Deck 11: Job Attitudes and Emotions at Work

Question 1

Companies that ask their employees to display certain emotions have emotional _______________.

A) labor guidelines
B) performance indicators
C) display rules
D) commitment factors

Answer 1

C

Question 2

In general, job attitudes are comprised of the following three components:

A) rational, evaluative, emotional
B) affective, cognitive, behavioral
C) persistence, direction, magnitude
D) happiness, commitment, intention

Answer 2

B

Question 3

Juan is leading his team's weekly meeting. One of Juan's team members enters the meeting, and she appears visibly agitated and angry. Soon afterward, another team member enters who also appears to be upset and angry. Finally, the four other team members enter smiling and laughing. About 10 minutes into the meeting, Juan notices that all six team members are now smiling and speaking excitedly. Of the following, what is best possible explanation for why all of the team members are now smiling?

A) job satisfaction
B) employee engagement
C) job characteristics
D) emotional contagion

Answer 3

D

Question 4

When companies have display rules for emotions, they are likely asking employees to engage in what?

A) Emotional labor
B) Emotional turnover
C) Motivational labor
D) Path-goal emotions

Question 5

Which is NOT an outcome of job attitudes at work?

A) Performance
B) Turnover
C) Leadership
D) Organizational citizenship

Question 6

Which type of emotional labor is usually not associated with higher experienced stress?

A) Surface acting
B) Dissonance acting
C) Deep acting
D) Newcomer display rules

Question 7

Which of the following is true for "unfolding theory of turnover"?

A) Turnover is a function of supervisor personality
B) Turnover is a function of shocks or unexpected events
C) Whether turnover benefits or harms the organization depends on the situation.
D) Turnover is contagious and one person leaving increases the risk of others leaving.

Question 8

Which of the following is an antecedent to job satisfaction and organization commitment?

A) counter-productive work behaviors
B) Absenteeism
C) Performance
D) none of the above

Question 9

An employee at a company who does not believe in the company's mission but is required to display certain emotions is likely engaging in what type of emotional labor?

A) Normative acting
B) Surface acting
C) Contagion acting
D) Deep acting

Question 10

Jesse works in the HR department of a large company. While Jesse does not particularly feel attached to this company, he also realizes that the company made a lot of investments in his training. When Jesse gets an offer to join another organization's HR department, he is feeling uncomfortable taking the new offer. Jesse may be experience what type of commitment?

A) Continuance commitment
B) Occupational commitment
C) Job commitment
D) Normative commitment

Question 11

An employee at an automobile manufacturing plant is told she may lose her job in the next 90 days. What effect might this have on her job satisfaction?

A) Decreased due to job insecurity
B) Increased due to job insecurity
C) None
D) Increased organizational commitment

Question 12

Sarah is a computer programmer at a large tech company. In the morning she has a positive interaction with a supervisor, and in the afternoon she solves a technical problem with some code that has been bothering her for weeks. Which theory might explain this process?

A) Job characteristics theory
B) Leadership theory
C) Stress theory
D) Broaden-and-build theory

Question 13

_____ refers to the pleasurable (or unpleasurable) feeling resulting from one's evaluation a job or job experience.

A) employee engagement
B) turnover intentions
C) organizational commitment
D) job satisfaction

Question 14

An individual is considered to be high in ______ if he/she is dedicated, absorbed, energized, excited, and passionate about his/her work.

A) employee engagement
B) positive affectivity
C) organizational commitment
D) job satisfaction

Question 15

______ refers to the transfer and sharing of emotion from an individual to others via automatic and unconscious processes.

A) emotional labor
B) emotional contagion
C) emotion regulation
D) emotional valence

Question 16

This type of emotional labor tends to have the most harmful consequences for employees who frequently engage in it.

A) surface acting
B) deep acting
C) genuine acting
D) regulation

Question 17

What is the difference between procedural justice and distributive justice?

A) Procedural justice relates to the fairness of outcomes; distributive justice relates to fairness of an organizational process
B) Procedural justice relates to the fairness of a process; distributive justice relates to interpersonal treatment
C) Procedural justice relates to interpersonal treatment; distributive justice relates to the fairness of a process
D) Procedural justice relates to fairness of an organizational process; distributive justice relates to the fairness of an outcome

Question 18

According to ______, behavior is a function of intentions, norms, and control.

A)Theory of Planned Behavior
B)Emotional Engagement Theory
C)Social Contagion Theory
D)Theory Emotional Labor

Question 19

The degree to which an employee identifies with and feels involved in the organization describes their

A) emotional engagement
B) employee engagement
C) organizational commitment
D) job satisfaction trajectory

Question 20

Grant is dedicated to his job as an emergency room technician. He finds it exciting, and he is passionate about it. Grant is experiencing high ____ about his job.

A)emotional labor
B)work engagement
C)LMX
D)initiating structure

Question 21

Exit interviews are used by organizations to ____.

A)*find out about factors that made departing employees unhappy.
B)determine strengths and weaknesses of leaders' normative commitment.
C)find out how employee performance can be improved.
D)establish better group norms around emotional labor.

Question 22

Clarice is happy with the pay she gets on her job, but she doesn't like the work itself. Clarice is experiencing ____.

A)high global job satisfaction and low facet job satisfaction.
B)high facet job satisfaction and low global job satisfaction.
C)low extrinsic job satisfaction and high intrinsic job satisfaction.
D)high extrinsic satisfaction and low intrinsic job satisfaction.

Question 23

_____ is a state of nonjudgmental attentiveness and awareness of the moment, without thinking and worrying about the past or the future.

A) emotional balance
B) mindfulness
C) consideration
D) self-care

Question 24

Jennifer feels like the way pay decisions are made by her boss is fair, but she doesn't like the fact that she ended up with a lower pay raise than her coworkers. Jennifer is experiencing

A) high procedural justice but low distributive justice.
B) low procedural justice but high distributive justice.
C) high interactional justice but low procedural justice.
D) low interactional justice but high procedural justice.

Question 25

___ is a tendency to experience negative emotions such as anger, sadness, and guilt.

A) Emotional labor
B) Emotional engagement
C) Mindfulness
D) Negative affectivity

Question 26

Person-organization fit is defined as

A) the degree to which a person's knowledge, skills, and abilities fit their job.
B) whether or not a person's interests and values are aligned with those of their work group.
C) whether or not a person's interests and values are aligned with those of their organization.
D) whether or not a person perceives organizational support.

Question 27

Job satisfaction and organizational commitment tend to be

A) highly correlated.
B) uncorrelated.
C) related to each other when justice is high.
D) related to engagement but not each other.

Question 28

The three components of a job attitude are cognitive, affective, and behavioral.

Question 29

The Theory of Planned Behavior describes the conditions under which attitudes relate to behaviors.

Question 30

Job satisfaction and organizational commitment are generally uncorrelated.

Question 31

Satisfaction with pay is a part of extrinsic job satisfaction.

Question 32

Normative commitment is being committed to the organization due to a sense of obligation and that it is the right thing to do.

Question 33

Person-job fit is the degree of similarity between a person's own values and the values of the organization.

Question 34

Organizational citizenship behaviors are not part of an employee's job description but contribute to the effectiveness of the organization.

Question 35

Emotional contagion is when emotions spread within the work group.

Question 36

Deep acting is when you change the expression of your emotions without changing your actual emotions.

Question 37

Emotional labor is having to display emotions that you do not feel.

Question 38

____ is the discomfort experienced when attitudes and behaviors are not aligned.

Question 39

According to ____, behavior is a function of intentions, norms, and control.

Question 40

____ is the degree to which the employee identifies with and feels involved in the organization.

Question 41

¬¬¬____ is the degree to which the individual is dedicated to and absorbed with work, and bringing a sense of excitement and passion to work.

Question 42

____ is satisfaction with the work itself and opportunities to use one's skills.

Question 43

____ commitment is commitment to the organization because of a sincere emotional attachment to it.

Question 44

____ is the perception that the organization is committed to and cares about its employees.

Question 45

____ justice is the perceived fairness of rewards received from the organization.

Question 46

___ is changing not only how one acts but also trying to change the underlying emotion.

Question 47

Emerging evidence suggests that understanding job satisfaction trajectories (i.e., direction of change) may help organizations better predict turnover intentions and turnover (Chen et al., 2011). What steps can an organization take to capitalize on this finding?

Question 48

What are the three commonly studied dimensions of organizational commitment? How are they interrelated?

Question 49

What is work engagement? How does it differ from other job attitudes?

Question 50

What factors may affect job attitudes? What outcomes have been found to be connected with job attitudes?

Question 51

What might the advantages and disadvantages of emotional display rules be for organizations?

Question 52

What are global measures versus facet-based measures of job satisfaction. What are the advantages and disadvantages of each?

Question 53

An organization approaches your I/O consulting firm and explains their employees' job attitudes are at an all-time low. What questions might you ask or areas of the organization might you examine to determine some likely causes of the diminished job attitudes?

Question 54

How might organizations increase performance in some way other than asking their employees to do more work? How would you explain how this might work?

Question 55

If you were to start a company from scratch, would you or would you not require emotional display rules? What would your answer depend on? Use theories and evidence to support your answer.

Question 56

What are some outcomes of job attitudes?

Question 57

What are emotional display rules?

Question 58

What does Affective Events Theory say about emotions and job attitudes?

Question 59

What are two types of emotional labor?

Question 60

Based on Broaden and Build Theory, describe why negative emotions might lead to unsafe behavior and accidents/injuries in the workplace.

Question 61

Is the amount a person is paid (i.e., pay level) a strong predictor of how satisfied that person will be with his/her job in general? Why or why not?

Question 62

Linda works at large manufacturing company. She supervises three assembly teams and has noticed lately that her team members seem to be growing increasingly dissatisfied with their jobs and less committed to the company. Linda worries that if this trend continues her team's performance may decrease and she may lose them to voluntary turnover. What can Linda do to help increase her employees' job satisfaction and organizational commitment? Name two possible approaches.

Question 63

How might the Theory of Planned Behavior be used to explain how job attitudes may affect employee behavior?