Deck 3: Work Values Attitudes and Moods and Emotions

Question 1

Moral rights values indicate that decisions should be made in ways that protect the fundamental rights and privileges of people affected by the decision.

Answer 1

True

Question 2

Job satisfaction is the collection of feelings and beliefs that people have about their organization as a whole.

Answer 2

False
Job satisfaction is the collection of feelings and beliefs that people have about their current jobs.

Question 3

Work values are an employee's personal convictions about what outcomes one should expect from work and how one should behave at work.

Answer 3

True

Question 4

Individual ethics, professional ethics, and societal ethics all contribute to an organization's code of ethics.

Question 5

A person's thoughts and feelings about the meaning and nature of work itself are called values.

Question 6

The Sarbanes-Oxley Act of 2002 overrides the need for an organization to have a code of ethics.

Question 7

Utilitarian values indicate that decisions should be made in ways that protect the fundamental rights of people affected by the decision.

Question 8

Work attitudes are collections of feelings, beliefs, and thoughts about how to behave that people currently hold about their jobs and organizations.

Question 9

Work values remain relatively constant from job to job and organization to organization.

Question 10

Justice values dictate that decisions should be made that generate the greatest good for the greatest number of people.

Question 11

A code of ethics is the set of formal rules and standards that employees can use to make appropriate decisions when the interests of other individuals or groups are at stake.

Question 12

Work attitudes are the most general and long-lasting feelings and beliefs people have that contribute to how they experience work.

Question 13

Work values and ethical values are especially relevant to organizational behavior.

Question 14

Intrinsic work values include interesting work, learning new things, and being creative.

Question 15

Values are concerned with aspects of a particular job or organization.

Question 16

Societal ethics are laws, customs, practices, and values which apply to society as a whole.

Question 17

Moods and emotions are personal convictions about what one should strive for and how one should behave in life.

Question 18

Intrinsic work values are related to the consequences of work.

Question 19

Employees whose primary reason for working is to earn money have intrinsic work values.

Question 20

Ethical values are one's personal convictions about what is right and wrong.

Question 21

Feeling rules dictate appropriate and inappropriate feelings for a particular setting.

Question 22

Moods are intense, short-lived feelings that are linked to a specific cause or antecedent and interrupt thought processes and behaviors.

Question 23

Persistent moods and emotions can have an impact on long-held attitudes and values.

Question 24

The collection of feelings and beliefs that people have about their current jobs is known as job satisfaction.

Question 25

Managers and researchers have recognized that even though work moods have important effects on organizational behavior, little can be done in the workplace to promote positive moods.

Question 26

Researchers have identified basic emotions that have universal nonverbal expressions, such as fear, anger, surprise, and happiness.

Question 27

Feeling rules dictate what emotions should be expressed and how they should be expressed in a particular setting.

Question 28

Emotional labor is governed by display rules.

Question 29

Because moods and emotions are usually stable and long lasting, they can strongly affect work attitudes and work values.

Question 30

A lack of trust between employees and managers is often symptomatic of more widespread problems in an organization.

Question 31

The affective component of an employee's work attitude is that person's beliefs about the job or organization.

Question 32

Cognitive dissonance occurs when employees are expected to express feelings that are at odds with how they are actually feeling.

Question 33

Organizational commitment is the collection of feelings and beliefs that people have about their organization as a whole.

Question 34

The expectation that professors will be enthusiastic when teaching classes is an example of feeling rules.

Question 35

An individual's values influence the extent to which thoughts and feelings about a job are positive or negative.

Question 36

Emotional labor is the work that employees perform to control their experience and expression of moods and emotions on the job.

Question 37

Negative affectivity consists of rude interpersonal behaviors reflective of a lack of regard and respect for others.

Question 38

The behavioral component of an employee's work attitude is that person's thoughts about how to behave in his or her organization.

Question 39

Work moods are more long lasting than values and attitudes.

Question 40

Emotions are much more intense than moods.

Question 41

The discrepancy model of job satisfaction is based on a simple idea: To determine how satisfied employees are with their jobs, they compare their job to some "ideal job."

Question 42

Hygiene needs are satisfied by working conditions, amount of pay, and job security.

Question 43

Discrepancy models are useful because they take into account that people often take a comparative approach to evaluation.

Question 44

According to the discrepancy model of job satisfaction, when employees' expectations about their ideal job are high, and when these expectations are not met, employees will be dissatisfied.

Question 45

Most employees are free to vary their levels of job performance to reflect their levels of job satisfaction.

Question 46

The steady-state theory suggests that each employee has a typical (or characteristic) level of job satisfaction, called the steady state or equilibrium level.

Question 47

The facet model assumes that jobs affect employees in uniform ways.

Question 48

The culture a person grows up in does not affect his or her level of job satisfaction.

Question 49

Herzberg's motivator-hygiene theory describes how workers move between satisfaction and dissatisfaction along a continuous scale.

Question 50

Social influence is the effect that individuals or groups have on a person's attitudes and behavior.

Question 51

A job facet is one of numerous components of a job.

Question 52

If new hires are surrounded by coworkers who are dissatisfied with their jobs, they are more likely to be dissatisfied themselves.

Question 53

The steady-state theory suggests that receiving a promotion will raise an employee's level of job satisfaction to a new level, and once attained that level will remain steady.

Question 54

According to Herzberg, an employee cannot experience job satisfaction and job dissatisfaction at the same time.

Question 55

About 70 percent of the variation in levels of job satisfaction can be influenced by managers.

Question 56

The tasks a person performs while at work can affect job satisfaction.

Question 57

Herzberg proposed that when motivator needs are met, employees will be satisfied; when motivator needs are not met, employees will not be satisfied.

Question 58

Research results indicate that job satisfaction is strongly related to job performance.

Question 59

According to Herzberg, motivator needs are associated with the actual work itself and how challenging it is.

Question 60

Job performance may contribute to employees being more satisfied with their jobs if they are fairly compensated for good performance.

Question 61

Continuance commitment exists when the costs of leaving the organization (loss of seniority, pensions, medical benefits, and so on) are too great.

Question 62

Absenteeism is a temporary form of withdrawal from the organization, while turnover is permanent.

Question 63

When Ben & Jerry's Homemade encourages employee commitment through socially responsible corporate policies and programs that support the community and protect the environment, they will MOST likely experience affective commitment from many of their employees.

Question 64

A person's thoughts and feelings about the meaning and nature of work itself are called ________.

A) values
B) attitudes
C) emotions
D) moods

Question 65

Work ________ reflect how people feel while they are performing their jobs day to day and also determine how they experience work.

A) values and emotions
B) attitudes and values
C) moods and emotions
D) skills and moods

Question 66

Employee turnover always has costly negative impacts on an organization.

Question 67

Organizational citizenship behavior (OCB) is behavior that is above and beyond the call of duty.

Question 68

Mobley's model of the turnover process applies to all employees who voluntarily leave their jobs.

Question 69

People's personal convictions about what end states one should expect from work and how one should behave at work constitute ________.

A) work attitudes
B) work moods
C) work behaviors
D) work values

Question 70

Research has found affective commitment to have a weak positive relationship with job performance.

Question 71

Job satisfaction contributes to a person's overall well-being in life.

Question 72

Affective commitment exists when workers are committed not so much because they want to be but because they have to be.

Question 73

Organizational citizenship behaviors are influenced by attitudes such as job satisfaction.

Question 74

The concept of employee well-being focuses on the organization, not the employee.

Question 75

Managers cannot expect employees to be committed to an organization if the organization is not committed to employees and society as a whole.

Question 76

When affective commitment is high, workers are likely to want to do what is good for the organization.

Question 77

According to Bill Mobley, job satisfaction triggers the whole turnover process.

Question 78

Examples of intrinsic work values include all of the following EXCEPT ________.

A) desiring to be challenged
B) establishing social contacts
C) wanting to learn new things
D) making important contributions

Question 79

Work values are important for understanding and managing organizational behavior because they ________.

A) reflect what people are trying to achieve through and at work
B) enable managers to manipulate their workers
C) change from hour to hour and minute to minute
D) reveal how people feel when they are performing their jobs

Question 80

A person's values are ________.

A) resistant to change
B) fixed over time
C) hard to determine
D) subject to change every day