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WorksheetsWhat Up MAN3025 Mid
Total questions: 155
Worksheet time: 1hrs 18mins
Name
Class
Date
1.
The study of organizational behavior is concerned with:
a)
psychosocial, interpersonal, and organizational structure
b)
psychosocial, interpersonal, and work design
c)
interpersonal, group dynamics in organizations, and work design
d)
psychosocial, interpersonal, and group dynamics in organizations
2.
The study of individual behavior and group dynamics in organizational settings describes the content of study in:
a)
organization theory
b)
organization design
c)
organizational behavior
d)
organizational development
3.
Which organizational variable(s) is (are) important to the study of group dynamics?
a)
organization structure
b)
role conflict and ambiguity
c)
job task
d)
hierarchy of authority
4.
An internal perspective of human behavior tends to explain a person's actions in terms of:
a)
job demands
b)
Personal value system
c)
task design
d)
organization communication channels
5.
All of the following are internal behavioral processes except:
a)
cognition
b)
perceiving
c)
judging
d)
leading
6.
The internal or external perspectives offer:
a)
complementary explanations for human behavior
b)
similar explanations for human behavior
c)
conflicting explanations for human behavior
d)
alternative explanations for human behavior
7.
Kurt Lewin may have best captured alternative explanations for human behavior when he stated behavior is a function of:
a)
the individual personality and preferences for leadership style
b)
the consequences of compliant and deviant behavior within social groups
c)
culture and the systemic properties of the organization
d)
the person and the environment
8.
The science of human behavior and individual differences is:
a)
anthropology
b)
sociology
c)
engineering
d)
psychology
9.
Culture and the study of learned behavior comprise the domain of:
a)
management
b)
anthropology
c)
sociology
d)
psychology
10.
When Black & Decker placed a special emphasis on human productivity and efficiency through the application of organizational goal setting and differential piece rate systems, they were borrowing ideas from the discipline of:
a)
psychology
b)
anthropology
c)
sociology
d)
engineering
11.
Research focusing on the effects of efficient cultures on organizational performance and how pathological personalities may lead to dysfunctional cultures highlights which discipline’s contribution to organizational behavior?
a)
psychology
b)
sociology
c)
anthropology
d)
medicine
12.
The first discipline to take the modern corporation as the unit of analysis and emphasize the design, implementation, and coordination of various administrative and organization systems was:
a)
psychology
b)
sociology
c)
management
d)
anthropology
13.
The recent emphasis on sources and treatment of hypertension with respect to occupational health and well-being is an example of a contribution from which discipline?
a)
medicine
b)
psychology
c)
sociology
d)
management
14.
The specific setting within which organizational behavior is enacted would be called the:
a)
situation
b)
external environment
c)
organizational context
d)
group
15.
Which of the following is NOT an internal component of a work organization?
a)
structure
b)
task
c)
technology
d)
product market
16.
The task of an organization is reflected in its:
a)
human resources
b)
mission or purpose
c)
input materials
d)
structure
17.
In an open system the transformation or conversion of inputs to outputs is accomplished with:
a)
technology
b)
task
c)
borrowed financial resources
d)
robots
18.
A federal regulatory agency can be considered part of an organization's:
a)
formal structure
b)
labor market
c)
external task environment
d)
transformation technology
19.
The human, informational, material, and financial resources of an organization system would be considered:
a)
inputs
b)
throughputs
c)
the transformation
d)
outputs
20.
The beliefs and assumptions about people, work, and the organization best reflects the:
a)
formal organization
b)
overt part of an organization
c)
informal organization
d)
social service
21.
All of the following are aspects of the formal organization except:
a)
job descriptions
b)
the friendship/relationship between two employees
c)
the hierarchical superior-subordinate authority relationship
d)
the workflow sequence between two departments
22.
The Hawthorne studies uncovered the importance of:
a)
the workflow and scheduling of work for production efficienc
b)
delegating authority downward and throughout the organization
c)
the informal organization and its impact on productivit
d)
viewing an organization as clockworks
23.
The three main driving forces creating and shaping changes at work include:
a)
globalization, demography, diversity
b)
globalization, technology, ethics
c)
globalization, technology, employee attitudes
d)
globalization, diversity, ethics
24.
A significant aspect of total quality management is:
a)
employee-driving suggestions systems
b)
continuous improvement and attention to customer needs
c)
the use of computers
d)
the suboptimization of resource allocation
25.
Which of the following approaches to quality improvement would emphasize statistical modeling techniques?
a)
Six Sigma
b)
TQM
c)
Taguchi’s method
d)
the Shanin system
26.
Which of the following statements is most correct with respect to total quality management?
a)
Quality is a customer-oriented philosophy with important implications for virtually all aspects of organizational behavior.
b)
Quality control is the responsibility of specialists who randomly perform quality checks on items as they leave the assembly line.
c)
Quality is an employee-oriented philosophy required by quality engineers.
d)
Quality is machine driven with quality improvements resulting from use of robotic equipment.
27.
Globalization, workforce diversity, and __________ are three interrelated themes of importance for managing organizational behavior in the 21st century.
a)
customer satisfaction
b)
employee compensation
c)
moral and ethical behavior
d)
job analysis
28.
A questioning, probing attitude is at the core of:
a)
job performance
b)
organizational reality
c)
critical thinking
d)
subjective knowledge
29.
Objective knowledge, in any field of study, is developed through:
a)
experience
b)
past practices and training
c)
a review of the relevant literature
d)
basic and applied research
30.
Developing skills is different from acquiring objective knowledge becuase it requires:
a)
empirical testing
b)
induction
c)
deduction
d)
structured practice and feedback
31.
Globalization implies all of the following except:
a)
the world is free from national boundaries
b)
a borderless world
c)
competition between workers from other countries
d)
an organization's nationality is held strongly in consciousness
32.
A tranational organization is one where:
a)
an organization's nationality is held strongly in the consciousness of managers even though the organization competes on a global scale
b)
the global viewpoint supersedes national issues
c)
the global and national interests are linked in an overriding perspective
d)
a prevalent ethnic viewpoint begins to be held strongly in the consciousness of managers
33.
Many U.S. and Canadian firms have located manufacturing plants in Mexico to take advantage of lower labor costs. Additionally, many tariffs on U.S. exports have been reduced. These global changes occurred because of:
a)
the European union
b)
GATT agreements
c)
NAFTA
d)
Perestroika
34.
According to the research of Hofstede, U.S. managers tend to exhibit which of the following cultural characteristics?
a)
collectivism, long-term orientation, and high power distance
b)
low uncertainty avoidance, masculinity, and collectivism
c)
weak power distance, short-term orientation, and individualism
d)
high tolerance for uncertainty, collectivism, and strong power positions
35.
The work of Hofstede is important because his studies revealed that more differences in work-related attitudes can be explained by:
a)
gender
b)
profession
c)
national culture
d)
age
36.
Hofstede's cross-cultural research found that Japanese managers valued:
a)
high risk taking
b)
group decisions
c)
a short-time perspective
d)
individualism
37.
According to Hofstede's research, the country displaying cultural characteristics most similar to the U.S. is:
a)
Japan
b)
Sweden
c)
Italy
d)
Canada
38.
Hofstede's work casts doubt on the:
a)
ability of cross-cultural attitudes to predict job-related attitudes
b)
use of masculinity versus femininity as an orientation that has cultural variation
c)
use of time as an orientation that differs across cultures
d)
the universal applicability of U.S. management theories
39.
Executive performance bonuses, high position power, and tactical or short-range planning suggest a corporate culture that emphasizes:
a)
low risk taking
b)
consensus decision making
c)
high uncertainty avoidance
d)
individualism
40.
An expatriate manager is one who:
a)
has left a transnational organization to work for a competitor
b)
works within a foreign-owned company within their own country
c)
works in a country other than his or her home country
d)
has given his or her allegiance to a transnational type of organization over a more national/domestic perspective
41.
Gifts are not usually a requirement in business dealings, though presenting a small gift will generally be appreciated as a gesture of goodwill in which of the following cultures?
a)
Mexico
b)
Japan
c)
Saudi Arabia
d)
Canada
42.
In which of the following cultures should you avoid directly saying no?
a)
Japan
b)
Saudi Arabia
c)
Mexico
d)
Canada
43.
While the globalization of business affects all parts of the organization, which area of the organization is particularly affected?
a)
marketig
b)
operations
c)
MIS
d)
human resources
44.
Attention to diversity has particularly increased in recent years because of:
a)
the use of telecommunications
b)
the opportunity for use of lower cost labor in other countries
c)
the changing demographics of the working population
d)
legislation
45.
The globalization of business and changing demographic trends will present organizations with a tremendously culturally diverse workforce which represents the risk that:
a)
prejudices and stereotypes will prevent managers and employees from developing a synergy that can benefit the organizations
b)
families will not be left intact
c)
values will begin to erode
d)
opportunities will not be available
46.
Which statement regarding the glass ceiling is most correct?
a)
The glass ceiling has been recently found to apply equally to males and females.
b)
The glass ceiling is a barrier that has been traced to a lack of ability.
c)
The glass ceiling, like Cinderella's glass slipper, has resulted in a temporary movement of women into political leadership positions throughout the world.
d)
The glass ceiling is a transparent barrier that keeps women from rising above a certain level in organizations.
47.
Individuals born between 1965 and 1976 are known as the:
a)
baby boomers
b)
swing generation
c)
Generation Y
d)
baby busters
48.
Which generation of workers tends to be impatient, wants short-term gratification, and puts family before work?
a)
silent generation
b)
Generation Y
c)
baby busters
d)
baby boomers
49.
Which generation of workers tends to strive for moral rights in the workplace and take a more activist position regarding employee rights?
a)
baby boomers
b)
silent generation
c)
Generation Y
d)
Generation X
50.
If you were born from 1965 to 1976 you could be called:
a)
part of the silent generation
b)
a Gen X'er
c)
a baby boomer
d)
a Gen Y'er
51.
The Americans with Disabilities Act defines disabled as:
a)
persons with permanent physical and mental problems
b)
anyone with a physical or mental impairment that substantially limits one or more major life activities
c)
individuals with physical impairments only
d)
those who cannot work
52.
The representation of individuals with disabilities in the workforce is expected to increase dramatically because:
a)
of EEO
b)
a larger portion of society has some type of diability
c)
of the Americas with Disabilities Act
d)
or companies like Pizza Hut and McDonald's
53.
Which of the following sources of diversity has received increasing attention by explaining how homophobia affects productivity?
a)
culture
b)
gender
c)
sexual orientation
d)
social status
54.
Emphasizing the use of inclusive language such as "partner" instead of "spouse" would be directed at what type of diversity?
a)
culture
b)
social status
c)
sexual orientation
d)
age
55.
Emphasizing the use of inclusive language such as "partner" instead of "spouse" would be directed at what type of diversity?
a)
culture
b)
social status
c)
sexual orientation
d)
age
56.
The major difference between prejudice and discrimination is:
a)
prejudice has been shown to have more of an impact on productivity than discrimination
b)
discrimination has been shown to have more of an impact on productivity than prejudice
c)
prejudice refers to behavior and discrimination refers to an attitude
d)
prejudice refers to an attitude and discrimination refers to behavior
57.
Which of the following is considered a key benefit of diversity?
a)
cohesiveness
b)
flexibility and adaptation
c)
less time in making decisions
d)
ess thinking that is considered critical
58.
A well-known consequential theory which suggests that right and wrong is determined by the consequence of the action and we should maximize the most good for the greatest number of people is:
a)
cultural relativism
b)
universal moralism
c)
utilitarianism
d)
rule-based theory
59.
Corporations and business enterprises are more prone to subscribe to:
a)
cultural relativism
b)
universal moralism
c)
consequential ethics
d)
rule-based ethics
60.
The implicit or explicit demands for sexual favors by threatening negative job-related consequences or promising job-related rewards is considered:
a)
gender harassment
b)
biased sexual force
c)
sexual coercion
d)
sexual exploitation
61.
Which of the following would not be considered sexual harassment?
a)
A male department head is propositioned by a female employee who has bid for a different job that carries a high rate of pay.
b)
When congratulating employees for their good work, a male supervisor pats male workers on the shoulder and female workers on their behinds.
c)
A female office employee frequently, in a joking fashion, suggests to certain male co-workers that they go to a motel during the lunch hour.
d)
In trying to make an important point when issuing job instructions, a male supervisor puts his hand on the employee's shoulder. He does this with both male and female employees.
62.
The legal theory involved in a third party retaliatory lawsuit, where the 3rd party claims he or she was fired before the individual could file a discrimination claim as a result of others’ office romance is called:
a)
romance risk
b)
sex plus
c)
fraternization frivolity
d)
lover's lament
63.
If a pregnant woman claimed that a manager’s failed office romance caused him to focus more on her work, thus increasing her work demands, could result in a discrimination claim based on:
a)
gender plus
b)
utilitarian romance
c)
hierarchical romance
d)
sexual harassment
64.
A female employee is issued a written reprimand when returning late from lunch. A male employee in the same department returns late and is not disciplined. This issue represents a question of:
a)
sexual harassment
b)
procedural justice
c)
uniform standards
d)
distributive justice
65.
An office romance is:
a)
immoral
b)
a form of sexual harassment
c)
likely to create a conflict of interest situation
d)
a violation of most corporate codes of ethics and may subject the participants to disciplinary action
66.
Whistle-blowing is:
a)
an example of white-collar crime
b)
legally protected
c)
an illustration of distributive justice
d)
unethical
67.
The obligation of an organization to behave in ethical ways is known as:
a)
social environmentalism
b)
organizational morality
c)
social responsibility
d)
ethical imperative
68.
The basis for understanding individual differences stems from:
a)
Jung's development of personality archetypes
b)
Carl Roger's contention that everyone is unique
c)
Bandura's approach to social-cognitive social learning theory
d)
Lewin's contention that behavior is a function of the person and the environment
69.
The way in which factors such as skills, abilities, personalities, perceptions, attitudes, values, and ethics differ from one individual to another is referred to as:
a)
personality
b)
individual differences
c)
the basis for group differences
d)
variation in traits
70.
All of the following are examples of individual differences except:
a)
personality
b)
general mental ability
c)
emotional intelligence
d)
norming
71.
What is considered the single best predictor or work performance across many occupations studied both here in the United States and across different cultures?
a)
GMA
b)
Extraversion
c)
Conscientiousness
d)
Emotional Stability
72.
The approach to the study of personality that focuses on both person (dispositions) and situational variables as combined predictors of behavior is known as:
a)
trait theory
b)
the integrative approach
c)
psychodynamic theory
d)
wholistic humanism
73.
A relatively stable set of characteristics that influence an individual's behavior defines:
a)
behavioral predispositions
b)
personality
c)
the integrative approach to behavior
d)
the approach emphasizing the perceptual proces
74.
Personality is shaped by:
a)
consequences of behavior and the environment
b)
the person and the situation
c)
thinkings and feelings
d)
heredity and environment
75.
Which traits are associated with less absenteeism at work?
a)
extraversion and emotional stability
b)
introversion and emotional stability
c)
extraversion and conscientiousness
d)
introversion and conscientiousness
76.
The traits associated with high-performing employees are:
a)
extraversion and agreeableness
b)
agreeableness and conscientiousness
c)
conscientiousness and emotional stability
d)
emotional stability and agreeableness
77.
Which of the following is not considered one of the "Big Five" personality traits?
a)
heredity
b)
extraversion
c)
emotional stability
d)
conscientiousness
78.
Individuals possessing an internal locus of control:
a)
display high anxiety
b)
tend to be dissatisfied on the job
c)
prefer participative management styles
d)
avoid greater responsibility
79.
As a supervisor of a group of employees, all of whom have an internal locus of control, you should:
a)
closely supervise them
b)
provide explicit and frequent job instructions
c)
expect to frequently discipline group members for slowness and lack of initiative
d)
allow them considerable leeway in determining how to perform their work
80.
Generalized self-efficacy is the general:
a)
feeling of one's self-worth
b)
extent to which people base their behavior on cues from other people and situations
c)
belief about one's own capabilities to deal with the events and challenges that make life demanding
d)
belief about self or situational control over what happens to them
81.
Which of the following is one of the most important determinants of high self-efficacy?
a)
an internal locus of control
b)
high self-esteem
c)
previous success
d)
the tendency to be a low self-monitor
82.
As a manager that understands the implications of self-esteem on work behavior, you should:
a)
clearly measure the results of employee tasks
b)
provide continual positive feedback
c)
clearly tie rewards to performance
d)
give them appropriate challenges and opportunities for success
83.
An individual's generalized belief about internal control versus external control is called:
a)
self-efficacy
b)
self-esteem
c)
locus of control
d)
self-monitoring
84.
Low self-monitors tend to:
a)
be slow in responding to situational cues
b)
be high on self-efficacy
c)
be high in self-esteem
d)
require little supervision
85.
Positive affectivity is likely to be displayed by:
a)
persons with low self-efficacy
b)
low self-monitors
c)
persons with high anxiety
d)
internals, or those with an internal locus of control
86.
Managers who want to promote positive affectivity should:
a)
allow participative decision making and provide pleasant working conditions
b)
hire those with an external orientation
c)
reduce the anxiety in jobs
d)
give positive feedback in order to increase self-esteem
87.
A member of a work group who loafs and makes only a very minimal contribution:
a)
exhibits negative affectivity
b)
likes to experience control over others
c)
has an internal locus of control
d)
will be successful if left alone
88.
The extent to which people base their behavior on cues from other people and situations refers to:
a)
locus of control
b)
self-esteem
c)
self-efficacy
d)
self-monitoring
89.
When predicting behavior, an important idea to remember concerns the extent to which a situation overwhelms the effects of individual personalities by providing cues for appropriate behavior. This type of situation is called a:
a)
weak situation
b)
weak individual difference
c)
strong individual difference
d)
strong situation
90.
Which of the following personality types would most likely display the most consistent behavior “across situations”?
a)
External locus of control
b)
High self efficacy
c)
High self monitor
d)
Low self monitor
91.
A person who is unconstrained by his or her situation and who brings about environmental change would more likely have a(n):
a)
ISTJ type personality
b)
high level of self monitoring
c)
proactive personality
d)
negative affect
92.
Which of the following organizations has perfected software that decodes a caller’s personality using voice recognition in order to match them with an agent with a similar personality?
a)
EVR
b)
ELoyalty
c)
EPersonalityRecognition
d)
EPersonalityCallCenter (EPCC)
93.
The MBTI is a:
a)
projective test that captures psychological disorders
b)
way to identify human differences and similarities by separating behavioral tendencies or dispositions
c)
self-report questionnaire designed to assess personality
d)
direct index of personality
94.
According to the MBTI a successful top executive is likely to be a/an:
a)
introvert, intuitor, feeler, and perceiver
b)
introvert, sensor, thinker, and perceiver
c)
extrovert, intuitor, feeler, and judger
d)
extrovert, sensor, thinker, and judger
95.
According to the Jungian approach to personality, the basic preference that reflects what we pay attention to or how we prefer to gather information is:
a)
extraversion/introversion
b)
sensing/intuiting
c)
thinking/feeling
d)
judging/perceiving
96.
Jung contended that the most important distinction between individuals was the:
a)
extravert/introvert preference
b)
sensing/intuiting preference
c)
thinking/feeling preference
d)
judging/perceiving preference
97.
The process of interpreting information about another person is:
a)
high external control
b)
social perception
c)
encoding
d)
evaluation
98.
The perceiver's pattern of thinking or manner in which they assemble and interpret information about another person is:
a)
the strength of situational cues
b)
cognitive structure
c)
self-concept
d)
attitude structuring
99.
The ability of an individual to perceive multiple characteristics of another person rather than attend to just a few traits is a function of their:
a)
attention span
b)
ability to focus
c)
cognitive weighting
d)
cognitive complexity
100.
In an interview situation, the interviewer's first impression of the interviewee (or target) is likely to be based upon:
a)
nonverbal cues of the target
b)
verbal communication by the target
c)
the intentions of the target
d)
the target's physical appearance
101.
The discounting principle is a characteristic of the:
a)
situation
b)
perceiver
c)
target
d)
cognitive miser
102.
The social context and discounting principle are characteristics of the:
a)
perceiver
b)
target
c)
situation
d)
interaction
103.
An employee who does not get along well with other employees but generates the most sales is evaluated only on sales performance. This is an example of:
a)
stereotyping
b)
the cognitive miser
c)
the self-fulfilling prophecy
d)
selective perception
104.
A supervisor's high expectations of a new employee and the subsequent high performance of that employee is known as:
a)
impression management
b)
stereotyping
c)
perceptual bias
d)
self-fulfilling prophecy
105.
The primacy effect is also known as:
a)
selective perception
b)
self-fulfilling prophecy
c)
first-impression error
d)
a stereotype
106.
Increasing workforce diversity is likely to reduce __________ as a barrier to social perception.
a)
the primacy effect
b)
first-impression error
c)
selective perception
d)
stereotyping
107.
Projection occurs most often when you:
a)
surround yourself with others similar to you
b)
attempt to control the impressions others have of you
c)
let your expectations affect your interaction with others in a way that we get what we wish for
d)
surround yourself with others dis-similar to you
108.
Attribution theory helps to __________ behavior in organizations.
a)
measure
b)
explain causes of
c)
specify correct or appropriate
d)
observe
109.
Achievement-oriented individuals attribute their success to:
a)
a combination of hard work and ability
b)
ability
c)
hard work
d)
hard work and task difficulty
110.
Achievement-oriented individuals attribute their failures to:
a)
bad luck
b)
a combination of bad luck and a difficult task
c)
lack of effort
d)
lack of effort and a difficult task
111.
In managing organizational behavior, the importance of attitudes:
a)
is determined by observation
b)
rests with understanding non-productive behavior
c)
lies in their link to behavior
d)
can be assessed from observing non-work behavior
112.
An individual's psychological tendency expressed by evaluating an entity with some degree of favor or disfavor reflects:
a)
an attitude
b)
one's mood
c)
values
d)
beliefs
113.
When one's attitudes and required job behavior conflict, __________ may develop.
a)
affect
b)
attitude consonance
c)
behavioral tendency
d)
cognitive dissonance
114.
A major reason why attitudes derived from direct experience are so powerful is because:
a)
they become a heuristic to assist in decision making
b)
they are easily accessed and are active in our cognitive processes
c)
they are accessible through the left part of the brain which is more intuitive
d)
of the behavioral intention component of an attitude
115.
In social learning, the family, peer group, religious organizations, and culture shape an individual's attitudes in a(n):
a)
direct manner
b)
indirect manner
c)
reciprocal manner
d)
parallel manner
116.
Which of the following is NOT one of the five things the attitude-behavior correspondence depends upon?
a)
attitude specificity
b)
attitude relevance
c)
social constraints
d)
the experimental model used to test the relationship
117.
If a salesperson is required to sell a defective TV set but believes this act to be unethical, he or she would:
a)
not engage in the act
b)
experience the discomfort of cognitive dissonance
c)
need to be at Kohlberg's 5th level of cognitive development in order to resolve the conflict between attitudes and behavior
d)
reexamine his or her behavioral intention
118.
The JDI measures:
a)
job performance
b)
attitude specificity
c)
employee absenteeism
d)
job satisfaction
119.
Job satisfaction and employee performance are likely to be positively related when:
a)
pay is linked to attendance
b)
non-participative techniques are used
c)
rewards are valued by employees and are tied directly to performance
d)
employee turnover is high
120.
When an employee remains with a firm because he or she faces significant exit barriers, this can be characterized as:
a)
organizational citizenship
b)
withdrawal syndrome
c)
continuance commitment
d)
dysfunctional attachment
121.
Employee loyalty toward the organization is a significant factor in:
a)
job displacement
b)
continuance commitment
c)
affective commitment
d)
employee turnover
122.
Job satisfaction has been shown to be related to organizational citizenship, which is:
a)
the tendency to exhibit strong ethical behavior
b)
behavior that is above and beyond the call of duty on behalf of the organization
c)
loyalty to the organization
d)
the tendency to look for the positive within organizations
123.
When an employee remains with a firm because he or she faces significant exit barriers, this can be characterized as:
a)
organizational citizenship
b)
withdrawal syndrome
c)
continuance commitment
d)
dysfunctional attachment
124.
Employee loyalty toward the organization is a significant factor in:
a)
job displacement
b)
continuance commitment
c)
affective commitment
d)
employee turnover
125.
Job satisfaction has been shown to be related to organizational citizenship, which is:
a)
the tendency to exhibit strong ethical behavior
b)
behavior that is above and beyond the call of duty on behalf of the organization
c)
loyalty to the organization
d)
the tendency to look for the positive within organizations
126.
When an employee remains with a firm because he or she faces significant exit barriers, this can be characterized as:
a)
organizational citizenship
b)
withdrawal syndrome
c)
continuance commitment
d)
dysfunctional attachment
127.
Employee loyalty toward the organization is a significant factor in:
a)
job displacement
b)
continuance commitment
c)
affective commitment
d)
employee turnover
128.
Job satisfaction has been shown to be related to organizational citizenship, which is:
a)
the tendency to exhibit strong ethical behavior
b)
behavior that is above and beyond the call of duty on behalf of the organization
c)
loyalty to the organization
d)
the tendency to look for the positive within organizations
129.
A pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences reflects:
a)
job involvement
b)
job satisfaction
c)
loyalty
d)
job morale
130.
The strength of an individual's identification with an organization is known as:
a)
normative commitment
b)
organizational commitment
c)
continuance commitment
d)
behavioral commitment
131.
Which of the following is NOT a type of organizational commitment?
a)
affective
b)
continuance
c)
normative
d)
citizenship
132.
The type of organizational commitment that is based on an individual's desire to remain in an organization is called:
a)
intentional commitment
b)
normative commitment
c)
affective commitment
d)
attitudinal commitment
133.
Counterproductive behavior that violates organizational norms and causes harms to others of the organization is known as:
a)
OCB
b)
WDB
c)
JDI
d)
MSQ
134.
To understand how attitudes can change, it is necessary to understand that the characteristics which affect the persuasion process include:
a)
source, intended, and message characteristics
b)
source, directed, and message characteristics
c)
source, intended, and directed characteristics
d)
source, target, and message characteristics
135.
The three major aspects of the source characteristic affecting persuasion include:
a)
expertise, credibility, charisma
b)
credibility, charisma, attractiveness
c)
expertise, charisma, attractiveness
d)
expertise, trustworthiness, attractiveness
136.
The two major cognitive routes to persuasion include:
a)
the direct and central
b)
the direct and peripheral
c)
the central and circular
d)
the central and peripheral
137.
The elaboration likelihood model of persuasion proposes that:
a)
persuasion occurs over the routes of message, target, and source characteristics
b)
the likelihood that an attitude will change is largely dependent on the amount of time spent attempting to change the attitude
c)
attitudinal change is a function of three interactive routes, physical, mental, and visual
d)
persuasion occurs over two routes, the central and the peripheral
138.
The process of managing emotions in order to fit the rules of the job would be considered emotional:
a)
frustration
b)
contagion
c)
labor
d)
conflict
139.
Discrete and fairly short-lived feelings with a specific, known cause defines:
a)
emotions
b)
moods
c)
attitudes
d)
emotional contagion
140.
Emotional intelligence refers to the:
a)
ability to recognize and mange emotions in oneself and in others
b)
ability to control feelings and expression of emotions in the workplace and is a type of emotion regulation
c)
dynamic process through which the emotions of one person are transferred to another either consciously or unconsciously through non-verbal channels
d)
ability to recognize whether a central or peripheral route to persuasion would be more useful in persuading individuals to change their attitude
141.
Acting in ways consistent with one's personal values and the commonly held values of the organization and society is:
a)
legal behavior
b)
ethical behavior
c)
cognitive behavior
d)
loyal behavior
142.
An enduring belief that a particular behavior or end state of existence is preferred is known as a/an:
a)
message
b)
value
c)
ethic
d)
attitude
143.
The goals to be achieved, or the end states of existence, are called:
a)
instrumental values
b)
terminal values
c)
lifelong values
d)
permanent values
144.
Persons with an internal locus of control:
a)
believe that fate affects their circumstances
b)
accept others controlling them
c)
take personal responsibility for their situation and the consequences of their behavior
d)
can easily succumb to social and peer pressure
145.
High-Mach persons are better at:
a)
cheating
b)
accepting orders from others
c)
behaving ethically
d)
building strong interpersonal relationships
146.
A personality characteristic indicating one's willingness to do whatever it takes to get one's own way is considered:
a)
low in cognitive moral development
b)
Machiavellian
c)
a high self-monitor
d)
someone who has a strong external locus of control
147.
According to research on Kohlberg's model of cognitive moral development, individuals at higher development stages are:
a)
more likely to cheat
b)
more likely to put expediency before ethics
c)
not able to distinguish right from wrong
d)
more likely to engage in whistle-blowing
148.
According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a place in heaven. The organizational scholar who advanced the Protestant Ethic notion was:
a)
John Calvin
b)
Sigmund Freud
c)
Adam Smith
d)
Max Weber
149.
Frederick Taylor's scientific management advanced the idea that:
a)
unfulfilled needs acted as motivation
b)
the relationship of management and labor should be one of cooperation rather than conflict
c)
money was not a motivator
d)
self-interest and economic gain are motivators for the owners of production and not the employees of owners
150.
Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior. The "invisible hand" refers to:
a)
psychological determinants of behavior
b)
unconscious motives
c)
internal needs
d)
unseen forces of a free market system
151.
Modern management practices such as employee management recognition programs, flexible benefit packages, and stock ownership plans emphasize:
a)
internal needs
b)
intrinsic motivation
c)
external incentives
d)
psychodynamic theory
152.
An approach to employee motivation that considers both psychological needs and external incentives is:
a)
psychodynamic theory
b)
McGregor’s Theory X and Theory Y
c)
psychological ownership
d)
organizational citizenship behavior
153.
Maslow's hierarchy of needs model begins with _____ needs and ends with _____ needs.
a)
security, social
b)
achievement, power
c)
power, affiliation
d)
physiological, self-actualization
154.
Alderfer's growth need category corresponds to Maslow's:
a)
Interpersonal esteem needs
b)
safety and security needs
c)
social needs
d)
self-esteem and self-actualization needs
155.
Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more needs but that:
a)
a satisfied need is no longer a motivator
b)
high order needs are rarely met even in a minimal fashion
c)
need categories are randomly experienced rather than in a particular sequence
d)
regression down the needs chain does not occur
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