Exam 2 Flashcards
1
Q
Name four common forms of counterproductive behavior
A
absenteeism, turnover, unsafe behavior, sexual harassment
Exam 2 practice quiz
2
Q
- Absenteeism
- turnover
- unsafe behavior
- sexual harassment
These four behavior are all forms of what?
A
Counterproductive work behaviors
Exam 2 practice quiz
3
Q
Joe is very committed to his organization. His company is designing a new product and the competitor seems to be designing the same one. Joe just happens to overhear one of the competitor’s designers at a local coffee shop chatting about their design, and he proceeds to grab a table right next to them and record their conversation. Is this a productive work behavior?
What is this behavior not?
A
No, it is a form of espionage.
Not…
- productive work behavior
- an organizational citizenship behavior
- inappropriate gossip.
(Exam 2 practice quiz)
4
Q
Give an example of a behavior that is an effort to help a company, but it is not a productive work behavior.
A
Joe is very committed to his organization. His company is designing a new product and the competitor seems to be designing the same one. Joe just happens to overhear one of the competitor’s designers at a local coffee shop chatting about their design, and he proceeds to grab a table right next to them and record their conversation. Is this a productive work behavior?
5
Q
Some employees “borrow” office supplies from the company, but forget to return them. This behavior could be considered… (specific answer, and broad answer that quiz doezn’ recognize as correct)
A
Material abuse. However, counterproductive work behavior was one of the options, and it wasn’t the correct answer – maybe because the question was looking for a specific type?
Counterproductive work behavior
x Material abuse (right answer)
An accident
A sign of cognitive impairment
(Exam 2 practice quiz)
6
Q
Give an example of material abuse:
A
Some employees “borrow” office supplies from the company, but forget to return them.
(Exam 2 practice quiz)
7
Q
Tammy attends a manager training program specifically designed to help managers detect ineffective job performance. She learns that the most common way of detecting ineffective or counterproductive performance is…
Name three forms of evidence that are not the most common way of detecting ineffective or counterproductive performance.
A
Production data.
Not…
- a pattern of poor performance appraisals
- results from electronic performance monitoring
- asking the employee
(Exam 2 practice quiz)
8
Q
Define production data and give one reason for significance:
A
My definition (probably should be checked) – measuring what the employee is accomplishing at work.
The most common way of detecting ineffective or counterproductive performance.
(Exam 2 practice quiz)
9
Q
Name three forms of evidence that are not the most common way of detecting ineffective or counterproductive performance.
A
- a pattern of poor performance appraisals
- results from electronic performance monitoring
- asking the employee
(Exam 2 practice quiz)
10
Q
Unfortunately, people often make the fundamental attribution error when determining causes of counterproductive behavior. If counterproductive behavior is not due to the internal motivations of the individual, which the fundamental attribution error might suggest, the counterproductive behavior might be due to…
A
Lack of skills or lack of ability
Not…
- inexperience with engaging in counterproductive behavior
- learned behavior from mentors
- the employee’s personality
(Exam 2 practice quiz)
11
Q
How do the following four examples relate to the fundamental attribution error:
- lack of skills or lack of ability
- inexperience with engaging in counterproductive behavior
- learned behavior from mentors
- the employee’s personality
A
- lack of skills or lack of ability (an external cause – would correct or counter the fundamental attribution error)
- inexperience with engaging in counterproductive behavior (trash answer, prob)
- learned behavior from mentors (an external cause, but not connected to anything specifically mentioned in the text)
- the employee’s personality (an internal cause – an example of a conclusion someone might make when making the fundamental attribution error.
(Exam 2 practice quiz)
12
Q
The biggest problem with using absenteeism to predict turnover intentions is that absenteeism may be due to…
A
-non-work obligations that are excused
Not…
- work obligations that were not recently measured in the last survey
- forgetting to clock in at the front door
- an error in the personnel data
(Exam 2 practice quiz)
13
Q
Non-work obligations that are excused create problems with what?
A
using absenteeism to predict turnover intentions
Exam 2 practice quiz
14
Q
Turnover is not always considered a bad thing. Sometimes organizations are happy for turnover because…
A
sometimes poor performing employees decide to leave
Not…
- if high-performing employees don’t want to stay, then they don’t belong
- they like the idea of hiring new people
- employees are rewarded for recommending new employees to the organization
(Exam 2 practice quiz)
15
Q
Sometimes poor performing employees decide to leave, so turnover…
A
is not always considered a bad thing. In that case, organizations are happy for turnover.
(Exam 2 practice quiz)
16
Q
Accidents in the workplace are unfortunately common. Sometimes accidents are because individuals are careless, but most often accidents are result of the safety climate. Research on safety climate suggests…
A
-employees create norms for behavior surrounding safety equipment and practices
Not…
- the current temperature of the work environment is too hot
- there is a group of employees who tend to be accident prone (this one would get you – it might be true, but it’s not related to research on safety climate)
- accidents are due to socially maladjusted young employees
(Exam 2 practice quiz)
17
Q
What does research on safety climate suggest about accidents and socially maladjusted young employees?
A
Research on safety climate is more about the climate, rather than traits of specific groups of people. Accidents are not primarily due to socially maladjusted young employees – they are largely driven by norms for behavior, created by employees, regarding safety equipment and practices.
(Exam 2 practice quiz)
18
Q
Primary predictors of violent behavior include…
A
Past history of alcohol and drug abuse
Not…
- whether you’re from the city or the country
- monotonous jobs
- religious beliefs
(Exam 2 practice quiz)
19
Q
A past history of alcohol and drug abuse is a primary predictor of…
A
Violent behavior
Exam 2 practice quiz
20
Q
Workplace violence tends to be the most salient form of counterproductive work behavior in organizations. However another common but less exaggerated form of counterproductive work behavior includes…
A
workplace incivility
Not…
- stressful jobs
- antisocial personality disorder
- young males with low self-esteem
(Exam 2 practice quiz)
21
Q
Workplace incivility may not be __________(1) — that’s __________(2). However, workplace incivility is __________(3). And both incivility and __________(4) are __________.
A
Blank 1: the most salient form of counterproductive work behavior in organizations
Blank 2: Workplace violence
Blank 3: another common but less exaggerated form of counterproductive work behavior
Blank 4: workplace violence
Blank 5: counterproductive work behaviors
(Exam 2 practice quiz)
22
Q
Takedo considers himself a ladies man. He moves from workstation to workstation giving all the young ladies massages on their shoulders and their necks as they work at their computers. He occasionally rubs up against their backs as he gives the massages, and fondles their shoulders and arms in a sexually suggestive manner. The ladies often catch him trying to look down their shirts during the massage. Most of the ladies find his behavior unwanted and some have even told him they are not interested in his massages; he ignores them and continues his behavior. In this scenario, Takedo’s behavior is a form of….
A
Sexual harassment
Not…
- quid pro quo sexual harassment
- bullying
- harmless, friendly work behavior
(Exam 2 practice quiz)
23
Q
What is an example of sexual harassment? (not quid pro quo sexual harassment)
A
Takedo considers himself a ladies man. He moves from workstation to workstation giving all the young ladies massages on their shoulders and their necks as they work at their computers. He occasionally rubs up against their backs as he gives the massages, and fondles their shoulders and arms in a sexually suggestive manner. The ladies often catch him trying to look down their shirts during the massage. Most of the ladies find his behavior unwanted and some have even told him they are not interested in his massages; he ignores them and continues his behavior.
(Exam 2 practice quiz)
24
Q
Josh, a new software engineer at Adroit Software Inc., is assigned to work with a small team of software engineers Andrew, Colleen, and Marianne. During Josh’s first day, Colleen takes on some of Marianne’s work to meet a team deadline and Andrew offers to help Josh to set up his new computer. According to Campbell’s (1990) taxonomy, Josh is observing the _______ aspect of job performance.
A
Facilitating peer and team performance
Not…
- Job-specific task proficiency
- Supervision/leadership
- Down-time behaviors
(Mod 6 quiz)
25
What is an example of the "facilitating peer and team performance" aspect of job performance?
Josh, a new software engineer at Adroit Software Inc., is assigned to work with a small team of software engineers Andrew, Colleen, and Marianne. During Josh's first day, Colleen takes on some of Marianne's work to meet a team deadline and Andrew offers to help Josh to set up his new computer. According to Campbell's (1990) taxonomy, Josh is observing the _______ aspect of job performance.
(Mod 6 quiz)
26
Josh, a new software engineer at Adroit Software Inc., is assigned to work with a small team of software engineers Andrew, Colleen, and Marianne. During Josh's first day, Colleen takes on some of Marianne's work to meet a team deadline and Andrew offers to help Josh to set up his new computer. According to Campbell's (1990) taxonomy, Josh is observing the _______ aspect of job performance.
Options:
- Facilitating peer and team performance
- Job-specific task proficiency
- Supervision/leadership
- Down-time behaviors
-Facilitating peer and team performance
| Mod 6 quiz
27
The doctors at Sacred Heart Hospital are going to train their new interns on inserting a breathing tube for patients. The interns have already read books and watched videos on this procedure, but they haven't done it yet.In this case the interns have ________ (1) knowledge about inserting a breathing tube, but not ________ (2) knowledge.
(1) declarative knowledge
(2) procedural knowledge
(Mod 6 quiz)
28
The doctors at Sacred Heart Hospital are going to train their new interns on inserting a breathing tube for patients. The interns have already read books and watched videos on this procedure, but they haven't done it yet. In this case the interns have ________ (1) knowledge about inserting a breathing tube, but not ________ (2) knowledge.
Literal; practical
Procedural; declarative
Practical; literal
Declarative; procedural
Declarative; procedural
| Mod 6 quiz
29
What's an example of the difference between declarative and procedural knowledge?
The doctors at Sacred Heart Hospital are going to train their new interns on inserting a breathing tube for patients. The interns have already read books and watched videos on this procedure, but they haven't done it yet.In this case the interns have ________ (1) knowledge about inserting a breathing tube, but not ________ (2) knowledge.
(Mod 6 quiz)
30
Tracy, an employee who works in customer service, is known by other employees as the one who talks to customers in a professional manner no matter how unpleasant the customers get, or the one who never grumbles no matter how overworked she feels. According to Organ (1994), Tracy is showing ________ behaviors.
Sportsmanship
Not...
Civic virtue
Courtesy
Altruism
(Mod 6 quiz)
31
Monica, a consultant, strongly pushes for a new company to include organizational citizenship behaviors (OCBs) in performance evaluations. Monica is essentially pushing to include ____________ in performance evaluations.
Extra-role performance
Not...
Impression management
Task performance
Interpersonal behaviors
(Mod 6 quiz)
32
Monica, a consultant, strongly pushes for a new company to include organizational citizenship behaviors (OCBs) in performance evaluations. Monica is essentially pushing to include ____________ in performance evaluations.
Task performance
Impression management
Extra-role performance
Interpersonal behaviors
Extra-role performance
| Mod 6 quiz
33
What is another term for extra-role performance?
organizational citizenship behaviors (OCBs)
| Mod 6 quiz
34
George, Jenny, Craig, and Nicole are on the same management team. At their weekly meetings, Jenny creates the agenda for the meetings and makes sure that each item is discussed during the meeting. BecauseNicole and Craig sometimes argue over assignments, George is considered the peace keeper of the group. In this example, Jenny is fulfilling the _______ role of the group and George is filling the__________ role.
Task; socio-emotional
Not...
Individual; task
Socio-emotional; individual
Individual, socio-emotional
(Mod 7 Quiz)
35
What are examples of the task role in a group and the socio-emotional role in a group?
Task: creating the agenda for meetings and making sure that each item is discussed during the meeting
Socio-emotional: being a peace keeper between two coworkers who often argue
(Mod 7 Quiz)
36
What is an example of an individual role in a group?
individual group members have their own needs and desires that may or may not be compatible with those of the group as a whole
-could be problematic if they conflict with the group, which can be caused by incentives based on individual performance
(Mod 7 quiz -- J&B 2008 p. 344)
37
Lucy has been with her new sales team for a few weeks now. In the beginning, it seemed like everyone had their own idea of how to run things. Now Lucy knows that her role is to create marketing campaigns, Alex establishes customer contacts, Brenda is in charge of fundraising, and Don handles publicity. Lucy's group is at what stage of Tuckman's model?
Norming
Not...
Storming
Forming
Adjourning
(Mod. 7 quiz)
38
Describe the storming stage of Tuckman's model. What step is it in the model? What is the significance of this stage?
Second stage of five.
From J&B (2014): team members may disagree over
- important team norms, or perhaps over
- who should assume leadership responsibilities.
This stage may be rather unpleasant, but it is also necessary if the teams hope to ultimately function effectively." (412)
(Mod 7 quiz)
39
Name the five stages of Tuckman's model in order.
```
Forming
Storming
Norming
Performing
Adjourning
```
(Mod 7 quiz)
40
Adam's group has just been awarded with a six month contract. According to Gersick's punctuated equilibrium, when will the group begin having heightened activity to accomplish their goal?
Three months into the contract
Not...
Two months into the contract
Five months into the contract
As soon as the contract starts
(Mod 7 Quiz)
41
What's the defining feature/key idea of Gersick's punctuated equilibrium?
A group will begin having heightened activity to accomplish their goal halfway into their work (timewise).
Teams may spend time spinning their wheels at the beginning of their work. If they get started about halfway through, it's important for team members to understand deadlines.
(Mod 7 Quiz)
42
The idea that a group will begin having heightened activity to accomplish their goal halfway into their work (timewise) comes from what model of group development?
Gersick's punctuated equilibrium
| Mod 7 Quiz
43
Notta company has put together a special task force to market their newest widget. After brainstorming for hours, the group had come up with one mediocre idea. However, after talking about the idea for a while, the
group became convinced that it was the best marketing campaign since Nike's "Just Do It" slogan. This is an example of what group phenomena?
Group polarization
Not...
Conformity
Social loafing
Group think
(Mod 7 Quiz)
44
What is an example of group polarization?
Notta company has put together a special task force to market their newest widget. After brainstorming for hours, the group had come up with one mediocre idea. However, after talking about the idea for a while, the
group became convinced that it was the best marketing campaign since Nike's "Just Do It" slogan.
(I don't personally think this is a good example -- it's just a question from the quiz.)
(Mod 7 Quiz)
45
What is the difference between group think and group polarization?
Group think:
According to Janis (1982),
-“a mode of thinking
-that people engage in when they are deeply involved in a cohesive in-group,
-when the members’ striving for unanimity overrides their motivation to realistically appraise alternative courses of action..."
Group polarization:
The tendency of a group to make more extreme decisions than the initial inclination of its members.
(can go more cautious or more risky -- goes direction that most group members already lean)
(Mod 7 Quiz)
46
In February, 2011, the ad below (no picture) was removed from a billboard in SouthBend, Indiana because people thought it was offensive. It refers to the Jonestown cult suicide in which 918 cult followers committed suicide by drinking poison.
The billboards included the statement, "We're like a cult with better Kool-Aid," over a glass containing a mixed drink, as well as the phrase "To die for!"
You thought that making light of the Jim Jones tragedy was offensive, but your boss and everyone else was convinced the ad was humorous and witty. Not wanting to look like a stick in the mud, you agreed that the ad would probably at least generate interest. This is an example of which of the following?
Conformity
Not...
- Social loafing
- Group think
- Group polarization
(Mod 7 Quiz)
47
What is an example of conformity in the workplace.
In February, 2011, the ad below (no picture) was removed from a billboard in SouthBend, Indiana because people thought it was offensive. It refers to the Jonestown cult suicide in which 918 cult followers committed suicide by drinking poison.
The billboards included the statement, "We're like a cult with better Kool-Aid," over a glass containing a mixed drink, as well as the phrase "To die for!"
You thought that making light of the Jim Jones tragedy was offensive, but your boss and everyone else was convinced the ad was humorous and witty. Not wanting to look like a stick in the mud, you agreed that the ad would probably at least generate interest.
(Mod 7 Quiz)
48
Define conformity.
Changing your behavior and views to align with the group out of pressure (an individual conforms -- so if a question is focused on an individual, it's conformity not group think)
(Mod 7 Quiz)
49
Moreland and Levine's stage known as "Maintenance" is concerned with:
Members carving out a niche through role negotiation
Not...
Balancing conformity to group norms with new member individuality (chose this wrong answer)
Group members trying to fit in with the group (chose this wrong answer)
Gathering information about the group
(mistake because you would think that carving out a role would happen before "maintenance" (like maintenance of established niches, but no!)
(Mod 8 Quiz -- J&B 2008, p. 353)
50
What are the five stages of Moreland and Levine's 1982 model of group development (in order). Briefly explain each.
Investigation Stage: Recruitment/Reconnaissance
Socialization Stage: Accommodation/Assimilation
Maintenance Stage: Role Negotiation
Resocialization Stage: Accommodation/Assimilation
Remembrance Stage: Tradition/Reminiscence
(Mod 8 Quiz -- J&B 2008, p. 352)
51
What is the difference between the "socialization stage" an the "resocialization stage" in M & L's 1932 model of group development.
Similar processes at work, but different stages in a group's interaction with each other.
socialization (2nd stage):
- group member makes the transition from being an outsider to being a new member
- major task is to assimilate into the group and its values
- time of adjustment for group, because it may need to accommodate some of the unique characteristics of the new members/s
resocialization (4th stage):
- represents a point when an individual diverges from group in significant ways
- if it can't be resolved through assimilation and accommodation processes, individual might leave
(Mod. 8 quiz -- J&B 2008, p. 353)
52
Communication is one factor in resolving group conflict. When all group members are tied centrally to one person to get information about the group, projects, deadlines, and tasks, this type of network is known as:
Hub and spokes
Not...
Grapevine
Task-specific
Comcon
(Mod 8 quiz)
53
Define "hub and spokes."
A group communication style -- When all group members are tied centrally to one person to get information about the group, projects, deadlines, and tasks.
(Mod 8 quiz)
54
Groups typically develop over a series of stages. Which stage of Tuckman's model is most closely associated with group conflict?
Storming
Not...
Norming
Forming
Performing
(Mod 8 quiz)
55
To reduce potential group conflict, working to improve perceptions of procedural justice could facilitate which process?
Resource-allocation process
Not...
Task interdependence
Group synergy
Potency
(Mod 8 quiz)
56
Define procedural justice. What is another type of justice? Define that, too.
Fairness of decisions; compared to others, was the decision appropriate
(Mod 8 quiz)
57
Groups with a high frequency of interaction can, in some cases, have heightened potential for conflict. Often, these groups rely on some members to complete specific tasks or share specific task-relevant information before other members are able to complete their own tasks. This is known as _______. It is not _________, ___________, or _________.
Interdependence
Not...
Trans-situational goals
Compromise
Member exchanges
(Mod 8 quiz)
58
Define interdependence.
(Mod 8 quiz)
59
What are different types of interdependence and a brief explanation of each?
task interdependence: rely on each other to get the work done
outcome interdependence: benefit or suffer based on the performance of the group -- interconnected
(from Shea & Guzzo)
(Mod 8 quiz -- Byrne, Chap. 7, p. 231-232)
60
Byron is starting a group project next week and is dreading working with his team, as he prefers to work alone. To make matters worse, the team is working on a very important project and does not have enough time to do a thorough job.
According to McGrath's Model of group effectiveness, Byron's negative attitude is a ________-level factor and the time and quality pressures are ________-level factors.
Individual; environment
Not...
Group; environment
Individual; group
Environment; individual
(Mod 9 quiz)
61
Gladstein and McGrath have very similar group effectiveness models. In other words, they are both input, process, outcome models. However, there are a few key differences. Which of the following most accurately describes these key differences?
McGrath does not acknowledge the direct effect that inputs have on output
Not.... (perhaps explore why each is wrong)
-Gladstein's model includes group structure considerations
- McGrath includes group task characteristics as a moderator between group processes and group effectiveness
- McGrath's model includes information on task complexity and group interdependence
(Mod 9 quiz)
62
How are Gladstein's and McGrath's group effectiveness models similar?
they are both input, process, outcome models
| Mod 9 quiz
63
What is a key difference between Gladstein's and McGrath's group effectiveness models?
McGrath does not acknowledge the direct effect that inputs have on output, while Gladstein does.
(Mod 9 quiz -- Byrne 226-228)
64
Jenny's manager just told her team that if they come up with a viable marketing campaign for the new iPhone, the entire team will get a huge bonus on their next pay check. Because of their success in the past, the team believes they can come up with the winning slogan. After the announcement, the members head to their own cubicles and start brainstorming ideas. According to Shea & Guzzo's (1987) model, the team has high _________, low ____________, and high ________.
Outcome interdependence, task interdependence, potency
Not...
Task interdependence, outcome interdependence, potency
Potency, outcome interdependence, task independence
Task interdependence, potency, outcome interdependence
(Mod 9 quiz)
65
What is an example of group outcome interdependence?
if a team comes up with a viable marketing campaign for the new iPhone, the entire team will get a huge bonus on their next pay check.
(Mod 9 quiz)
66
Grant is working with a group whose goal is to identify an organization to which they will donate their nonprofit proceeds. Grant is experiencing conflict with her group because she thinks the group should donate their nonprofit proceeds to breast cancer research, but the rest of the group thinks they should donate to a local charity. According to Jex, this is what type of group conflict?
Task based conflict
Not...
- Personality based conflict
- Emotion related conflict
- Value-based conflict
(Mod 9 quiz)
67
Name the four types of conflict, according to Jex & Britt? (technically, quiz question just lists Jex.)
Check that these four are accurate.
- Task-based conflict (from Jehn)
- Personality-based conflict (connected to emotion-related conflict)
- Emotion-related conflict (from Jehn)
- Value-based conflict (connected to emotion-related conflict)
(Mod 9 quiz -- J&B 2014 Chap. 12, 441, 444)
68
Aliyah is starting to resent her job, where she works on a sales force team. As part of this team, each member generates sales from their own region of the country. However, all of the profits are pooled together and then divided evenly among the team members. As the highest earner,Aliyah feels like she not receiving her fair share. This is an example of an ineffective reward system that has _________ but no ____________.
-Outcome interdependence; task interdependence
Not...
- Task interdependence; outcome interdependence
- Process interdependence, input interdependence
- Input interdependence, task interdependence
(Mod 9 quiz)
69
Define process interdependence.
Look this up. Real term?
| Mod 9 quiz
70
Define input interdependence.
Look this up. Real term?
| Mod 9 quiz
71
Joel has had several jobs since he graduated from high school. He has worked as a cashier, a construction laborer, and is currently working as a telemarketer. Joel is a good worker, but he has always reported low job satisfaction in each of his jobs. A plausible explanation for Joel's low job satisfaction may be:
Internal disposition
Not...
- Self-perception Theory
- Social Information Processing Theory
- Range of affect
(Mod 10 Quiz)
72
Define self-perception theory.
Look this up. Real term? delete this one.
| Mod 10 Quiz
73
Define Social Information Processing Theory.
The attitudes that your coworkers have about their jobs affect the attitudes that you have about your job.
(Mod 10 Quiz)
74
Define range of affect.
Look this up. Real term? Can't find. Might be a garbage answer.
(Mod 10 Quiz)
75
Your new consulting business is booming, and you have recently been asked to increase employees' job satisfaction at PETCO. Based on what you have read on the theoretical approaches to satisfaction, which one of the following would you recommend?
Tying rewards closely to performance
Not...
- Giving employees a shorter lunch break
- Job rotation
- Mandatory training
(Mod 10 Quiz)
76
What are the major theoretical approaches to satisfaction?
(Look them up.)
From quiz: Tying rewards closely to performance
(Mod 10 Quiz)
77
Pearl & Company wishes to use a job satisfaction measure that allows the organization to get a pulse on the overall satisfaction of the company. Pearl & Company should administer any of the following EXCEPT:
- Job in General scale
- Minnesota Satisfaction Questionnaire
- Job Descriptive Index
- Job Satisfaction Survey
Job Descriptive Index
(however, this is widely used and has significant research support -- J&B call 'exemplary') -- can be paired with the Job in General Scale
Not...
- Job in General scale
- Minnesota Satisfaction Questionnaire
- Job Satisfaction Survey
(Mod 10 Quiz)
78
Which of the job satisfaction measures lacks an overall measure of general satisfaction with the job?
Job Descriptive Index
| Mod 10 Quiz
79
Name four major, well known measures of job satisfaction?
- Job Descriptive Index
- Job in General scale
- Minnesota Satisfaction Questionnaire
- Job Satisfaction Survey
(Mod 10 Quiz)
80
Give an overview of the job descriptive index.
-describes the satisfaction with aspects of the job and describes the job
-doesn't have a general satisfaction scale
-can be paired with the Job in General Survey
(Mod 10 Quiz)
81
Give an overview of the Job in General scale.
gives a measure of general satisfaction, unlike the Job Descriptive Index, so it is good to pair it with that tool
(Mod 10 Quiz)
82
Give an overview of the Minnesota Satisfaction Questionnaire.
- good research base
- lengthy (100 items, 20 items for shortened version (Mod 10 Quiz)
- proprietary
- more general than JDI
83
Green Earth Co., a nonprofit organization, is dedicated to preserving natural areas by recycling, planting trees, and promoting awareness of global warming. The management at Green Earth Co. has taken a survey on employees' organizational commitment. The survey results show that employees feel obligated to stay with the company because of its mission, but do not identify with the organization because they feel that Green Earth often treats them unfairly. In other words, the employees have _____ and _____.
High normative commitment; low affective commitment
Not...
- High affective commitment; high normative commitment
- High normative commitment; low continuance commitment
- High continuance commitment; low affective commitment
(Mod 10 Quiz)
84
List and define the (three?) types of commitment.
- normative commitment
- affective commitment
- continuance commitment
(Mod 10 Quiz)
85
Example of normative commitment.
how much an employee feels obligated to stay with an organization, whether because of values that you're obligated to stay, or it's a family business you feel obligated to stay with.
"I would feel guilty if I leave my organization now."
(Mod 10 Quiz -- ByrneChap. 4,)
86
Define affective commitment.
an employee's attachment, identification with, and involvement with the organization -- how they feel about org and does that create a sense of belonging?
"I really feel as if this organization's problems are my own."
(Mod 10 Quiz)
87
Define continuance commitment.
employees stay with an org because the cost of leaving is higher than the cost of staying
can be because of job market, or because of the good benefits at the company
also known as calculative commitment
(Mod 10 Quiz -- Chap. 4, Byrne 104)
88
According to research findings on the relationship between commitment and performance, those who have higher affective commitment generally______ than those who have low affective commitment.
Put more effort into work
Not...
Miss fewer days of work (this one would get you)
Work more night shifts
Make fewer mistakes
(Mod 10 Quiz)
89
Define productive work behavior.
broadly, I think it's behavior in line with an organizations goals.
(Exam 2 practice quiz) From this example: Joe just happens to overhear one of the competitor’s designers at a local coffee shop chatting about their design, and he proceeds to grab a table right next to them and record their conversation.
90
Define organizational citizenship behavior.
(Exam 2 practice quiz) From this example: Joe just happens to overhear one of the competitor’s designers at a local coffee shop chatting about their design, and he proceeds to grab a table right next to them and record their conversation.
91
Define inappropriate gossip.
Not sure if there's a technical definition.
(Exam 2 practice quiz) From this example: Joe just happens to overhear one of the competitor’s designers at a local coffee shop chatting about their design, and he proceeds to grab a table right next to them and record their conversation.
92
What are the four quadrants of counterproductive work behaviors in Robinson and Bennet's (1995) Typology of counterproductive work behaviors?
- Production Deviance: leaving early, taking long breaks, slowing work pace
- Political Deviance: show bias and favoritism, gossip and spread rumors, blame others for work failures, intentionally try to get ahead at the expense of others
- Property Deviance: destroy equipment, accept bribes, lie about when you worked (?), steal office supplies or other equipment
- Personal Aggression: sexual harassment, office harassment, verbal abuse and rudeness, stealing from coworkers or supervisor, placing coworkers/supervisor in harm's way
Byrne, Chapt. 5, p. 146
93
Define production deviance. What larger framework is it a part of?
Robinson and Bennet's (1995) Typology of counterproductive work behaviors
Production Deviance:
- leaving early
- taking long breaks
- slowing work pace
Byrne, Chapt. 5, p. 146
94
Define political deviance and list some examples. What larger framework is it a part of?
Robinson and Bennet's (1995) Typology of counterproductive work behaviors
Political Deviance:
- show bias and favoritism
- gossip and spread rumors
- blame others for work failures
- intentionally try to get ahead at the expense of others
Byrne, Chapt. 5, p. 146
95
Define property deviance and list some examples. What larger framework is it a part of?
Robinson and Bennet's (1995) Typology of counterproductive work behaviors
Property Deviance:
- destroy equipment
- accept bribes
- lie about when you worked (?)
- steal office supplies or other equipment
Byrne, Chapt. 5, p. 146
96
Define organizational citizenship behaviors can give some examples? What two terms is it related to?
- performance behaviors that are not formally expected in a job role
- when displayed, tend to advance the functioning of the organization
- sometimes referred to as "going above and beyond" job expectations
- helping behaviors, extra-role performance, contextual performance
Two related terms: extra-role performance, contextual performance
Byrne glossary, 492
97
Define extra-role performance behaviors.
actions employees take that contribute to the overall functioning of the organization and potentially the organization's goals, but that generally fall outside of the specific job requirements or defined job role
my addition: (and aren't in performance review)
Byrne glossary, 493
98
Define contextual performance. What are other terms for this concept?
Other activities that do not fall under task performance but are still important to organizational effectiveness.
- volunteering
- extra enthusiasm or effort to complete tasks successfully
- helping
- following organizational rules
- endorsing, supporting, or defending organizational objectives
Byrne glossary, 492
99
Define group think.
According to Janis (1982),
- “a mode of thinking
- that people engage in when they are deeply involved in a cohesive in-group,
- when the members’ striving for unanimity overrides their motivation to realistically appraise alternative courses of action. . . .
Groupthink refers to a deterioration of
- mental efficiency,
- reality testing, and
- moral judgment that results from in-group pressures” (p. 9; see also Whyte, 1998).
(You've just split the quote into bullet points.)
(Jex & Britt, Chap. 12, p. 431)
100
Define group polarization and give two broad (not specific) examples.
The tendency of a group to make more extreme decisions than the initial inclination of its members.
The group makes riskier decisions if individual group members' initial tendencies are to be risky,
and the decisions are more cautious if group members' initial tendencies are to be cautious.
101
Defined range of affect theory.
Employees place difference value on different dimensions of the job.
Level of satisfaction is a function of how valuable that aspect of work is to the employee.
Byrne, Chap. 4 (Attitudes), p. 108
102
Define self-perception theory.
Information about your own actions from the past informs your attitudes in the present.
Byrne, Chap. 4 (Attitudes), p. 118
