Question 1

The influence that models have on an individual is partially determined by attentional processes.

Accepted Answer

Attentional processes refer to the extent to which an individual pays attention and focuses on the model's behavior. Thus, the influence of models is partially determined by how much attention an individual pays to them.

Question 2

Organizational behavior is concerned only with group interactions.

Accepted Answer

Organizational behavior is not limited to group interactions only. It also involves the study of individual behavior, motivation, leadership, communication, and other factors that affect organizational performance.

Question 3

Organizational citizenship behavior is discretionary behavior that is not part of an employee's formal job requirements.

Accepted Answer

Organizational citizenship behavior refers to voluntary actions taken by employees to go above and beyond their job requirements, such as helping coworkers or participating in activities outside of their job description.

Question 4

Consensus refers to whether an individual displays different behaviors in different situations.

Accepted Answer

Consensus refers to the degree to which other people behave in the same way in a particular situation. It does not refer to an individual's behavior.

Question 5

A person who rates as being high in Machiavellianism would accomplish a task regardless of what it takes.

Accepted Answer

Machiavellianism is a personality trait characterized by manipulativeness, cunning, and a disregard for moral principles in order to achieve one's goals. Individuals high in Machiavellianism are willing to do whatever it takes to accomplish a task, including unethical or immoral behavior. Therefore, the statement is true.

Question 6

High self-monitors can't adjust their behavior and there's high behavioral consistency between who they are and what they do.

Accepted Answer

High self-monitors are actually very good at adjusting their behavior in different situations, and have low behavioral consistency because they tend to adapt and conform to the norms of their environment.

Question 7

Individuals with low self-esteem are more susceptible to external influence than are people with high self-esteem.

Accepted Answer

People with low self-esteem may feel uncertain about their own opinions and abilities, leading them to rely more heavily on external validation and suggestions from others. In contrast, those with high self-esteem may be more confident in their own beliefs and less likely to be swayed by external influence.

Question 8

Research indicates that satisfied employees have lower levels of turnover while dissatisfied employees have higher levels of turnover.

Accepted Answer

This statement is supported by research on employee turnover and job satisfaction. Satisfied employees are more likely to stay with their current employer, while dissatisfied employees are more likely to seek opportunities elsewhere.

Question 9

There is enough evidence to support the validity of the Myers-Briggs Type Indicator as a measure of personality.

Accepted Answer

While the Myers-Briggs Type Indicator is widely used in many settings, there is ongoing debate and criticism of its validity as a reliable measure of personality. Some studies have found issues with its reliability and consistency over time, while others argue that its categories are too simplistic and do not accurately capture the complexity of personality. Therefore, the validity of the Myers-Briggs Type Indicator as a measure of personality remains a matter of ongoing debate and scrutiny within the field of psychology.

Question 10

Low levels of perceived organizational support lead to lower turnover.

Accepted Answer

This statement is not accurate. Low levels of perceived organizational support are actually associated with higher turnover rates. Employees who feel unsupported or undervalued by their organization are more likely to seek employment elsewhere.

Question 11

Operant behavior is reflexive or unlearned behavior.

Accepted Answer

Operant behavior is learned behavior that is shaped by the consequences or outcomes of the behavior. Reflexive or unlearned behavior is known as respondent behavior.

Question 12

Cognitive dissonance is any incompatibility or inconsistency between attitudes or between behavior and attitudes.

Accepted Answer

This is a true statement regarding the definition of cognitive dissonance.

Question 13

Both positive and negative reinforcement result in learning.

Accepted Answer

Both positive and negative reinforcement are methods of strengthening behavior and increasing the likelihood of it being repeated in the future. Therefore, both result in learning.

Question 14

In the Big Five Model, emotional security was found to be positively related to job performance.

Accepted Answer

In the Big Five Model, emotional stability (not emotional security) is the trait that is considered, and it has been found to be positively related to job performance. Emotional stability refers to a person's ability to remain calm and secure, especially in stressful situations.

Question 15

The cognitive component of an attitude refers to the beliefs, opinions, knowledge, or information held by a person.

Accepted Answer

The cognitive component of an attitude includes the thoughts and beliefs one has about an object, person, or situation. It involves the information and knowledge a person has about the attitude object, and their opinions and ideas about it.

Question 16

When we make judgments about the behavior of other people, we tend to underestimate the influence of external factors and to overestimate the influence of internal factors.This tendency is called the self-serving bias.

Accepted Answer

The statement is actually referring to the fundamental attribution error, which is the tendency to attribute others' behavior to internal factors rather than external factors. The self-serving bias, on the other hand, is the tendency to attribute our own successes to internal factors and our own failures to external factors.

Question 17

Employees with a high level of job involvement strongly identify with and really care about the kind of work they do.

Accepted Answer

Employees with a high level of job involvement feel a strong connection with their work and are highly committed to their job. They find meaning and satisfaction in the work they do and are motivated to perform well.

Question 18

If a manager thinks that all attractive employees are also productive employees, the manager is committing an error based on a halo effect.

Accepted Answer

The halo effect is a cognitive bias where a manager's overall impression of an employee's positive quality may influence their evaluation of that employee's other qualities. In this case, the manager's positive impression of the employee's attractiveness is influencing their perception of their productivity, which may not be accurate.

Question 19

Perceived organizational support is the degree to which an employee identifies with a particular organization and its goals.

Accepted Answer

Perceived organizational support refers to employees' perception of how much the organization values their contributions and cares about their well-being, rather than how much they identify with the organization's goals.

Question 20

Extraversion is the degree to which someone is sociable, talkative, assertive, and comfortable in relationships with others.

Accepted Answer

This is the correct definition of extraversion.

Quiz 15: Understanding Individual Behavior