Question 1

The flip side of organizational citizenship are__________.

Accepted Answer

A)  home effects 
B)  counterproductive workplace behaviors 
C)  job satisfaction behaviors 
D)  job commitment behaviors 
E)  employee engagement behaviors 
A)  home effects 
B)  counterproductive workplace behaviors 
C)  job satisfaction behaviors 
D)  job commitment behaviors 
E)  employee engagement behaviors

Question 2

An __________ is a predisposition to respond in a positive or negative way to someone or something in one's environment.

Accepted Answer

The answer of An __________ is a predisposition to respond...

Question 3

Which work attitude reflects feelings that the job serves one's financial, developmental, and professional interests?

Accepted Answer

A)  Rational commitment 
B)  Emotional commitment 
C)  Job involvement 
D)  Spillover effect 
E)  Employee engagement 
A)  Rational commitment 
B)  Emotional commitment 
C)  Job involvement 
D)  Spillover effect 
E)  Employee engagement

Question 4

Display rules, or informal standards, govern the degree to which it is appropriate for people from different cultures to display their emotions similarly.

Accepted Answer

A) True 
 B)False

Question 5

Well managed rewards can positively influence both individual satisfaction and performance.

Accepted Answer

A) True 
 B)False

Question 6

Values focus on specific people or objects, whereas attitudes have a more general focus and are more stable than values.

Accepted Answer

A) True 
 B)False

Question 7

A survey of workers by the Gallup Organization suggests that profits for employers rise when workers' attitudes reflect high job involvement and organizational commitment.

Accepted Answer

A) True 
 B)False

Question 8

The concept of emotional labor relates to the need to show certain emotions in order to do a job well.

Accepted Answer

A) True 
 B)False

Question 9

The behavioral component of an attitude is a specific feeling regarding the personal impact of the antecedents.

Accepted Answer

A) True 
 B)False

Question 10

__________ describes a state of inconsistency between an individual's attitudes and behavior.

Accepted Answer

Cognitive

Question 11

The two primary dimensions to organizational commitment are __________.

Accepted Answer

A)  employee engagement and rational commitment 
B)  rational commitment and emotional commitment 
C)  employee engagement and job satisfaction 
D)  job satisfaction and job involvement 
E)  emotional commitment and employee engagement 
A)  employee engagement and rational commitment 
B)  rational commitment and emotional commitment 
C)  employee engagement and job satisfaction 
D)  job satisfaction and job involvement 
E)  emotional commitment and employee engagement

Question 12

According to the Gallup Organization, which of the following does not count most toward high engagement?

Accepted Answer

A)  Believing one has the opportunity to do one's best every day. 
B)  Believing one's opinions count. 
C)  Believing fellow workers are committed to quality. 
D)  Believing there is a direct connection between one's work and the company's mission. 
E)  Believing there is a direct connection between one's work and one's pay. 
A)  Believing one has the opportunity to do one's best every day. 
B)  Believing one's opinions count. 
C)  Believing fellow workers are committed to quality. 
D)  Believing there is a direct connection between one's work and the company's mission. 
E)  Believing there is a direct connection between one's work and one's pay.

Question 13

Moods typically last longer than emotions.

Accepted Answer

A) True 
 B)False

Question 14

Mexican culture tends to encourage downplaying emotions, while British culture is much more demonstrative in public.

Accepted Answer

A) True 
 B)False

Question 15

Cognitive dissonance is the ability to feel what the other person is experiencing.

Accepted Answer

A) True 
 B)False

Question 16

Both the Job Attitudes Index and the Maryland Satisfaction Questionnaire are popular job satisfaction questionnaires.

Accepted Answer

A) True 
 B)False

Question 17

________ is the degree of loyalty an individual feels toward the organization.

Accepted Answer

A)  Job satisfaction 
B)  Organizational commitment 
C)  Job involvement 
D)  Employee engagement 
E)  Organizational citizenship 
A)  Job satisfaction 
B)  Organizational commitment 
C)  Job involvement 
D)  Employee engagement 
E)  Organizational citizenship

Question 18

Work environments and events cannot influence a person's feelings at work.

Accepted Answer

A) True 
 B)False

Question 19

A state of inconsistency between an individual's attitudes and behavior is known as

Accepted Answer

A)  emotional labor. 
B)  emotional contagion. 
C)  cognitive dissonance. 
D)  emotional intelligence. 
E)  the spillover effect. 
A)  emotional labor. 
B)  emotional contagion. 
C)  cognitive dissonance. 
D)  emotional intelligence. 
E)  the spillover effect.

Question 20

The extras people do to go the extra mile in their work are referred to as __________.

Accepted Answer

A)  organizational citizenship behaviors 
B)  counterproductive behaviors 
C)  deviant workplace behaviors 
D)  at-home effect behaviors 
E)  spillover behaviors 
A)  organizational citizenship behaviors 
B)  counterproductive behaviors 
C)  deviant workplace behaviors 
D)  at-home effect behaviors 
E)  spillover behaviors

The flip side of organizational citizenship are__________.

An __________ is a predisposition to respond in a positive or negative way to someone or something in one's environment.

Which work attitude reflects feelings that the job serves one's financial, developmental, and professional interests?

Display rules, or informal standards, govern the degree to which it is appropriate for people from different cultures to display their emotions similarly.

Well managed rewards can positively influence both individual satisfaction and performance.

Values focus on specific people or objects, whereas attitudes have a more general focus and are more stable than values.

A survey of workers by the Gallup Organization suggests that profits for employers rise when workers' attitudes reflect high job involvement and organizational commitment.

The concept of emotional labor relates to the need to show certain emotions in order to do a job well.

The behavioral component of an attitude is a specific feeling regarding the personal impact of the antecedents.

__________ describes a state of inconsistency between an individual's attitudes and behavior.

The two primary dimensions to organizational commitment are __________.

According to the Gallup Organization, which of the following does not count most toward high engagement?

Moods typically last longer than emotions.

Mexican culture tends to encourage downplaying emotions, while British culture is much more demonstrative in public.

Cognitive dissonance is the ability to feel what the other person is experiencing.

Both the Job Attitudes Index and the Maryland Satisfaction Questionnaire are popular job satisfaction questionnaires.

________ is the degree of loyalty an individual feels toward the organization.

Work environments and events cannot influence a person's feelings at work.

A state of inconsistency between an individual's attitudes and behavior is known as

The extras people do to go the extra mile in their work are referred to as __________.

Introducing Organizational Behavior

Diversity, Personality, and Values

Perception, Attribution, and Learning

Motivation

Motivation and Performance

The Nature of Teams

Teamwork and Performance

Decision Making and Creativity

Conflict and Negotiation

Communication

Power and Politics

The Leadership Process

Leadership Traits and Behavioral Styles

Organizational Culture

Organizational Structures

Filters

Exam 4: Emotions, Attitudes, and Job Satisfaction

The flip side of organizational citizenship are__________.

An __________ is a predisposition to respond in a positive or negative way to someone or something in one's environment.

Which work attitude reflects feelings that the job serves one's financial, developmental, and professional interests?

Display rules, or informal standards, govern the degree to which it is appropriate for people from different cultures to display their emotions similarly.

Well managed rewards can positively influence both individual satisfaction and performance.

Values focus on specific people or objects, whereas attitudes have a more general focus and are more stable than values.

A survey of workers by the Gallup Organization suggests that profits for employers rise when workers' attitudes reflect high job involvement and organizational commitment.

The concept of emotional labor relates to the need to show certain emotions in order to do a job well.

The behavioral component of an attitude is a specific feeling regarding the personal impact of the antecedents.

__________ describes a state of inconsistency between an individual's attitudes and behavior.

The two primary dimensions to organizational commitment are __________.

According to the Gallup Organization, which of the following does not count most toward high engagement?

Moods typically last longer than emotions.

Mexican culture tends to encourage downplaying emotions, while British culture is much more demonstrative in public.

Cognitive dissonance is the ability to feel what the other person is experiencing.

Both the Job Attitudes Index and the Maryland Satisfaction Questionnaire are popular job satisfaction questionnaires.

________ is the degree of loyalty an individual feels toward the organization.

Work environments and events cannot influence a person's feelings at work.

A state of inconsistency between an individual's attitudes and behavior is known as

The extras people do to go the extra mile in their work are referred to as __________.

Introducing Organizational Behavior

Diversity, Personality, and Values

Perception, Attribution, and Learning

Motivation

Motivation and Performance

The Nature of Teams

Teamwork and Performance

Decision Making and Creativity

Conflict and Negotiation

Communication

Power and Politics

The Leadership Process

Leadership Traits and Behavioral Styles

Organizational Culture

Organizational Structures

Filters