Midterm

Question 1

Coefficient of determination- What’s it means when you square the correlation between 2 variables?

Answer 1

Squaring the correlation between two variables gives you the coefficient of determination, tells you the percentage of predictiveness those two variable have for each other
“how much of X is predicted by y” 0.32= 9% of consciousness predicts performance

Question 2

What does the Churchill effect refer to?

Answer 2

The Churchill effect states- “if you have to kill a man, it costs nothing to be polite” This effect is related to the concept of interactional justice, which aims to minimize an employee’s dissatisfaction when receiving bad news.
Related to Interactional Justice
Interaction just process: socially sensitive, justified, considerate, and empathic

Question 3

Which of the Big 5 Factors has a slight positive correlation with intelligence and is least useful in predicting organizational behavior?

Answer 3

Openness is the Big Five factor with a slight positive correlation to intelligence and is least useful in predicting organizational behavior
Openness to new experience is positively correlated with success in training

Question 4

What are the elements of an attitude?

Answer 4

Cognitive (person’s beliefs and ideas), affective (person’s feelings) and behavioral intention (not actual behavior, intended behaviors/actions) are the three components of attitude.

Question 5

What are RJPs and how do they influence job satisfaction and turnover?

Answer 5

Realistic job previews give prospective employees as much pertinent information, good and bad, about the job as possible and without distortion. They aim to keep candidates’ expectations as reasonable as possible. RJPS have been found to increase job satisfaction and to reduce voluntary turnover by 10%

Question 6

What’s the leadership/management profile, in terms of the Big 5 model of personality?

Answer 6

Leadership profile: C+, E=/+, N- (but not too low), A=, O=/+ (but no real value)

Question 7

What’s the profile for the virtual worker personality?

Answer 7

Extraverts work better from home than introverts
Judgers better in virtual environment than perceivers.

Extroverted curiosity seekers who are quick decision makers and super Type A personalities tend to thrive. Shy, disorganized types are better kept in-house.

Question 8

Interview/ Big 5 predictiveness (best to worst). Extraversion, openness, agreeableness. The two most associate with job

Answer 8

Interviewers can effectively measure some personality traits such as Extraversion (was measured best), Openness to New Experience (was measured 2nd best), and Agreeableness (was measured 3rd best).

performance (conscientiousness and neuroticism) were the hardest to assess, interviewers try to put their best foot forward. Stranger ratings of C and N (ES) were more accurate than interviewers’ rating

Question 9

9. The relationship between job satisfaction and organizational commitment.

Answer 9

High organizational commitment produces job satisfaction rather than simply stemming from the feelings of job satisfaction.
Correlation of 0.50 between job satisfaction and organizational commitment, reciprocal relationship. OC → job satisfaction relationship is stronger than job satisfaction→ OC relationship

Question 10

10. How do the Big 5 characteristics change over time, in general?

Answer 10

Conscientiousness increase over time (age) (greatest increase in 20’s) Agreeableness increased (greatest increase in 30’s and early 40’s) Openness to new experiences shows slight declines with age, neuroticism and extraversion decrease with age for woman, bot not for men

Question 11

What factor has the greatest impact on job satisfaction?

Answer 11

The best predictor of job satisfaction is the belief that one is treated fairly/unfairly
3 types of justice that are relevant to job satisfaction: distributive (fairness on rewards given), procedural (how rewards are fair), interactional (how respectively are rewards given)

Question 12

Job satisfaction has the weakest impact on what organizational behavior?

Answer 12

Job satisfaction has the weakest influence on absenteeism
A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. A person who is satisfied may miss work due to illness, transportation, and children illness.

Question 13

Job satisfaction has the strongest impact on what organizational behavior?

Answer 13

Organization Citizenship Behaviors

Question 14

14. What has the research revealed about job satisfaction levels in the USA?

Answer 14

• They are at a low. Historically satisfaction was between 70-90%. Now it is 45-50%. (oldest people had highest satisfaction).
• White-collar tend to be more satisfied than blue collar. Older more satisfied than younger. Women and minorities tend to be more dissatisfied than are men and majority members. People with education tend to be more satisfied.

Question 15

15. What does Locke’s value theory state about job satisfaction?

Answer 15

• That job satisfaction or dissatisfaction is a result of the discrepancy between one’s expectations of the job and the reality of the job. This is what makes RJPs so important. Exists to the extent that the job outcomes an individual receives match or exceed those outcomes that are desired. Uni-dimensional rather than multi-dimensional.

Question 16

16. Genetics and job satisfaction

Answer 16

• About 1/3 of job satisfaction is genetics, and naturally unsatisfied people will tend to be dissatisfied no matter what. The implication of this research is that there may be both a “genetic ceiling” and a “genetic floor” for job satisfaction that managers cannot raise job satisfaction above a certain level.

Question 17

17. What trait of the Big 5 when reverse scored becomes emotional stability?

Answer 17

• Neuroticism

* It measures how a person responds to stressors in his/her environment.

Question 18

18. What Big 5 factor does the best job predicting job performance?

Answer 18

• Conscientiousness
• Conscientiousness and emotional stability have been found to be consistently related to overall job performance across situations, with conscientiousness having the stronger relationship to overall job performance

Question 19

19. Know the factors that increase and decrease organizational commitment.

Answer 19

• Increase organizational commitment: Responsibility, participation in decision making, job enrichment, need for job security, longevity, best recruitment practices, and value systems positively correlate with OC.
• Decrease organizational commitment: Limited advancement opportunities, outside job opportunities, and education negatively correlate.
• Older and more experienced employees have greater OC than younger, more inexperienced employees.

Question 20

20. General knowledge of agreeableness as a personality trait.

Answer 20

High on agreeableness: good teammate, bad manager. Low on agreeableness also bad managers need a moderate level

Question 21

21. How do the Big 5 characteristics correlate with FICO (credit) scores?

Answer 21

• FICO scores are negatively correlated to Agreeableness (lowers)
• FICO scores are positively related to supervisor ratings of job performance Conscientiousness (raises)
• Research demonstrated that FICO scores were significantly correlated with the Big Five personality traits of conscientiousness and agreeableness. As an individual’s conscientiousness decreases and agreeableness increases, FICO scores decrease. Dr. Bernerth’s research failed to find a significant correlation between FICO scores and counterproductive behaviors such as theft

Question 22

22. What has the research shown about socially desirable responding and the validity of personality tests such as the Big 5?

Answer 22

• That it is negligible.
• Research shows that when one controls for socially desirable responding (through lie scales) the validity coefficients remain unchanged or decrease slightly. If socially desirable responding was such a contaminant, you would think that once you controlled for it the validity coefficients would change drastically. So SDR does not have much of an effect on the outcome of a personality test
• This model has been shown to be both a reliable and valid measure of personality.
• This model has also been shown to predictive of various organizational behaviors, most notably job performance.

Question 23

23. Know the difference between reliability and validity of a test.

Answer 23

• A reliable test will produce the same results (consistency) for the person each time the test is administered.
o Ex. An INFT will always test as an INFT if the Meyers-Briggs test used is reliable.
• A valid test means that the results of the test can indeed be used to make a prediction of behavior (accuracy). Myers briggs is reliable but not valid for predicating job performance

Question 24

24. What is the organizational deviance (i.e., stealing and sabotage) profile in terms of Big 5 characteristics?

Answer 24

• Organizational deviance (stealing, sabotage, etc.) is negatively correlated with conscientiousness and positively correlated with neuroticism.

• Organization deviance profile:
• C- , N+, A- high IQ

Question 25

25. Know the different reactions to dissatisfaction according to the EVLN model.

Answer 25

• Exit – employees leaves, transfers, or attempts to leave. Active and Negative
• Voice – employee attempts to change rather than escape from dissatisfying situation Active and Positive
• Loyalty – employee passively waits for conditions to improve Inactive and Positive
• Neglect – employee reduces work efforts, disregards quality and increases absenteeism and tardiness Inactive and Negative

Question 26

26. When will an employee’s job dissatisfaction be more likely to lead to turnover.

Answer 26

• When the likelihood of him or her finding a job is higher (strong job market, highly skilled or educated)

Question 27

27. What does a correlation coefficient indicate? What is not an indication of?

Answer 27

• A correlation coefficient indicates the relationship between two variables (positive, negative, or no relation). Correlation coefficients do not indicate causation between the variables.