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!
Increased
Decreased
Same
None of the above
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True
False
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True
False
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True
False
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Higher
Lower
Same
None of the above
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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
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True
False
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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)
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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)
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Causes; consequenses
Consequenses; causes
Work; challenge
Resourses; causes
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True
False
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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
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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
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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)
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Death of a spouse
Jail time
Marriage
Vacations
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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
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A. Intrinsic B. Extrinsic
A. Extrinsic B. Intrinsic
A. Motivation B. Extrinsic
A. Intrinsic B. Effort
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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
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Task Performance
Citizenship Behaviors
Counterproductive Behaviors
Lifestyle Behaviors
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Variety
Significance
Identity
Autonomy
Salary
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Try to create meaning out of random events
Underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others
Attribute our own failures to external factors and our own successes to internal factors
Try to create meaning out of reasonable events
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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
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Organizational-Level
Group-Level
Peer-Level
Individual-Level
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Job involvement
Psychological contract
Citizenship behavior
Job embeddedness
Psychological empowerment
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Job Performance and Organizational Commitment
Job Performance and Organizational Production
Organizational Commitment and Organizational Production
Organizational Production and Interpersonal Commitment
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Salary and benefits
Promotions and titles
Respect and recognition
Time and work
Education
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Affective commitment
Continuance commitment
Normative commitment
Personality
Cultural values
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Sociology
Psychology
Systematic study
General study
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Reflects the perceived fairness of decision-making outcomes
Reflects the perceived fairness of decision-making processes
Reflects the perceived fairness of the treatment received by employees from authorities.
Reflects the perceived fairness of the communications provided to employees from authorities.
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Disposition-Based
Cognition-Based
Affect-Based
Perception-Based
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Helping
Sportsmanship
Voice
Civic civic
Boosterism
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Your personality traits include a general propensity to trust others.
Trust is rooted in a rational assessment of the authority's trustworthiness.
It depends on feelings toward the authority that go beyond any rational assessment.
None of these
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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.
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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
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True
False
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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
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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.
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Motivation=effort x performance x valence
Motivation=performance x valence
Motivation=effort x performance
Performance=motivation - effort
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1
2
3
4
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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
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(Vwant-Vhave)*(Vimportance)=Dissatisfaction
(Vwant+Vhave)*(Vimportance)=Dissatisfaction
(Vimportance)*(Vwant)=Dissatisfaction
None of the above
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Reflects the perceived fairness of decision-making outcomes
Reflects the perceived fairness of decision-making processes
Reflects the perceived fairness of the treatment received by employees from authorities.
Reflects the perceived fairness of the communications provided to employees from authorities.
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Your personality traits include a general propensity to trust others.
Trust is rooted in a rational assessment of the authority's trustworthiness.
It depends on feelings toward the authority that go beyond any rational assessment.
None of these
None of these
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Disposition-Based
Cognition-Based
Affect-Based
None of these
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Work satisfaction
Relationships between independent and dependent variables
Systematic studies
Responses to behaviors
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Promotion satisfaction
Supervision satisfaction
Satisfaction with the work itself
Pay satisfaction
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Reflects the perceived fairness of decision-making outcomes
Reflects the perceived fairness of decision-making processes
Reflects the perceived fairness of the treatment received by employees from authorities.
Reflects the perceived fairness of the communications provided to employees from authorities.
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True
False
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