ORGANIZATIONAL BEHAVIOUR_BHR20103

In managing organizational behavior, the importance of attitudes:

• is determined by observation

• resists with understanding non-productive behavior

• lies in their link to behaviorcan

• be assessed from observing non-work behavior

An individual's psychological tendency expressed by evaluating an entity with some degree of favor or disfavor reflects:

• an attitude

• one's mood

• Values

• Beliefs

All of the following are indications of affect except:

• he believes that young employees are error prone

• she dislikes eating lunch in the company cafeteria

• he prefers group discussion

• she likes the new phone system

An individual does not have an attitude until he or she responds to an entity on a:

• personal, cognitive, and behavioral basis

• cognitive, interactive, and behavioral basis

• behavioral, affective, and interactive, basis c

• ognitive, behavioral, and affective basis

Attitudes are learned and two major influences include:

• repeated behavior and affect

• direct experience and social learning

• cognitive dissonance and negative affectivity

• random behavior modeling and unconscious motivation

A major reason why attitudes derived from direct experience are so powerful is because:

• they become a heuristic to assist in decision making

• they are easily accessed and are active in our cognitive processes

• they are accessible through the left part of the brain which is more intuitive

• of the behavioral intention component of an attitude

In social learning, the family, peer group, religious organizations, and culture shape an individual's attitudes in a(n):

• direct manner

• indirect manner

• reciprocal manner

• parallel manner

Job satisfaction and employee performance are likely to be positively related when:

• pay is linked to attendance

• non-participative techniques are used

• rewards are valued by employees and are tied directly to performance

• employee turnover is high

Job satisfaction has been shown to be related to organizational citizenship, which is:

• the tendency to exhibit strong ethical behavior

• behavior that is above and beyond the call of duty in behalf of the organization

• loyalty to the organization

• the tendency to look for the positive within organizations

Employees working for Aplus.net came to work during massive wildfires that swept through California in 2003, even though some of their own homes were threatened. This is an example of:

• affective commitment

• continuance commitment

• organizational citizenship

• organizational involvement