Question 1

________ is the degree to which people identify themselves with their jobs.
A)Job enlargement
B)Job enrichment
C)Job involvement
D)Job recognition
E)Job satisfaction

Accepted Answer

Job involvement refers to the degree to which people identify themselves with their jobs. It is a measure of how much an employee feels connected to their job and how much they are willing to invest in it emotionally and mentally. Job enlargement, job enrichment, job recognition, and job satisfaction are all related to job involvement, but they do not specifically measure the degree of identification with one's job.

Question 2

Parker wants his team to fully understand all the responsibilities that the team has.He often moves individuals from one job to the next so that team members have a complete picture of the unit.Parker is practicing
A)job involvement.
B)job enrichment.
C)job engagement.
D)job enlargement.
E)job rotation.

Accepted Answer

Parker is practicing job rotation, which involves moving individuals from one job to the next so they have a complete picture of the unit and understand all the responsibilities of the team. This can help to reduce boredom and increase job satisfaction, as well as improving overall understanding and versatility within the organization.

Question 3

Negative affectivity is primarily influenced by
A)availability of social support.
B)disposition of individuals.
C)organizational roles.
D)work environment.
E)pay and benefits.

Accepted Answer

Negative affectivity, also known as neuroticism, is a personality trait characterized by frequent experiences of negative emotions such as anxiety, sadness, and irritability. It is primarily influenced by an individual's disposition or personality, rather than external factors such as social support, work environment, organizational roles, or pay and benefits.

Question 4

The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called
A)job satisfaction.
B)organizational enlargement.
C)organizational commitment.
D)job engagement.
E)job involvement.

Accepted Answer

Organizational commitment refers to the emotional attachment or loyalty that an employee has to their organization, which results in a strong desire to remain with the organization and go beyond their job requirements to contribute to its success. Job satisfaction and job involvement are related concepts, but they do not necessarily indicate a willingness to go above and beyond for the organization. Organizational enlargement and job engagement are not commonly used terms in the field of organizational behavior.

Question 5

Lately,Laura has been performing low in her job.Although she is physically present at her workplace,her mind is constantly engaged with thoughts of a better job.Which of the following behaviors does Laura express?
A)Physical withdrawal
B)Psychological withdrawal
C)Internal change
D)Whistle-blowing
E)Behavioral change

Accepted Answer

Laura is experiencing psychological withdrawal, as she is mentally disengaged from her current job and constantly thinking about a better job, despite physically being present at her workplace. The other options do not accurately describe her behavior.

Question 6

An employee who engages in absenteeism is displaying job dissatisfaction through
A)behavioral change.
B)psychological withdrawal.
C)physical withdrawal.
D)whistle-blowing.
E)arbitration.

Accepted Answer

Absenteeism is a form of physical withdrawal, where the employee is physically not present at work. This is often a result of job dissatisfaction where the employee is disengaged from the job and does not feel motivated to come to work. Behavioral change may refer to changes in an employee's work behavior, but it is not necessarily related to absenteeism. Psychological withdrawal may refer to mental disengagement from work but does not necessarily lead to absenteeism. Whistle-blowing and arbitration are completely unrelated to absenteeism.

Question 7

Nolan has started to call in sick when there is a scheduled meeting and asks to leave early on days when reports are due.How do you know that Nolan is experiencing job withdrawal?
A)Job withdrawal refers to employers discharging employees from jobs that are to be outsourced.
B)Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation.
C)Job withdrawal refers to retracting a job offer after initial confirmation.
D)Job withdrawal refers to voluntary turnover initiated by employees an organization would like to retain.
E)Job withdrawal involves a set of actions showcased by the company to discourage its employees from working.

Accepted Answer

Job withdrawal refers to a set of behaviors that dissatisfied individuals enact to avoid the work situation. Nolan calling in sick and asking to leave early are both examples of job withdrawal behaviors as he is trying to avoid being present in situations that may cause him stress or discomfort.

Question 8

Which of the following people would be most likely to work longer due to prosocial motivation?
A)Viola,a reporter
B)Devon,an accountant
C)Connie,a salesperson
D)Hector,a nurse
E)Roy,a miner

Accepted Answer

Nurses are often motivated by the desire to help and care for others, which is a form of prosocial motivation. This may lead them to work longer hours or go above and beyond in their duties to ensure the well-being of their patients.

Question 9

Anton sent emails and company memos to the media and the Environmental Protection Agency.He is now called a whistleblower because
A)he is a satisfied employee.
B)he is capable of bringing about internal change.
C)he avoided taking the issue to external constituencies.
D)he avoided making the grievance public.
E)he resorted to the government to address the grievance.

Accepted Answer

Anton is called a whistleblower because he resorted to the government (specifically the Environmental Protection Agency) to address the grievance, rather than keeping the issue internal or avoiding making it public. By alerting external constituencies to potential wrongdoing within the company, Anton is exposing the company's actions to public scrutiny and potentially embracing personal risk.

Question 10

Mathew,a production manager,conducts an employee satisfaction survey.The survey reveals high levels of dissatisfaction among the employees in the packing unit who complain about repetitive tasks.In response to this,he adopts an intervention that explicitly focuses on reducing job dissatisfaction due to impoverished or boring tasks.This intervention is an example of
A)job enrichment.
B)team building.
C)prosocial motivation.
D)job rotation.
E)work complication.

Accepted Answer

Job enrichment is the process of improving job content by adding more meaningful tasks, autonomy, and responsibility to a job. In this case, Mathew is explicitly focusing on reducing job dissatisfaction due to repetitive and boring tasks, which is a key aspect of job enrichment. Team building, prosocial motivation, job rotation, and work complication are not directly related to improving job content and reducing boredom or dissatisfaction in a specific job role.

Question 11

Low job involvement and low organizational commitment are
A)what drive employees who create organizational changes.
B)forms of psychological disengagement.
C)examples of physical job withdrawal.
D)examples of physiological job withdrawal.
E)forms of behavioral changes aimed at changing policies.

Accepted Answer

Low job involvement and low organizational commitment are both forms of psychological disengagement, which refer to a lack of emotional attachment or investment in one's job or workplace. This can result in decreased motivation, performance, and job satisfaction, and may lead to eventual turnover or physical job withdrawal (such as absenteeism or tardiness). While employees who create organizational changes may be driven by a variety of factors, low job involvement and commitment are not likely to be among them.

Question 12

Job satisfaction is a function of ________,which can be defined as what a person consciously or unconsciously desires to obtain.
A)perception
B)appreciation
C)contentment
D)appraisal
E)values

Accepted Answer

Job satisfaction is closely related to a person's values, as they reflect what a person desires to obtain consciously or unconsciously. Values are a reflection of a person's beliefs and attitudes towards work, which ultimately can affect job satisfaction. Other factors such as perception, appreciation, contentment, and appraisal can contribute to job satisfaction, but they are not as closely related to a person's values as they are to other factors like the work environment, salary, or work-life balance.

Question 13

Which of the following explains the high rate of voluntary turnover among the millennial generation of employees?
A)They put a premium on earning high salaries.
B)They are overburdened by new technology.
C)They need connection to the company mission.
D)They dislike working in team environments.
E)They resist pressure to enhance their skills.

Accepted Answer

Millennial employees value connection to the company mission and working for a cause they believe in. If they feel disconnected or disillusioned with the company's mission and values, they are more likely to seek employment elsewhere.

Question 14

Sylvia was about to leave the company because the job was too easy and not challenging her skills.Her manager approached her with a new project that she would be solely responsible for.This decrease in her job dissatisfaction was the result of
A)job transfer.
B)job rotation.
C)job evaluation.
D)job enlargement.
E)job enrichment.

Accepted Answer

The scenario suggests that Sylvia was not feeling challenged enough in her job, indicating a lack of job enrichment. When her manager provided her with a new project, which she would be solely responsible for, it increased the complexity of her job and provided her with a sense of ownership and autonomy, which are characteristics of job enrichment. Therefore, job enrichment is the best match for this scenario.

Question 15

Joaquim enjoys his job and feels that he is a productive member of the team.He is displaying
A)job enrichment.
B)job enlargement.
C)job commitment.
D)job involvement.
E)job satisfaction.

Accepted Answer

Job satisfaction refers to the positive emotional state that results from an individual's evaluation of their job or job experience. Joaquim enjoys his job and feels productive, indicating job satisfaction. Job enrichment refers to the expansion of the tasks and responsibilities included in a job, job enlargement refers to adding more tasks to a job, job commitment refers to an individual's dedication to their job and organization, and job involvement refers to the extent to which an individual identifies with and cares about their job. While these concepts may also apply to Joaquim's situation, the best choice is job satisfaction.

Question 16

The degree to which people are energized to do their jobs because it helps other people is called
A)job enrichment.
B)team building.
C)prosocial motivation.
D)job rotation.
E)work involvement.

Accepted Answer

Prosocial motivation is the degree to which individuals are energized to do their job because it allows them to help other people. Job enrichment refers to increasing the complexity of a job to give employees more control, while team building is the process of improving interpersonal relationships within a team. Job rotation involves moving employees to different roles within an organization to increase their experience and skill set. Work involvement refers to the level of enthusiasm and engagement an individual has in their job. Thus, the best choice would be C, which directly refers to the motivation to help others.

Question 17

Which of the following suggests that dissatisfied individuals enact a set of behaviors to avoid their work situation?
A)Efficiency wage theory
B)Equity theory
C)Progression of withdrawal theory
D)Two-factor theory
E)Motivation theory

Accepted Answer

The progression of withdrawal theory suggests that dissatisfied individuals gradually reduce their involvement in their work situation by enacting a set of behaviors to avoid the situation. These behaviors may include absenteeism, tardiness, or eventually quitting their job altogether.

Question 18

The two primary sets of people in an organization who affect an individual's job satisfaction are
A)subordinates and supervisors.
B)supervisors and customers.
C)co-workers and subordinates.
D)supervisors and co-workers.
E)subordinates and customers.

Accepted Answer

Supervisors and co-workers are the two primary sets of people who can affect an individual's job satisfaction. Supervisors play a crucial role in providing direction, feedback, and support to employees, while co-workers influence the work environment through their behavior and interactions with each other. Subordinates and customers may also have an impact on job satisfaction, but they are not considered the primary sets of people.

Question 19

Which of the following is the most important aspect of work in terms of generating satisfaction?
A)An employee's salary and the benefits that come along with the work he or she does
B)The degree to which work is meaningfully related to core values of the worker
C)The extrinsic rewards associated with the work and the organization
D)A positive work environment and social support
E)The nonmonetary benefits received by the employee in terms of self-esteem and goal satisfaction

Accepted Answer

Research has shown that the degree to which work is meaningfully related to core values of the worker is the most important aspect of work in terms of generating satisfaction. People are more satisfied when the work they do aligns with their personal values and when they feel like they are making a meaningful contribution. While salary, benefits, extrinsic rewards, a positive work environment, and nonmonetary benefits are all important factors in job satisfaction, they are not as important as the meaningfulness of the work itself.

Question 20

VIP Company has started a bowling league and a ski club.VIP decreases job dissatisfaction through
A)behavior modification.
B)a supportive environment.
C)progressive discipline measures.
D)third-party negotiations.
E)alternative dispute resolution.

Accepted Answer

By creating a supportive environment and offering opportunities for employee engagement through activities such as a bowling league and ski club, VIP Company can decrease job dissatisfaction. This approach focuses on providing positive experiences for employees, which can increase job satisfaction and reduce turnover rates. The other options, such as behavior modification, progressive discipline measures, third-party negotiations, and alternative dispute resolution, focus on addressing negative behaviors or conflicts that may contribute to job dissatisfaction, but may not have as significant an impact on overall job satisfaction as fostering a supportive environment.

Quiz 10: Employee Separation and Retention

________ is the degree to which people identify themselves with their jobs.

Parker wants his team to fully understand all the responsibilities that the team has.He often moves individuals from one job to the next so that team members have a complete picture of the unit.Parker is practicing

Negative affectivity is primarily influenced by

The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called

Lately,Laura has been performing low in her job.Although she is physically present at her workplace,her mind is constantly engaged with thoughts of a better job.Which of the following behaviors does Laura express?

An employee who engages in absenteeism is displaying job dissatisfaction through

Nolan has started to call in sick when there is a scheduled meeting and asks to leave early on days when reports are due.How do you know that Nolan is experiencing job withdrawal?

Which of the following people would be most likely to work longer due to prosocial motivation?

Anton sent emails and company memos to the media and the Environmental Protection Agency.He is now called a whistleblower because

Low job involvement and low organizational commitment are

Job satisfaction is a function of ________,which can be defined as what a person consciously or unconsciously desires to obtain.

Which of the following explains the high rate of voluntary turnover among the millennial generation of employees?

Sylvia was about to leave the company because the job was too easy and not challenging her skills.Her manager approached her with a new project that she would be solely responsible for.This decrease in her job dissatisfaction was the result of

Joaquim enjoys his job and feels that he is a productive member of the team.He is displaying

The degree to which people are energized to do their jobs because it helps other people is called

Which of the following suggests that dissatisfied individuals enact a set of behaviors to avoid their work situation?

The two primary sets of people in an organization who affect an individual's job satisfaction are

Which of the following is the most important aspect of work in terms of generating satisfaction?

VIP Company has started a bowling league and a ski club.VIP decreases job dissatisfaction through