Organizational Behavior Quiz

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1/67 Questions

Which of these is NOT a facet of Job Performance?
- Task Performance
- Citizenship Behaviors
- Counterproductive Behaviors
- Lifestyle Behaviors

About This Quiz

What do you understand by organizational behavior? For you, we have an amazing organizational behavior quiz. Organizational behavior is the academic study of how people interact within groups. The principles and fundamentals of the study of organizational behavior are brought into effect primarily in attempts to make businesses work and run more effectively. These are some questions that will help See moreyou learn organizational behavior even better. Go for it, then! All the very best!

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2.

Which of these are the two OB-dependent variables?
- Job Performance and Organizational Commitment
- Job Performance and Organizational Production
- Organizational Commitment and Organizational Production
- Organizational Production and Interpersonal Commitment
Correct Answer

A. Job Performance and Organizational Commitment

Explanation

The two OB-dependent variables are job performance and organizational commitment. Job performance refers to the extent to which an individual meets the expectations and requirements of their job, while organizational commitment refers to an individual's emotional attachment and loyalty to the organization they work for. These two variables are often studied in organizational behavior research as they are important indicators of employee effectiveness and engagement within an organization.

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3.

Which of these is associated with Task Performance?
- Employee behaviors that are directly involved in organizational production
- Voluntary activities that may or may not be rewarded but that contribute to the organization.
- Property Deviance (sabotage and theft)
- Personal Aggression (harassment and abuse)
Correct Answer

A. Employee behaviors that are directly involved in organizational production

Explanation

Employee behaviors that are directly involved in organizational production are associated with task performance. These behaviors include actions and efforts made by employees to complete their assigned tasks and responsibilities efficiently and effectively. These behaviors directly contribute to the achievement of organizational goals and the production of goods or services. They are measurable and observable actions that can be directly linked to job performance and productivity.

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4.

Which of these is associated with Citizenship Behaviors?
- Employee behaviors that are directly involved in organizational production
- Voluntary activities that may or may not be rewarded but that contribute to the organization.
- Property Deviance (sabotage and theft)
- Personal Aggression (harassment and abuse)
Correct Answer

A. Voluntary activities that may or may not be rewarded but that contribute to the organization.

Explanation

Citizenship behaviors refer to voluntary activities that employees engage in, which may or may not be rewarded, but ultimately contribute to the organization. These behaviors go beyond the basic requirements of the job and are aimed at improving the overall functioning and well-being of the organization. Examples of citizenship behaviors include helping colleagues, participating in organizational initiatives, showing loyalty, and going the extra mile to achieve organizational goals. These behaviors are crucial for fostering a positive work environment and enhancing organizational performance.

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1
5.

Which of these is NOT associated with Counterproductive Behaviors?
- Employee behaviors that are directly involved in organizational production
- Production Deviance (wasting resources)
- Property Deviance (sabotage and theft)
- Personal Aggression (harassment and abuse)
- Political Deviance (gossiping and incivility)
Correct Answer

A. Employee behaviors that are directly involved in organizational production

Explanation

Counterproductive behaviors refer to actions or behaviors that hinder the productivity or effectiveness of an organization. The given answer, "Employee behaviors that are directly involved in organizational production," is not associated with counterproductive behaviors because these behaviors are expected to contribute positively to the organization's production. Counterproductive behaviors, on the other hand, include production deviance (wasting resources), property deviance (sabotage and theft), personal aggression (harassment and abuse), and political deviance (gossiping and incivility).

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6.

Which of these is NOT connected to Interpersonal Citizenship Behavior?
- Helping (involves assisting coworkers who have heavy workloads)
- Courtesy (refers to keeping coworkers informed about matters that are relevant to them)
- Sportsmanship (involves maintaining a good attitude with coworkers even when they've done something annoying)
- Voice (involves speaking up and offering constructive suggestions for a change)
Correct Answer

A. Voice (involves speaking up and offering constructive suggestions for a change)

Explanation

Interpersonal Citizenship Behavior refers to behaviors that go beyond the formal requirements of a job and contribute to a positive work environment. Helping, courtesy, and sportsmanship are all examples of interpersonal citizenship behavior as they involve assisting coworkers, keeping them informed, and maintaining a good attitude. However, "Voice" is not connected to interpersonal citizenship behavior as it refers to speaking up and offering constructive suggestions for a change, which falls under the category of organizational citizenship behavior rather than interpersonal behavior.

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7.

Which of these is NOT connected to Organizational Citizenship Behavior?
- Helping (involves assisting coworkers who have heavy workloads)
- Boosterism (means representing the organization in a positive way when out in public, away from the office and away from work)
- Civic Virtue (requires participating in the company's operations at a deeper-than-normal level)
- Voice (involves speaking up and offering constructive suggestions for a change)
Correct Answer

A. Helping (involves assisting coworkers who have heavy workloads)

Explanation

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not part of an employee's formal job description but contribute to the effective functioning of the organization. Helping, which involves assisting coworkers with heavy workloads, is connected to OCB as it demonstrates cooperation and teamwork. Boosterism, Civic Virtue, and Voice are also connected to OCB as they involve positive representation of the organization, active participation in the company's operations, and offering constructive suggestions respectively. Therefore, the correct answer is Helping.

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8.

Which of these describes Affective Commitment?
- Staying because you want to (based on emotions)
- Staying because you need to (based on embeddedness)
- Staying because you ought to (based on guilt/social responsibility)
- All of these
Correct Answer

A. Staying because you want to (based on emotions)

Explanation

Affective commitment refers to staying in a situation or relationship because of emotional attachment and desire. It is driven by positive feelings, such as enjoyment, satisfaction, and a sense of belonging. This type of commitment is based on personal choice and a genuine desire to continue the relationship or stay in the situation. It is not influenced by external factors or obligations.

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1
9.

Which of these describes Continuance Commitment?
- Staying because you want to (based on emotions)
- Staying because you need to (based on embeddedness)
- Staying because you ought to (based on guilt/social responsibility)
- None of these
Correct Answer

A. Staying because you need to (based on embeddedness)

Explanation

Continuance Commitment refers to the motivation to stay in a relationship or organization due to the perceived costs associated with leaving. It is based on the idea that individuals feel an obligation to remain in a situation because they have invested time, effort, or resources into it, and leaving would result in significant losses. This type of commitment is driven by a sense of embeddedness, where individuals feel connected and intertwined with the organization or relationship, making it difficult to disengage.

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10.

Which of these describes Normative Commitment?
- Staying because you want to (based on emotions)
- Staying because you need to (based on embeddedness)
- Staying because you ought to (based on guilt/social responsibility)
- None of these
Correct Answer

A. Staying because you ought to (based on guilt/social responsibility)

Explanation

Normative commitment refers to staying in a job or organization because of a sense of obligation or moral duty. This type of commitment is driven by feelings of guilt or social responsibility rather than personal desire or necessity. Individuals with normative commitment feel a sense of duty to remain in their current position, even if they may not want to or need to. This commitment is often based on a belief in the importance of fulfilling obligations and meeting societal expectations.

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1
11.

Which of these is Property Deviance?
- Behaviors that harm the organization's assets and possessions
- Reducing the efficiency of work output
- Behaviors that intentionally disadvantage other individuals rather than the larger organization
- Hostile verbal and physical actions directed toward other employees
Correct Answer

A. Behaviors that harm the organization's assets and possessions

Explanation

Property deviance refers to behaviors that cause harm to the assets and possessions of an organization. This can include actions such as theft, vandalism, or deliberately damaging equipment or property. Such behaviors directly impact the organization's resources and can result in financial losses. It is important for organizations to address and discourage property deviance to protect their assets and maintain a productive work environment.

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12.

Which of these is Production Deviance?
- Behaviors that harm the organization's assets and possessions
- Reducing the efficiency of work output
- Behaviors that intentionally disadvantage other individuals rather than the larger organization
- Hostile verbal and physical actions directed toward other employees
Correct Answer

A. Reducing the efficiency of work output

Explanation

Production deviance refers to behaviors that reduce the efficiency of work output. This can include actions such as intentionally slowing down work processes, procrastinating, or intentionally making errors that result in lower productivity. These behaviors directly impact the organization's ability to meet its goals and objectives by hindering the overall efficiency of work output.

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13.

Which of these is Political Deviance?
- Behaviors that harm the organization's assets and possessions
- Reducing the efficiency of work output
- Behaviors that intentionally disadvantage other individuals rather than the larger organization
- Hostile verbal and physical actions directed toward other employees
Correct Answer

A. Behaviors that intentionally disadvantage other individuals rather than the larger organization

Explanation

Political deviance refers to behaviors that intentionally disadvantage other individuals rather than the larger organization. This can include actions such as spreading rumors, sabotaging someone's work, or engaging in manipulative tactics to gain personal advantage. These behaviors are aimed at harming specific individuals rather than the overall goals and interests of the organization.

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14.

Which of these is Personal Aggression?
- Behaviors that harm the organization's assets and possessions
- Reducing the efficiency of work output
- Behaviors that intentionally disadvantage other individuals rather than the larger organization
- Hostile verbal and physical actions directed toward other employees
Correct Answer

A. Hostile verbal and physical actions directed toward other employees

Explanation

Personal aggression refers to hostile verbal and physical actions directed towards other employees. This type of behavior intentionally disadvantages individuals rather than the larger organization. It involves acts of aggression that are targeted at specific individuals, causing harm or creating a hostile work environment. This behavior can include verbal abuse, physical violence, bullying, intimidation, and harassment. Personal aggression is detrimental to the overall well-being and productivity of the organization as it creates a negative and toxic work environment.

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15.

Organizational Behavior is
- Study devoted to understanding, explaining, and ultimately improving attitudes and behaviors of individuals and groups in organizations
- A bag of dildos
- Seeing how people behave
- BONER
Correct Answer

A. Study devoted to understanding, explaining, and ultimately improving attitudes and behaviors of individuals and groups in organizations
16.

Organizational Behavior replaces intuitive explanations with
- Sociology
- Psychology
- Systematic study
- General study
Correct Answer

A. Systematic study

Explanation

Organizational Behavior replaces intuitive explanations with systematic study. This means that instead of relying on personal opinions or assumptions, it emphasizes the use of scientific methods and empirical evidence to understand and explain human behavior within organizations. Systematic study involves gathering data, analyzing it objectively, and drawing conclusions based on evidence, which helps to provide more accurate and reliable explanations for organizational phenomena. By using systematic study, Organizational Behavior aims to provide a more scientific and evidence-based approach to understanding and managing human behavior in the workplace.

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17.

What is Organizational Behavior theory?
- Work satisfaction
- Relationships between independent and dependent variables
- Systematic studies
- Responses to behaviors
Correct Answer

A. Relationships between independent and dependent variables

Explanation

Organizational Behavior theory is a field of study that focuses on understanding the relationships between independent and dependent variables within an organization. It seeks to analyze and explain how different factors such as individual behavior, group dynamics, and organizational structures influence outcomes and performance. By examining these relationships, researchers can gain insights into how to improve work satisfaction, productivity, and overall organizational effectiveness.

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18.

Which one is NOT an independent variable in Organizational Behavior?
- Organizational-Level
- Group-Level
- Peer-Level
- Individual-Level
Correct Answer

A. Peer-Level

Explanation

The peer-level is not an independent variable in Organizational Behavior because it refers to the level of interaction and influence among individuals who hold similar positions or roles within an organization. Independent variables are factors that can be manipulated or controlled by researchers to study their impact on dependent variables. In this case, the organizational-level, group-level, and individual-level are all independent variables that can be studied and manipulated to understand their effects on organizational behavior.

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19.

Job satisfaction is a pleasurable emotional state resulting from the appraisal of one's job or job experience.
- True
- False
Correct Answer

A. True

Explanation

The statement suggests that job satisfaction is a positive emotional state that arises when an individual evaluates their job or job experience. This implies that if someone perceives their job positively, they are likely to experience job satisfaction. Therefore, the answer "True" confirms that job satisfaction is indeed a pleasurable emotional state resulting from the appraisal of one's job or job experience.

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20.

Value-Percept theory is
- (Vwant-Vhave)*(Vimportance)=Dissatisfaction
- (Vwant+Vhave)*(Vimportance)=Dissatisfaction
- (Vimportance)*(Vwant)=Dissatisfaction
- None of the above
Correct Answer

A. (Vwant-Vhave)*(Vimportance)=Dissatisfaction

Explanation

The correct answer is (Vwant-Vhave)*(Vimportance)=Dissatisfaction. This equation represents the Value-Percept theory, which suggests that dissatisfaction is a result of the difference between what a person wants (Vwant) and what they have (Vhave), multiplied by the importance (Vimportance) they place on the difference. This equation implies that the greater the difference between what a person wants and what they have, and the higher the importance they attach to this difference, the greater the level of dissatisfaction they will experience.

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21.

Pick all that apply to Job Characteristics theory:
- Significance
- Autonomy
- Value
- Identity
- People
- Attitude
- Variety
- Feedback
Correct Answer(s)

A. Significance
A. Autonomy
A. Identity
A. Variety
A. Feedback

Explanation

The Job Characteristics theory suggests that certain characteristics of a job can lead to higher levels of motivation, satisfaction, and performance. The characteristics that apply to this theory include significance, autonomy, identity, variety, and feedback. Significance refers to the extent to which a job has a meaningful impact on others or society. Autonomy refers to the degree of freedom and independence an employee has in performing their job. Identity refers to the extent to which a job provides a clear sense of personal identity and self-expression. Variety refers to the range of tasks and activities involved in a job. Feedback refers to the extent to which employees receive clear and timely information about their performance.

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22.

Job satisfaction is strongly positively related to life satisfaction
- True
- False
Correct Answer

A. True

Explanation

Job satisfaction refers to the level of contentment and fulfillment an individual experiences in their job. Life satisfaction, on the other hand, refers to the overall sense of happiness and fulfillment a person feels in their life as a whole. The statement suggests that there is a strong positive relationship between job satisfaction and life satisfaction, meaning that individuals who are satisfied with their jobs are more likely to have higher levels of overall life satisfaction. This can be attributed to the fact that job satisfaction often leads to a sense of purpose, accomplishment, and positive emotions, which can spill over into other areas of life and contribute to overall life satisfaction.

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23.

Job satisfaction is strongly positively related to voluntary turnover
- True
- False
Correct Answer

A. False

Explanation

The statement is false because job satisfaction is actually strongly negatively related to voluntary turnover. When employees are satisfied with their jobs, they are more likely to stay with the company and have lower turnover rates. Conversely, when employees are dissatisfied, they are more likely to leave their jobs voluntarily and seek better opportunities elsewhere.

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24.

Stress is defined as
- Fear of consequences
- Psychological response to demands that possess certain stakes and that tax or exceed a person's capacity or resources
- Worry about upcoming events
- Being scared about work or social events
Correct Answer

A. Psychological response to demands that possess certain stakes and that tax or exceed a person's capacity or resources

Explanation

Stress is defined as a psychological response to demands that possess certain stakes and that tax or exceed a person's capacity or resources. This means that stress occurs when individuals face challenges or demands that are beyond their ability to cope with, leading to a psychological response. It is not simply the fear of consequences or worry about upcoming events, but rather a specific reaction to demands that are perceived as overwhelming.

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25.

Stressors are ______ and stains are _______
- Causes; consequenses
- Consequenses; causes
- Work; challenge
- Resourses; causes
Correct Answer

A. Causes; consequenses

Explanation

Stressors are causes of stress, while stains are the consequences or results of something that caused the stain. In this context, stressors refer to the factors or events that lead to stress, and stains refer to the outcomes or effects of those stressors. So, stressors are the causes, and stains are the consequences.

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26.

How many levels of independent variables does OB examine?
- 1
- 2
- 3
- 4
Correct Answer

A. 3

Explanation

OB (Organizational Behavior) examines three levels of independent variables. These variables include individual-level variables, group-level variables, and organizational-level variables. Individual-level variables focus on the characteristics and behaviors of individual employees, such as personality traits and motivation. Group-level variables examine the dynamics and interactions within teams or departments, including communication and leadership styles. Organizational-level variables analyze the broader organizational context, such as culture, structure, and policies. By studying these three levels, OB aims to understand and improve individual and group behavior within organizations.

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27.

Some workers maintain a good attitude with coworkers, even when they’ve done something annoying. This positive behavior is:
- Helping
- Sportsmanship
- Voice
- Civic civic
- Boosterism
Correct Answer

A. Sportsmanship

Explanation

Sportsmanship refers to the behavior, attitude, and conduct of individuals in a competitive or challenging situation, especially in sports. It involves fairness, respect, and courtesy towards opponents, teammates, and officials. In the given context, workers maintaining a good attitude with their coworkers, even when they have done something annoying, can be seen as displaying sportsmanship. This behavior demonstrates their ability to handle difficult situations with grace and professionalism, promoting a positive and harmonious work environment.

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28.

Tom said my employer has helped me out of a jam on a number of occasions. How could I leave now? Tom is experiencing:
- Affective commitment
- Continuance commitment
- Comprehensive commitment
- Normative commitment
Correct Answer

A. Normative commitment

Explanation

Normative commitment refers to an individual's sense of obligation or duty to remain in an organization due to social norms, values, and beliefs. In this scenario, Tom is expressing his dilemma of leaving his employer despite being helped in difficult situations multiple times. He feels a moral obligation to stay with the company because of the support he has received, indicating normative commitment.

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29.

Of the five facets of value-percept theory, which single facet has the weakest influence on overall job satisfaction?
- Promotion satisfaction 
- Supervision satisfaction 
- Satisfaction with the work itself
- Pay satisfaction 
Correct Answer

A. Pay satisfaction 

Explanation

Pay satisfaction has the weakest influence on overall job satisfaction compared to the other facets of value-percept theory. This is because while pay is an important factor in job satisfaction, it is not the sole determinant. Other facets such as promotion satisfaction, supervision satisfaction, and satisfaction with the work itself also play a significant role in shaping overall job satisfaction. Therefore, pay satisfaction may have a weaker influence compared to these other facets.

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30.

Which of the following life events is the most stressful?
- Death of a spouse
- Jail time
- Marriage
- Vacations
Correct Answer

A. Death of a spouse

Explanation

The death of a spouse is considered the most stressful life event because it involves the loss of a loved one and the emotional and psychological impact can be overwhelming. The grieving process after losing a spouse can be long and challenging, affecting various aspects of one's life including emotional well-being, social connections, and daily routines. The loss of a partner can also result in financial and practical difficulties, further adding to the stress. Jail time, marriage, and vacations may also be stressful, but the profound loss and grief associated with the death of a spouse make it the most stressful life event.

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31.

Which of the following statement of motivation is not correct?
- Satisfaction progression rule of Maslow’s Hierarchy of Needs theory suggests that higher needs are not motivating unless lower needs have been satisfied.
- Threshold rule of Maslow’s Hierarchy of Needs theory suggests that once a lower need has been satisfied, rewards at that level will no longer be motivating.
- Assigning employees difficult goals when accepted results in higher performance than easy goals
- Assigning employees specific goals results in higher performance than general goals.
- When goals become impossible, the relationship between goal difficulty and task performance is still positive.
Correct Answer

A. When goals become impossible, the relationship between goal difficulty and task performance is still positive.

Explanation

The statement "When goals become impossible, the relationship between goal difficulty and task performance is still positive" is not correct. In reality, when goals become impossible, the relationship between goal difficulty and task performance becomes negative. This is because individuals may become demotivated and feel discouraged when they realize that they cannot achieve their goals, resulting in lower task performance.

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32.

Which of the following is not a characteristic of emotions?
- Mostly short-lived
- Concentrated
- Object of interest or defining event
- More intense than moods
- Diffuse
Correct Answer

A. Diffuse

Explanation

Diffuse is not a characteristic of emotions because emotions are typically focused and specific, rather than being spread out or diffused. Emotions are usually intense and concentrated experiences that are triggered by a particular object of interest or defining event. While emotions can be short-lived and more intense than moods, they are not diffuse in nature.

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1
33.

In what situation, is procedural justice less likely to trigger positive responses from employees?
- Distributive justice is low
- Distributive justice is high
- Emotional intelligence is high
- Cognitive intelligence is low
- Both emotional intelligence and cognitive intelligence are low
Correct Answer

A. Distributive justice is low

Explanation

When distributive justice is low, it means that employees perceive that the outcomes or rewards they receive are unfair or unequal. In this situation, employees are less likely to have positive responses to procedural justice, which refers to the fairness of the procedures used to make decisions. When employees feel that they are not being treated fairly in terms of outcomes, they are less likely to believe that the procedures used to make those decisions are fair as well. Therefore, procedural justice is less likely to trigger positive responses from employees when distributive justice is low.

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34.

Availability refers to ______
- Individuals persisting with a losing course of action, even in the face of clear evidence to the contrary.
- Individuals making estimates of uncertain values based upon an initial value.
- Underestimating the influence of external factors and overestimate the influence of internal factors.
- Attributing our own failures to external factors and our own successes to internal factors.
- A tendency for people to base judgments on information readily accessible to them.
Correct Answer

A. A tendency for people to base judgments on information readily accessible to them.

Explanation

Availability refers to a tendency for people to base their judgments on information that is readily accessible to them. This means that individuals are more likely to rely on information that is easily recalled or comes to mind easily when making decisions or forming opinions. This can lead to biases and errors in judgment, as information that is readily available may not always be the most accurate or representative of the overall situation.

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35.

Type A people are more stressed than others
- True
- False
Correct Answer

A. True

Explanation

Type A people are more stressed than others. This statement implies that individuals with Type A personalities, who tend to be competitive, ambitious, and impatient, experience higher levels of stress compared to those with other personality types. Type A individuals often exhibit a sense of urgency and a constant drive to achieve, which can lead to higher stress levels. Research has shown that Type A personalities are more prone to stress-related health issues such as hypertension and heart disease. Therefore, the statement is true.

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36.

A. desire to perform a behavior for its own sake B. desire to perform a behavior in order to acquire material or social rewards or to avoid punishment
- A. Intrinsic B. Extrinsic
- A. Extrinsic B. Intrinsic
- A. Motivation B. Extrinsic
- A. Intrinsic B. Effort
Correct Answer

A. A. Intrinsic B. Extrinsic

Explanation

The correct answer is A. Intrinsic and B. Extrinsic. Intrinsic motivation refers to the desire to perform a behavior for its own sake, without any external rewards or pressures. On the other hand, extrinsic motivation involves performing a behavior in order to acquire material or social rewards or to avoid punishment.

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37.

Satisfaction progression rule is higher needs are not motivating unless lower needs have been satisfied
- True
- False
Correct Answer

A. True

Explanation

The statement is true because the satisfaction progression rule states that higher needs, such as self-esteem and self-actualization, will not serve as motivators unless lower needs, such as physiological and safety needs, have been satisfied. This means that individuals are unlikely to pursue goals related to higher needs if their basic needs have not been met. Therefore, the satisfaction of lower needs is a prerequisite for the motivation and pursuit of higher needs.

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38.

Threshold rule: once a lower need has been satisfied, rewards at that level will no longer be motivating
- True
- False
Correct Answer

A. True

Explanation

The statement is true because according to the threshold rule, once a lower need has been fulfilled, the rewards or incentives associated with that level of need will no longer be motivating. This means that once a person's basic needs like food, shelter, and safety are met, additional rewards in those areas will not provide the same level of motivation as they did before. Instead, higher-level needs such as social belonging, self-esteem, and self-actualization become more important for motivation.

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39.

What is expectancy theory?
- Motivation=effort x performance x valence
- Motivation=performance x valence
- Motivation=effort x performance
- Performance=motivation - effort
Correct Answer

A. Motivation=effort x performance x valence

Explanation

The expectancy theory states that motivation is determined by three factors: effort, performance, and valence. Effort refers to the amount of energy and resources an individual puts into a task. Performance is the degree to which the individual successfully completes the task. Valence represents the value or desirability of the outcomes or rewards associated with the task. According to the theory, motivation is highest when all three factors are high, indicating that individuals are motivated when they believe their efforts will lead to successful performance and desirable outcomes.

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40.

What is equity theory?
- My outcomes/My inputs vs. Other's outcomes/other's inputs
- Outcomes/inputs
- My outcomes/Other's outcomes vs. My inputs/other's inputs
- Inputs/outcomes
Correct Answer

A. My outcomes/My inputs vs. Other's outcomes/other's inputs

Explanation

Equity theory is a social psychological theory that suggests individuals compare their own outcomes and inputs to those of others. This theory proposes that people strive for fairness and equality in their relationships and work environments. According to the theory, individuals evaluate the ratio of their outcomes (rewards, benefits) to inputs (effort, contributions) and compare it to the ratio of others. If they perceive an imbalance, they may experience feelings of inequity and may be motivated to restore fairness by adjusting their inputs or outcomes. This theory helps explain how people perceive and respond to inequity in various social contexts.

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41.

Check all that apply for inputs
- Time and work
- Education and ideas
- Other resources such as list of clients and contacts
- Salary
- Respect
Correct Answer(s)

A. Time and work
A. Education and ideas
A. Other resources such as list of clients and contacts

Explanation

The correct answer is Time and work, Education and ideas, and other resources such as a list of clients and contacts. These are all factors that can contribute to success in various fields. Time and work are essential for achieving goals and completing tasks. Education and ideas provide knowledge and innovation, which can lead to success. Other resources such as a list of clients and contacts can help in networking and building relationships, which can be beneficial for career growth. Salary and respect are not mentioned in the question and therefore are not applicable in this context.

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42.

Check all that apply for outputs
- Salary and benefits
- Promotions and titles
- Respect and recognition
- Time and work
- Education
Correct Answer(s)

A. Salary and benefits
A. Promotions and titles
A. Respect and recognition

Explanation

The question is asking for the factors that can be considered as outputs in a certain context. The answer choices provided are salary and benefits, promotions and titles, and respect and recognition. These factors can be seen as outputs because they are the results or rewards that individuals receive in return for their work or achievements. They are tangible and intangible rewards that contribute to job satisfaction and motivation.

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43.

Specific goals lead to _____ performance
- Increased
- Decreased
- Same
- None of the above
Correct Answer

A. Increased

Explanation

Having specific goals can lead to increased performance. When individuals have clear and well-defined objectives, they are more likely to have a sense of direction and focus on what needs to be achieved. Specific goals provide a framework for planning, motivation, and measuring progress, which enhances performance. With a clear target in mind, people can prioritize their efforts, make better decisions, and allocate resources effectively. This clarity helps in avoiding distractions and staying on track, leading to increased performance.

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44.

Difficult goals, when accepted, result in _______ output that easy goals
- Higher
- Lower
- Same
- None of the above
Correct Answer

A. Higher

Explanation

When difficult goals are accepted, they tend to push individuals to work harder and strive for excellence. This increased effort and determination often lead to higher levels of output compared to easy goals. Difficult goals require individuals to stretch their abilities and go beyond their comfort zones, resulting in a greater level of achievement. On the other hand, easy goals may not challenge individuals enough, leading to lower levels of output. Therefore, the correct answer is "higher."

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45.

Emotions are
- More intense than mood
- Mostly short-lived
- Directed at someone or something
- Long-lasting
- Less intense than mood
- Concentrated
Correct Answer(s)

A. More intense than mood
A. Mostly short-lived
A. Directed at someone or something

Explanation

Emotions are more intense than mood because they involve stronger feelings and reactions. They are mostly short-lived, meaning they are temporary and can change quickly. Emotions are directed at someone or something, as they are often triggered by specific events or situations. In contrast, moods are long-lasting and less intense, as they are more general and can persist for longer periods of time. Emotions are also more concentrated, as they tend to focus on a specific object or person.

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0
46.

Moods are
- Less intense than emotions
- Mostly long-lasting
- Lack of contextual stimulus
- Concentrated
- Diffuse
Correct Answer(s)

A. Less intense than emotions
A. Mostly long-lasting
A. Lack of contextual stimulus
A. Diffuse

Explanation

Moods are less intense than emotions because they are not as strong or extreme in nature. They are mostly long-lasting, meaning they can persist for a longer period of time compared to emotions which are usually short-lived. Moods lack contextual stimulus, meaning they are not necessarily triggered by specific events or situations. They can be influenced by various factors and may not have a clear cause. Moods are also diffuse, meaning they are not as focused or concentrated as emotions. They can affect a person's overall state of being rather than being directed towards a specific object or situation.

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47.

Which of the following is not a job characteristic associated with one’s satisfaction with the work itself?
- Variety
- Significance
- Identity
- Autonomy
- Salary
Correct Answer

A. Salary

Explanation

The question asks for a job characteristic that is not associated with one's satisfaction with the work itself. Salary is not directly related to the work itself, but rather to the compensation received for performing the work. While salary may contribute to overall job satisfaction, it is not inherently tied to the nature of the work or the fulfillment derived from it. Therefore, salary is the correct answer as it does not directly relate to the job characteristic associated with satisfaction with the work itself.

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48.

___ is associated with emotion-based reasons.
- Affective commitment
- Continuance commitment
- Normative commitment
- Personality
- Cultural values
Correct Answer

A. Affective commitment

Explanation

Affective commitment is associated with emotion-based reasons. This means that individuals with affective commitment have a strong emotional attachment and identification with their organization. They feel a sense of belonging, loyalty, and emotional connection, which motivates them to stay with the organization. This type of commitment is driven by positive emotions and personal satisfaction derived from being a part of the organization.

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49.

____ is extra-role behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization.
- Job involvement
- Psychological contract
- Citizenship behavior
- Job embeddedness
- Psychological empowerment
Correct Answer

A. Citizenship behavior

Explanation

Citizenship behavior refers to actions taken by employees that are not explicitly required by their job description but contribute to the overall success and functioning of the organization. This can include volunteering for additional tasks, helping colleagues, or participating in activities that benefit the company as a whole. Citizenship behavior goes beyond the basic job requirements and demonstrates a willingness to contribute to the organization's goals and values.

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Organizational Behavior Quiz

Which of these is NOT a facet of Job Performance?

Quiz Preview

Which of these are the two OB-dependent variables?

Which of these is associated with Task Performance?

Which of these is associated with Citizenship Behaviors?

Which of these is NOT associated with Counterproductive Behaviors?

Which of these is NOT connected to Interpersonal Citizenship Behavior?

Which of these is NOT connected to Organizational Citizenship Behavior?

Which of these describes Affective Commitment?

Which of these describes Continuance Commitment?

Which of these describes Normative Commitment?

Which of these is Property Deviance?

Which of these is Production Deviance?

Which of these is Political Deviance?

Which of these is Personal Aggression?

Organizational Behavior is

Organizational Behavior replaces intuitive explanations with

What is Organizational Behavior theory?

Which one is NOT an independent variable in Organizational Behavior?

Job satisfaction is a pleasurable emotional state resulting from the appraisal of one's job or job experience.

Value-Percept theory is

Pick all that apply to Job Characteristics theory:

Job satisfaction is strongly positively related to life satisfaction

Job satisfaction is strongly positively related to voluntary turnover

Stress is defined as

Stressors are ______ and stains are _______

How many levels of independent variables does OB examine?

Some workers maintain a good attitude with coworkers, even when they’ve done something annoying. This positive behavior is:

Tom said my employer has helped me out of a jam on a number of occasions. How could I leave now? Tom is experiencing:

Of the five facets of value-percept theory, which single facet has the weakest influence on overall job satisfaction?

Which of the following life events is the most stressful?

Which of the following statement of motivation is not correct?

Which of the following is not a characteristic of emotions?

In what situation, is procedural justice less likely to trigger positive responses from employees?

Availability refers to ______

Type A people are more stressed than others

A. desire to perform a behavior for its own sake B. desire to perform a behavior in order to acquire material or social rewards or to avoid punishment

Satisfaction progression rule is higher needs are not motivating unless lower needs have been satisfied

Threshold rule: once a lower need has been satisfied, rewards at that level will no longer be motivating

What is expectancy theory?

What is equity theory?

Check all that apply for inputs

Check all that apply for outputs

Specific goals lead to _____ performance

Difficult goals, when accepted, result in _______ output that easy goals

Emotions are

Moods are

Which of the following is not a job characteristic associated with one’s satisfaction with the work itself?

___ is associated with emotion-based reasons.

____ is extra-role behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization.

Stressors are and stains are _