CHAPTER 10: Job Attitudes MCQ Flashcards
(103 cards)
1
Q
_____ is the degree of positive or negative feeling a person has towards a particular person, place, or thing.
A)Motivation
B)Value
C)Intention
D)Attitude
A
D)Attitude
2
Q
Which theory depicts the relationship among attitudes, intentions, and actions? A) theory of planned behavior B) theory of work adjustment C) control theory D) job characteristics theory
A
A) theory of planned behavior
3
Q
The theory of planned behavior suggests that in order to predict someone’s actions, we need to know about someone’s attitudes, subjective norms in the environment, and:
A) perceived behavioral control.
B) objective norms.
C) subjective norms.
D) perceived agreement.
A
A) perceived behavioral control.
4
Q
The theory of planned behavior suggests that in order to predict behavior, we need to know about perceived behavioral control, attitudes, and:
A) subjective norms.
B) objective norms
C) hygiene factors.
D) hierarchical needs.
A
A) subjective norms.
5
Q
The theory of planned behavior suggests that in order to predict behavior, we need to know about subjective norms, perceived behavioral control, and: A) attitudes. B) experiences. C) hygiene factors. D) objective norms.
A
A) attitudes.
6
Q
According to the theory of planned behavior, an individual's perception of the social pressures to perform or not to perform a particular behavior is the individual's: A) intention. B) attitude. C) subjective norm. D) perceived behavioral control.
A
C) subjective norm.
7
Q
Tanesha would like to take her lunch break early. However, she knows that this behavior is frowned upon at her job. Her coworkers' disapproval, according to the theory of planned behavior, is an example of: A) a hierarchical need. B) a subjective norm. C) perceived behavioral control. D) an objective norm.
A
B) a subjective norm.
8
Q
According to the theory of planned behavior, \_\_\_\_\_ is an individual's belief about how easy or difficult performing a behavior is likely to be. A) organizational justice B) perceived behavioral control C) self-efficacy D) motivation
A
B) perceived behavioral control
9
Q
Omari works in a toy factory. He genuinely wants to meet his quota of making 30 toys per hour, but one of the machines is broken so he is working at a slower pace than usual. According to the theory of planned behavior, the broken machine affects: A) subjective norms. B) perceived behavioral control. C) objective norms. D) group efficacy.
A
B) perceived behavioral control.
10
Q
The pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or work experiences is known as: A) organizational commitment. B) organization-based self-esteem. C) core self-evaluation. D) job satisfaction.
A
D) job satisfaction.
11
Q
Job satisfaction consists of two components: an affective component and a(n) \_\_\_\_\_ component. A) interpersonal B) effective C) tertiary D) cognitive
A
D) cognitive
12
Q
According to research, \_\_\_\_\_ account(s) for a large proportion (24%) of variance in job satisfaction and will likely be a focus of work design initiatives in the 21st century. A) feedback B) task significance C) social interactions D) experienced meaningfulness
A
C) social interactions
13
Q
Which of these is NOT considered an antecedent of job satisfaction? A) workload B) absenteeism C) organizational justice D) job feedback
A
B) absenteeism
14
Q
Which of these is NOT considered a consequence of job satisfaction? A) aggression B) task performance C) lateness D) task significance
A
D) task significance
15
Q
\_\_\_\_\_ is the tendency to respond to classes of environmental stimuli in predetermined, affect-based ways. A) Core self-evaluation B) Affective disposition C) Self-esteem D) Perceived behavioral control
A
B) Affective disposition
16
Q
Research evidence from the Minnesota Study of Twins Reared Apart supports the idea that:
A) genetics contribute to an individual’s level of job satisfaction.
B) core self-evaluations are related to job satisfaction.
C) organization-based self-esteem is hereditary.
D) sibling relationships are important determinants of job satisfaction.
A
A) genetics contribute to an individual’s level of job satisfaction.
17
Q
Twin research suggests that genetic factors explain about \_\_\_\_\_ of the variance in job satisfaction. A) 10% B) 30% C) 50% D) 60%
A
B) 30%
18
Q
Research on core self-evaluations has indicated that people who have high self-evaluations choose \_\_\_\_\_ complex tasks and are \_\_\_\_\_ satisfied with their jobs as a result. A) more; less B) less; more C) more; more D) less; less
A
C) more; more
19
Q
Monique views herself as someone who has the skills and experience that make her highly valuable to her company. Monique possesses: A) an affective disposition. B) generalized self-enhancement. C) injunctive norms. D) organization-based self-esteem.
A
B) generalized self-enhancement.
20
Q
In a research study of healthcare workers, the relationship between organization-based self-esteem and job satisfaction was found to be: A) strong, r = .58. B) moderate, r = .30. C) weak, r = .07. D) zero.
A
A) strong, r = .58.
21
Q
Ayla studies the role of fairness in her workplace and studies employees' perceptions of the fairness of policies, procedures, and treatment. Ayla is interested in the predictor of job satisfaction known as: A) role ambiguity. B) organizational justice. C) organizational citizenship. D) rational choice.
A
B) organizational justice.
22
Q
Which of these is a growth opportunity positively related to job satisfaction?
A) having no opportunity for advancement
B) being paid poorly
C) being given opportunities to improve leader-member relations
D) being provided with excellent benefits
A
D) being provided with excellent benefits
23
Q
Research suggests that workers who have proactive personalities (that is, people who take personal initiative) are more likely to:
A) develop high-quality relationships with their supervisors.
B) do menial tasks such as cleaning and preparing work for others.
C) act aggressively and disrupt office politics.
D) engage in fewer OCBs.
A
A) develop high-quality relationships with their supervisors.
24
Q
A 2010 meta-analysis suggested that pay level was \_\_\_\_\_ job satisfaction. A) unrelated to B) weakly correlated with C) moderately correlated with D) strongly correlated with
A
B) weakly correlated with
25
```
Fabio is an HR manager who wants to get a sense of how satisfied his employees are with their jobs in general. In this case, Fabio should use a _____ measure of satisfaction.
A) global
B) facet
C) hybrid
D) multidimensional
```
A) global
26
A question such as "How satisfied are you with your job?" would be an example of:
A) a facet measure of job satisfaction.
B) a global measure of job satisfaction.
C) a multidimensional measure of job satisfaction.
D) a semantic differential measure of job satisfaction.
B) a global measure of job satisfaction.
27
The measure of job satisfaction that is most frequently used and that assesses five dimensions, including satisfaction with coworkers and satisfaction with pay, is the:
A) Job Descriptive index
B) Overall Job Scale.
C) Minnesota Satisfaction Questionnaire.
D) Faces Scale.
A) Job Descriptive index
28
The five dimensions of job satisfaction that are measured by the JDI are satisfaction with the work itself, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:
A) satisfaction with subordinates.
B) satisfaction with facilities.
C) satisfaction with promotion opportunities.
D) satisfaction with executive leadership.
C) satisfaction with promotion opportunities.
29
The five dimensions of job satisfaction that are measured by the JDI are satisfaction with promotion opportunities, satisfaction with pay, satisfaction with supervision, satisfaction with coworkers, and:
A) satisfaction with subordinates.
B) satisfaction with training opportunities
C) satisfaction with the work itself.
D) satisfaction with collaborative opportunities.
C) satisfaction with the work itself.
30
```
Which measure is based on the theory of work adjustment?
A) Faces Scale
B) Minnesota Satisfaction Questionnaire
C) Job Diagnostic Survey
D) Job Descriptive Index
```
B) Minnesota Satisfaction Questionnaire
31
The measure that assesses only the affective component of job satisfaction is the:
A) Job Descriptive Index.
B) Job Diagnostic Survey.
C) Minnesota Satisfaction Questionnaire.
D) Faces Scale.
D) Faces Scale.
32
Why is it unrealistic to expect a strong relationship between attitudes and behaviors?
A) Our measures are not yet advanced enough to capture this relationship.
B) There are many antecedents to behavior other than attitudes.
C) Researchers have yet to identify the specific attitudes that predict behaviors such as performance.
D) Most relationships between variables are small to moderate at best.
B) There are many antecedents to behavior other than attitudes
33
Which statement BEST describes the relationship between job satisfaction and performance?
A) Meta-analyses suggest there is a strong negative relationship (r = -.70 to -.80) between satisfaction and performance.
B) Research suggests there is a strong positive relationship (r = .70 to .80) between satisfaction and performance.
C) Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance.
D) Results from meta-analysis are so inconsistent that it appears there is essentially no relationship between satisfaction and performance.
C) Research suggests there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance.
34
Recent meta-analysis suggests that there is a moderately strong relationship (r = .30 to .60) between satisfaction and performance. Which statement about this finding is most accurate?
A) Individuals who are satisfied with their jobs tend to perform poorly.
B) Being satisfied with your job causes you to work harder.
C) Receiving a good performance review can lead to you being more satisfied with your job.
D) Employees who are satisfied also tend to be good performers, but we can't determine causality from these studies.
D) Employees who are satisfied also tend to be good performers, but we can't determine causality from these studies.
35
Recent research has indicated that the job satisfaction-performance relationship is stronger in cultures that are:
A) high on power distance and low on collectivism.
B) low on power distance and low on collectivism.
C) high on individualism and low on uncertainty avoidance.
D) high on individualism and high on uncertainty avoidance.
C) high on individualism and low on uncertainty avoidance.
36
```
One survey regarding employee absenteeism indicated that approximately _____ of unscheduled time off was due to personal illness.
A) 25%
B) 33%
C) 50%
D) 66%
```
B) 33%
37
In the Steers and Rhodes (1978) model of absenteeism, the two factors affecting the relationship among job satisfaction, attendance motivation, and employee attendance are:
A) the need to attend and the desire to attend.
B) satisfaction with pay and satisfaction with promotion opportunities.
C) the ability to attend and the pressure to attend.
D) coworker relationships and supervisor relationships.
C) the ability to attend and the pressure to attend.
38
```
Since Lucy does not make much money, she knows that missing a day of work may make it difficult for her to pay her rent on time. In this case, Lucy is unlikely to skip work due to:
A) attendance fsatisfaction.
B) ability to attend.
C) pressure to attend.
D) attendance inclination.
```
C) pressure to attend.
39
```
Albert likes his job and would like to be at work. However, his son has chicken pox and cannot go to daycare, therefore, Albert must stay home with him. In this case, Albert misses work because:
A) his attendance motivation is high.
B) his ability to attend is low.
C) the pressure to attend is high.
D) the pressure to attend is low.
```
B) his ability to attend is low.
40
Recent research by Chen and colleagues (2011) suggests that intent to turnover increases the most when someone:
A) has a low general level of job satisfaction.
B) experiences a decrease in job satisfaction.
C) experiences an increase in job satisfaction.
D) has a high general level of job satisfaction.
B) experiences a decrease in job satisfaction.
41
```
The antecedent to employee turnover that has been largely operationalized with respect to job satisfaction is:
A) perceived desirability of movement.
B) coworker support.
C) perceived alternatives.
D) career mobility.
```
A) perceived desirability of movement.
42
```
The most commonly investigated antecedents to employee turnover are perceived desirability of movement and:
A) perceived ease of movement.
B) perceived acceptability of movement.
C) perceived commitment to movement.
D) perceived sanctions against movement.
```
A) perceived ease of movement.
43
```
Which model suggests that turnover results from a shock to the system?
A) the modified model
B) the work adjustment model
C) the unfolding model
D) the theory of planned behavior
```
C) the unfolding model
44
```
_____ behaviors are behaviors that bring, or are intended to bring, harm to an organization, its employees, or its stakeholders.
A) Miscommunication
B) Counterproductive work
C) Scrupulous
D) Careless
```
B) Counterproductive work
45
```
Vlad comes reports late to work, steals printer paper for his personal use, and speaks rudely to his coworkers. Vlad is engaging in:
A) JDIs.
B) OCBs.
C) CWBs.
D) VIEs.
```
C) CWBs
46
```
Employees are especially likely to engage in counterproductive work behaviors when they feel:
A) depressed.
B) frightened.
C) frustrated.
D) cheerful.
```
C) frustrated.
47
```
The correlations between job satisfaction and counterproductive behavior range from:
A) -.10 to -.25.
B) .20 to .30.
C) -.20 to .10.
D) .30 to .40.
```
A) -.10 to -.25.
48
```
The relative strength of an individual's psychological attachment to a particular organization is known as:
A) affective commitment.
B) work centrality.
C) perceived behavioral control.
D) organizational commitment.
```
D) organizational commitment.
49
```
Organizational commitment is considered to be _____ when compared to job satisfaction.
A) less stable
B) broader
C) less important
D) less interesting
```
B) broader
50
```
The correlation between organizational commitment and job satisfaction is said to range from:
A) .05 to .15.
B) .20 to .25.
C) .30 to .40.
D) .54 to .60.
```
C) .30 to .40.
51
```
According to Allen and Meyer (1996), which of these is a component of organizational commitment?
A) substantive commitment
B) normative commitment
C) evaluative commitment
D) emotional commitment
```
B) normative commitment
52
```
Ziva stays with her company because if she were to leave, she would lose $65,000 in retirement earnings and also lose free season tickets to see her favorite football team. Ziva's feelings toward her organization are best characterized as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) moral commitment.
```
B) continuance commitment.
53
```
Due to FX Company's poor financial performance, John received a decrease in both his pay and benefits. He received a job offer from BT Corp. that included a significant pay increase, but he turned it down because he felt morally obligated to remain with FX despite its financial troubles. John's feelings toward his organization are best characterized as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) dispositional commitment.
```
C) normative commitment.
54
```
Ann, who has been with her company for 15 years, firmly believes in its goals and values, and she is always willing to go the extra mile to help it succeed. Ann's feelings toward her organization are best characterized as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) dispositional commitment.
```
A) affective commitment.
55
```
Research by Meyer and colleagues (2002) found that employees with longer tenure demonstrated higher levels of:
A) affective commitment.
B) normative commitment.
C) dispositional commitment.
D) voluntary commitment.
```
A) affective commitment.
56
```
One of the strongest predictors of affective and normative commitment is:
A) continuance commitment.
B) dispositional commitment.
C) organizational support.
D) task performance.
```
C) organizational support.
57
```
Which of these is an antecedent of organizational commitment?
A) counterproductive work behaviors
B) supervisory relationships
C) race
D) performance
```
B) supervisory relationships
58
```
Which of these is a consequence of organizational commitment?
A) pay
B) job level
C) absenteeism
D) workload
```
C) absenteeism
59
Dan loves working as a plastic surgeon and often schedules extra surgeries in the evenings rather than spending time with his family. Dan is likely:
A) engaging in counterproductive behavior.
B) low on job involvement.
C) low on work centrality.
D) a workaholic.
D) a workaholic.
60
The degree of importance that work, in general, holds in an employee's life is known as:
A) low levels of turnover.
B) low levels of satisfaction.
C) more frequent thoughts about leaving the organization.
D) high levels of counterproductive behavior.
A) low levels of turnover.
61
```
Oswald finds that work holds an important place in his life; when he was laid off, he felt that an important part of his life was missing. We might characterize Oswald as having a high level of:
A) job involvement.
B) work centrality.
C) task importance.
D) citizenship orientation.
```
B) work centrality.
62
```
Individuals who are driven by, are involved in, and enjoy their work to the extent that they may neglect other areas of their life are known as:
A) enthusiastic workaholics.
B) appropriate workaholics.
C) committed workaholics.
D) involved workaholics.
```
A) enthusiastic workaholics.
63
```
Johanna believes that her company cares about her well-being and values her contribution. Johanna's feelings are best characterized as having:
A) organizational involvement.
B) continuance commitment.
C) work centrality.
D) perceived organizational support.
```
D) perceived organizational support.
64
```
Research suggests that managers who experience high levels of Perceived Organizational Support are more likely to _____ their employees.
A) exploit
B) support
C) regulate
D) monitor
```
B) support
65
```
The way in which individuals monitor their emotions and the expression of those emotions is known as:
A) affective disposition.
B) attitudes.
C) emotion regulation.
D) emotion control.
```
C) emotion regulation.
66
```
At times, individuals may need to either hide feelings they are experiencing or fake feelings they are not experiencing. This type of behavior is known as:
A) mood suppression.
B) mood amplification.
C) affective disposition.
D) emotional labor.
```
D) emotional labor.
67
```
Zac, who works at a children's photography studio, is often required to act happy, laugh, and be excited in order to get the children to smile. The type of emotion regulation that Zac displays is referred to as:
A) amplification.
B) augmentation.
C) expansion.
D) suppression.
```
A) amplification.
68
```
Abby works at the front desk of a hotel, and guests often act rudely and aggressively towards her. Abby finds herself hiding her anger, waiting until she gets home to vent her frustration. The type of emotion regulation that Abby displays is referred to as:
A) augmentation.
B) depression.
C) masking.
D) suppression.
```
D) suppression.
69
```
Ruby works in an elementary school. At times, young children swear at each other, which Ruby finds amusing, but she must hide her amusement so she can properly scold the children. The type of emotion regulation Ruby displays is referred to as:
A) augmentation.
B) suppression.
C) masking.
D) faking.
```
B) suppression
70
```
The effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions is known as:
A) emotional labor.
B) emotion control.
C) disposition regulation.
D) affective regulation.
```
A) emotional labor
71
```
Employees whose true feelings are different from the emotions they project on their jobs are experiencing:
A) emotional dissociation.
B) emotional discrepancy.
C) emotional departure.
D) emotional dissonance.
```
D) emotional dissonance.
72
```
Researchers consistently find that workers who experience _____ also experience higher rates of stress.
A) normative commitment
B) emotional dissonance
C) disposition regulation
D) perceived behavioral control
```
B) emotional dissonance
73
Individuals who attempt to feel the emotions they are displaying at work are engaging in _____, whereas individuals who simply fake their emotions without trying to actually experience them are engaging in _____.
A) deep acting; surface acting
B) surface acting; deep acting
C) authentic labor; superficial labor
D) superficial labor; authentic labor
A) deep acting; surface acting
74
Research has indicated that employees' smiles predict customer satisfaction and higher customer ratings of service, EXCEPT:
A) when the customer and employee were of different races.
B) when the employee was male.
C) when the customer detected that the smile was not genuine.
D) when the customer was in a bad mood.
C) when the customer detected that the smile was not genuine.
75
One way organizations can lessen the burden of emotional labor in, for example, a customer service job, is by:
A) creating more jobs with less customer interaction.
B) training employees on how to handle their negative emotions once they finish with work for the day.
C) hiring employees who are a good "fit" for a customer-service type of organization.
D) providing employees with rewards for successfully managing their emotions.
C) hiring employees who are a good "fit" for a customer-service type of organization.
76
```
According to the theory of planned behavior, an individual's belief about how easy or difficult the performance of a behavior is likely to be is known as:
A) an intention.
B) an objective norm.
C) a subjective norm.
D) perceived behavioral control.
```
D) perceived behavioral control.
77
```
Janice dislikes her job and does not believe that her work affects anyone in a meaningful way. According to the theory of planned behavior, Janice's negative feelings toward her job are her:
A) subjective norms.
B) perceived behavioral controls.
C) objective norms.
D) attitudes.
```
D) attitudes.
78
```
Job satisfaction consists of two components: a cognitive component and a(n) _____ component.
A) interpersonal
B) affective
C) tertiary
D) behavioral
```
B) affective
79
```
The four major categories of antecedents of job satisfaction include job characteristics, individual characteristics, social factors, and:
A) performance.
B) withdrawal behaviors.
C) growth opportunities.
D) counterproductive behaviors.
```
C) growth opportunities.
80
```
The four major categories of antecedents of job satisfaction include job characteristics, individual characteristics, growth opportunities, and:
A) performance.
B) withdrawal behaviors.
C) social factors.
D) counterproductive behaviors.
```
C) social factors.
81
```
The four major categories of antecedents of job satisfaction include growth opportunities, individual characteristics, social factors, and:
A) performance.
B) withdrawal behaviors.
C) job characteristics.
D) counterproductive behaviors.
```
C) job characteristics.
82
```
The four major categories of antecedents of job satisfaction include job characteristics, growth opportunities, social factors, and:
A) performance.
B) withdrawal behaviors.
C) individual characteristics.
D) counterproductive behaviors.
```
C) individual characteristics
83
```
The three major categories of consequences of job satisfaction include performance, withdrawal behaviors, and:
A) growth opportunities.
B) job characteristics.
C) social factors.
D) counterproductive behaviors.
```
D) counterproductive behaviors.
84
```
The three major categories of consequences of job satisfaction include counterproductive work behaviors, withdrawal behaviors, and:
A) performance.
B) job characteristics.
C) social factors.
D) individual characteristics.
```
A) performance.
85
```
The three major categories of consequences of job satisfaction include counterproductive work behaviors, performance, and:
A) social factors.
B) job characteristics.
C) withdrawal behaviors.
D) individual characteristics.
```
C) withdrawal behaviors.
86
Denny's boss asks him to pick up her dry cleaning. Denny believes that this task is not part of the conditions of his employment, and as a result, feels very dissatisfied. His boss has:
A) demonstrated high organizational justice.
B) violated her psychological contract with Denny.
C) encouraged Denny's organizational citizenship.
D) reduced Denny's emotional labor.
B) violated her psychological contract with Denny.
87
Research by Keller and Semmer (2013) suggests that young adults experience a decrease in job satisfaction when they:
A) do not experience growth on situational and dispositional variables.
B) engage in OCBs.
C) decrease their job performance.
D) withdraw from the workplace and focus on their hobbies instead.
A) do not experience growth on situational and dispositional variables.
88
Research investigating the relationship between satisfaction and organizational citizenship behaviors has suggested:
A) a moderate positive relationship (r=.20 to .60).
B) a moderate negative relationship (r= -.20 to -.60).
C) a near-zero relationship.
D) a strong negative relationship (r= -.70 to -.80).
A) a moderate positive relationship (r=.20 to .60).
89
Although turnover is usually negative for organizations, it can be positive if the employees who leave:
A) were ineffective and can be replaced by better workers.
B) are leaving to take a promotion at another company.
C) recently experienced a major decrease in job satisfaction.
D) were highly job-involved.
A) were ineffective and can be replaced by better workers.
90
```
Research by Spector and colleagues (2006) indicates that abusive behaviors are driven by _____ whereas withdrawal is more related to _____.
A) boredom; anger
B) anger; boredom
C) positive affect; negative affect
D) negative affect; positive affect
```
B) anger; boredom
91
```
Emotional attachment to an organization, characterized by a strong belief in and acceptance of the organization's values, is known as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) moral commitment.
```
A) affective commitment
92
```
Attachment to an organization because of what an employee has invested in it is known as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) obligatory commitment.
```
B) continuance commitment.
93
```
Attachment to an organization that reflects one's obligation to continue employment is known as:
A) affective commitment.
B) continuance commitment.
C) normative commitment.
D) sunk-costs commitment.
```
C) normative commitment.
94
```
There are three general antecedents of job commitment: organizational mechanisms, individual characteristics, and:
A) performance.
B) withdrawal behaviors.
C) social factors.
D) counterproductive behaviors.
```
C) social factors.
95
```
There are three general antecedents of job commitment: organizational mechanisms, social factors, and:
A) performance.
B) withdrawal behaviors.
C) individual characteristics.
D) counterproductive behaviors.
```
C) individual characteristics.
96
```
There are three general antecedents of job commitment: individual characteristics, social factors, and:
A) performance.
B) withdrawal behaviors.
C) organizational mechanisms.
D) counterproductive behaviors.
```
C) organizational mechanisms.
97
```
There are three general consequences of job commitment: performance, withdrawal behaviors, and:
A) counterproductive behaviors.
B) social factors.
C) organizational mechanisms.
D) individual characteristics.
```
A) counterproductive behaviors.
98
```
There are three general consequences of job commitment: counterproductive behaviors, withdrawal behaviors, and:
A) performance.
B) social factors.
C) organizational mechanisms.
D) individual characteristics.
```
A) performance. B) social factors.
99
```
There are three general consequences of job commitment: performance, counterproductive behaviors, and:
A) withdrawal behaviors.
B) social factors.
C) organizational mechanisms.
D) individual characteristics.
```
A) withdrawal behaviors.
100
```
A recent trend in the commitment literature is the focus on how the three components of commitment interact. This approach classifies individuals into:
A)commitment facets.
B)commitment squads.
C)organizational commitment profiles.
D)commitment constellations.
```
C)organizational commitment profiles.
101
Research into organizational commitment profiles has found that the lowest levels of stress occur in individuals who have:
A) high levels of affective and normative commitment and low levels of continuance commitment.
B) high levels of affective commitment and low levels of continuance and normative commitment.
C) high levels of continuance commitment and low levels of normative and affective commitment.
D) low levels on all three types of commitment.
A) high levels of affective and normative commitment and low levels of continuance commitment.
102
Research into organizational commitment profiles has found that high levels of continuance commitment:
A) help individuals to feel connected to and satisfied with the organization.
B) lead to better job performance.
C) are associated with higher levels of stress.
D) are associated with fewer thoughts about leaving the organization.
C) are associated with higher levels of stress.
103
Research supporting the importance of affective dispositions on job satisfaction suggests that if Nava is unhappy with her job as a mail clerk at McDonell Law Associates, then:
A)she will be happy with a job as a mail clerk at a different law firm.
B)she will be happy with a different job at McDonell Law Associates.
C)she will be happy with a different job at a different law firm.
D)she will be just as unhappy in any job, at any company.
D)she will be just as unhappy in any job, at any company.
