Question 1

To get his company through some hard economic times, Ben's hours have just been reduced from 40 a week to 33. Ben is upset about the reduction in time and pay, but he shows up at work every morning and is willing to patiently wait until economic times improve, and he can go back to working full time. Which of the following best describes Ben's response to his dissatisfaction?

Accepted Answer

C) Ben demonstrates loyalty to the company and is passively waiting for things to improve, which is a constructive response. Ben is not voicing his negative feelings about less work. Ben continues to show up for work and does not neglect his duties. Ben is waiting for things to get better rather than looking for a different job. Ben is passive, rather than active in his behavior.

Question 2

The exit-voice-loyalty-neglect framework aids in understanding the consequences of ________.

Accepted Answer

C) One theoretical model-the exit-voice-loyalty-neglect framework-is helpful in understanding the consequences of dissatisfaction.

Question 3

Henry is dissatisfied with his job but believes that his supervisor is a good man who will do the right thing. Henry has decided that if he just waits, conditions will improve. Henry's approach to this problem is termed ________.

Accepted Answer

C) The loyalty response means passively but optimistically waiting for conditions to improve. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Reification is not a reaction to dissatisfaction on the job.

Question 4

Sharon is unhappy with her job as a salesperson at a retail store for many reasons. Yesterday a customer asked her where the shampoo was located. Sharon listlessly replied, "I don't know." She then turned her back on the customer and continued stocking the shelf. This is an example of how job satisfaction can affect ________.

Accepted Answer

B) Sharon's rude behavior toward the customer will directly affect customer satisfaction. Organizational citizenship behavior is not reflected in this example. Sharon is at work and the example doesn't discuss looking for a new job. Sharon is doing her job, although badly, and is not engaging in deviant activities.

Question 5

Attending union meetings as a way of coping with job dissatisfaction would be what type of response?

Accepted Answer

B) The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The loyalty response means passively but optimistically waiting for conditions to improve. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Reification is not a reaction to dissatisfaction on the job.

Question 6

Employees at Acme Express are dissatisfied with the working conditions, salary, and the general attitude of the management. Mark, Susan, and Toni are good friends who work at Acme, yet each seems to be reacting differently to the problems at work.
-Mark believes that his manager is a good person and will work things out if Mark just gives him time to do so. Mark is dealing with his dissatisfaction through ________.

Accepted Answer

C) The loyalty response means passively but optimistically waiting for conditions to improve. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Acceptance is not a reaction to dissatisfaction on the job.

Question 7

Ramiro has been a forklift driver for the local grocery store for six years. He earns $32,000 a year. He works with a nice crew. He plays softball with his co-workers on the weekends. They also volunteer together at the local food bank during the holidays, and socialize with their families at summer picnics. Ramiro is highly satisfied with his job. Which of the following is the most probable cause of Ramiro's high job satisfaction?

Accepted Answer

D) There is a strong correspondence between how well people enjoy the social context of their work place and how satisfied they are overall. Ramiro is very active with his coworkers, which leads to his job satisfaction. Ramiro's pay is under $40,000 which would, in general, indicate a less comfortable lifestyle and lower level of satisfaction. Ramiro has been doing the same thing for six years, indicating little promotion or stress. The work itself is repetitive and would not usually indicate a high level of satisfaction.

Question 8

Joe is dissatisfied with his job and deals with it by regularly discussing his problems with his manager. Which type of response is Joe using in this situation?

Accepted Answer

B) The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The loyalty response means passively but optimistically waiting for conditions to improve. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Performance is not a reaction to dissatisfaction on the job.

Question 9

Which response is demonstrated by Joe when he speaks up to support his company's actions even when the local newspaper is criticizing them?

Accepted Answer

C) The loyalty response means passively but optimistically waiting for conditions to improve. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Performance is not a reaction to dissatisfaction on the job.

Question 10

Which of the following is true regarding the relationship between satisfaction and absenteeism?

Accepted Answer

B) Although moderate to weak, there is a consistent negative relationship between satisfaction and absenteeism. The fairness control does not affect the relationship.

Question 11

The performance variables productivity, absenteeism, and turnover are generally considered a part of the ________ behaviors in the exit-voice-loyalty-neglect framework.

Accepted Answer

E) In the exit-voice-loyalty-neglect framework, the exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variables-productivity, absenteeism, and turnover.

Question 12

Steve is unhappy with his job. He takes every possible vacation and sick day and sometimes shows up late for work. He is expressing his dissatisfaction through ________.

Accepted Answer

E) The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The loyalty response means passively but optimistically waiting for conditions to improve. Social voice is not a reaction to dissatisfaction on the job.

Question 13

Employees at Acme Express are dissatisfied with the working conditions, salary, and the general attitude of the management. Mark, Susan, and Toni are good friends who work at Acme, yet each seems to be reacting differently to the problems at work.
-Toni has decided that she'll just get a new job and get away from the problem. Toni is dealing with her dissatisfaction through ________.

Accepted Answer

A) The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The loyalty response means passively but optimistically waiting for conditions to improve. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Acceptance is not a reaction to dissatisfaction on the job.

Question 14

Which of the following is not an example of organizational citizenship behavior?

Accepted Answer

C) OCB, or organizational citizenship behavior, refers to positive behaviors toward the company. Discouraging a friend to apply implies a dissatisfaction and negative attitude. Talking positively about the organization, helping others, and going beyond the normal expectations of the job are all examples of OCB.

Question 15

Compared to people who have a negative core self-evaluation, people who have a positive core self-evaluation ________.

Accepted Answer

E) Those with negative core self-evaluations are more likely to give up when confronting difficulties. Research has shown that people who have positive core self-evaluation, who believe in their inner worth and basic competence, are more satisfied with their jobs than those with negative core self-evaluations. Not only do they see their work as more fulfilling and challenging, they are more likely to gravitate toward challenging jobs in the first place.

Question 16

Maria is dissatisfied with the way that her manager treats her. She has quit her job and found a new position with another firm. She has expressed her dissatisfaction through ________.

Accepted Answer

A) The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The loyalty response means passively but optimistically waiting for conditions to improve. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Social voice is not a reaction to dissatisfaction on the job.

Question 17

Early studies of organizational citizenship behavior (OCB) assumed that it was closely linked with satisfaction. More recent evidence suggests that satisfaction influences OCB, but through perceptions of ________.

Accepted Answer

A) Evidence suggests job satisfaction is moderately correlated with OCBs; people who are more satisfied with their jobs are more likely to engage in OCBs, with fairness perceptions helping to explain the relationship. Those who feel their co-workers support them are more likely to engage in helpful behaviors, whereas those who have antagonistic relationships with co-workers are less likely to do so. Consistency, productivity, leadership ability, and out marketing do not explain the OCB-job satisfaction relationship.

Question 18

Job dissatisfaction is more likely to translate into ________ when employees feel or perceive they have many available alternatives. This can happen when employees have high human capital.

Accepted Answer

D) Job dissatisfaction is more likely to translate into turnover when employment opportunities are plentiful because employees perceive it is easy to move. When employees have high "human capital" (high education, high ability), job dissatisfaction is more likely to translate into turnover because they have, or perceive, many available alternatives.

Question 19

Employees at Acme Express are dissatisfied with the working conditions, salary, and the general attitude of the management. Mark, Susan, and Toni are good friends who work at Acme, yet each seems to be reacting differently to the problems at work.
-Susan has composed a list of concerns along with her suggestions for improving conditions. Susan is dealing with her dissatisfaction through ________.

Accepted Answer

B) The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. The exit response directs behavior toward leaving the organization, including looking for a new position as well as resigning. The loyalty response means passively but optimistically waiting for conditions to improve. The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Acceptance is not a reaction to dissatisfaction on the job.

Question 20

Under which of the following conditions is job dissatisfaction less predictive of turnover?

Accepted Answer

B) If an employee is presented with an unsolicited job offer, job dissatisfaction is less predictive of turnover because the employee is more likely leaving because of "pull" (the lure of the other job) than "push" (the unattractiveness of the current job). Similarly, job dissatisfaction is more likely to translate into turnover when employment opportunities are plentiful because employees perceive it is easy to move. Finally, when employees have high "human capital" (high education, high ability), job dissatisfaction is more likely to translate into turnover because they have, or perceive, many available alternatives.

Quiz 3: Attitudes and Job Satisfaction