Deck 4: Workplace Emotions, Attitudes and Stress

Question 1

Attitudes are fleeting physiological experiences we have in response to an attitude object.

Answer 1

False

Question 2

People are consciously aware of most emotions they experience.

Answer 2

False

Question 3

People with the same feelings may form different behavioral intentions based on their unique past experience.

Answer 3

True

Question 4

Cognitive dissonance is more likely to occur when the dissonant behavior is known to everyone, was done voluntarily and can't be undone.

Question 5

Emotions generate a core affect that something is good or bad, helpful or harmful, to be approached or avoided.

Question 6

Attitudes represent a cluster of beliefs, motivation and feelings about an attitude object.

Question 7

Emotions are communications to ourselves, which serve to put us in a state of readiness.

Question 8

Emotions represent the cluster of beliefs, assessed feelings, and behavioral intentions towards something or someone.

Question 9

Research concludes that when our emotions and logical analysis of a situation conflict with each other, we should follow our emotions.

Question 10

A person's emotions are influenced by his or her personality, not just from workplace experiences.

Question 11

Moods represent our reaction to specific people or events, whereas emotions are not directed toward anything in particular.

Question 12

Attitudes develop from our emotional experiences as well as from the perceptual process.

Question 13

Emotional labor refers to any physical work that makes employees feel angry that they must perform this kind of work.

Question 14

In the model of emotions, attitudes, and behavior, feelings lead to beliefs, which in turn lead to behaviors.

Question 15

Beliefs represent our perceptions about the attitude object.

Question 16

Emotions are brief events or "episodes".

Question 17

Attitudes consist of the following three components: emotions, beliefs, and behaviors.
Ans:

Question 18

Moods are less intense emotional states that are not directed toward anything in particular.

Question 19

Display rules are norms that require employees to show certain emotions and to withhold others.

Question 20

Strong emotions trigger our conscious awareness of a threat or opportunity in the external environment.

Question 21

Experts have concluded that cognitive intelligence and emotional intelligence are the same things.

Question 22

Employees experience less stress from emotional labor when they practice surface acting rather than deep acting.

Question 23

Emotional dissonance refers to the conflict experienced between the emotions we are required to display and our true emotions in that situation.

Question 24

Emotional intelligence is a set of abilities.

Question 25

Three dimensions of emotional intelligence are cognitive dissonance, continuance commitment, and emotional labor.

Question 26

Emotional intelligence tends to increase with age.

Question 27

Relationship management represents the highest level of emotional intelligence.

Question 28

Job satisfaction represents a person's evaluation of his or her job and work context.

Question 29

Employees minimize the stress from emotional labor by actually changing their emotions to match the job requirements (deep acting), rather than displaying emotions contrary to their true emotions (surface acting).

Question 30

It is reasonable to conclude from recent surveys that nearly all employees in the United States are truly very satisfied with their jobs.

Question 31

Emotional dissonance occurs when we use our emotional intelligence on others but other people do not use their emotional intelligence on us.

Question 32

Emotional dissonance is most common where emotional display rules are highly regulated and employees must display emotions quite different from their true emotions.

Question 33

The norms and expectations governing emotional display rules are similar around the world.

Question 34

Jobs require more emotional labor when employees must display a variety of emotions, rather than just one or two.

Question 35

Compared with other countries, Hungarian employees have above average levels of job satisfaction.

Question 36

Emotional intelligence refers to the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others.

Question 37

The four dimensions of emotional intelligence form a hierarchy.

Question 38

Conflict between required and true emotions is called emotional intelligence.

Question 39

Emotional intelligence can be learned to some extent.

Question 40

Emotional labor may result in stress and job burnout when the prescribed emotions for a job conflict with the employee's true emotions.

Question 41

Financial incentives to stay with the organization (i.e., golden handcuffs) usually reduce continuance commitment.

Question 42

Continuance commitment motivates employees to increase their work effort beyond expectations.

Question 43

Research indicates that employees with higher job satisfaction tend to provide better customer service.

Question 44

Continuance commitment is a calculative decision to remain with the organization rather than an emotional attachment to the firm.

Question 45

Job satisfaction is an ethical issue that influences the organization's reputation in the community.

Question 46

The relationship between job satisfaction and job performance would likely be stronger if more organizations provided valued rewards for good performance.

Question 47

Personality and previous experiences influence an employee's decision to engage in exit, voice, loyalty, or neglect when they are dissatisfied with their job.

Question 48

Organizational commitment refers to an employee's contractual obligation to provide a minimum amount of time and effort to the organization in return for a fair day's pay from the organization.

Question 49

Employees experience more continuance commitment when the organization provides opportunities for employee involvement.

Question 50

According to the exit-voice-loyalty-neglect model, some unsatisfied employees engage in "voice" by constructively recommending solutions to the source of their dissatisfaction.

Question 51

Trust, employee involvement, and organizational comprehension tend to increase organizational commitment.

Question 52

Researchers have consistently found that job satisfaction leads to improved job performance even when rewards are not a factor.

Question 53

The latest organizational behavior evidence concludes that happy workers are more productive workers to some extent.

Question 54

Employers can increase their employees' level of affective commitment through their pay system.

Question 55

Employees are more likely to quit their jobs and be absent from work if they are dissatisfied with their jobs.

Question 56

The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction by patiently waiting for the problem to work itself out or get resolved by others.

Question 57

Employees with high levels of affective commitment tend to engage in more organizational citizenship behaviors.

Question 58

Employees with higher job satisfaction tend to convey more friendliness and positive feelings to customers.

Question 59

The two types of organizational commitment are affective and perceptual.

Question 60

Job satisfaction is higher in Nordic countries.

Question 61

Employees have lower affective commitment when they are offered stable, long-term employment.

Question 62

Anger, fear, joy and sadness represent:

A)beliefs that influence our attitudes towards something or someone.
B)the first four stages of emotional labor.
C)types of emotions.
D)four dimensions of job satisfaction.
E)both 'A' and 'C'.

Question 63

Everyone needs some level of stress to survive.

Question 64

Affective commitment is higher in organizations with strong ethical values.

Question 65

There are three stages in the job burnout process.

Question 66

Employees tend to have higher organizational commitment when their personal values differ from the company's values.

Question 67

The general adaptation syndrome describes the consequences of stress.

Question 68

Eustress refers to the short-term causes of stress, whereas distress refers to long-term causes.

Question 69

Social support helps employees to manage stress by increasing their self-esteem.

Question 70

Emotions are defined as:

A)feelings that are not directed towards anything in particular.
B)our judgments about what is right or wrong.
C)our intentions to act towards the attitude object.
D)the cluster of beliefs, assessed feelings and behavioral intentions towards an attitude object.
E)none of the above.

Question 71

The job burnout process occurs in the following sequence: (1) reduced efficacy, (2) emotional exhaustion and (3) higher blood pressure.

Question 72

Stress is an adaptive response to a situation that is perceived as challenging or threatening to the person's wellbeing.

Question 73

Sexual harassment is a type of stressor.

Question 74

Trust is a reciprocal activity; to receive trust from employees, corporate leaders must demonstrate their trust in those employees.

Question 75

Emotions have what effect on us?

A)They make us aware of events that possibly affect our important goals.
B)They put us into a state of readiness.
C)They provide a communication to us about the presence of relevant events in the external environment.
D)All of the above.
E)Only 'A' and 'C'.

Question 76

Stress refers to any environmental conditions that cause someone to suffer or experience fear.

Question 77

Employees with very high loyalty tend to have high conformity, which results in lower creativity.

Question 78

Which of the following is NOT usually identified as a category of emotions?

A)Perceived
B)Excited
C)Fearful
D)Relaxed
E)Gloomy

Question 79

Job sharing and telework are usually considered ways to reduce stress through work/life balance.

Question 80

Which of the following statements about emotions is FALSE?

A)We continuously experience an emotion for days or weeks at a time.
B)We experience emotions psychologically.
C)We experience emotions physiologically.
D)Emotions create a state of readiness.
E)Emotions are directed toward someone or something.