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2801 I-O PSYC > Test 5 > Flashcards

Test 5 Flashcards

1
Q

Which is the most negative/costly counterproductive behaviour?

A) Withdrawal
B) Lying
C) Stealing
D) Harassment

A

A) Withdrawal

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2
Q

Withdrawal is a result of ______ and ______ whereas violence is a result of _______ and ______

A) Anger, Stress; Personal issues, stress
B) Anger, Stress; Boredom, upset
C) Frustration, temper; ADHD, lack of training

A

B

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3
Q

Which is not an example of withdrawal behaviour?

A) Absenteeism
B) Tardiness
C) Presenteeism
D) Property Deviance

A

D) Property Deviance

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4
Q

People low _______ are more likely to be absent

A) Loyalty
B) Consciousness
C) Extraversion
D) Openness

A

B) Consciousness

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5
Q

How can you prevent presenteeism?

A

Stop valuing the quantity of work over the quality of work

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6
Q

What is the difference between presenteeism and psychological withdrawal?

A

Preseentees is an employee who shows up to work but is distracted due to other things

Psychological withdrawal is when employee intentionally withheld effort

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7
Q

According to Abrose (2002) which is not a reason employees perform acts of sabotage:

A) Powerlessness/lack of autonomy 
B) Organizational frustration 
C) Facilitation of work - make it easier 
D) Boredom/fun 
E) Show off 
F) Justice
A

E) Show off

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8
Q

Employees between the age of _____ with ______ years of experience are the most prone to aggression

A

18-30; 1-3

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9
Q

What can increase workplace aggression/violence?

A) Young age
B) Lack of experience
C) Demands jobs that involve dealing with people on drugs
D) all of the above

A
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10
Q

What can increase workplace aggression/violence?

A) Young age
B) Lack of experience
C) Demands jobs that involve dealing with people on drugs
D) all of the above

A

D) all of the above

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11
Q

Bullying is categories as ______ which is based on prejudice and ______ which is caused by a mutual provocation

A) Dispute bullying; Predatory bullying
B) Discriminaton; argument
C) Predatory bullying, Dispute bullying

A

C) Predatory bullying, Dispute bullying

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12
Q

Why are clinical assessments not widely used for predicting counterproductive work behaviour?

A
  • Time consuming

- High misclassification rate

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13
Q

When is injustice most likely to result in counterproductive work behaviours?

A

When it is external, stable, and intentionally hostile

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14
Q

What are the limitations of a polygraph test?

A
  • Results are related to skill of the operators and thus are not very reliable or valid
  • creates negative feelings towards the employers
  • in some places it is banned for preliminary screening
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15
Q

What is the difference between overt and covert honesty/integrity tests?

A

Overt asks direct questions about honesty/integreity whereas covert tests are involved within a general personality inventory

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16
Q

Rose is applying for a job as a police officer and her employer is doing a credit check, reviewing her criminal and educational records, and interviewing people she knows. What type of screening is this?

A

Field Investigation

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17
Q

Workplace aggression is target specific:

A) and affects targets only.
B) and affects families as well
C) and has much more widespread effects.
D) and affects perpetrators only.

A

C) and has much more widespread effects.

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18
Q

Workplace bullying:

A) is pervasive in particular industries.
B) tends not to have serious outcomes.
C) is a common form of workplace deviance.
D) is impossible to manage.

A

C) is a common form of workplace deviance.

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19
Q

Which of the following is most true with regards to counterproductive work behaviours?

A) Counterproductive work behaviours are involuntary behaviours that threaten the well-being of individuals and organizations.

B) Counterproductive work behaviours are voluntary behaviours that threaten the well-being of organizations.

C) Counterproductive work behaviours are voluntary behaviours that threaten the well-being of individuals and organizations.

D) Counterproductive work behaviours are involuntary behaviours that threaten the well-being of organizations.

A

C) Counterproductive work behaviours are voluntary behaviours that threaten the well-being of individuals and organizations.

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20
Q

Showing up late to work or not showing up at all is a:

A) form of task performance.
B) form of organizational citizenship behaviour.
C) form of contextual performance.
D) form of counterproductive work behaviour

A

D) form of counterproductive work behaviour

21
Q

In terms of hiring employees:

A) it is possible to reliably screen out individuals who may engage in counterproductive work behaviors.

B) it is possible to reliably select individuals who will not engage in counterproductive work behaviors.

C) it difficult to reliably select individuals out individuals who will engage in effective work behaviors.

D) it is difficult to reliably screen out individuals who may engage in counterproductive work behaviors.

A

D) it is difficult to reliably screen out individuals who may engage in counterproductive work behaviors.

22
Q

The Robinson and Bennett workplace deviance typology is based on the following dimensions:

A) target and severity of the action.
B) perpetrator and severity of the action.
C) Target and perpetrator.
D) organizational or individual target.

A

A) target and severity of the action.

23
Q

In terms of the job hiring process, a false positive would occur when:

A) a person not predisposed to counterproductive work behaviour is rejected for a position.

B) a person predisposed to counterproductive work behaviour is rejected for a position.

C) a person not predisposed to counterproductive work behaviour is selected for a position.

D) a person predisposed to counterproductive work behaviour is selected for a position.

A

A) a person not predisposed to counterproductive work behaviour is rejected for a position.

24
Q

Type 3 aggression occurs when:
A) the perpetrator has a relationship with a member of the organization.

B) the perpetrator has a business relationship with the organization.

C) the perpetrator is a supervisor in the organization.

D) the perpetrator is a current or previous member of the organization

A

D) the perpetrator is a current or previous member of the organization

25
Q 
The most extreme form of employee withdrawal is:
A) presenteeism
B) voluntary turnover
C) absenteeism
D) involuntary turnover
A

B) voluntary turnover

26
Q

There is some evidence that psychological withdrawal is related to:
A) individual personality characteristics

B) frustration and dissatisfaction at work

C) fear of losing a job or income

D) demographic characteristics of employees

A

B) frustration and dissatisfaction at work

27
Q

Promoting a healthy workplace and health and wellness among employees is important primarily because:

A) occupational health psychology is a growing area of research.

B) there are benefits for both individuals and organizations.

C) there are benefits for customers and clients.

D) occupational health psychology is a growing area of practice.

A

B) there are benefits for both individuals and organizations

28
Q

Workplace related injuries, illnesses and death are costly for:

A) employers
B) employees
C) the community
D) all of the above

A

D) all of the above

29
Q

In the stress model:

A) Stressors lead to stress which lead to strain.

B) Stress leads to stressors which lead to strain.

C) Strain leads to both stressors and strain.

D) Moderators lead to stressors, stress and strain.

A

A) Stressors lead to stress which lead to strain.

30
Q

When thinking about the relationship between work and life:

A) work and life can influence one another in positive and negative ways.

B) work and life can influence one another in positive ways.

C) work and life can influence one another in negative ways.

D) work and life do not influence one another in positive and negative ways.

A

A) work and life can influence one another in positive and negative ways.

31
Q

Research suggest that:

A) most people get enough sleep
B) everyone is sleep-deprived
C) most people sleep more than 10 hours per night
D) many do not get enough sleep

A

D) many do not get enough sleep

32
Q

The workers with the highest risk of being injured at work are:

A) females
B) young people
C) males
D) older people

A

B) young people

33
Q

Occupational health psychology is best described as being focused on concern for:

A) productive and efficient work.
B) organizational-based intervention training.
C) employees, supervisors, and customers.
D) work life, workers and healthy work.

A

D) work life, workers and healthy work.

34
Q

In preventive stress management:

A) Secondary prevention aims to reduce risk factors.
B) Tertiary prevention aims to reduce risk factors.
C) Primary prevention aims to reduce risk factors.
D) All prevention types focus on the reduction of risk factors.

A

C) Primary prevention aims to reduce risk factors.

35
Q

Sleep loss is associated with:

A) decreases in cognitive ability.
B) increases in affect.
C) less abusive supervision.
D) fewer workplace injuries.

A

A) decreases in cognitive ability.

36
Q

When referring to work and life issues, life refers to:

A) family
B) friends
C) recreation
D) all of the above

A

D) all of the above

37
Q

Decribe the Transactional stress model

A

When a stressor occurs there is a primary appraisal - is this a stressful event?

If so, you experience a stress response and make a secondary appraisal - can I cope with this?

If not, you experience strain

38
Q

Describe the Conservation of Resources Theory

A

Workers want to achieve valuable resources and stress/strain occurs when they lose or are unable to obtain resources they value

39
Q

What are the two types of incongruities that occur in person-environment fit theory?

A

Incongruity between job demands and employee abilities - person-job unfit

Incongruity between individual needs and job offerings: person-organization unfit

Stress/strain appears when there is an incongruity

40
Q

According to the demands-job control model is there is a low degree of damages and low control a person will experience what type of stress?

A

Low/Moderate stress

41
Q

Describe the effect-reward imbalance model

A

If the amount of work exceeds the amount of reward at work, stress will ensue

42
Q

What is the job-demands resources model?

A

Employees are exposed to many demands and if they surpass their available resources then strain/burnout can occur

43
Q

What are work demands that can influence stress?

A

Job specific: role stressors, workload, workpace, job content/control
Job & Organization specific: workload, workpace, career concerns, work scheduling

44
Q

What are 3 work resources that can help employees deal with stress?

A

Having control of job content, work scheduling, and job location

Having support from organization/employees

Justice - receiving fair treatment

45
Q

Emotion focused coping is effective when the stressor is _________ whereas problem focused coping is effective when the stressor is _________

A

uncontrollable; controllable

46
Q

What is the idea behind psychological capital?

A) Employees who look for the positive aspects of their work and their own characteristics will be more successful at work.

B) Employees who have a balance of skills and challenges will be more motivated and successful at work.

C) Employees who find that their work gives them more energy and they are absorbed and dedicated to their work are more successful.

D) Employees who experience three times more positive events than negative events will be more successful at work.

A

A) Employees who look for the positive aspects of their work and their own characteristics will be more successful at work.

47
Q

What are the 3 dimensions of engagement?

A

Vigour - high energy and willingness to invest and persist at ones work
Absorption - being concentrated on and engrossed in ones work
Dedication - being involved in the work and feeling pride, enthusiasm and inspiration

48
Q

What are the 3 components of the triangular theory of live?

A

Passion, commitment, and intimacy

49
Q

What are the 4 components of Psy Cap?

A

HERO

hope, efficacy, resilience, optimism

2801 I-O PSYC (5 decks)

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