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Organizational Behavior Improving Performance and Commitment in the Workplace 6Th Edition By Colquitt – Test Bank
Sample Questions
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Chapter 2 Job Performance
1) Evaluating an employee’s performance based on results alone provides the best picture of which employees are worth more to an organization.
Answer: FALSE
Explanation: Employees contribute to their organization in ways that go beyond bottom-line results; therefore, evaluating an employee’s performance based on results alone might give an inaccurate picture of which employees are worth more to the organization.
Difficulty: 1 Easy
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
2) Routine task performance can involve employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Answer: FALSE
Explanation: Routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
3) Adaptive task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Answer: TRUE
Explanation: Adaptive task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
4) Employees’ performance of routine task behaviors is becoming increasingly important as globalization, technological, advances, and knowledge-based work increase the pace of change in the workplace.
Answer: FALSE
Explanation: Adaptive behaviors are becoming increasingly important as globalization, technological advances, and knowledge-based work increase the pace of change in the workplace.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
5) Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Answer: TRUE
Explanation: Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
6) Creative task performance is a behavior that is only valuable in jobs such as artist and inventor.
Answer: FALSE
Explanation: Creative task performance is not only relevant to jobs such as artist and inventor; its emphasis has been increasing across a wide variety of jobs. Indeed, more than half the total wages and salary in the United States are paid to employees who need to be creative as part of their jobs.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
7) O*NET captures the “numerous small decisions” that separate the most effective organizations from their competitors.
Answer: FALSE
Explanation: O*NET represents only a first step in figuring out the important tasks for a given job. O*NET cannot capture those sorts of unique task requirements—the “numerous small decisions” that separate the most effective organizations from their competitors.
Difficulty: 1 Easy
Topic: Job analysis
Learning Objective: 02-03 How do organizations identify the behaviors that underlie task performance?
Bloom’s: Remember
AACSB: Technology
Accessibility: Keyboard Navigation
8) Citizenship behavior is defined as voluntary employee activities that may or may not be rewarded.
Answer: TRUE
Explanation: Citizenship behavior is defined as voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.
Difficulty: 1 Easy
Topic: Citizenship
Learning Objective: 02-04 What is citizenship behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
9) Interpersonal citizenship behavior is most important when people work in large groups.
Answer: FALSE
Explanation: Interpersonal citizenship behavior is important in different job contexts. It may be even more important when employees work in small groups or teams. A team with members who tend to be helpful, respectful, and courteous is also likely to have a positive team atmosphere in which members trust one another.
Difficulty: 1 Easy
Topic: Citizenship
Learning Objective: 02-04 What is citizenship behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
10) Organizational citizenship behaviors benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it.
Answer: TRUE
Explanation: Organizational citizenship behaviors benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it.
Difficulty: 2 Medium
Topic: Citizenship
Learning Objective: 02-04 What is citizenship behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
11) Property deviance refers to behaviors that harm the organization’s assets and possessions.
Answer: TRUE
Explanation: Property deviance refers to behaviors that harm the organization’s assets and possessions. For example, sabotage represents the purposeful destruction of physical equipment, organizational processes, or company products.
Difficulty: 1 Easy
Topic: Counterproductive behavior
Learning Objective: 02-05 What is counterproductive behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
12) Wasting resources is the most common form of production deviance.
Answer: TRUE
Explanation: Wasting resources is the most common form of production deviance, when employees use too many materials or too much time to do too little work.
Difficulty: 1 Easy
Topic: Counterproductive behavior
Learning Objective: 02-05 What is counterproductive behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
13) Political deviance refers to behaviors that intentionally harm the organization’s assets and possessions.
Answer: FALSE
Explanation: In contrast to property and production deviance, political deviance refers to behaviors that intentionally disadvantage other individuals rather than the larger organization.
Difficulty: 2 Medium
Topic: Counterproductive behavior
Learning Objective: 02-05 What is counterproductive behavior?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
14) Sometimes the best task performers engage in counterproductive behavior.
Answer: TRUE
Explanation: Sometimes the best task performers are the ones who can best get away with counterproductive actions, because they are less likely to be suspected or blamed. Moreover, counterproductive behaviors might even be tolerated for a while where the individual is able to effectively accomplish very challenging tasks.
Difficulty: 2 Medium
Topic: Counterproductive behavior
Learning Objective: 02-05 What is counterproductive behavior?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
15) In addition to being more cognitive, knowledge work tends to be more structured and static in nature.
Answer: FALSE
Explanation: In addition to being more cognitive, knowledge work tends to be more fluid and dynamic in nature. Facts, data, and information are always changing.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-06 What workplace trends are affecting job performance in today’s organizations?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
16) Service work contexts place a greater premium on high levels of citizenship behavior and low levels of counterproductive behavior.
Answer: TRUE
Explanation: Service work contexts place a greater premium on high levels of citizenship behavior and low levels of counterproductive behavior. If service employees refuse to help one another or maintain good sportsmanship, or if they gossip and insult one another, those negative emotions get transmitted to the customer during the service encounter.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-06 What workplace trends are affecting job performance in today’s organizations?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
17) The MBO approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behaviors.
Answer: FALSE
Explanation: Management by objectives (MBO) is a management philosophy that bases an employee’s evaluations on whether the employee achieves specific performance goals. Instead, 360-degree feedback is the method of performance appraisal that seeks performance information from the supervisor and any others, such as coworkers, subordinates, and clients, who may have knowledge of the employee’s performance behaviors.
Difficulty: 2 Medium
Topic: Evaluating performance
Learning Objective: 02-07 How can organizations use job performance information to manage employee performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
18) Very few 360-degree feedback systems ask employees to provide ratings of their own performance.
Answer: FALSE
Explanation: Most 360-degree feedback systems also ask the employee to provide ratings of his or her own performance. The hope is that this 360-degree perspective will provide a more balanced and comprehensive examination of performance. By explicitly comparing self-provided ratings with the ratings obtained from others, employees can develop a better sense of how their performance may be deficient in the eyes of others and exactly where they need to focus their energies to improve.
Difficulty: 2 Medium
Topic: Evaluating performance
Learning Objective: 02-07 How can organizations use job performance information to manage employee performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
19) Forced ranking systems can force managers to give bad evaluations to good performers.
Answer: TRUE
Explanation: Some believe forced ranking systems are inherently unfair in that they force managers to give bad evaluations to employees who may be good performers in order to reach predetermined percentages of excellent, acceptable, and poor performers.
Difficulty: 2 Medium
Topic: Evaluating performance
Learning Objective: 02-07 How can organizations use job performance information to manage employee performance?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
20) Social networking sites and their applications can be used to monitor employee performance.
Answer: TRUE
Explanation: Social networking sites and their applications provide performance information that is much more timely, relative to traditional practices that measure performance quarterly or even yearly.
Difficulty: 2 Medium
Topic: Evaluating performance
Learning Objective: 02-07 How can organizations use job performance information to manage employee performance?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
21) ________ is the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
- A) Citizenship behavior
- B) Task performance
- C) Job performance
- D) Knowledge work
- E) Civic virtue
Answer: C
Explanation: Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. Job performance includes behaviors that are within the control of employees, but it places a boundary on which behaviors are (and are not) relevant to job performance.
Difficulty: 1 Easy
Topic: Citizenship
Learning Objective: 02-01 What is job performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
22) In their evaluation of his performance as a trainer in the sales department of Ogilvy Pharmaceuticals, Jeremy’s supervisors look at such factors as the amount of time he spends with each of his trainees, his coverage of all key points in training, his success rate in turning out trained salespeople within the amount of time allotted, and so forth. In other words, Jeremy’s supervisors are evaluating his
- A) task performance.
- B) job performance.
- C) service work.
- D) boosterism.
- E) civic virtue.
Answer: B
Explanation: Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. Job performance includes behaviors that are within the control of employees, but it places a boundary on which behaviors are (and are not) relevant to job performance.
Difficulty: 2 Medium
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
23) As the manager of the local Express Package Services, a retail shipping facility, DeAnna is evaluating the employees who work at the counter. She looks at such factors as positive or negative customer comments about each employee, their sales relative to those of their coworkers, the amount of time they spend with each customer, and so forth. DeAnna is evaluating each of these employees in terms of their
- A) task performance.
- B) job performance.
- C) citizenship behavior.
- D) counterproductive behavior.
- E) courtesy.
Answer: B
Explanation: Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. This includes behaviors that are within the control of employees, but it places a boundary on which behaviors are (and are not) relevant to job performance.
Difficulty: 2 Medium
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
24) Selena sells luxury cars for a living, but in recent months her sales have slumped. This is partly due to an economic recession, which has led to a downturn in the market. In addition, Selena has been distracted by the fact that her mother has been in the hospital. As a result of her decline in sales, Selena recently received a bad job performance rating. Why would she have grounds to dispute this rating?
- A) Her mother’s illness is a factor beyond her control.
- B) Results do not tell her how to reverse a “bad year.”
- C) The economic downturn is a factor beyond her control.
- D) Her manager’s focus on the bottom line has led to social undermining.
- E) She is contributing to the organization in ways that go beyond the bottom line.
Answer: C
Explanation: As sensible as it might seem to use results as the primary indicator of job performance, it creates potential problems. Results are often influenced by factors that are beyond the employees’ control—product quality, competition, equipment, technology, budget constraints, coworkers, and supervisors, just to name a few. While her mother’s illness is also a factor beyond Selena’s control, this is an outside matter not directly related to her work at the luxury car dealership.
Difficulty: 3 Hard
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Donnell is a computer programmer whose job performance rating notes the fact that he often goes out to the parking lot and sits in his car during lunch hour. He is otherwise sociable and never late coming back from lunch; therefore, this is not an appropriate item to include on his job performance rating because it
- A) is not a behavior relevant to the accomplishment of organizational goals.
- B) demonstrates an undue focus on interpersonal citizenship behavior.
- C) relates to his task performance rather than his job performance.
- D) implies that he is doing something wrong by sitting in his car.
- E) concerns citizenship behavior rather than job performance.
Answer: A
Explanation: The definition of job performance includes behaviors that are within the control of employees, but it places a boundary on which behaviors are (and are not) relevant to job performance. Since Donnell’s lunchtime habits do not interfere with his work, it is not a relevant issue.
Difficulty: 3 Hard
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) Cheryl continually boosts morale at the sales office of Monroe Consumer Products, and she has helped a number of her colleagues through difficult situations. Nevertheless, she received a bad job performance rating due to the fact that her sales for the quarter were down. This job performance rating is
- A) wrong; Cheryl is contributing to the organization in ways that go beyond the bottom line.
- B) wrong; an emphasis on results such as sales would encourage Cheryl to behave unethically.
- C) right; even if Cheryl can claim problems that were beyond her control, it is no one’s concern but her own.
- D) right; if Cheryl is rewarded with a good job performance rating, it will encourage other employees to slack off.
- E) right; in spite of her positive qualities, Cheryl has failed to produce, and results are what really matter in the end.
Answer: A
Explanation: Employees contribute to their organization in ways that go beyond bottom-line results, and so evaluating an employee’s performance based on results alone might give you an inaccurate picture of which employees are worth more to the organization.
Difficulty: 3 Hard
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
27) When job performance evaluation time rolls around, Michael always comes out ahead of his coworkers, but his success comes at a price. He has been known to give his supervisors negative (and sometimes untrue) information about his coworkers, and when it looks as though someone else may be about to get a better job performance evaluation, bad things tend to happen to that person, such as lost paperwork and missed meetings due to deleted calendar appointments. In terms of organizational behavior and the principles of job performance evaluations, it is clear that
- A) the organization has failed to create a sense of group cohesion and an attitude of organizational citizenship.
- B) unethical behavior on the part of his supervisors has led Michael to seek advancement by any means possible.
- C) Michael is showing the kind of resourcefulness that rightly has earned him high job performance ratings in the past.
- D) other employees have failed to understand, as Michael clearly has, that personal success equates with organizational success.
- E) his supervisors’ emphasis on results has created an environment in which an employee might use unethical behavior to get ahead.
Answer: E
Explanation: There is evidence that managers’ focus on bottom-line results can create a bottom-line mentality among employees, which in turn, results in social undermining—sabotaging coworkers’ reputations or trying to make them look bad. Similarly, the quest to enhance the bottom line may lead employees to violate policies and regulations, which in turn, may result in staggering legal fees, fines, and lost customers.
Difficulty: 3 Hard
Topic: Job performance
Learning Objective: 02-01 What is job performance?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
28) Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces are referred to collectively as
- A) behaviorally anchored rating scales.
- B) citizenship behavior.
- C) task performance.
- D) job performance.
- E) civic virtue.
Answer: C
Explanation: Task performance refers to employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
29) The explicit obligations that an employee must fulfill to receive compensation and continued employment are referred to as
- A) job performance.
- B) citizenship behavior.
- C) knowledge work.
- D) task performance.
- E) civic virtue.
Answer: D
Explanation: Task performance is the set of explicit obligations that an employee must fulfill to receive compensation and continued employment. Task performance behaviors focus on the tasks, duties, and responsibilities that are a core part of the job.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
30) Damita finds an advertisement for a bookkeeper position at a small business. The ad mentions handling accounts payable and accounts receivable, payroll, worker’s compensation and unemployment insurance, and other financial matters related to the operation of the company. These items in the job description are all examples of
- A) job analysis.
- B) task performance.
- C) job performance.
- D) citizenship behavior.
- E) forced ranking.
Answer: B
Explanation: Task performance is the set of explicit obligations that an employee must fulfill to receive compensation and continued employment. For an accountant, task performance involves preparing, examining, and analyzing accounting records for accuracy and completeness. These are part of the daily work that an accountant is expected to perform.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
31) Well-known responses to normal job demands that occur in a predictable way are a part of
- A) job performance.
- B) adaptive task performance.
- C) knowledge work.
- D) routine task performance.
- E) citizenship behavior.
Answer: D
Explanation: Routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way. In these cases, employees tend to behave in more or less habitual or programmed ways that vary little from one instance to another.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
32) LeAnne is exhausted after another long day of answering the phones at the law firm of Boardman, Holloway, and Shriver. She says those three names several hundred times a day, followed by “How my direct your call?” This is an example of
- A) adaptive task performance.
- B) routine task performance.
- C) citizenship behavior.
- D) job performance.
- E) knowledge work.
Answer: B
Explanation: Routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way. In these cases, employees tend to behave in more or less habitual or programmed ways that vary little from one instance to another.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
33) Teresa works in a chemical factory where her job involves inspecting containers of kerosene as they pass down the assembly line. She goes through a five-step process compliant with safety regulations laid down in the company manual, and she seldom has to think about her work. One day, however, a fire broke out on the line, and Teresa, who saw it before anyone else, grabbed an extinguisher just in time. Had she not acted quickly, the fire would have quickly spread, potentially resulting in widespread injuries and even death. In terms of organizational behavior, what is the best way to describe this situation?
- A) Teresa’s job is usually very routine, but on this occasion it became exciting.
- B) Teresa’s job demands that she remain vigilant, but this time she needed to be extra-vigilant.
- C) Normally, Teresa’s job involves routine task performance, but this situation required adaptability.
- D) Usually, Teresa’s job calls for routine task performance, but in this situation she had to be creative.
- E) On a typical day, Teresa’s job requires adaptability, but this situation called for creative task performance.
Answer: C
Explanation: Teresa’s job primarily involves routine task performance, but the fire required adaptive task performance, or adaptability. Though heroic, her act did not qualify as an example of creative task performance because using a fire extinguisher is an obvious rather than a novel solution to an outbreak of fire.
Difficulty: 3 Hard
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
34) Employee responses to job demands that are novel, unusual, or unpredictable are a part of
- A) job performance.
- B) adaptive task performance.
- C) job analysis.
- D) routine task performance.
- E) citizenship behavior.
Answer: B
Explanation: Adaptive task performance, or more commonly “adaptability,” involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Difficulty: 1 Easy
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
35) Today, Jamie, a police officer with a big-city force, apprehended a suspect fleeing the scene of a convenience store robbery. The suspect ran for three blocks before Jamie managed to tackle and handcuff him and read him his rights, by which time other officers had arrived on the scene to take him down to the station for booking. Jamie later described the situation to family and friends as “all in a day’s work,” but in organizational terms this is an example of
- A) job performance.
- B) citizenship behavior.
- C) routine task performance.
- D) creative task performance.
- E) adaptive task performance.
Answer: E
Explanation: Adaptive task performance, or more commonly “adaptability,” involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable. It includes such behaviors as handling emergencies and crisis situations.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
36) Handling work stress and emergencies, solving problems creatively, and responding to unpredictable demands are all aspects of
- A) citizenship behavior.
- B) civic virtue.
- C) helping.
- D) adaptability.
- E) service work.
Answer: D
Explanation: Adaptability involves handling work stress, solving problems creatively, handling emergencies, responding to unpredictable demands, and other qualities.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
37) Remaining composed and cool when faced with difficult circumstances or a highly demanding workload or schedule, and acting as a calming and settling influence to whom others can look for guidance, are all part of ________, one of the behaviors involved in adaptability.
- A) dealing with uncertain and unpredictable work situations
- B) handling emergencies or crisis situations
- C) demonstrating interpersonal adaptability
- D) solving problems creatively
- E) handling work stress
Answer: E
Explanation: Handling work stress involves remaining composed and cool when faced with difficult circumstances or a highly demanding workload or schedule, and acting as a calming and settling influence to whom others can look for guidance
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
38) Agnes is an inventor whose work has made people’s lives better in a number of ways. As one commentator observed, “It’s not just that her work is original—wearing shoes on your head is original—but it’s also useful.” Agnes’s work is an example of
- A) organizational citizenship behavior.
- B) interpersonal citizenship behavior.
- C) adaptive task performance.
- D) creative task performance.
- E) routine task performance.
Answer: D
Explanation: Creative task performance refers to the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
39) An artist, Martel is known for his bright canvases awash in extraordinary color combinations. His pieces bring tens of thousands of dollars at auction, and this allows him to pay the salary of assistants, such as Brendan. An aspiring young painter, Brendan mixes paints, cleans brushes, and maintains the inventory of art supplies in Martel’s studio. The difference between their two positions is best described in organizational terms by saying that Martel’s work involves ________ task performance.
- A) creative task performance, whereas Brendan’s is primarily concerned with adaptive
- B) adaptive task performance, whereas Brendan’s is primarily concerned with creative
- C) adaptive task performance, whereas Brendan’s is primarily concerned with routine
- D) routine task performance, whereas Brendan’s is primarily concerned with adaptive
- E) creative task performance, whereas Brendan’s is primarily concerned with routine
Answer: E
Explanation: Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful, whereas routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way. Martel has become famous because of his paintings, which are both novel and (because they give people pleasure) useful. Though Brendan aspires to be known as an artist in his own right, at present his job involves little creativity—an example of routine task performance.
Difficulty: 2 Medium
Topic: Task performance
Learning Objective: 02-02 What is task performance?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Organizational Behavior, 6e (Colquitt)
Chapter 4 Job Satisfaction
1) Research shows that employees with low job satisfaction experience strong positive feelings when they think about their duties or take part in their task activities.
Answer: FALSE
Explanation: Employees with high job satisfaction experience positive feelings when they think about their duties or take part in task activities. Employees with low job satisfaction experience negative feelings when they think about their duties or take part in their task activities.
Difficulty: 1 Easy
Topic: Job satisfaction
Learning Objective: 04-01 What is job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
2) Values are those things that people consciously or subconsciously want to seek or attain.
Answer: TRUE
Explanation: Values are those things that people consciously or subconsciously want to seek or attain.
Difficulty: 1 Easy
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
3) The value-percept theory utilizes three critical psychological states to measure job satisfaction.
Answer: FALSE
Explanation: The value-percept theory utilizes five values to measure job satisfaction. Job characteristics theory incorporates three critical psychological states in measuring job satisfaction.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
4) The elements in employees’ relationships with their supervisors that affect levels of job satisfaction are much different from the elements in employees’ relationships with their coworkers that affect job satisfaction.
Answer: FALSE
Explanation: Employees ask the same kinds of questions about and consider the same elements in their relationships with their coworkers as they do their supervisors in determining job satisfaction.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
5) Some employees do not want frequent promotions because promotions bring more responsibility and increased work hours.
Answer: TRUE
Explanation: Promotion satisfaction refers to employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability. Unlike pay, some employees may not want frequent promotions because promotions bring more responsibility and increased work hours.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
6) Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
Answer: TRUE
Explanation: Satisfaction with the work itself is the single strongest driver of overall job satisfaction. Supervision and coworker satisfaction are also strong drivers, and promotion and pay satisfaction have moderately strong effects.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
7) Meaningfulness of work captures the degree to which employees feel that they are key drivers of the quality of the unit’s work.
Answer: FALSE
Explanation: The first psychological state is believing in the meaningfulness of work, which reflects the degree to which work tasks are viewed as something that “counts” in the employee’s system of philosophies and beliefs.
Difficulty: 2 Medium
Topic: Job characteristics theory
Learning Objective: 04-04 Which job characteristics can create a sense of satisfaction with the work itself?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) Job characteristics theory argues that variety, identity, significance, autonomy, and feedback result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
Answer: TRUE
Explanation: Job characteristics theory argues that five core job characteristics (variety, identity, significance, autonomy, and feedback—”VISAF”) result in high levels of the three psychological states (meaningfulness of work, responsibility for outcomes, and knowledge of results), making work tasks more satisfying.
Difficulty: 2 Medium
Topic: Job characteristics theory
Learning Objective: 04-04 Which job characteristics can create a sense of satisfaction with the work itself?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
9) According to job characteristics theory, when students tell professors they hope to take more courses with them, this high level of identity positively affects the professors’ job satisfaction.
Answer: FALSE
Explanation: Such statements represent high feedback, not identity. High feedback would increase a professor’s job satisfaction.
Difficulty: 2 Medium
Topic: Job characteristics theory
Learning Objective: 04-04 Which job characteristics can create a sense of satisfaction with the work itself?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) The moderate to strong positive correlations between the five core job characteristics and job satisfaction indicate all employees want more variety and more autonomous and significant jobs.
Answer: FALSE
Explanation: Meta-analyses showed that the five core job characteristics are moderately to strongly related to work satisfaction. However, those results don’t mean that every employee wants more variety, more autonomy, and so forth.
Difficulty: 3 Hard
Topic: Job characteristics theory
Learning Objective: 04-04 Which job characteristics can create a sense of satisfaction with the work itself?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
11) When employees are very talented and feel a strong need for growth, their core job characteristics have no effect on their job satisfaction.
Answer: FALSE
Explanation: When employees are very talented and feel a strong need for growth, the core job characteristics become even more powerful.
Difficulty: 2 Medium
Topic: Job characteristics theory
Learning Objective: 04-04 Which job characteristics can create a sense of satisfaction with the work itself?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
12) States of feeling that are intense, last for a few hours, and are clearly directed at (and caused by) someone or some circumstance are termed moods.
Answer: FALSE
Explanation: Moods are states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything.
Difficulty: 2 Medium
Topic: Affective component
Learning Objective: 04-06 What are mood and emotions, and what specific forms do they take?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
13) A challenging assignment given to a knowledgeable and skillful person would be likely to trigger an intense positive mood.
Answer: TRUE
Explanation: Research suggests that two conditions are critical to triggering intense positive mood. First, the activity in question has to be challenging. Second, the employee must possess the unique skills needed to meet that challenge.
Difficulty: 2 Medium
Topic: Affective component
Learning Objective: 04-06 What are mood and emotions, and what specific forms do they take?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
14) Passive recreation like watching TV is likely to trigger a flow state.
Answer: FALSE
Explanation: Leisure time is spent in passive recreation, such as watching TV or chatting with friends, and lacks the challenge needed to trigger flow states.
Difficulty: 2 Medium
Topic: Affective component
Learning Objective: 04-06 What are mood and emotions, and what specific forms do they take?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
15) Service jobs are high in emotional labor.
Answer: TRUE
Explanation: Service jobs in which employees make direct contact with customers often require those employees to hide any anger, anxiety, sadness, or disgust that they may feel, suppressing the urge to spontaneously engage in some negative behavior. Such jobs are high in emotional labor, or the need to manage emotions to complete job duties successfully.
Difficulty: 1 Easy
Topic: Emotional labor
Learning Objective: 04-06 What are mood and emotions, and what specific forms do they take?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
16) Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
Answer: TRUE
Explanation: Satisfied employees do a better job of fulfilling the duties described in their job descriptions, and evidence suggests that positive feelings foster creativity, improve problem solving and decision making, and enhance memory and recall of certain kinds of information.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-07 How does job satisfaction affect job performance and organizational commitment? How does it affect life satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
17) Research reveals that job satisfaction is correlated strongly with citizenship behavior.
Answer: FALSE
Explanation: Job satisfaction also is correlated moderately with citizenship behavior. Satisfied employees engage in more frequent “extra mile” behaviors to help their coworkers and their organization.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-07 How does job satisfaction affect job performance and organizational commitment? How does it affect life satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
18) Nations that are above the poverty line are no happier than those below the poverty line.
Answer: FALSE
Explanation: Nations that are above the poverty line are happier than those below the poverty line.
Difficulty: 3 Hard
Topic: Job satisfaction
Learning Objective: 04-07 How does job satisfaction affect job performance and organizational commitment? How does it affect life satisfaction?
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
19) The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the organization should not be anonymous so that managers can identify which employees are not satisfied and address their specific needs.
Answer: FALSE
Explanation: JDI recommends that surveys be anonymous so that employees can be as honest as possible without worrying about being punished for any critical comments about the organization.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-08 What steps can organizations take to assess and manage job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
20) The JDI manual provides national norms for all facets and breaks down those norms according to relevant demographic groups.
Answer: TRUE
Explanation: The JDI manual also provides national norms for all facets and breaks down those norms according to relevant demographic groups (e.g., managers vs. nonmanagers, new vs. senior employees, gender, education).
Difficulty: 1 Easy
Topic: Job satisfaction
Learning Objective: 04-08 What steps can organizations take to assess and manage job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
21) ________ is a positive emotional state resulting from the appraisal of one’s job or job experiences.
- A) Job development
- B) Organizational endurance
- C) Organizational performance
- D) Job satisfaction
- E) Organizational growth
Answer: D
Explanation: Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. In other words, it represents how you feel about your job and what you think about your job.
Difficulty: 1 Easy
Topic: Job satisfaction
Learning Objective: 04-01 What is job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
22) The results of surveys of common work values can be broken down into several general categories. Those general categories include which of the following sets of items?
- A) promotions, altruism, and status
- B) equity and equality
- C) meaningfulness of work, responsibility for outcomes, and knowledge of results
- D) identity, autonomy, and feedback
- E) joy, pride, hope, and compassion
Answer: A
Explanation: Common work values can be broken down into several general categories including promotions, altruism, and status.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-01 What is job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
23) Workplace surveys suggest that satisfied employees are becoming
- A) more uncommon.
- B) more widespread.
- C) less expensive.
- D) less productive.
- E) more complacent.
Answer: A
Explanation: Workplace surveys suggest that satisfied employees are becoming more and more rare.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-01 What is job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
24) Values are defined as
- A) those things that people consciously or subconsciously want to seek or attain.
- B) pleasurable emotional states resulting from the appraisal of one’s job or job experiences.
- C) a set of shared attitudes, values, goals, and practices that characterizes an institution, organization, or group.
- D) processes that elicit, control, and sustain certain behaviors.
- E) the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
Answer: A
Explanation: Values are those things that people consciously or subconsciously want to seek or attain.
Difficulty: 1 Easy
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Akari accepted a position with Innovate Electronics because she knows the company is highly regarded. Which of the following work value categories does Akari’s choice relate to?
- A) supervision
- B) coworkers
- C) pay
- D) promotions
- E) status
Answer: E
Explanation: Status involves prestige, power over others, and fame.
Difficulty: 2 Medium
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) Having prestige, power over others, and fame are examples of work values related to
- A) altruism.
- B) pay.
- C) status.
- D) promotion.
- E) supervision.
Answer: C
Explanation: Status implies having prestige, power over others, and fame.
Difficulty: 1 Easy
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
27) Which of the following is a specific value related to the work itself?
- A) high salary
- B) good supervisory relations
- C) intellectual stimulation
- D) enjoyable coworkers
- E) power over others
Answer: C
Explanation: The specific values associated with the work itself include utilization of ability, freedom and independence, intellectual stimulation, creative expression, and sense of achievement.
Difficulty: 2 Medium
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
28) Yusuf is a pediatrician who is passionate about helping children with difficult medical conditions. He also volunteers at a free clinic during the weekend. Judging from this, which of the following work value categories would be important for him?
- A) status
- B) environment
- C) pay
- D) altruism
- E) supervision
Answer: D
Explanation: Yusuf enjoys helping others and places importance on moral causes. This indicates that the work value category of altruism would be important for him.
Difficulty: 2 Medium
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
29) Manuela, a writer of advertising copy, has been an overachiever throughout her career. She enjoys the intellectual stimulation she has at work. She feels her work allows her to use her creativity and artistic skills to their full potential. Which of the following work value categories is important to Manuela?
- A) status
- B) work itself
- C) coworkers
- D) altruism
- E) supervision
Answer: B
Explanation: Work itself is a work value that includes utilization of ability, freedom and independence, intellectual stimulation, creative expression, and sense of achievement.
Difficulty: 2 Medium
Topic: Values
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
30) Which of the following theories argues that job satisfaction depends on whether an employee perceives that his or her job supplies the things that he or she values?
- A) Maslow’s theory
- B) job characteristics theory
- C) value-percept theory
- D) job withdrawal theory
- E) emotional contagion theory
Answer: C
Explanation: Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Big differences between wants and haves create a sense of dissatisfaction, especially when the value in question is important.
Difficulty: 1 Easy
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
31) According to the value-percept theory, in which of the following scenarios would the employee be the most dissatisfied?
- A) Levente wants to work with people, so he took a job with a boat tour company. He didn’t realize most of his hours would be spent alone doing paperwork.
- B) Laura wants to focus on scientific research. In her job for Lako Chemical, about half of her time involves research and the rest involves meetings.
- C) Sofia wants to work with numbers. As an accountant, she works with numbers for the majority of her time in the office.
- D) Lorenzo likes physical activity and taking risks. His job in a circus involves both of these elements, but he also spends time cleaning animal cages.
- E) Rokas likes helping people who are less fortunate, so he took a job as a social worker. Although he spends hours helping the poor, he dislikes his hour-long commute.
Answer: A
Explanation: According to the value-percept theory, the bigger the difference between wants and haves, the greater the dissatisfaction. As a result, Levente is the most dissatisfied with his job because he wants to work with people but spends most of his time alone.
Difficulty: 3 Hard
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
32) You want a job that is creative and pays well, but you are also concerned with the work environment. Based on the concept of supervision satisfaction, which of the following jobs would you most likely take?
- A) The supervisor provides regular pay raises and seems unlikable.
- B) The supervisor provides little technical support and seems like a nice person.
- C) The supervisor allows several sick days and seems surly.
- D) The supervisor encourages innovative ideas and has a friendly attitude.
- E) The supervisor seems open to new ideas and has a cold personality.
Answer: D
Explanation: According to the concept of supervision satisfaction, most employees ask two questions about their supervisors: (1) “Can they help me attain the things that I value?” and (2) “Are they generally likable?” The supervisor who encourages innovative ideas, an aspect of creativity, and has a friendly attitude will make that job the most desirable.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
33) Which of the following scenarios deals with satisfaction with the work itself?
- A) Ximena is happy with her job because she just became a department head.
- B) Piotr enjoys his job because he constantly faces new challenges.
- C) Lotte likes her job mainly because a coworker has become a close friend.
- D) Santiago enjoys his job because his boss is so easy to get along with.
- E) Krystyna is happy with her job because it’s a fast-track to the top.
Answer: B
Explanation: Piotr’s work is challenging, which he enjoys. He therefore has satisfaction with the work itself.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
34) According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is given by the following:
- A) Dissatisfaction = (Vwant- Vperceive) × (Vimportance)
- B) Dissatisfaction = (Vwant- Vhave)/(Vimportance)
- C) Dissatisfaction = (Vwant- Vhave)^(Vimportance)
- D) Dissatisfaction = (Vwant- Vhave) × (Vimportance)
- E) Dissatisfaction = (Vwant- Vperceive)/(Vimportance)
Answer: D
Explanation: Big differences between wants and haves create a sense of dissatisfaction, especially when the value in question is important. This is represented by the equation given by Dissatisfaction = (Vwant – Vhave) × (Vimportance).
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
35) Which of the following is true regarding value-percept theory?
- A) Value-percept theory describes the central characteristics of intrinsically satisfying jobs.
- B) Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction.
- C) Value-percept theory suggests that people evaluate job satisfaction according to specific “facets” of the job.
- D) Value-percept theory suggests that satisfied employees are becoming more and more rare.
- E) Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.
Answer: C
Explanation: Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Value-percept theory also suggests that people evaluate job satisfaction according to specific “facets” of the job.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
36) When it comes to pay satisfaction, most employees base their desired pay on their job duties and
- A) the potential for promotions.
- B) their basic needs.
- C) their status.
- D) the pay received by their superiors.
- E) the pay received by comparable colleagues.
Answer: E
Explanation: Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Pay satisfaction refers to employees’ feelings about their pay, including whether it is as much as they deserve and is based on a comparison with the pay given to comparable colleagues.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
37) Eliska is well established as a financial analyst at the Magnify Investment Company. She has significant financial responsibility for her family, and she has recently applied for a mortgage. Which of the following work value categories would likely be important to her?
- A) altruism
- B) pay
- C) status
- D) achievement
- E) environment
Answer: B
Explanation: Because Eliska is well established but has significant financial responsibilities, she would be concerned over a high and secure salary, which comes under pay; achievement, altruism, status, and environment would come at later stages of work.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
38) Which facet of job satisfaction brings more responsibility and increased work hours?
- A) promotion
- B) compensation
- C) environmental factors
- D) competition
- E) change in leadership
Answer: A
Explanation: Value-percept theory argues that job satisfaction depends on whether you perceive that your job supplies the things that you value. Promotion, a facet of job satisfaction, brings more responsibility and increased work.
Difficulty: 1 Easy
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
39) According to the value-percept theory, for an employee to have high supervision satisfaction, which of the following is critical?
- A) supervisor’s style of dress
- B) supervisor’s level of education
- C) supervisor’s being an extrovert
- D) supervisor’s values and beliefs
- E) supervisor’s salary
Answer: D
Explanation: An employee will have high supervision satisfaction if the supervisor is likeable, provides rewards and recognition for good performance, helps the employee attain valued things, and has values and beliefs similar to the employee’s philosophies.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
40) Which of the following statements is true regarding coworker satisfaction?
- A) Coworker satisfaction leads to lowered productivity.
- B) Coworker satisfaction requires that all employees of the same level be promoted at the same intervals.
- C) Coworker satisfaction increases if employees take part in annual reviews of each other’s work.
- D) Coworker satisfaction does not contribute much to overall job satisfaction.
- E) Coworker satisfaction is important because employees spend considerable time with coworkers.
Answer: E
Explanation: Coworker satisfaction is important because we spend just as much time with coworkers as we do with members of our own family.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
41) Satisfaction with ________ reflects employees’ feelings about their actual job tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
- A) the work itself
- B) pay
- C) promotion
- D) supervision
- E) coworkers
Answer: A
Explanation: Satisfaction with the work itself reflects employees’ feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable.
Difficulty: 2 Medium
Topic: Job satisfaction
Learning Objective: 04-03 What specific facets do employees consider when evaluating their job satisfaction?
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
42) Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn’t thrilled by it, and she also has mild anxiety about germs.
Which of the following statements is most likely true?
- A) Saki has the highest level of job satisfaction.
- B) They all have essentially equal levels of job satisfaction.
- C) None of them are likely to have high job satisfaction.
- D) Jake has the highest job satisfaction.
- E) Tamar has the lowest job satisfaction.
Answer: A
Explanation: Saki is getting a high level of what she wants and what is important to her. She most likely has the highest level of job satisfaction.
Difficulty: 3 Hard
Topic: Job satisfaction
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
43) Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn’t thrilled by it, and she also has mild anxiety about germs.
Which of the following statements is most likely true?
- A) Jake most likely has the lowest job satisfaction.
- B) Saki most likely has the lowest job satisfaction.
- C) Jake most likely has the highest job satisfaction.
- D) Tamar most likely has the highest job satisfaction.
- E) Tamar most likely has the lowest job satisfaction.
Answer: A
Explanation: Jake most likely has the lowest job satisfaction because money is extremely important to him, given his school loan debt and family responsibilities, and he isn’t making much. The job provides Kylie with a lot of opportunity to engage in helping others, which is very important to her, therefore, she would have high job satisfaction. Samantha may have mild job dissatisfaction but not nearly to the extent that Jake does.
Difficulty: 3 Hard
Topic: Job satisfaction
Learning Objective: 04-02 What are values, and how do they affect job satisfaction?
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
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