This quiz on Organizational Behavior assesses knowledge on employee performance and behaviors impacting organizational goals. It covers task performance, adaptive performance, and citizenship behaviors, essential for professionals in management and HR roles.
Affective commitment
The weird, touchy-feely guy that no one likes to work with...except fat women
Continuance commitment
Antagonistic commitment
Normative commitment
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Citizens
Lone wolves
Stars
Principals
Apathetics
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Task performance
Citizenship behavior
Counterproductive behavior
Job withdrawal
Organizational commitment
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Job withdrawal
Adaptive task performance
Counterproductive behavior
Routine task performance
Job requirement
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Sabotage
Harassment
Incivility
Substance Abuse
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Harassment
Abuse
Gossiping
Wasting Resources
Sabotage
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Socializing
Daydreaming
Moonlighting
Cyberloafing
Making photo copies of their asses
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Exit, voice, loyalty, neglect
Deviance, sabotage, absenteeism, exit
Shirking, counterproductive behaviors, exit, withdrawal
Exit, tardiness, aggression, apathy
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Helping
Voice
Responsibility
Civic Virtue
Sportsmanship
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Production deviance
Sabotage
Property deviance
Political deviance
Personal aggression
Re-living the 80's at an inappropriate time... oh, and being a loser
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Affective commitment
Continuance commitment
Antagonistic commitment
Normative commitment
Aggressive commitment
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Job commitment
Motivation
Job satisfaction
Job performance
Organizational commitment
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Helping
Courtesy
Sportsmanship
Civic Virtue
Responsibility
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People who engage in one form of counterproductive behavior also tend to engage in other forms of counterproductive behavior.
Counterproductive behavior is relevant to any job.
There is a strong positive correlation between task performance and counterproductive behavior.
Counterproductive behaviors tend to represent a pattern of behavior rather than isolated incidents.
Sometimes the best task performers are the ones who can best get away with Counterproductive behavior.
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The structural equivalence model
Common sense
The social influence model
The logic-based model
The erosion model
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Job environment adaptation
Productive behavior
Citizenship behavior
Routine task performance
Job appreciation
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It exists when there is a cost associated with staying and a profit associated with leaving.
One factor that decreases continuance commitment is the total amount of investment an employee has made in mastering his/her work role.
On of the factors the increases continuance commitment is a lack of employment alternatives.
There is a statistical relationship between continuance commitment and citizenship behavior.
Continuance commitment tends to create more of an active form of loyalty.
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