Midterm Review: Chapter 4.

Question 1

Broad tendency to prefer a certain state of affairs over others.

Answer 1

Values.

Question 2

Generation with high respect for authority and work ethic.

Answer 2

Traditionalists

Question 3

What are the 4 generations?

Answer 3

Traditionalists, Boomers, Gen X, Gen Y

Question 4

Generation of optimistic workaholics

Answer 4

Boomers

Question 5

Cynical, confident, pragmatic generation

Answer 5

Gen X

Question 6

Social generation and demanding of feedback

Answer 6

Gen Y

Question 7

Power distance, uncertainty avoidance, masculinity/femininity, individualism/collectivism have what in common.

Answer 7

Geert Hofstede’s study of four basic work-place values that varied across different cultures.

Question 8

The extent to which an unequal distribution of power is accepted by society members.

Answer 8

Power Distance.

Question 9

The extent to which people are uncomfortable with uncertain and ambiguous situations.

Answer 9

Uncertainty Avoidance.

Question 10

the belief or disbelief of distinct gender roles.

Answer 10

Masculinity/Femininity

Question 10

the belief or disbelief of distinct gender roles.

Answer 10

Masculinity/Femininity

Question 11

Societies that stress independence, initiative, privacy.

Answer 11

Individualistic societies

Question 12

Cultures that favour interdependence and loyalty to family or clan.

Answer 12

Collective societies.

Question 13

cultures that stress face-saving and social niceties

Answer 13

short-term orientations.

Question 14

Cultures that stress attention to status differences

Answer 14

Long-term orientation.

Question 15

Cultures that tend to have strong clear standards for behaviour

Answer 15

tight cultures.

Question 16

Cultures that are flexible in terms of behaviour

Answer 16

loose cultures.

Question 17

The capability to function and manage well in culturally diverse environments

Answer 17

Cultural Intelligence (CI).

Question 17

The capability to function and manage well in culturally diverse environments

Answer 17

Cultural Intelligence (CI).

Question 18

a fairly stable evaluative tendency to respond tendency to some specific object, situation, person or group with consistency.
- evaluations towards specific targets

Answer 18

attitudes

Question 19

Belief + Values lead to

Answer 19

attitudes which may lead to behaviours.

Question 19

Belief + Values lead to

Answer 19

attitudes which may lead to behaviours.

Question 20

the tendency for an employee to be more or less satisfied with various facets of the job.

Answer 20

facet satisfaction.

Question 21

a person’s attitude. towards overall job that cuts across various facets.

Answer 21

Overall satisfaction

Question 22

job descriptive index and Minnesota satisfaction questionnaire are indexes of

Answer 22

job satisfaction

Question 23

a theory that suggests job satisfaction is a function of the **discrepancy** between the job expectations and outcomes

Answer 23

discrepancy theory.

Question 23

a theory that suggests job satisfaction is a function of the discrepancy between the job expectations and outcomes

Answer 23

discrepancy theory.

Question 24

a type of **fairness** that occurs when people receive the outcomes they think they deserve from their jobs

Answer 24

distribution fairness.

Question 25

a theory that compares current inputs and outcomes to other people inputs and outcomes

Answer 25

equity theory.

Question 26

**fairness** that occurs when the process used to determine work outcomes is seen as reasonable (work determines outcome).

Answer 26

procedural fairness

Question 27

fairness that occurs when people feel they have **received** respectful and informative communication about an outcome.

Answer 27

Interactional fairness.

Question 28

a view about job satisfaction that some people are predisposed due to their personalities to more or less satisfied to job satisfaction.

Answer 28

dispositional view on job satisfaction.

Question 29

a view about job satisfaction that some people are predisposed due to their personalities to more or less satisfied to job satisfaction.

Answer 29

dispositional view on job satisfaction.

Question 30

Difference between emotions and moods;

Answer 30

emotions are intense by short lived - moods are less intense, but last longer.

Question 30

Difference between emotions and moods;

Answer 30

emotions are intense by short lived - moods are less intense, but last longer.

Question 31

the tendency for moods and emotions to **spread** between people or throughout a group.

Answer 31

Emotional Contagion.

Question 31

the tendency for moods and emotions to spread between people or throughout a group.

Answer 31

Emotional Contagion.

Question 32

the requirement for people to conform to certain displays rules in job behaviour in spite of true moods/emotions.

Answer 32

emotional labour.

Question 33

work that tests employees skills and abilities, allowing them to set their own working pace.

Answer 33

mentally challenging work

Question 34

work that has a positive impact on other people.

Answer 34

meaningful work.

Question 34

work that has a positive impact on other people.

Answer 34

meaningful work.

Question 35

when pay and satisfaction are positively related

Answer 35

adequate compensation.

Question 36

what is best predictor of absenteeism

Answer 36

job satisfaction.

Question 37

refers to resignations from organization.

Answer 37

Turnover.

Question 38

refers to resignations from organization.

Answer 38

Turnover.

Question 39

After starting a new job satisfaction is high due to the negative of old job being gone, but negatives of new job have not yet been found.

Answer 39

honeymoon-hangover effect.

Question 40

when good performance is reinforced with rewards...

Answer 40

employees will likely be more satisfied.

Question 40

when good performance is reinforced with rewards...

Answer 40

employees will likely be more satisfied.

Question 41

voluntary, informal behaviour, that contributes to the organization effectiveness (ex. BT fist bumping)

Answer 41

Organizational Citizenship Behaviour.

Question 42

first indicator of withdrawing of work

Answer 42

decreases in Organizational Citizenship behaviour.

Question 43

refers to attitude that reflects strength of the linkage between employee and organization.

Answer 43

Organizational Commitment.

Question 43

refers to attitude that reflects strength of the linkage between employee and organization.

Answer 43

Organizational Commitment.

Question 44

three types of commitment

Answer 44

affective, continuacne, normative.

Question 45

commitment based on person's identification and involvement in organization (ex. soccer).

Answer 45

affective commitment.

Question 46

commitment based on costs that would be incurred from leaving organization (ex. need to pay rent).

Answer 46

continuance commitment.

Question 47

commitment based on ideology or a feeling of obligation to an organization (ex. church)

Answer 47

normative commitment.

Question 48

three factors that affect organizational commitment.

Answer 48

nature of employee's commitment, focused of employee's commitment, multiplicity of employer, employer relationships within organizations.