented aliens working for well below minimum wage. -Mrs. Jonas is likely experiencing ________.

Most of the research in OB has been concerned with three attitudes: job satisfaction, job involvement, and organizational commitment. Explain the difference between these attitudes.

Attending union meetings as a way of coping with job dissatisfaction would be what type of response?

Which of the following is an example of an affective attitude?

Sheila works for a manufacturer of styrofoam trays for school lunches. Last year her son came home from school and told her that the trays she makes go straight to the landfill where they sit for hundreds of years without ever biodegrading. Although this information bothers Sheila, she does not look for another job because she enjoys her very high salary. Which dissonance moderating factor is illustrated by this example?

The more specific the attitude and the more specific the behavior, the stronger the link between the two.

Creating a satisfied workforce guarantees successful organizational performance.

What kind of relationship exists between organizational commitment and job productivity?

Explain the relationship between job satisfaction and job performance.

In her work in the publishing industry, Vera seeks out new authors whom she considers promising. In the past two years she has found a number of new writers whose work she thought was exceptional, and immersed herself in the task of helping them shape their manuscripts for submission to her managers for publishing. Although she was extremely proud of the results, none of the authors she worked with were chosen for publication. Vera believes that the decision not to publish these authors was based on personal rivalries within management, rather than the quality of her writers' work. She is extremely frustrated, dreads coming into work each morning, and is seriously thinking of resigning. How can Vera's job attitudes best be described?

The theory of cognitive dissonance was proposed by ________.