Managing Organizational Behavior International Edition 10th Edition By Gregory Moorhead – Test Bank
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Sample Test
Chapter 3—Behavior of Individuals
MULTIPLE CHOICE
1. A
psychological contract is usually
|
a. |
written down on a piece of paper. |
|
b. |
clear about what the organization will
provide employees. |
|
c. |
explicitly negotiated. |
|
d. |
a formal document. |
|
e. |
very well-defined. |
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB: HRM
TYP: Understanding
2. A
psychological contract is
|
a. |
a description of the intellectual work
the employee will be required to complete on the job. |
|
b. |
a legally binding agreement between the
employer and the worker. |
|
c. |
a person’s overall expectations regarding
the employment arrangement. |
|
d. |
a written document outlining what the
employee will be paid. |
|
e. |
a ideal employment contract developed
by industrial psychologists. |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Ethical | AACSB: Individual
Dynamics
TYP: Knowledge
3. Which
of the following is an example of a contribution made to an organization as
part of the psychological contract?
|
a. |
effort |
|
b. |
skills |
|
c. |
ability |
|
d. |
time |
|
e. |
all of the above are contributions |
ANS:
E
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
4. If
you accept a position with an organization that promises advancement
opportunities, the organization is providing
|
a. |
inducements. |
|
b. |
tangibles. |
|
c. |
competencies. |
|
d. |
contributions. |
|
e. |
psychological contracts. |
ANS:
A
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
5. Expatriate
managers may have a difficult time returning from an international assignment
because
|
a. |
the organization that they are coming
back to may be different than the one they left. |
|
b. |
their company is required by law to
wait 30 days before rehiring them. |
|
c. |
their personality has changed in the
course of their absence. |
|
d. |
former coworkers attempt to draw them
away to different organizations. |
|
e. |
they lose their citizenship if they
stay away longer than five years. |
ANS:
A
PTS: 1
NAT: AACSB: Analytic | AACSB: Ethical | AACSB:
HRM TYP: Understanding
6. The
extent to which the contributions made by an individual match the inducements
offered by the organization is referred to as
|
a. |
a complementary contract. |
|
b. |
employment alignment. |
|
c. |
person-job fit. |
|
d. |
workplace balance. |
|
e. |
job security. |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
HRM
TYP: Knowledge
7. A
precise person-job fit is seldom achieved because
|
a. |
it is easy to measure employee skill
levels. |
|
b. |
organizations tend to remain the same
over time. |
|
c. |
each person is unique. |
|
d. |
hiring procedures, if implemented
correctly, generate near perfect results. |
|
e. |
employees rarely make true
contributions to organizations. |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
HRM
TYP: Understanding
8. Which
of the following best describes the role of circumstances in assessing
individual differences?
|
a. |
Circumstances are more important in
judging newer employees than they are in judging older employees. |
|
b. |
Individual differences may shape
circumstances, but circumstances cannot shape individual differences. |
|
c. |
Managers can assess circumstances, but
they cannot assess individual differences. |
|
d. |
Whether specific differences that
characterize a person are good or bad depends on circumstances. |
|
e. |
Circumstances becomes more important
the more unique the employee. |
ANS:
D
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
9. The
extent to which personality attributes are inherited from our parents or shaped
by our environment is called ____ by psychologists.
|
a. |
individual differences |
|
b. |
psychological contributions |
|
c. |
nature versus nurture |
|
d. |
psychological contract |
|
e. |
psychological inducements |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
10.
Agreeableness includes being
|
a. |
gentle. |
|
b. |
cooperative. |
|
c. |
understanding. |
|
d. |
forgiving. |
|
e. |
all of the above |
ANS:
D
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
11.
Research has found that ____ people tend to be higher performers
in a variety of jobs.
|
a. |
extroverted |
|
b. |
introverted |
|
c. |
conscientious |
|
d. |
open |
|
e. |
All of the above |
ANS:
C
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
12.
Jane is relatively calm, poised, and secure. Jane’s boss is more
excitable, insecure, and reactive. Jane and her boss differ in their level of
which personality trait described in the Big Five personality framework?
|
a. |
Self efficacy |
|
b. |
Agreeableness |
|
c. |
Locus of control |
|
d. |
Neuroticism |
|
e. |
Openness |
ANS:
D
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
13.
Individual who score high in ____ tend to take their jobs
seriously and act responsibly at work.
|
a. |
agreeableness |
|
b. |
conscientiousness |
|
c. |
openness |
|
d. |
extraversion |
|
e. |
negative emotionality |
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Understanding
14.
People with a high level of ____ are willing to listen to new
ideas and to change their own ideas, beliefs, and attitudes in response to new
information
|
a. |
agreeableness |
|
b. |
conscientiousness |
|
c. |
openness |
|
d. |
extraversion |
|
e. |
negative emotionality |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB:
Individual Dynamics | AACSB: Group
Dynamics
TYP:
Knowledge
15.
Which of the following statements regarding assessing employees’
“Big Five” personality traits is true?
|
a. |
The “Big Five” personality traits are
based primarily on research conducted in the United States. |
|
b. |
Managers are basically uninterested in
the “Big Five” personality traits. |
|
c. |
Rigorous and valid measures of
personality allow for their accurate assessment. |
|
d. |
Managers should be very confident about
their assessment of employees’ personality traits. |
|
e. |
Personality traits are poor predictors
of virtually all employee behaviors. |
ANS:
A
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
16.
The Meyers-Briggs Type Indicator (MBTI) is a(n)
|
a. |
measure of employees’ “Big Five”
personality traits. |
|
b. |
questionnaire used to assess employees’
willingness to accept international assignments. |
|
c. |
instrument created to measure
employees’ productivity. |
|
d. |
survey to help managers understand
employees’ psychological contracts. |
|
e. |
useful method for determining
employees’ communication styles and interaction preferences. |
ANS:
E
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB:
Individual Dynamics | AACSB: HRM
TYP: Knowledge
17.
The ____ is among the most popular personality selection
instruments used today in business.
|
a. |
MBO |
|
b. |
MBTI |
|
c. |
TQMI |
|
d. |
JDI |
|
e. |
PAQ |
ANS: B
PTS:
1
NAT: AACSB: Analytic | AACSB: HRM
TYP: Knowledge
18.
Emotional intelligence includes all of the following except
|
a. |
self-aware |
|
b. |
manage emotions |
|
c. |
locus of control |
|
d. |
self-motivation |
|
e. |
social skills |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Knowledge
19.
Jim has the ability to balance anxiety, fear, and anger and
still get the job done. Jim possesses which component of emotional
intelligence?
|
a. |
social skill |
|
b. |
locus of control. |
|
c. |
managing emotions |
|
d. |
empathy. |
|
e. |
motivating oneself |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
20.
If you have the ability to understand how others feel, even
without being told, you have the ability to
|
a. |
manage your emotions. |
|
b. |
show empathy. |
|
c. |
motivate yourself. |
|
d. |
get along with others. |
|
e. |
be promoted at your job. |
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
| TYP: Knowledge
21.
John truly believes that he can achieve his goal of selling 10
cars each month. This belief reflects John’s
|
a. |
self-efficacy. |
|
b. |
risk propensity. |
|
c. |
attitude. |
|
d. |
self-esteem. |
|
e. |
Machiavellianism. |
ANS:
A
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
22.
George believes that he was promoted and given a raise based
upon his hard work on the job. George has
|
a. |
self-efficacy |
|
b. |
an internal locus of control. |
|
c. |
emotional intelligence |
|
d. |
high self-esteem |
|
e. |
an external locus of control. |
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
23.
If you accept orders from your supervisor solely because he or
she is “the boss,” you are highly
|
a. |
authoritarian. |
|
b. |
self-monitoring. |
|
c. |
perceptual. |
|
d. |
motivational. |
|
e. |
dogmatic. |
ANS:
A
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
24.
If you are proud of your accomplishments yet look forward to
achieving higher levels of performance and are confident in your abilities, you
have high
|
a. |
risk propensity. |
|
b. |
locus of control. |
|
c. |
conformity. |
|
d. |
self-esteem. |
|
e. |
self-monitoring. |
ANS:
D
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
25.
A supervisor who experiments with new ideas, takes a chance with
new products, and leads his or her department in new directions has high
|
a. |
locus of control. |
|
b. |
risk propensity. |
|
c. |
self-monitoring. |
|
d. |
self-esteem. |
|
e. |
competencies. |
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership
TYP: Understanding
26.
____ is behavior directed at gaining power and controlling the
behavior of others.
|
a. |
Authoritarianism |
|
b. |
Positive affectivity |
|
c. |
Machiavellianism |
|
d. |
Selective perception |
|
e. |
None of the above |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership
TYP: Knowledge
27.
The ____ component of an attitude is derived from feelings that
an individual has about another person or situation.
|
a. |
cognition |
|
b. |
intention |
|
c. |
perception |
|
d. |
affect |
|
e. |
intellect |
ANS:
D
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
28.
If you are satisfied with your job because you are given good
benefits, this is a(n) ____ component of your attitude.
|
a. |
affect |
|
b. |
intention |
|
c. |
intellect |
|
d. |
behavior |
|
e. |
cognition |
ANS: E
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
29.
The ____ component of an attitude reflects how an individual
expects to behave toward or in a situation.
|
a. |
cognition |
|
b. |
intellect |
|
c. |
expectation |
|
d. |
affect |
|
e. |
intention |
ANS:
E
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
30.
After working in a fast-food restaurant for three years to pay
for your college tuition, you vowed never to work in a restaurant again. But
after graduation the only job offer you receive is a managerial job at a local
restaurant. Your acceptance of this job may result in ____ dissonance.
|
a. |
attitudinal |
|
b. |
behavioral |
|
c. |
cognitive |
|
d. |
affective |
|
e. |
intentional |
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Understanding
31.
One of the primary differences between attitudes and personality
is that
|
a. |
attitudes are more difficult to assess
than personality attributes. |
|
b. |
attitudes are stronger than personality
attributes. |
|
c. |
attitudes are more deeply rooted than
personality attributes. |
|
d. |
attitudes are less important than
personality attributes in predicting behavior. |
|
e. |
attitudes are not as stable as
personality attributes. |
ANS:
E
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
32.
What is the relationship between job satisfaction and worker
productivity?
|
a. |
Job satisfaction does not necessarily
lead to higher levels of productivity. |
|
b. |
More satisfied men, but not women, are
more productive. |
|
c. |
Less satisfied workers are more
productive. |
|
d. |
More satisfied older workers, but not
younger workers, are more productive. |
|
e. |
More satisfied workers are more
productive. |
ANS:
A
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
33.
George is highly committed and has an attachment to the
organization where he works. He feels he is a true member of the company.
George is demonstrating ____.
|
a. |
organizational citizenship. |
|
b. |
organizational commitment. |
|
c. |
job identification. |
|
d. |
job satisfaction. |
|
e. |
job involvement. |
ANS:
B
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
34.
Tammi generally is pessimistic and usually sees things in a
negative light. Tammi has a relatively high degree of
|
a. |
self-criticism. |
|
b. |
negative affectivity. |
|
c. |
locus of control. |
|
d. |
Machiavellianism. |
|
e. |
self-efficacy. |
ANS:
B
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Understanding
35.
A person who generally sees things in a positive light and seems
to be in a good mood most of the time has a high level of
|
a. |
locus of control. |
|
b. |
self efficacy. |
|
c. |
conscientiousness. |
|
d. |
positive affectivity. |
|
e. |
Machiavellianism. |
ANS: D
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
36.
____ is the process of screening out information that we are
uncomfortable with or that contradicts our beliefs.
|
a. |
Perceived reality |
|
b. |
Person-job fit |
|
c. |
Selective perception |
|
d. |
Complementary congruence |
|
e. |
Objective reality |
ANS:
C
PTS: 1
NAT: AACSB: Communication | AACSB: Analytic | AACSB:
Motivation
TYP: Knowledge
37.
Categorizing or labeling people on the basis of a single
attribute is called
|
a. |
attribution. |
|
b. |
selective perception. |
|
c. |
racism. |
|
d. |
stereotyping. |
|
e. |
prejudice. |
ANS:
D
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
38.
When a large-scale layoff is announced in Bill’s company, all
the workers including Bill begin to complain. According to attribution theory,
we would evaluate Bill’s behavior as exhibiting
|
a. |
high consistency. |
|
b. |
high distinctiveness. |
|
c. |
low consistency. |
|
d. |
low consensus. |
|
e. |
high consensus. |
ANS:
E
PTS: 1
NAT: AACSB: Analytic | AACSB: Group Dynamics | AACSB:
Motivation
TYP: Understanding
39.
____ usually requires an organization to hire a substitute to
perform work for an employee.
|
a. |
Absenteeism |
|
b. |
Perceptual attitude |
|
c. |
Turnover |
|
d. |
Performance behavior |
|
e. |
Workplace behavior |
ANS:
A
PTS: 1
NAT: AACSB: Analytic | AACSB: Motivation | AACSB: HRM
TYP: Knowledge
40.
Individual behavior that makes a positive overall contribution
to an organization is called
|
a. |
positive inducement. |
|
b. |
organizational citizenship. |
|
c. |
motivational behavior. |
|
d. |
performance behavior. |
|
e. |
perceptive contribution. |
ANS:
B
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
TRUE/FALSE
41.
A person’s set of expectations regarding what he or she will
contribute to the organization and what the organization, in return, will
provide to that individual is called a psychological contract.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
42.
Inducements include such things as effort, skills, ability,
time, and loyalty.
ANS:
F
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
43.
An organization will provide employees inducements so that
individuals will be motivated to contribute skills and effort on the job.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Knowledge
44.
Person-job fit is the extent to which the contributions made by
the individual match the inducements offered by the organization.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
HRM
TYP: Knowledge
45.
Individual differences are personal attributes that vary from
one person to another person.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
46.
Personality attributes are usually considered to be unstable and
fluctuating.
ANS:
F
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
47.
A manager with strong emotional intelligence is able to overcome
his or her empathy when dealing with others.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership
TYP: Knowledge
48.
Empathy, managing emotions, and social skill are components of
emotional intelligence.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
49.
Managers with high emotional intelligence are expected to
perform well in jobs that require a high degree of interpersonal interaction.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB:
Individual Dynamics
TYP: Knowledge
50.
A person’s locus of control is the extent to which a person
believes circumstances are a function of either his/her own actions or of
external factors beyond his/her control.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
51.
A person’s self-efficacy is that person’s beliefs about his or
her capabilities to perform a task.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
52.
A person who tries to gain power and control over others in the
workplace scores high in Machiavellianism.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Knowledge
53.
The big five personality traits are a set of fundamental traits
that are not especially relevant to organizations.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Knowledge
54.
Openness involves the ability to get along with others on the
job.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Reflective Thinking | AACSB:
Individual Dynamics
TYP: Knowledge
55.
People with high neuroticism often experience difficulties when
dealing with stress.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
56.
Authoritarianism is the belief that power and status differences
are not appropriate within hierarchical social systems such as organizations.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Understanding
57.
People who possess the personality trait of Machiavellianism
support delegation of authority, power, and control to subordinates.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Group Dynamics | AACSB:
Individual Dynamics | AACSB: Leadership
TYP: Understanding
58.
Cognitive dissonance occurs when there is congruence among
attitudes, perceptions, and behaviors.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Knowledge
59.
Basic perceptual processes include selective perception and
stereotyping.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Knowledge
60.
A person who is upbeat and optimistic and has an overall sense
of well-being, and can see things in a positive light is said to possess
positive Machiavellianism.
ANS:
F
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
61.
A human resources manager who bases hiring decisions on racial
and sexual stereotypes is costing the organization talent, violating federal
law, and behaving unethically.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Legal Responsibilities |
AACSB: Ethical | AACSB: HRM
TYP: Knowledge
62.
A person who screens out information because he or she is
uncomfortable with the information or the information contradicts his or her
belief is affected by stereotyping.
ANS:
F
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
63.
Dysfunctional behaviors are all of the total set of work-related
behaviors that the organization does not want individuals to display such as absenteeism
and turnover.
ANS:
T
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
64.
Workplace behavior is a pattern of action by the members of the
organization that directly or indirectly influences organizational
effectiveness.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Creation of Value | AACSB:
Group Dynamics | AACSB: Individual Dynamics | AACSB:
Motivation
TYP: Knowledge
65.
Dan, one of your coworkers, performs acceptable work in terms of
quantity and quality and is always willing to work late. He is probably
considered a good organizational citizen.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Understanding
COMPLETION
66.
A(n) ___________________________________ is the overall set of
expectations held by an individual about what he or she will contribute to the
organization and what the organization will provide to the individual.
ANS: psychological contract
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
67.
Pay, career opportunities, and tangible rewards are all ____________________
that organizations give to workers.
ANS: inducements
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
68.
Because Mike is overqualified for his current job, his
____________________ fit is not ideal.
ANS: person-job
PTS:
1
NAT: AACSB: Analytic | AACSB: HRM
TYP: Understanding
69.
____________________ is the relatively stable set of
psychological attributes or traits that distinguish one person from another.
ANS: Personality
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
70.
____________________ is a personality trait that refers to a
person’s rigidity of beliefs and range of interests.
ANS: Openness
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
71.
___________________________________ is the degree to which a
person believes that he or she can perform a specific task effectively.
ANS: Self-efficacy
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
72.
___________________________________ is a personality trait that
refers to a person’s belief that he or she is a worthwhile and deserving
individual.
ANS: Self-esteem
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
73.
The extent to which people are self-aware, can manage their
emotions, motivate themselves, and express empathy for others is called their
___________________________________.
ANS: emotional intelligence
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
74.
Dick has a(n) ____________________ locus of control because he
believes that luck has led to his personal success.
ANS: external
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
75.
Jan’s ____________________ is her feelings toward people who come
to work late.
ANS: affect
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics |
TYP: Understanding
76.
Because Don follows the orders of his supervisor without
question, he probably has a high level of ____________________.
ANS: authoritarianism
PTS:
1
NAT: AACSB: Communication | AACSB: Analytic | AACSB: Leadership
TYP: Understanding
77.
____________________ describes behavior directed at gaining
power and controlling the behavior of others.
ANS: Machiavellianism
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
78.
A person with a high level of
___________________________________ is likely to perceive incongruence between
attitudes and behaviors.
ANS: cognitive dissonance
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
79.
____________________ are complexes of beliefs and feelings that
people have about specific ideas, situations, or other people.
ANS: Attitudes
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
80.
Because Stan once read about a scandal involving a local
politician, he thinks the politician is untrustworthy. This reflects the
____________________ component of his attitude about the candidate.
ANS: cognition
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Understanding
81.
Doug really likes working for his company, and his feelings
underscore the ____________________ component of attitudes.
ANS: affective
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
82.
The gratification or fulfillment a person finds in his or her
work is called ___________________________________.
ANS: job satisfaction
PTS:
1
NAT: AACSB: Analytic | AACSB: Motivation
TYP: Knowledge
83.
___________________________________ is an attitude that reflects
an individual’s identification with an attachment to the organization.
ANS: Organizational commitment
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
84.
___________________________________ is the process of screening
out information that we are uncomfortable with or that contradicts our beliefs.
ANS: Selective perception
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
85.
A person who is generally downbeat and pessimistic has a high
level of ___________________________________.
ANS: negative affectivity
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
86.
John believes that all engineers are good in math, which
indicates that he is ____________________ this occupational group.
ANS: stereotyping
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
TYP: Knowledge
87.
___________________________________ suggests that we attribute
causes to behavior based on our observations of certain characteristics of that
behavior.
ANS: Attribution theory
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TYP: Knowledge
88.
___________________________________ are those that detract from
organizational performance.
ANS: Dysfunctional behaviors
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
89.
When a person does not show up for work it is called
____________________.
ANS: Absenteeism
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
90.
A person’s degree of ___________________________________ is the
extent to which his or her behavior makes a positive overall contribution to
the organization.
ANS: organizational citizenship
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
TYP: Knowledge
MATCHING
Match the following:
|
a. |
willing to take chances |
|
b. |
effort and skill |
|
c. |
attitude that guides behavior |
|
d. |
pay and security |
|
e. |
comfortable with relationships |
|
f. |
desire for power |
|
g. |
incongruent cognitions |
|
h. |
influences organizational effectiveness |
|
i. |
knowledge |
|
j. |
ability to get along with others |
|
k. |
moodiness and insecurity |
|
l. |
downbeat and pessimistic |
|
m. |
internal or external |
|
n. |
information screening |
|
o. |
blue-collar workers are unmotivated |
|
p. |
emotions and feelings |
|
q. |
dysfunctional behavior |
|
r. |
fulfilled by his or her work |
|
s. |
acceptance of power and status |
|
t. |
positive overall contribution |
91.
workplace behavior
92.
job satisfaction
93.
organizational citizenship
94.
negative affectivity
95.
locus of control
96.
risk propensity
97.
intention
98.
authoritarianism
99.
selective perception
100.
affect
101.
contributions
102.
stereotype
103.
agreeableness
104.
turnover
105.
cognition
106.
inducements
107.
negative emotionality
108.
Machiavellianism
109.
cognitive dissonance
110.
extraversion
91.
ANS:
H
PTS: 1
NAT: AACSB: Analytic | AACSB: Creation of Value | AACSB:
Individual Dynamics | AACSB: Group Dynamics
92.
ANS:
R
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
93.
ANS:
T
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics
94.
ANS:
L
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
95.
ANS:
M
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
96.
ANS:
A
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
97.
ANS:
C
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
98.
ANS:
S
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership
99.
ANS:
N
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
100.
ANS:
P
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
101.
ANS:
B
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics | AACSB: Motivation
102.
ANS:
O
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics | AACSB: HRM
103.
ANS:
J
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics | AACSB: Motivation
104.
ANS:
Q
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership | AACSB: HRM
105.
ANS:
I
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
106.
ANS:
D
PTS: 1
NAT: AACSB: Analytic | AACSB: Ethical | AACSB: HRM
107.
ANS:
K
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation
108.
ANS:
F
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Leadership
109.
ANS:
G
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
110.
ANS: E
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Group Dynamics | AACSB: Motivation
ESSAY
111.
What is a psychological contract? Describe the psychological
contract that you made by entering college. What are your contributions, and
what are your school’s inducements?
ANS:
Answer not provided.
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics
112.
Describe three reasons the fit between people and their jobs is
never perfect.
ANS:
Answer not provided.
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: HRM
113.
Discuss four major factors contributing to emotional
intelligence, including the basic factor that leads to the others.
ANS:
Answer not provided.
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
114.
Describe the “Big Five” personality traits. For each attribute,
describe a person who possesses that attribute and show how it is manifested in
the person’s attitudes or behavior.
ANS:
Answer not provided.
PTS:
1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation
115.
Discuss and give examples of the challenges faced by
international businesses with the management of psychological contracts for
expatriate managers.
ANS:
Answer not provided.
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB:
Individual Dynamics | AACSB: Motivation | AACSB: Leadership
116.
Describe the three components of attitudes based on your own
experience in a job or a class.
ANS:
Answer not provided.
PTS: 1
NAT: AACSB: Analytic | AACSB: Communication | AACSB:
Individual Dynamics | AACSB: Motivation | AACSB: Leadership
117.
Define, discuss, and give examples of internal and external
locus of control.
ANS:
Answer not provided.
PTS: 1
NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB:
Motivation | AACSB: Leadership
118.
Define perception. Describe two perceptual processes and explain
how they affect behavior in organizations.
ANS:
Answer not provided.
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