CH3 Flashcards
evaluative statements—either favorable or unfavorable—about objects, people, or events.
Attitudes
T/F: Attitudes cannot reflect how we feel about something.
false, attitudes can reflect how we feel.
any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.
Cognitive dissonance
T/F: The attitudes that people hold determine what they do.
true.
Festinger: cases of attitudes following behavior illustrate the effects of ______________________.
cognitive dissonance
A positive feeling about the job resulting from an evaluation of its characteristics.
Job Satisfaction
Degree of psychological identification with the job where perceived performance is important to self-worth.
Job Involvement
Belief in the degree of influence over one’s job, competence, job meaningfulness, and autonomy.
Psychological Empowerment
The attitude-behavior relationship is likely to be much stronger if an attitude refers to something with which we have _______ personal experience.
direct
Identifying with a particular organization and its goals and wishing to maintain membership in the organization.
Organizational Commitment
Employees who are committed will be less likely to engage in work withdrawal even if they are dissatisfied, because they have a sense of organizational _______.
loyalty
Degree to which employees believe the organization values their contribution and cares about their well-being.
Perceived Organizational Support (POS)
T/F: Perceived Organizational Support is lower when rewards are fair.
false, it is higher.
T/F: Perceived Organizational Support is higher when employees are involved in decision making, and supervisors are seen as supportive.
true.
POS is important in countries where ____________ is lower.
power distance
The degree of involvement with, satisfaction with, and enthusiasm for the job.
Employee Engagement
T/F: Engaged employees are passionate about their work and company.
true.
T/F: Job attitudes are all distinct.
False, they are highly related, and while there is some distinction, there is also a lot of overlap that may cause confusion.
Two popular approaches for measuring job satisfaction are the single ________ rating and the summation of job _____.
global, facets.
T/F: There are cultural differences in job satisfaction.
true.
With the recent economic downturn, more workers are (more/less) satisfied.
less
Job conditions, personality, pay, and corporate social responsibility are all causes of job _______.
satisfaction
T/F: The intrinsic nature of the work itself, social interactions, and supervision are important predictors of job satisfaction.
True
People who have ________________, believe in their inner worth and basic competence, are more satisfied with their jobs than those with ______________.
positive core self-evaluations, negative core self-evaluations.
self-regulated actions to benefit society or the environment beyond what is required by law.
Corporate social responsibility (CSR)
___________ includes environmental sustainability initiatives, nonprofit work, and charitable giving.
Corporate social responsibility (CSR)
Corporate social responsibility (CSR) increasingly affects employee _______________.
job satisfaction
T/F: CSR is particularly important for Millennials. Not everyone finds value in CSR.
true.
Happy workers are more likely to be ________ workers.
productive
People who are more satisfied with their jobs are more likely to engage in ________.
Organizational Commitment Behavior (OCB)
Satisfied employees increase _________ satisfaction and loyalty.
customer
T/F: Research shows that job satisfaction is positively correlated with life satisfaction.
true.
actions that actively damage the organization, including stealing, behaving aggressively toward coworkers, or being late or absent.
Counterproductive Work Behavior (CWB)
the more satisfied you are, the less likely you are to miss work.
Absenteeism
a pattern of lowered job satisfaction is the best predictor of intent to leave.
Turnover
