Ch 9: Attitudes, emotions, and work Flashcards
John, in a meeting with his boss, was elated to hear that the president of the company was impressed with his contribution. However, when he left the meeting and was sitting in his office, John began to experience feelings of anger. What theory would most support John’s circumstances?
a. Nine-factor theory
b. Facet satisfaction theory
c. Dissatisfaction theory
d. Opponent process theory
d. Opponent process theory
All of the following are true of the Job Descriptive Index except:
a. It includes a separate overall satisfaction measure.
b. It doesn’t provide much information about issues like independence.
c. The actual questionnaire is fairly short.
d. It assesses satisfaction with five distinct areas of work.
c. The actual questionnaire is fairly short.
_______________ is related to the work that individuals do, while ________________concerns whether employees are satisfied with aspects such as pay or benefits.
a. Extrinsic satisfaction; intrinsic satisfaction
b. Intrinsic satisfaction; extrinsic satisfaction
c. Facet satisfaction; extrinsic satisfaction
d. Extrinsic satisfaction; facet satisfaction
b. Intrinsic satisfaction; extrinsic satisfaction
Sharon, a manager at Solar Corp., has noticed that one of her employees has become listless on the job, often putting minimal effort into simple projects. Sharon has spoken to the employee, but the employee has displayed a general unwillingness to change. The employee is most likely experiencing:
a. resigned work satisfaction.
b. constructive work dissatisfaction.
c. boredom with his/her tasks.
d. a reduced interest in success.
a. resigned work satisfaction.
___________ are generalized feeling states that are not intense enough to interrupt ongoing work, whereas ____________ are normally associated with specific events or occurrences.
a. Emotions; Moods
b. Moods; Emotions
c. Feelings; Moods
d. Moods; Feelings
b. Moods; Emotions
hich of the following statements is incorrect concerning affectivity?
a. Positive people tend to be more satisfied with their jobs than negative people.
b. Affectivity as measured in adolescence predicts later job satisfaction.
c. Neuroticism is often referred to as positive affectivity.
d. Job satisfaction and affectivity have reciprocal influences on each other.
c. Neuroticism is often referred to as positive affectivity.
All of the following are elements of core evaluations except:
a. Locus of control
b. Self-efficacy
c. Stimuli observation
d. Absence of neuroticism
c. Stimuli observation
Organizational commitment includes all of the following elements except:
a. A desire to contribute positively to the work-life of others.
b. Acceptance and belief in an organization’s values.
c. A strong desire to remain in the organization.
d. A willingness to exert effort on behalf of the organization.
a. A desire to contribute positively to the work-life of others.
All of the following are reasons why the effects of unemployment are complex except:
a. There are fewer decisions to make since there is little to decide about.
b. The loss of work reduces income and daily variety.
c. There is a suspension of the typical goal setting that guides day to day activity.
d. New skills are developed while current skills begin to atrophy.
d. New skills are developed while current skills begin to atrophy.
Multiple roles for both men and women enhance feelings of well-being through all of the following mechanisms except:
a. Success in one role can buffer the effects of failure in another role.
b. Multiple roles increase the opportunity for social support.
c. Multiple roles allow an individual to focus more on work success.
d. Multiple roles increase an individual’s cognitive complexity.
c. Multiple roles allow an individual to focus more on work success.
Positive attitude or emotional state resulting from the appraisal of one’s job or job experience.
Job satisfaction
A change in behavior or attitudes that was the simple result of increased attention.
Hawthorne effect
Relatively stable feelings or beliefs that are directed toward specific persons, groups, ideas, jobs, or other objects.
Attitudes
Overall assessment of job satisfaction that results either from mathematically combining scores based on satisfaction with specific important aspects of work or a single overall evaluative rating of the job.
Overall satisfaction
Information related to specific facets or elements of job satisfaction.
Facet satisfaction
One of the most extensively researched and documented job satisfaction instruments; assesses satisfaction with five distinct areas: the work itself, supervision, people, pay, and promotion.
Job Descriptive Index (JDI)
A commonly used job satisfaction instrument that assesses particular aspects of work (e.g., achievement, ability utilization) as well as scores for extrinsic satisfaction and intrinsic satisfaction.
Minnesota Satisfaction Questionnaire (MSQ)
Satisfaction that derives from aspects central, or intrinsic, to the job itself, such as responsibility.
Intrinsic satisfaction
Satisfaction that derives from aspects extrinsic, or external, to job tasks, such as pay or benefits.
Extrinsic satisfaction
Psychological and emotional attachment an individual feels to a relationship, an organization, a goal, or an occupation.
Commitment
An emotional attachment to an organization.
Affective commitment
Perceived cost of leaving an organization.
Continuance commitment
An obligation to remain in an organization.
Normative commitment
Commitment to a particular occupational field; includes affective, continuance, and normative commitment.
Occupational commitment
The many and varied types of commitment that individuals feel toward co-workers, teams, organizations, and careers.
Job embeddedness
The process whereby individuals derive a feeling of pride and esteem from their association with an organization. Individuals may also take pains to distance themselves from the organization for which they work—this would be called organizational disidentification.
Organizational identification (OID)
Kreiner and Ashforth (2004) have suggested four variations of identification:
Identification.
Disidentification.
Ambivalent identification.
Neutral identification.
Identification.
Individuals define themselves in terms of the attributes of the organization.
Disidentification.
Individuals define themselves as not having the attributes of the organization.
Ambivalent identification.
Individuals identify with some attributes of the organization but reject other aspects.
Neutral identification.
Individuals remain aggressively neutral, neither identifying nor disidentifying with the attributes of an organization (e.g., “I don’t take sides, I just do my job”).
A positive work-related state of mind that includes high levels of energy, enthusiasm, and identification with one’s work.
Employee engagement
Generalized state of feeling not identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes
Mood
An effect or feeling, often experienced and displayed in reaction to an event or though and accompanied by physiological changes in various system of the body
Emotion
Figure in which opposite emotions appear directly across from each other in the circle.
Affect circumplex
Reaction that results from consideration of the tasks one is currently doing.
Process emotion
Reaction that results from a consideration of the tasks one anticipates doing.
Prospective emotion
Reaction that results from a consideration of the tasks one has already completed.
Retrospective emotion
Disposition wherein individuals are prone to experience a diverse array of negative mood states (e.g., anxiety, depression, hostility, and guilt).
Negative affectivity (NA)
Disposition in which individuals are prone to describe themselves as cheerful, enthusiastic, confident, active, and energetic.
Positive affectivity (PA)
Assessments that individuals make of their circumstances; elements of core evaluations include self-esteem, self-efficacy, locus of control, and the absence of neuroticism.
Core self-evaluations
Absenteeism, turnover, tardiness, and retirement may be different manifestations of a larger construct called withdrawal.
Withdrawal behaviors
Action that represents an attempt by the individual to withdraw from work but maintain ties to the organization and the work role; includes lateness and absenteeism.
Work withdrawal
Action that represents an individual’s willingness to sever ties to an organization and the work role; includes intentions to quit or retire.
Job withdrawal
A progression of withdrawal behaviors that start with tardiness, increase to absenteeism, and eventually result in a decision to quit or retire.
Progression hypothesis
Accomplishing work tasks from a distant location using electronic communication media.
Telecommuting
Area of research that investigates whether the satisfaction that one experiences at work is in part affected by the satisfaction that one experiences in non-work, and vice versa.
Work–family balance
Beliefs that people hold regarding terms of an exchange agreement between themselves and the organization.
Psychological contracts
