Deck 2: The Central Role of People in Organizations

Question 1

The unfolding model of turnover suggests that there are multiple reasons why people quit, but all reasons involve organizational events or "shocks."

Answer 1

True

Question 2

What is good for individual performance is also good for the organization.

Answer 2

False

Question 3

In the unfolding model of turnover, a quake is an organizational event that leads employees to reconsider their employment relationship.

Answer 3

False

Question 4

Regarding components of job performance, a synonym for contextual performance is "organizational citizenship behavior."

Question 5

In research contexts, independent variables cause outcomes (i.e., dependent variables).

Question 6

Job evaluation is a process which involves collecting information about what tasks (actual work)and knowledge, skills, and abilities are required for the job.

Question 7

Involuntary turnover occurs when the separation is initiated by the organization due to poor performance, downsizing, and so forth.

Question 8

Multiple bottom-line accounting is a thing of the past.

Question 9

Perhaps no other area of important OB outcomes receives more attention than that of leadership and motivation.

Question 10

In research contexts, outcome factors are known as independent variables.

Question 11

Employee pay level and pay satisfaction are both generally weak predictors of whether employees will quit.

Question 12

Realistic job previews decrease the job acceptance rate among applicants with no prior exposure to the job and increase the job acceptance rate among those with prior exposure.

Question 13

In order to retain high performers, the organization must recognize that pay equity matters a lot less than pay level.

Question 14

High-performance work practices are valued by employees, but they typically don't affect the organization's bottom line.

Question 15

Job applicants receiving realistic job previews are significantly less likely to drop out of the selection process.

Question 16

Which counterproductive workplace behavior is characterised as being low in intensity and ambiguous in its intent to harm?

A)property-oriented CWB
B)production-oriented CWB
C)personally-oriented CWB
D)workplace incivility
E)office harassment

Question 17

Effectiveness refers to the amount of resources dedicated to attaining a result.

Question 18

The resource-based view of the firm suggests, quite simply, that organizations differ in the types and uses of resources available to them.

Question 19

There is ample evidence to suggest that people practices drive a significant portion of an organization's competitive advantage.

Question 20

Conscientiousness is a component of organizational citizenship behavior.

Question 21

________ is the effective completion of the core, substantive, or technical tasks that are essential to any job.

A)Job performance
B)Task performance
C)Utility
D)Effectiveness
E)Efficiency

Question 22

According to the ________-based view, firms compete to sustain their competitive advantage when their human capital is rare, cannot be easily imitated, and when substitutes do not readily exist.

A)revenue
B)recourse
C)resource
D)market
E)materialist

Question 23

Which of the following is not an example of "good soldering" (i.e., organizational citizenship behavior)?

A)altruism
B)openness
C)civic virtue
D)conscientiousness
E)courtesy

Question 24

Which below is a process factor critical to team success?

A)cooperation
B)competition
C)alliance
D)association
E)feedback

Question 25

The U.S. Department of Labor's O*NET is a great resource for HR professionals conducting a

A)job analysis.
B)job evaluation.
C)market wage survey.
D)balanced scorecard analysis.
E)yield ratio analysis.

Question 26

Employee behaviors that contribute to the overall effectiveness of the individual and organization but are not considered part of the employee's core tasks are called Organizational ________ Behaviors.

A)Citizenship
B)Sportsmanship
C)Philanthropic
D)Essential
E)Altruistic

Question 27

Which is not a process factor critical to team success?

A)conflict
B)coordination
C)collaboration
D)confidence
E)cooperation

Question 28

________ refers to the amount of resources dedicated to attaining the result.

A)Job performance
B)Task performance
C)Utility
D)Effectiveness
E)Efficiency

Question 29

________ refers to the results the employee achieves.

A)Job performance
B)Task performance
C)Utility
D)Effectiveness
E)Efficiency

Question 30

The balanced scorecard is most related to the process of

A)job analysis.
B)job evaluation.
C)turnover analysis.
D)multiple, bottom-line accounting.
E)GAAP accounting.

Question 31

Evaluations or appraisals of one's job that express one's feelings toward, beliefs about, and attachment to one's job are known as work

A)opinions.
B)attitudes.
C)aptitudes.
D)capacities.
E)sentiments.

Question 32

A study of over 19,000 organizations found that high-performance work practices have significant effects on all but which of the following?

A)increased growth
B)increased job satisfaction
C)increased productivity
D)retention
E)decreased turnover

Question 33

In research terms, a people-related outcome factor would likely exemplify a(an)________ variable.

A)suppressor
B)control
C)confounding
D)dependent
E)independent

Question 34

Which is not an example of a high-performance work practice?

A)centralized decision making
B)use of incentives
C)selectivity in hiring
D)succession planning
E)extensive training

Question 35

Sexual harassment is a prime example of ________-oriented counterproductive workplace behavior.

A)property
B)production
C)personally
D)party
E)performance

Question 36

In the ________ model of turnover, there are multiple reasons why people quit, but all reasons involve organizational shocks that lead employees to reconsider their employment relationship.

A)retrospective
B)unfolding
C)implicit
D)voluntary
E)involuntary

Question 37

Which of the following is not a type of counter-productive workplace behavior?

A)production-oriented
B)politically-oriented
C)property-oriented
D)personally-oriented
E)possession-oriented

Question 38

Which is not a strong predictor of whether employees will quit?

A)work relationships with managers
B)work relationships with co-employees
C)commitment to the organization
D)pay level
E)job satisfaction

Question 39

Which is false about realistic job previews (RJPs)?

A)Providing an RJP in writing is more effective than providing one verbally.
B)Applicants receiving them are less likely to drop out of the applicant pool.
C)RJPs presented prior to hiring are associated with lower turnover post hire.
D)RJPs presented after hiring are associated with higher job performance.
E)RJPs can help improve applicants' decisions about job fit.

Question 40

An independent variable is

A)always correlational in nature.
B)something varying randomly with a dependent variable.
C)often an outcome measure, like job satisfaction.
D)not manipulated by the researcher.
E)thought to cause the level of a dependent variable.

Question 41

A researcher codes whether employees are male or female and left- or right-handed. Over a period of one month, the researcher then measures how many organizational citizenship behaviors (OCBs)each employee engages in. Handedness (left or right)is a(n)________ variable.

A)dependent
B)independent
C)suppressor
D)control
E)confounding

Question 42

What is the resource-based view of the firm? How does it apply to human capital? Discuss whether people practices drive significant proportions of a firm's competitive advantage.

Question 43

A researcher conducts a study looking at the effects of leadership style on job performance. In the study, job performance would be a(n)________ variable.

A)suppressor
B)control
C)confounding
D)dependent
E)independent

Question 44

A researcher codes whether employees are male or female and left- or right-handed. Over a period of one month, the researcher then measures how many organizational citizenship behaviors (OCBs)each employee engages in. Gender (male or female)is a(n)________ variable.

A)dependent
B)independent
C)suppressor
D)control
E)confounding

Question 45

In the unfolding model of turnover, what is the term for events that spur some people into examining the unsatisfying nature of their jobs?

A)trials
B)tribulations
C)shocks
D)surprises
E)strains

Question 46

A researcher assigns employees to three groups: No feedback, moderate feedback, and then substantial feedback. She then records how long it takes each group to learn a new, moderately complex job task. What is the dependent variable in this design?

A)the moderately complex job task itself
B)the time it takes to learn the job tasks
C)the no feedback group
D)the substantial feedback group
E)the three different feedback groups

Question 47

Explain why people are so critical to competitive advantage.

Question 48

A researcher assigns employees to three groups: No feedback, moderate feedback, and then substantial feedback. She then records how long it takes each group to learn a new, moderately complex job task. What is the independent variable in this design?

A)the moderately complex job task itself
B)the time it takes to learn the job tasks
C)the no feedback group
D)the substantial feedback group
E)the three different feedback groups

Question 49

Distinguish between independent and dependent variables. Give examples of each. Describe the three dependent variables-performance, engagement, and healthy workplaces-that OB scholars are most interested in.

Question 50

What are organizational citizenship behaviors (OCBs)? What outcome variables are they associated with?

Question 51

What are high-performance work practices? What are the three ways they improve organizational performance? What does the research literature show about this topic?

Question 52

Describe the most important outcomes in organizational behavior.

Question 53

Which is not a consequence of repeated exposure to incivility in the workplace?

A)reduced optimism
B)lower levels of creativity and innovation
C)increased motivation to reciprocate incivility
D)increased counterproductive workplace behavior
E)increased emotional exhaustion

Question 54

A recent meta-analysis of 66 studies looked at the impact of high-performance work practices on organizational performance. The biggest positive effects were for ________ knowledge.

A)firm-specific
B)worker-specific
C)procedural
D)tacit
E)declarative

Question 55

A researcher conducts a study looking at the effects of leadership style on job performance. In this study, leadership style would be a(n)________ variable.

A)suppressor
B)control
C)confounding
D)dependent
E)independent

Question 56

A researcher codes whether employees are male or female and left- or right-handed. Over a period of one month, the researcher then measures how many organizational citizenship behaviors (OCBs)each employee engages in. What is the dependent variable?

A)the number of OCBs employees engage in
B)whether the employee is male or female
C)whether the employee is left- or right-handed
D)the type of OCBs employees engage in
E)the combination of gender x handedness

Question 57

All of the following are true about high-performance work practices except that they do not

A)provide employees with critical KSAs required to perform their jobs.
B)heighten employee motivation to get the job done.
C)heighten employee opportunities to get the job done.
D)improve social dynamics in organizations.
E)effectively combat workplace incivility.

Question 58

Identify the factors that lead to healthy, engaged workplaces.

Question 59

Describe the value of people in organizational success.

Question 60

Identify the people-related factors that reduce organizational effectiveness.

Question 61

Workplace incivility is a specific type of counterproductive work behavior. Define and discuss it-what outcomes does it lead to, and how best should you manage it?

Question 62

Explain the "dark side" of organizational behavior.

Question 63

Describe the unfolding model of turnover. What are shocks? What are the four ways shocks can cause people to reconsider their employment situation?

Question 64

List and discuss the five key process factors that are critical to team success.