CHAPTER 10: Job Attitudes MCQ Flashcards
_____ is the degree of positive or negative feeling a person has towards a particular person, place, or thing.
A)Motivation
B)Value
C)Intention
D)Attitude
D)Attitude
Which theory depicts the relationship among attitudes, intentions, and actions? A) theory of planned behavior B) theory of work adjustment C) control theory D) job characteristics theory
A) theory of planned behavior
The theory of planned behavior suggests that in order to predict someone’s actions, we need to know about someone’s attitudes, subjective norms in the environment, and:
A) perceived behavioral control.
B) objective norms.
C) subjective norms.
D) perceived agreement.
A) perceived behavioral control.
The theory of planned behavior suggests that in order to predict behavior, we need to know about perceived behavioral control, attitudes, and:
A) subjective norms.
B) objective norms
C) hygiene factors.
D) hierarchical needs.
A) subjective norms.
The theory of planned behavior suggests that in order to predict behavior, we need to know about subjective norms, perceived behavioral control, and: A) attitudes. B) experiences. C) hygiene factors. D) objective norms.
A) attitudes.
According to the theory of planned behavior, an individual's perception of the social pressures to perform or not to perform a particular behavior is the individual's: A) intention. B) attitude. C) subjective norm. D) perceived behavioral control.
C) subjective norm.
Tanesha would like to take her lunch break early. However, she knows that this behavior is frowned upon at her job. Her coworkers' disapproval, according to the theory of planned behavior, is an example of: A) a hierarchical need. B) a subjective norm. C) perceived behavioral control. D) an objective norm.
B) a subjective norm.
According to the theory of planned behavior, \_\_\_\_\_ is an individual's belief about how easy or difficult performing a behavior is likely to be. A) organizational justice B) perceived behavioral control C) self-efficacy D) motivation
B) perceived behavioral control
Omari works in a toy factory. He genuinely wants to meet his quota of making 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects: A) subjective norms. B) perceived behavioral control. C) objective norms. D) group efficacy.
B) perceived behavioral control.
The pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or work experiences is known as: A) organizational commitment. B) organization-based self-esteem. C) core self-evaluation. D) job satisfaction.
D) job satisfaction.
Job satisfaction consists of two components: an affective component and a(n) \_\_\_\_\_ component. A) interpersonal B) effective C) tertiary D) cognitive
D) cognitive
According to research, \_\_\_\_\_ account(s) for a large proportion (24%) of variance in job satisfaction and will likely be a focus of work design initiatives in the 21st century. A) feedback B) task significance C) social interactions D) experienced meaningfulness
C) social interactions
Which of these is NOT considered an antecedent of job satisfaction? A) workload B) absenteeism C) organizational justice D) job feedback
B) absenteeism
Which of these is NOT considered a consequence of job satisfaction? A) aggression B) task performance C) lateness D) task significance
D) task significance
\_\_\_\_\_ is the tendency to respond to classes of environmental stimuli in predetermined, affect-based ways. A) Core self-evaluation B) Affective disposition C) Self-esteem D) Perceived behavioral control
B) Affective disposition
Research evidence from the Minnesota Study of Twins Reared Apart supports the idea that:
A) genetics contribute to an individual’s level of job satisfaction.
B) core self-evaluations are related to job satisfaction.
C) organization-based self-esteem is hereditary.
D) sibling relationships are important determinants of job satisfaction.
A) genetics contribute to an individual’s level of job satisfaction.
Twin research suggests that genetic factors explain about \_\_\_\_\_ of the variance in job satisfaction. A) 10% B) 30% C) 50% D) 60%
B) 30%
Research on core self-evaluations has indicated that people who have high self-evaluations choose \_\_\_\_\_ complex tasks and are \_\_\_\_\_ satisfied with their jobs as a result. A) more; less B) less; more C) more; more D) less; less
C) more; more
Monique views herself as someone who has the skills and experience that make her highly valuable to her company. Monique possesses: A) an affective disposition. B) generalized self-enhancement. C) injunctive norms. D) organization-based self-esteem.
B) generalized self-enhancement.
In a research study of healthcare workers, the relationship between organization-based self-esteem and job satisfaction was found to be: A) strong, r = .58. B) moderate, r = .30. C) weak, r = .07. D) zero.
A) strong, r = .58.
Ayla studies the role of fairness in her workplace and studies employees' perceptions of the fairness of policies, procedures, and treatment. Ayla is interested in the predictor of job satisfaction known as: A) role ambiguity. B) organizational justice. C) organizational citizenship. D) rational choice.
B) organizational justice.
Which of these is a growth opportunity positively related to job satisfaction?
A) having no opportunity for advancement
B) being paid poorly
C) being given opportunities to improve leader-member relations
D) being provided with excellent benefits
D) being provided with excellent benefits
Research suggests that workers who have proactive personalities (that is, people who take personal initiative) are more likely to:
A) develop high-quality relationships with their supervisors.
B) do menial tasks such as cleaning and preparing work for others.
C) act aggressively and disrupt office politics.
D) engage in fewer OCBs.
A) develop high-quality relationships with their supervisors.
A 2010 meta-analysis suggested that pay level was \_\_\_\_\_ job satisfaction. A) unrelated to B) weakly correlated with C) moderately correlated with D) strongly correlated with
B) weakly correlated with
Fabio is an HR manager who wants to get a sense of how satisfied his employees are with their jobs in general. In this case, Fabio should use a \_\_\_\_\_ measure of satisfaction. A) global B) facet C) hybrid D) multidimensional
A) global
A question such as “How satisfied are you with your job?” would be an example of:
A) a facet measure of job satisfaction.
B) a global measure of job satisfaction.
C) a multidimensional measure of job satisfaction.
D) a semantic differential measure of job satisfaction.
B) a global measure of job satisfaction.
The measure of job satisfaction that is most frequently used and that assesses five dimensions, including satisfaction with coworkers and satisfaction with pay, is the:
A) Job Descriptive index
B) Overall Job Scale.
C) Minnesota Satisfaction Questionnaire.
D) Faces Scale.
A) Job Descriptive index
The five dimensions of job satisfaction that are measured by the JDI are satisfaction with the work itself, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:
A) satisfaction with subordinates.
B) satisfaction with facilities.
C) satisfaction with promotion opportunities.
D) satisfaction with executive leadership.
C) satisfaction with promotion opportunities.
The five dimensions of job satisfaction that are measured by the JDI are satisfaction with promotion opportunities, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:
A) satisfaction with subordinates.
B) satisfaction with training opportunities
C) satisfaction with the work itself.
D) satisfaction with collaborative opportunities.
C) satisfaction with the work itself.
Which measure is based on the theory of work adjustment? A) Faces Scale B) Minnesota Satisfaction Questionnaire C) Job Diagnostic Survey D) Job Descriptive Index
B) Minnesota Satisfaction Questionnaire
The measure that assesses only the affective component of job satisfaction is the:
A) Job Descriptive Index.
B) Job Diagnostic Survey.
C) Minnesota Satisfaction Questionnaire.
D) Faces Scale.
D) Faces Scale.
Why is it unrealistic to expect a strong relationship between attitudes and behaviors?
A) Our measures are not yet advanced enough to capture this relationship.
B) There are many antecedents to behavior other than attitudes.
C) Researchers have yet to identify the specific attitudes that predict behaviors such as performance.
D) Most relationships between variables are small to moderate at best.
B) There are many antecedents to behavior other than attitudes
Which statement BEST describes the relationship between job satisfaction and performance?
A) Meta-analyses suggest there is a strong negative relationship (r = -.70 to -.80) between satisfaction and performance.
B) Research suggests there is a strong positive relationship (r = .70 to .80) between satisfaction and performance.
C) Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance.
D) Results from meta-analysis are so inconsistent that it appears there is essentially no relationship between satisfaction and performance.
C) Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance.
Recent meta-analysis suggests that there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance. Which statement about this finding is most accurate?
A) Individuals who are satisfied with their jobs tend to perform poorly.
B) Being satisfied with your job causes you to work harder.
C) Receiving a good performance review can lead to you being more satisfied with your job.
D) Employees who are satisfied also tend to be good performers, but we can’t determine causality from these studies.
D) Employees who are satisfied also tend to be good performers, but we can’t determine causality from these studies.
Recent research has indicated that the job satisfaction-performance relationship is stronger in cultures that are:
A) high on power distance and low on collectivism.
B) low on power distance and low on collectivism.
C) high on individualism and low on uncertainty avoidance.
D) high on individualism and high on uncertainty avoidance.
C) high on individualism and low on uncertainty avoidance.
One survey regarding employee absenteeism indicated that approximately \_\_\_\_\_ of unscheduled time off was due to personal illness. A) 25% B) 33% C) 50% D) 66%
B) 33%
In the Steers and Rhodes (1978) model of absenteeism, the two factors affecting the relationship among job satisfaction, attendance motivation, and employee attendance are:
A) the need to attend and the desire to attend.
B) satisfaction with pay and satisfaction with promotion opportunities.
C) the ability to attend and the pressure to attend.
D) coworker relationships and supervisor relationships.
C) the ability to attend and the pressure to attend.
Since Lucy does not make much money, she knows that missing a day of work may make it difficult for her to pay her rent on time. In this case, Lucy is unlikely to skip work due to: A) attendance fsatisfaction. B) ability to attend. C) pressure to attend. D) attendance inclination.
C) pressure to attend.
Albert likes his job and would like to be at work. However, his son has chicken pox and cannot go to daycare, therefore, Albert must stay home with him. In this case, Albert misses work because: A) his attendance motivation is high. B) his ability to attend is low. C) the pressure to attend is high. D) the pressure to attend is low.
B) his ability to attend is low.
Recent research by Chen and colleagues (2011) suggests that intent to turnover increases the most when someone:
A) has a low general level of job satisfaction.
B) experiences a decrease in job satisfaction.
C) experiences an increase in job satisfaction.
D) has a high general level of job satisfaction.
B) experiences a decrease in job satisfaction.
The antecedent to employee turnover that has been largely operationalized with respect to job satisfaction is: A) perceived desirability of movement. B) coworker support. C) perceived alternatives. D) career mobility.
A) perceived desirability of movement.
