Organizational Behaviour Chapter 4
- 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
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