Exam 9: Positive Employee Attitudes and Behaviors

Proponents of the global approach to job satisfaction argue that this approach helps to indicate specific areas of dissatisfaction which can be targeted for improvement.

Research has indicated that perceived fairness in rewards influences job satisfaction, and perceived congruence between organizational values and actions influences organizational commitment.

An example of voluntary absenteeism is missing work because of

Skill-based pay involves

Describe the global and facet approaches to conceptualizing job satisfaction.

Advantages of using questionnaires over face-to-face interviews include

Organizational commitment tends to be affected by

Discuss research findings describing the relationship between positive affect (emotions) and employee well-being. CHAPTER 10 : Worker Stress and Negative Employee Attitudes & Behaviors

Turnover of employees who choose to leave their jobs because they are performing poorly may be classified as

Comparing scores from standardized job satisfaction measures that have been obtained from different groups of workers in different companies allows researchers to investigate the various organizational factors that cause job satisfaction and dissatisfaction.

Most instruments designed from the facet approach to job satisfaction measure satisfaction with such things as

Merit pay will increase job satisfaction according to

Job satisfaction may be mediated by the perceptions of individual workers.

Research has shown that the happy worker is always a productive worker.

In the same gingerbread factory, Gretel works from 7 A.M. to 7 P.M. Monday through Thursday, while Hansel works from 7 A.M. to 7 P.M Tuesday through Friday. This is an example of

The Porter-Lawler model of job satisfaction actually builds upon

Which of the following is NOT a specific type of organizational citizenship behavior (OCB)?

The Job Descriptive Index (JDI) is the most widely used standardized measure of job satisfaction.

Benefit programs are typically not costly to employers.

In-house measures of job satisfaction may be difficult to interpret because