Question 1

By far the best predictor of commitment is interesting,satisfying work.

Accepted Answer

The answer of By far the best predictor of commitment...

Question 2

fairness is a function of the actual amount of work rewards or resources received.

Accepted Answer

The answer of fairness is a function of the actual...

Question 3

An especially bad combination of commitments is high normative commitment coupled with low affective commitment.

Accepted Answer

A) True 
 B)False

Question 4

It is impossible for absolutely fair outcomes or procedures to be perceived as unfair just because they are inadequately or uncaringly explained.

Accepted Answer

A) True 
 B)False

Question 5

Intentions to quit are poor predictors of turnover.

Accepted Answer

A) True 
 B)False

Question 6

Moods are not so intense,long-lived,and diffuse feelings.

Accepted Answer

A) True 
 B)False

Question 7

In an individualistic culture,distributing rewards according to equity principles rather than equality principles seems like a sensible strategy.

Accepted Answer

A) True 
 B)False

Question 8

A large scale survey of values has shown that Americans rank slightly above the Japanese in the extent to which work is a central life interest.

Accepted Answer

A) True 
 B)False

Question 9

The contemporary view of the relationship between job satisfaction and performance suggests that

Accepted Answer

A) performance is just as likely to contribute to job satisfaction as job satisfaction is to contribute to performance. 
B) job satisfaction is more likely to contribute to performance. 
C) performance is more likely to contribute to job satisfaction. 
D) job satisfaction is unlikely to contribute to performance and job performance is unlikely to contribute to job satisfaction. 
E) the relationship between job satisfaction and performance depends on other things. 
A) performance is just as likely to contribute to job satisfaction as job satisfaction is to contribute to performance. 
B) job satisfaction is more likely to contribute to performance. 
C) performance is more likely to contribute to job satisfaction. 
D) job satisfaction is unlikely to contribute to performance and job performance is unlikely to contribute to job satisfaction. 
E) the relationship between job satisfaction and performance depends on other things.

Question 10

dictate a broad preference for certain states of affairs over others.

Accepted Answer

The answer of dictate a broad preference for certain states...

Question 11

A growing body of evidence has established that employee job satisfaction is translated into satisfaction.

Accepted Answer

The answer of A growing body of evidence has established...

Question 12

What is emotional regulation and what are its consequences.Given an example of an employee who is regulating his or her emotions.

Accepted Answer

Emotional regulation is the requirement

Question 13

Distributive fairness results in

Accepted Answer

A) equity. 
B) procedural fairness. 
C) cognitive dissonance. 
D) work centrality. 
E) disposition. 
A) equity. 
B) procedural fairness. 
C) cognitive dissonance. 
D) work centrality. 
E) disposition.

Question 14

Beliefs are made up of values and attitudes.

Accepted Answer

A) True 
 B)False

Question 15

You have a friend who has told you that he has received many benefits from his organization and,as a result,he feels a sense of obligation.What can you say about your friend?

Accepted Answer

A) He has high affective commitment. 
B) He has low affective commitment. 
C) He has high continuance commitment. 
D) He has low continuance commitment. 
E) He has high normative commitment. 
A) He has high affective commitment. 
B) He has low affective commitment. 
C) He has high continuance commitment. 
D) He has low continuance commitment. 
E) He has high normative commitment.

Question 16

explains how emotions and moods affect job satisfaction.

Accepted Answer

Affect Eve

Question 17

Organizational citizenship behaviour is explicitly recognized in most organizations' performance evaluation and reward systems.

Accepted Answer

A) True 
 B)False

Question 18

is the tendency for moods and emotions to spread between people or throughout a group.

Accepted Answer

The answer of is the tendency for moods and emotions...

Question 19

Theories of organizational behaviour,such as motivation,are easily transferred to all other cultures.

Accepted Answer

A) True 
 B)False

Question 20

Emotional labour is an informal term for

Accepted Answer

A) emotional contagion. 
B) emotionally challenging work. 
C) emotional regulation. 
D) emotional work conditions. 
E) emotional dispositions. 
A) emotional contagion. 
B) emotionally challenging work. 
C) emotional regulation. 
D) emotional work conditions. 
E) emotional dispositions.

By far the best predictor of commitment is interesting,satisfying work.

fairness is a function of the actual amount of work rewards or resources received.

An especially bad combination of commitments is high normative commitment coupled with low affective commitment.

It is impossible for absolutely fair outcomes or procedures to be perceived as unfair just because they are inadequately or uncaringly explained.

Intentions to quit are poor predictors of turnover.

Moods are not so intense,long-lived,and diffuse feelings.

In an individualistic culture,distributing rewards according to equity principles rather than equality principles seems like a sensible strategy.

A large scale survey of values has shown that Americans rank slightly above the Japanese in the extent to which work is a central life interest.

The contemporary view of the relationship between job satisfaction and performance suggests that

dictate a broad preference for certain states of affairs over others.

A growing body of evidence has established that employee job satisfaction is translated into satisfaction.

What is emotional regulation and what are its consequences.Given an example of an employee who is regulating his or her emotions.

Distributive fairness results in

Beliefs are made up of values and attitudes.

You have a friend who has told you that he has received many benefits from his organization and,as a result,he feels a sense of obligation.What can you say about your friend?

explains how emotions and moods affect job satisfaction.

Organizational citizenship behaviour is explicitly recognized in most organizations' performance evaluation and reward systems.

is the tendency for moods and emotions to spread between people or throughout a group.

Theories of organizational behaviour,such as motivation,are easily transferred to all other cultures.

Emotional labour is an informal term for

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

Environment,strategy,and Technology

Organizational Change, development, and Innovation

Filters

Exam 4: Values, attitudes, and Work Behaviour

By far the best predictor of commitment is interesting,satisfying work.

fairness is a function of the actual amount of work rewards or resources received.

An especially bad combination of commitments is high normative commitment coupled with low affective commitment.

It is impossible for absolutely fair outcomes or procedures to be perceived as unfair just because they are inadequately or uncaringly explained.

Intentions to quit are poor predictors of turnover.

Moods are not so intense,long-lived,and diffuse feelings.

In an individualistic culture,distributing rewards according to equity principles rather than equality principles seems like a sensible strategy.

A large scale survey of values has shown that Americans rank slightly above the Japanese in the extent to which work is a central life interest.

The contemporary view of the relationship between job satisfaction and performance suggests that

dictate a broad preference for certain states of affairs over others.

A growing body of evidence has established that employee job satisfaction is translated into satisfaction.

What is emotional regulation and what are its consequences.Given an example of an employee who is regulating his or her emotions.

Distributive fairness results in

Beliefs are made up of values and attitudes.

You have a friend who has told you that he has received many benefits from his organization and,as a result,he feels a sense of obligation.What can you say about your friend?

explains how emotions and moods affect job satisfaction.

Organizational citizenship behaviour is explicitly recognized in most organizations' performance evaluation and reward systems.

is the tendency for moods and emotions to spread between people or throughout a group.

Theories of organizational behaviour,such as motivation,are easily transferred to all other cultures.

Emotional labour is an informal term for

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

Environment,strategy,and Technology

Organizational Change, development, and Innovation

Filters