Deck 2: Individual Behavior, values, and Personality

Question 1

Organizational citizenship is less likely to occur among employees with a high conscientiousness personality.

Answer 1

False

Question 2

Ability is the most important factor in the MARS model to explain why people quit their jobs.

Answer 2

False

Question 3

Stress and perceptions of unfair treatment tend to increase the incidence of counterproductive work behaviors.

Answer 3

True

Question 4

Motivation is an external force on the person that causes him or her to engage in specific behaviors.

Question 5

Research has found that absenteeism is rarely,if ever,caused by situational factors.

Question 6

Recent studies have found that counterproductive work behaviors have a very small negative effect on organizational performance.

Question 7

Situational factors are working conditions within the employee's control.

Question 8

Dark-side workplace behaviors are collectively known as counterproductive work behaviors (CWBs).

Question 9

According to the MARS model of individual behavior and performance,employee performance will remain high even if one of the four factors significantly weakens.

Question 10

Learned capabilities refer to the skills and knowledge that you have actually acquired.

Question 11

One person-job matching strategy is to select applicants whose existing competencies best fit the required task.

Question 12

Employees are more likely to engage in organizational citizenship behaviors when they believe that the company has treated them fairly.

Question 13

Competencies refer to the complete set of motivations,abilities,role perceptions and situational factors that contribute to job performance.

Question 14

Companies can improve employee role perceptions by describing the employee's assigned tasks clearly and providing meaningful performance feedback.

Question 15

Joining the organization is a type of work-related behavior.

Question 16

The MARS model identifies the four main factors that influence individual behavior.

Question 17

Low job satisfaction is a major reason why people quit their jobs.

Question 18

Task performance refers to goal-directed behaviors under the individual's control that support organizational objectives.

Question 19

Sick leave policies affect the employee's motivation to attend work.

Question 20

Aptitudes are natural talents that help individuals to learn specific tasks more quickly and perform them better than other people.

Question 21

It is sometimes difficult to apply the individual rights principle of ethical decision making because one individual right may conflict with another.

Question 22

Utilitarianism judges morality by the consequences of our actions,not the means to attaining those consequences.

Question 23

Espoused values represent the values that you and your spouse have in common.

Question 24

Research indicates that values incongruence -- differences between an employee's personal values and the organization's values -- is fairly common.

Question 25

One dimension of Schwartz's values model has openness to change at one extreme and conservation at the other extreme.

Question 26

The distributive justice principle of ethical decision making is based largely on a cost-benefit analysis of each decision alternative.

Question 27

The main reason why values don't guide our decisions and actions is that values are abstract concepts.

Question 28

One limitation with cross-cultural values information is that it incorrectly assumes that everyone within a specific country holds similar values.

Question 29

People arrange values into a needs hierarchy.

Question 30

Two of the most stable individual differences are values and personality.

Question 31

Our habitual behavior tends to be consistent with our values,but our everyday conscious decisions and actions apply our values much less consistently.

Question 32

Values are stable,long-lasting beliefs about what is important in a variety of situations.

Question 33

When choosing the most ethically correct action in a particular situation,the distributive justice principle overrules (is more important than)the others.

Question 34

Ethical sensitivity is the degree to which an issue demands the application of ethical principles.

Question 35

Three personality traits are distributive justice,utilitarianism,and distributive justice.

Question 36

The ideal situation in organizations is to have employees whose values are perfectly congruent with the organization's values.

Question 37

Cultures with high collectivism must also have low individualism.

Question 38

One way to increase the effect of values on behavior is to make people mindful of their values..

Question 39

Organizations that don't align corporate values with the dominant values of the society in which they operate may have difficulty keeping talented employees.

Question 40

Two countries with low collectivism are Japan and Canada.

Question 41

The Myers-Briggs Type Indicator is a personality test that measures the 'Big Five' personality dimensions.

Question 42

The Myers-Briggs Type Indicator measures the personality traits described by Swiss psychiatrist Carl Jung.

Question 43

Ethics experts say that the most effective way to ensure that employees engage in ethical behavior is to introduce ethical codes of conduct.

Question 44

According to the Myers-Briggs Type Indicator,some people are 'sensing-thinking' types whereas others may be 'intuitive-feeling' types.

Question 45

Sensing,feeling,and judging are three of the 'Big Five' personality traits.

Question 46

There is almost complete agreement among psychologists that personality is mostly formed by a person's childhood socialization.

Question 47

The 'Big Five' personality dimensions represent five clusters that represent most personality traits.

Question 48

Personality is a relatively stable pattern of behaviors and internal states that explains a person's behavioral tendencies.

Question 49

Neuroticism,sensing,and locus of control are three of the 'Big Five' personality dimensions.

Question 50

Corporate leaders have a strong influence on the moral conduct of employees in that organization.

Question 51

Ethically sensitive people tend to have more empathy and knowledge about the situation.

Question 52

Agreeableness,extroversion,and conscientiousness are three of the 'Big Five' personality dimensions.

Question 53

People with a low score on the neuroticism personality dimension tend to be more relaxed,secure and calm.

Question 54

Conscientiousness is one of the best personality traits for predicting job performance in most job groups.

Question 55

An internal locus of control characterizes people who think only of themselves rather than to people around them.

Question 56

The textbook argues that personality tests should be used to select employees in most jobs.

Question 57

Personality traits are more evident in situations where social norms and reward systems constrain behavior.

Question 58

People perform better in most employment situations when they have a strong external locus of control.

Question 59

In the Myers-Briggs type Indicator,'judging' types have a strong desire for order and want to resolve problems quickly.

Question 60

Conscientiousness refers to the extent that people are sensitive,flexible,creative,and curious.

Question 61

Realistic,investigative,and artistic are three categories of personality in Holland's theory of vocational choice.

Question 62

The main idea behind Holland's theory of vocational choice is that people are happiest and most successful when their personality is similar to the environment in which they are working.

Question 63

Ability includes which of these?

A) Aptitudes and learned skills
B) Natural aptitude and intensity
C) Persistence and direction
D) Intensity and learned capabilities
E) Direction and intensity

Question 64

The main argument of Holland's theory of occupational choice is that career success depends on the degree of fit between the person and his or her work environment.

Question 65

People with a strong self-monitoring personality are better conversationalists and are better at boundary-spanning positions.

Question 66

Which of the following refers to the fact that motivation is goal-directed,not random?

A) Persistence
B) Direction
C) Intensity
D) Aptitude
E) Competencies

Question 67

Motivation affects a person's ______ of voluntary behavior.

A) direction, intensity, and persistence.
B) antecedents, consequences and reinforcers.
C) size, shape and weight.
D) aptitudes, abilities, and competencies.
E) agreeableness, locus of control, and ethical sensitivity.

Question 68

Which of the following identifies the four factors that directly influence individual behavior and performance?

A) Utilitarianism
B) MARS model
C) Schwartz's model
D) Holland's model
E) Myers-Briggs Type Indicator

Question 69

_______ represents the forces within a person that affect the direction,intensity,and persistence of voluntary behavior.

A) Motivation
B) Personality
C) Values
D) Ethics
E) Ability

Question 70

People with a high self-monitoring personality tend to show little stability in other personality traits.

Question 71

______ is the amount of effort allocated to the goal.

A) Persistence
B) Direction
C) Intensity
D) Aptitude
E) Competencies

Question 72

Five of the six personality types in Holland's theory of occupational choice parallel all of the 'Big Five' personality dimensions.

Question 73

In Holland's vocational choice theory,people have a degree of differentiation when their actual job is significantly different from their personality.

Question 74

Competencies include:

A) a person's aptitudes.
B) a person's learned abilities.
C) a person's skills.
D) all of the above.
E) none of the above.

Question 75

Aptitudes,skills,and competencies all fall under which of the following concepts?

A) Motivation
B) Personality
C) Values
D) Ethics
E) Ability

Question 76

Which of the following ensures that job incumbents have appropriate aptitudes to perform the job?

A) Hire applicants with appropriate aptitudes.
B) Train employees so they develop appropriate aptitudes.
C) Motivate employees to have appropriate aptitudes.
D) Provide resources that allow employees to perform their jobs.
E) All of the above.

Question 77

All of these factors directly influence an employee's voluntary behavior and performance EXCEPT:

A) motivation.
B) role perceptions.
C) situational factors.
D) moral intensity.
E) ability.

Question 78

According to Holland's theory of occupational choice,a highly differentiated person is aligned with a single occupational type.

Question 79

All technical employees at a paper mill take a course on how to operate a new paper-rolling machine.This course will improve job performance mainly by altering employee:

A) aptitudes
B) role perceptions
C) motivation
D) organizational citizenship
E) learned capabilities

Question 80

Which of these factors directly influences an employee's voluntary behavior and performance?

A) Motivation
B) Role perceptions
C) Uncertainty avoidance
D) All of the above
E) Only 'A' and 'B'