Deck 11: Counterproductive Work Behaviour

Question 1

In dispute-related bullying, the bully singles out an individual based on prejudiced attitudes of a group.

Answer 1

False

Question 2

What is political deviance, such as showing favouritism, also known as?

A) Minor, interpersonal types of deviant workplace behaviour.
B) Serious, interpersonal types of deviant workplace behaviour.
C) Minor, organizational types of deviant workplace behaviour.
D) Serious, organizational types of deviant workplace behaviour.

Answer 2

A

Question 3

What is passive withdrawal from the workplace, in which employees do not perform to their fullest, known as?

A) presenteeism
B) absenteeism
C) psychological withdrawal
D) workplace property deviance

Answer 3

C

Question 4

What do we know about drug testing in organizations?

A) There is a large correlation between drug use and turnover.
B) Drug testing is very common in Canadian organizations.
C) In safety sensitive positions, random drug testing may meet the criteria for a BFOR.
D) Canadian courts have taken the position that drug testing is not discriminatory.

Question 5

Over 41 percent of US employees report experiencing psychological aggression.

Question 6

Although the rate may be inflated because it is based on self-report data, what is the approximate percentage of employees in the UK, Australia, and the US who label themselves as being bullied?

A) 0-5 percent
B) 10-20 percent
C) 40-50 percent
D) 60-70 percent

Question 7

What province was the first jurisdiction in North America to prohibit psychological harassment in the workplace?

A) Quebec
B) Ontario
C) British Columbia
D) Manitoba

Question 8

One of the big problems with predicting counterproductive work behaviours occurs when a test identifies employees as being prone to deviant behaviours when, in fact, they are not.What is this problem known as?

A) true negatives
B) false negatives
C) false positives
D) true positives

Question 9

What does the textbook show about workplace violence and aggression?

A) Over 40 percent of US employees report experiencing psychological aggression.
B) Over 30 percent of US employees report being attacked with a knife, gun, or another weapon.
C) More than 50 percent of the reported violent work incidents in the US occur in manufacturing industries.
D) In the US older workers, those over 35 years of age, are more prone to physical violence and aggression.

Question 10

Which of the following is the defining characteristic of predatory bullying?

A) the bully uses psychological harassment
B) the bully engages in physical aggression with the victim
C) the bully singles out an individual based on prejudiced attitudes toward a group
D) the interactions between bully and victim provoke each other to ever-increasing negative actions directed at each other

Question 11

According to the text, what have studies concluded about polygraph tests?

A) Polygraph tests have high accuracy across all occupations.
B) Polygraph tests are used as part of pre-employment selection by many police and security forces throughout Canada.
C) The validity of the polygraph test results is independent of the skill of the polygraph operator.
D) Polygraph testing is banned across all Canadian provinces.

Question 12

According to the text, what have studies concluded about honesty tests?

A) They produce adverse impact on protected groups.
B) They are not valid (i.e., they don't predict whether employees will engage in certain types of dysfunctional job behaviours).
C) They result in a low number of false positives when used to detect employee theft.
D) They are more successful in predicting property damage than in detecting theft.

Question 13

Ginna has been seeing an increase in stealing from her kayak supplies company.According to Sandra Robinson and Rebecca Bennett's (1995) typology, what is this behaviour classified as?

A) a minor, interpersonal, deviant workplace behaviour
B) a serious, interpersonal, deviant workplace behaviour
C) a minor, organizational, deviant workplace behaviour
D) a serious, organizational, deviant workplace behaviour

Question 14

Clinical judgment assessments tend to have a high misclassification rate, categorizing non-violent individuals as being prone to violence.

Question 15

A computer programmer allegedly placed a worm in the payroll software program that would destroy the payroll system if his name was deleted.Which of the following is this an example of?

A) production deviance
B) psychological withdrawal
C) employee theft
D) workplace property deviance

Question 16

Dispute-related bullying involves the bully and victim provoking each other to ever-increasing negative interactions with each other.

Question 17

We could use Mark Seabright and Maureen Schminke's (2002) reasons behind acts of sabotage to justify each of the following people's behaviour EXCEPT for which of the following?.

A) Camille, who suffers from deviant personality behaviour.
B) Quynn, who feels he has been treated unfairly by his employer.
C) Mark, who is trying to make his work easier to accomplish.
D) Jenny, who feels she lacks control and power at work.

Question 18

Which of the following best defines counterproductive work behaviours?

A) behaviours that negatively impact individual employees only
B) a set of voluntary behaviours that violate organizational norms
C) a set of non-intentional behaviours that decrease productivity
D) any specific, nonvoluntary behaviours prescribed by the organization

Question 19

One of Kamaya's employees, Brad, has been fighting several flus and colds over the past few months.Although he is showing up for work, he has not been fully engaged in his work.How should Kamaya deal with this presenteeism issue?

A) She should change the reward system to ensure that his attendance is highly rewarded.
B) She should ignore it, because presenteeism usually isn't a big issue.
C) She should reward Brad for the work he produces, and not for the hours he attends at work.
D) She should deduct his pay for any absenteeism.

Question 20

Zara wants to check out the past behaviours of several applicants.When using reference checks, which of the following issues should Zara be concerned about?

A) The differential validity of personal reference letters is high.
B) Reference letters tend to be uniformly positive.
C) Most organizations have a policy to provide detailed information on all employees to avoid future legal action.
D) Applicants rarely are willing to provide names of reference or reference letters to organizations.

Question 21

Most Canadian provinces have banned the use of mandatory polygraph tests.

Question 22

Random or mandatory drug testing by Canadian organizations is very common.

Question 23

There is a substantial body of research indicating the validity of using BIBs to screen out potentially aggressive employees.

Question 24

Sabotage involves damage to a company's reputation, products, or equipment.What are five reasons why employees may perform acts of sabotage?

Question 25

You work as the senior HR director at a national Canadian banking institution where honesty is a critical issue.You have been asked to review your current selection process, and integrate some type of "honesty testing" into the process.Given your knowledge of the various screening procedures, what would you do?

Question 26

There are several valid paper and pencil integrity tests that can help identify various counterproductive work behaviours.

Question 27

Provide examples of bullying behaviour, and identify some of the problems it may create for an organization.