Question 1

Tight cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

Accepted Answer

A) True 
 B)False

Question 2

Cultural intelligence encompasses

Accepted Answer

A) knowledge, skills, and abilities. 
B) knowledge, skills, and attitudes. 
C) knowledge, motivation, and attitudes. 
D) knowledge, motivation, and behaviour. 
E) knowledge, attitudes, and behaviour. 
A) knowledge, skills, and abilities. 
B) knowledge, skills, and attitudes. 
C) knowledge, motivation, and attitudes. 
D) knowledge, motivation, and behaviour. 
E) knowledge, attitudes, and behaviour.

Question 3

Cultural distance refers to the extent to which cultures differ in work centrality.

Accepted Answer

A) True 
 B)False

Question 4

Research shows that there is sometimes a progression of withdrawal in response to job dissatisfaction.Which of the following is often the first withdrawal response?

Accepted Answer

A) Lateness 
B) Reduced organizational citizenship behaviours 
C) Absenteeism 
D) Turnover 
E) Reduced job performance 
A) Lateness 
B) Reduced organizational citizenship behaviours 
C) Absenteeism 
D) Turnover 
E) Reduced job performance

Question 5

What is equity theory? Use it to explain why a doctor who earns $100 000 per year might be more dissatisfied with her job than a plumber who earns $50 000.

Accepted Answer

Equity theory suggests that job satisfac

Question 6

Zoran has noticed that some of his employees have reduced their organizational citizenship behaviours.He is concerned that this could progress to other forms of withdrawal.What might happen next?

Accepted Answer

A) Employees might reduce their job performance. 
B) Employees might come to work late. 
C) Employees might be absent more often 
D) Employees might quit. 
E) Employees might stop helping each other. 
A) Employees might reduce their job performance. 
B) Employees might come to work late. 
C) Employees might be absent more often 
D) Employees might quit. 
E) Employees might stop helping each other.

Question 7

A wide range of behaviours might be susceptible to the tight-loose distinction, including how one dresses, how rigid social class distinctions are, and how the ________ are expected to interact.

Accepted Answer

The answer of A wide range of behaviours might be...

Question 8

All forms of commitment reduce turnover intentions and actual turnover.

Accepted Answer

A) True 
 B)False

Question 9

What type of commitment increases with the time a person is employed by an organization?

Accepted Answer

A) Affective commitment 
B) Affective commitment and normative commitment 
C) Continuance commitment 
D) Continuance commitment and normative commitment 
E) Normative commitment 
A) Affective commitment 
B) Affective commitment and normative commitment 
C) Continuance commitment 
D) Continuance commitment and normative commitment 
E) Normative commitment

Question 10

Procedural and interactional fairness are more critical for organizational citizenship behaviour than distributive fairness.

Accepted Answer

A) True 
 B)False

Question 11

Cultural intelligence encompasses knowledge, ________, and behaviour.

Accepted Answer

The answer of Cultural intelligence encompasses knowledge, ________, and behaviour....

Question 12

Which of the following is NOT a key contributor to job satisfaction?

Accepted Answer

A) Mentally challenging work 
B) Meaningful work 
C) Career opportunities 
D) High pay 
E) People 
A) Mentally challenging work 
B) Meaningful work 
C) Career opportunities 
D) High pay 
E) People

Question 13

Informal, voluntary activity that contributes to organizational effectiveness but may not be formally rewarded by the organization is called ________.

Accepted Answer

organizati

Question 14

The requirement to express positive emotions, especially when you really are feeling positive,

Accepted Answer

A) boosts job performance and reduces stress. 
B) boosts job satisfaction and reduces stress. 
C) boosts motivation and reduces absenteeism. 
D) boosts job satisfaction and reduces absenteeism. 
E) boosts motivation and reduces stress. 
A) boosts job performance and reduces stress. 
B) boosts job satisfaction and reduces stress. 
C) boosts motivation and reduces absenteeism. 
D) boosts job satisfaction and reduces absenteeism. 
E) boosts motivation and reduces stress.

Question 15

The extent to which cultures have more or less strong standards for behaviour and sanctions for deviation from these standards is known as

Accepted Answer

A) cultural strength versus weakness. 
B) cultural rigidity versus flexibility. 
C) cultural tightness versus looseness. 
D) cultural femininity versus masculinity. 
E) cultural narrowness versus openness. 
A) cultural strength versus weakness. 
B) cultural rigidity versus flexibility. 
C) cultural tightness versus looseness. 
D) cultural femininity versus masculinity. 
E) cultural narrowness versus openness.

Question 16

What factor would be most likely to boost continuance commitment?

Accepted Answer

A) A generous pension fund 
B) Interesting work 
C) Organizational ideology 
D) Friendly supervision 
E) Moving to a new community 
A) A generous pension fund 
B) Interesting work 
C) Organizational ideology 
D) Friendly supervision 
E) Moving to a new community

Question 17

What are some of the reasons why satisfied people sometimes quit their jobs and dissatisfied people stay?

Accepted Answer

Certain "shocks" stimulate turnover even

Question 18

Loose cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

Accepted Answer

A) True 
 B)False

Question 19

What is the second last withdrawal response in the progression of withdrawal?

Accepted Answer

A) Absenteeism 
B) Turnover 
C) Lateness 
D) Reduced job performance 
E) Reduced organizational citizenship behaviours 
A) Absenteeism 
B) Turnover 
C) Lateness 
D) Reduced job performance 
E) Reduced organizational citizenship behaviours

Question 20

Interesting, satisfying work is the best predictor of ________ commitment.

Accepted Answer

The answer of Interesting, satisfying work is the best predictor...

Tight cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

Cultural intelligence encompasses

Cultural distance refers to the extent to which cultures differ in work centrality.

Research shows that there is sometimes a progression of withdrawal in response to job dissatisfaction.Which of the following is often the first withdrawal response?

What is equity theory? Use it to explain why a doctor who earns $100 000 per year might be more dissatisfied with her job than a plumber who earns $50 000.

Zoran has noticed that some of his employees have reduced their organizational citizenship behaviours.He is concerned that this could progress to other forms of withdrawal.What might happen next?

A wide range of behaviours might be susceptible to the tight-loose distinction, including how one dresses, how rigid social class distinctions are, and how the ________ are expected to interact.

All forms of commitment reduce turnover intentions and actual turnover.

What type of commitment increases with the time a person is employed by an organization?

Procedural and interactional fairness are more critical for organizational citizenship behaviour than distributive fairness.

Cultural intelligence encompasses knowledge, ________, and behaviour.

Which of the following is NOT a key contributor to job satisfaction?

Informal, voluntary activity that contributes to organizational effectiveness but may not be formally rewarded by the organization is called ________.

The requirement to express positive emotions, especially when you really are feeling positive,

The extent to which cultures have more or less strong standards for behaviour and sanctions for deviation from these standards is known as

What factor would be most likely to boost continuance commitment?

What are some of the reasons why satisfied people sometimes quit their jobs and dissatisfied people stay?

Loose cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

What is the second last withdrawal response in the progression of withdrawal?

Interesting, satisfying work is the best predictor of ________ commitment.

Organizational Behaviour and Management

Personality and Learning

Perception, Attribution, and Diversity

Theories of Work Motivation

Motivation in Practice

Groups and Teamwork

Social Influence, Socialization, and Organizational Culture

Leadership

Communication

Decision Making

Power, Politics, and Ethics

Conflict and Stress

Organizational Structure

Organizational Change, Development, and Innovation

Filters

Exam 4: Values, Attitudes, and Work Behaviour

Tight cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

Cultural intelligence encompasses

Cultural distance refers to the extent to which cultures differ in work centrality.

Research shows that there is sometimes a progression of withdrawal in response to job dissatisfaction.Which of the following is often the first withdrawal response?

What is equity theory? Use it to explain why a doctor who earns $100 000 per year might be more dissatisfied with her job than a plumber who earns $50 000.

Zoran has noticed that some of his employees have reduced their organizational citizenship behaviours.He is concerned that this could progress to other forms of withdrawal.What might happen next?

A wide range of behaviours might be susceptible to the tight-loose distinction, including how one dresses, how rigid social class distinctions are, and how the ________ are expected to interact.

All forms of commitment reduce turnover intentions and actual turnover.

What type of commitment increases with the time a person is employed by an organization?

Procedural and interactional fairness are more critical for organizational citizenship behaviour than distributive fairness.

Cultural intelligence encompasses knowledge, ________, and behaviour.

Which of the following is NOT a key contributor to job satisfaction?

Informal, voluntary activity that contributes to organizational effectiveness but may not be formally rewarded by the organization is called ________.

The requirement to express positive emotions, especially when you really are feeling positive,

The extent to which cultures have more or less strong standards for behaviour and sanctions for deviation from these standards is known as

What factor would be most likely to boost continuance commitment?

What are some of the reasons why satisfied people sometimes quit their jobs and dissatisfied people stay?

Loose cultures tend to have strong, clear standards for behaviour and strong sanctions for deviation from these standards.

What is the second last withdrawal response in the progression of withdrawal?

Interesting, satisfying work is the best predictor of ________ commitment.

Organizational Behaviour and Management

Personality and Learning

Perception, Attribution, and Diversity

Theories of Work Motivation

Motivation in Practice

Groups and Teamwork

Social Influence, Socialization, and Organizational Culture

Leadership

Communication

Decision Making

Power, Politics, and Ethics

Conflict and Stress

Organizational Structure

Organizational Change, Development, and Innovation

Filters