Question 1

Employees whose true feelings are different from the emotions they project on their jobs are experiencing:

Accepted Answer

A)  emotional dissociation.
B)  emotional discrepancy.
C)  emotional departure.
D)  emotional dissonance. D

Question 2

Research investigating the relationship between satisfaction and organizational citizenship behaviors has suggested:

Accepted Answer

A)  a moderate positive relationship (r=.20 to .60) .
B)  a moderate negative relationship (r= -.20 to -.60) .
C)  a near-zero relationship.
D)  a strong negative relationship (r= -.70 to -.80) . A

Question 3

The four major categories of antecedents of job satisfaction include job characteristics, growth opportunities, social factors, and:

Accepted Answer

A)  performance.
B)  withdrawal behaviors.
C)  individual characteristics.
D)  counterproductive behaviors. C

Question 4

The theory of planned behavior suggests that in order to predict behavior, we need to know about perceived behavioral control, attitudes, and:

Accepted Answer

A)  subjective norms.
B)  objective norms
C)  hygiene factors.
D)  hierarchical needs.

Question 5

Research into organizational commitment profiles has found that the lowest levels of stress occur in individuals who have:

Accepted Answer

A)  high levels of affective and normative commitment and low levels of continuance commitment.
B)  high levels of affective commitment and low levels of continuance and normative commitment.
C)  high levels of continuance commitment and low levels of normative and affective commitment.
D)  low levels on all three types of commitment.

Question 6

Which of these is an antecedent of organizational commitment?

Accepted Answer

A)  counterproductive work behaviors
B)  supervisory relationships
C)  race
D)  performance

Question 7

The effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions is known as:

Accepted Answer

A)  emotional labor.
B)  emotion control.
C)  disposition regulation.
D)  affective regulation.

Question 8

Ayla studies the role of fairness in her workplace and studies employees' perceptions of the fairness of policies, procedures, and treatment. Ayla is interested in the predictor of job satisfaction known as:

Accepted Answer

A)  role ambiguity.
B)  organizational justice.
C)  organizational citizenship.
D)  rational choice.

Question 9

Why is it unrealistic to expect a strong relationship between attitudes and behaviors?

Accepted Answer

A)  Our measures are not yet advanced enough to capture this relationship.
B)  There are many antecedents to behavior other than attitudes.
C)  Researchers have yet to identify the specific attitudes that predict behaviors such as performance.
D)  Most relationships between variables are small to moderate at best.

Question 10

There are three general antecedents of job commitment: individual characteristics, social factors, and:

Accepted Answer

A)  performance.
B)  withdrawal behaviors.
C)  organizational mechanisms.
D)  counterproductive behaviors.

Question 11

Which statement BEST describes the relationship between job satisfaction and performance?

Accepted Answer

A)  Meta-analyses suggest there is a strong negative relationship (r = -.70 to -.80)  between satisfaction and performance.
B)  Research suggests there is a strong positive relationship (r = .70 to .80)  between satisfaction and performance.
C)  Research suggests there is a moderately strong relationship (r = .30 to .60)  between satisfaction and performance.
D)  Results from meta-analysis are so inconsistent that it appears there is essentially no relationship between satisfaction and performance.

Question 12

How would you improve the job satisfaction of employees in an organization? Describe research that supports your suggestions.

Accepted Answer

The answer of How would you improve the job satisfaction...

Question 13

Which of these is a growth opportunity positively related to job satisfaction?

Accepted Answer

A)  having no opportunity for advancement
B)  being paid poorly
C)  being given opportunities to improve leader-member relations
D)  being provided with excellent benefits

Question 14

List three reasons why it is important to understand job attitudes.

Accepted Answer

The answer of List three reasons why it is important...

Question 15

Identify and describe three measures that you could use to measure job satisfaction in an organization. For each one, describe one advantage of using that measure.

Accepted Answer

The answer of Identify and describe three measures that you...

Question 16

Research by Spector and colleagues (2006) indicates that abusive behaviors are driven by _____ whereas withdrawal is more related to _____.

Accepted Answer

A)  boredom; anger
B)  anger; boredom
C)  positive affect; negative affect
D)  negative affect; positive affect

Question 17

The way in which individuals monitor their emotions and the expression of those emotions is known as:

Accepted Answer

A)  affective disposition.
B)  attitudes.
C)  emotion regulation.
D)  emotion control.

Question 18

Omari works in a toy factory. He genuinely wants to meet his quota of making 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects:

Accepted Answer

A)  subjective norms.
B)  perceived behavioral control.
C)  objective norms.
D)  group efficacy.

Question 19

The four major categories of antecedents of job satisfaction include job characteristics, individual characteristics, social factors, and:

Accepted Answer

A)  performance.
B)  withdrawal behaviors.
C)  growth opportunities.
D)  counterproductive behaviors.

Question 20

Although turnover is usually negative for organizations, it can be positive if the employees who leave:

Accepted Answer

A)  were ineffective and can be replaced by better workers.
B)  are leaving to take a promotion at another company.
C)  recently experienced a major decrease in job satisfaction.
D)  were highly job-involved.

Exam 10: Job Attitudes: Antecedents and Consequences