Organizational Behaviour Chapter 4

35 Questions | Total Attempts: 888

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Organizational Behaviour Quizzes & Trivia

Questions and Answers
  • 1. 
    Physiological, behavioural, and psychological episodes experienced toward an object, person, or event that create a state of readiness.
    • A. 

      Behavioural intentions

    • B. 

      Feelings

    • C. 

      Beliefs

    • D. 

      Cognitive dissonance

    • E. 

      Emotions

  • 2. 
    The cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or an event.
    • A. 

      Emotions

    • B. 

      Cognitive dissonance

    • C. 

      Emotional labour

    • D. 

      Attitudes

    • E. 

      Continuance commitment

  • 3. 
    Established perceptions about the attitude object - what you believe to be true.
    • A. 

      Behavioural intentions

    • B. 

      Feelings

    • C. 

      Beliefs

    • D. 

      Emotions

    • E. 

      Emotional labour

  • 4. 
    Represents your positive or negative evaluations of the attitude object.
    • A. 

      Emotional dissonance

    • B. 

      Feelings

    • C. 

      Beliefs

    • D. 

      Behavioural intentions

    • E. 

      Cognitive dissonance

  • 5. 
    Motivation to engage in a particular behaviour with respect to attitude objects.
    • A. 

      Feelings

    • B. 

      Emotional intelligence

    • C. 

      Organizational commitment

    • D. 

      Behavioural intentions

    • E. 

      Beliefs

  • 6. 
    Occurs when we perceive an inconsistency between our beliefs, feelings, and behaviour.
    • A. 

      Cognitive dissonance

    • B. 

      Emotional dissonance

    • C. 

      Emotional intelligence

    • D. 

      Emotional labour

    • E. 

      Self-management

  • 7. 
    The effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions. There are norms requiring us to display specific emotions and to hide other emotions.
    • A. 

      Emotional labour

    • B. 

      Emotional dissonance

    • C. 

      Cognitive dissonance

    • D. 

      Emotional intelligence

    • E. 

      Relationship management

  • 8. 
    The conflict between required and true emotions.
    • A. 

      Emotional dissonance

    • B. 

      Emotional labour

    • C. 

      Cognitive dissonance

    • D. 

      Emotional intelligence

    • E. 

      Resilience

  • 9. 
    The ability to monitor our own and others' feelings and emotions, to discriminate between them, and to use this information to guide our thinking and actions. Includes a set of abilities to perceive and express emotions, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others.
    • A. 

      Emotional labour

    • B. 

      Emotional dissonance

    • C. 

      Emotional intelligence

    • D. 

      Cognitive dissonance

    • E. 

      Social awareness

  • 10. 
    Perceiving and understanding the meaning of your own emotions.
    • A. 

      Social awareness

    • B. 

      Self-management

    • C. 

      Relationship management

    • D. 

      Feelings

    • E. 

      Self-awareness

  • 11. 
    Refers to dealing with our own emotions.
    • A. 

      Relationship management

    • B. 

      Self-management

    • C. 

      Self-awareness

    • D. 

      Emotions

    • E. 

      Social awareness

  • 12. 
    The ability to perceive and understand the emotions of other people.
    • A. 

      Self-awareness

    • B. 

      Relationship management

    • C. 

      Social awareness

    • D. 

      Self-mangagement

    • E. 

      Low task control

  • 13. 
    Managing other peoples' emotions.
    • A. 

      Self-management

    • B. 

      Social awareness

    • C. 

      Continuance commitment

    • D. 

      Relationship management

    • E. 

      Self-awareness

  • 14. 
    A person's evaluation for his or her job and work context.
    • A. 

      Job satisfaction

    • B. 

      Relationship management

    • C. 

      Organizational commitment

    • D. 

      Continuance commitment

    • E. 

      Organizational comprehension

  • 15. 
    Leaving the organization, transferring to another work unit, or at least try to leave the dissatifying situation.
    • A. 

      Exit

    • B. 

      Voice

    • C. 

      Loyaly

    • D. 

      Job satisfaction

    • E. 

      Neglect

  • 16. 
    Any attempt to change, rather than escape from, the dissatisfying situation.
    • A. 

      Loyalty

    • B. 

      Voice

    • C. 

      Neglect

    • D. 

      Organizational comprehension

    • E. 

      Exit

  • 17. 
    Employees responding to dissatisfaction by patiently waiting for the problem to work itself out or get resolve by others.
    • A. 

      Loyalty

    • B. 

      Trust

    • C. 

      Exit

    • D. 

      Neglect

    • E. 

      Voice

  • 18. 
    Reducing work effort, paying less attention to quality, and increasing absenteeism and lateness.
    • A. 

      Loyalty

    • B. 

      Emotional exhaustion

    • C. 

      Exit

    • D. 

      Voice

    • E. 

      Neglect

  • 19. 
    The employee's attachment to, identification with, and involvement in a particular organization.
    • A. 

      Organizational commitment

    • B. 

      Relationship management

    • C. 

      Justice and support

    • D. 

      Continuance commitment

    • E. 

      General adaptation syndrome

  • 20. 
    An employee's calculative attachment to the organization, whereby an employee is motivated to stay only because leaving would be costly.
    • A. 

      Justice and support

    • B. 

      General adaptation syndrome

    • C. 

      Organizational commitment

    • D. 

      Employee involvement

    • E. 

      Continuance commitment

  • 21. 
    Positive expectations one person has toward another person in situation involving risk. Employees identify with and feel obliged to work for an organization only when they believe in its leaders.
    • A. 

      Organizational comprehension

    • B. 

      Shared values

    • C. 

      Employee involvement

    • D. 

      Trust

    • E. 

      Justice and support

  • 22. 
    When affective commitment is higher in organization that fulfill their obligations to employees and abide by humanitarian values such as fairness, courtesy, forgiveness, and moral integrity.
    • A. 

      Employee involvement

    • B. 

      Trust

    • C. 

      Shared values

    • D. 

      Organizational comprehension

    • E. 

      Justice and support

  • 23. 
    Employees believe their values are congruent with the organization's dominant values.
    • A. 

      Employee involvement

    • B. 

      Organizational comprehension

    • C. 

      Shared values

    • D. 

      Trust

    • E. 

      Justice and support

  • 24. 
    When employees understand the company, including its past, present, and future.
    • A. 

      Justice and support

    • B. 

      Employee involvement

    • C. 

      Organizational comprehension

    • D. 

      Shared values

    • E. 

      Trust

  • 25. 
    When employees feel they are part of the organization and they take part in decisions that guide the organization's future.
    • A. 

      Organizational comprehension

    • B. 

      Employee involvement

    • C. 

      Shared values

    • D. 

      Trust

    • E. 

      Justice and support