Chapter 3

Question 1

an employee’s desire to remain a member of an organization

Answer 1

organizational commitment

Question 2

employee actions that are intended to avoid work situations

Answer 2

withdrawal behavior

Question 3

an employee’s desire to remain a member of an organization due to a feeling of emotional attachment

Answer 3

affective commitment

Question 4

an employee’s desire to remain a member of an organization due to an awareness of the costs of leaving

Answer 4

continuance commitment

Question 5

an employee’s desire to remain a member of an organization due to a feeling of obligation

Answer 5

normative commitment

Question 6

the people, places, and things that inspire a desire to remain a member of an organization

Answer 6

focus of commitment

Question 7

a model that suggests that employees with fewer bonds with coworkers are more likely to quit the organization

Answer 7

erosion model

Question 8

a model that suggests that employees with direct linkages to coworkers who leave the organization will themselves become more likely to leave

Answer 8

social influence model

Question 9

an employee’s connection to and sense of fit in the organization and community

Answer 9

embeddedness

Question 10

giving time or skills during a planned activity for a nonprofit or charitable group

Answer 10

volunteering

Question 11

a response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization

Answer 11

exit

Question 12

when an employee speaks up to offer constructive suggestions for change, often in reaction to a negative work event

Answer 12

voice

Question 13

a passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement

Answer 13

loyalty

Question 14

a passive, destructive response to a negative work event in which one’s interest and effort in work decline

Answer 14

neglect

Question 15

employees with high commitment levels and high task performance levels who serve as role models within the organization

Answer 15

stars

Question 16

employees with high commitment levels and low task performance levels who volunteer to do additional activities around the office

Answer 16

citizens

Question 17

employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization

Answer 17

lone wolves

Question 18

employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs

Answer 18

apathetics

Question 19

mentally escaping the work environment

Answer 19

psychological withdrawal

Question 20

a physical escape from the work environment

Answer 20

physical withdrawal

Question 21

a model that predicts that the various withdrawal behaviors are uncorrelated; engaging in one type of withdrawal has little bearing on engaging in other types

Answer 21

independent forms model

Question 22

a model indicating that the various withdrawal behaviors are negatively correlated; engaging in one type of withdrawal makes one less likely to engage in other types

Answer 22

compensatory forms model

Question 23

a model indicating that the various withdrawal behaviors are positively correlated; engaging in one type of withdrawal makes one more likely to engage in other types

Answer 23

progression model

Question 24

employee beliefs about what employees owe the organization and what the organization owes them

Answer 24

psychological contracts

Question 25

psychological contracts that focus on a narrow set of specific monetary obligations

Answer 25

transactional contracts

Question 26

psychological contracts that focus on a broad set of open-ended and subjective obligations

Answer 26

relational contracts

Question 27

the degree to which employees believe that the organization values their contributions and cares about their well-being

Answer 27

perceived organizational support