Deck 4: Workplace Emotions, Attitudes, and Stress

Question 1

Beliefs are established perceptions about the attitude object.

Answer 1

True
Explanation: Beliefs are established perceptions about the attitude object-what you believe to be true.

Question 2

Emotions represent the cluster of beliefs, assessed feelings, and behavioral intentions towards something or someone guided by conscious logical reasoning.

Answer 2

False
Explanation: Emotions are physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness.

Question 3

People are consciously aware of most emotions they experience.

Answer 3

False
Explanation: Emotions are experiences.They represent changes in our physiological state (e.g., blood pressure, heart rate), psychological state (e.g., thought process), and behavior (e.g., facial expression).Most of these emotional reactions are subtle and occur without our awareness.

Question 4

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

Question 5

Behavioral intentions represent your conscious positive or negative evaluations of the attitude object and your motivation to engage in a particular behavior.

Question 6

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

Question 7

Emotions are brief events or "episodes".

Question 8

Overall, corporate leaders need to keep in mind that emotions shape employee attitudes and attitudes influence various forms of work-related behavior.

Question 9

Moods are less intense emotional states that are directed toward something or somebody in particular.

Question 10

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

Question 11

People with the same beliefs will always form the same feelings towards the attitude object.

Question 12

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

Question 13

Cognitive dissonance occurs only when others observe an inconsistency between our beliefs, feelings, and behavior.

Question 14

The emotional markers that nonconsciously tag sensory information are calculated feelings towards the information source.

Question 15

Cognitive processes typically occur before emotional processes are initiated.

Question 16

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

Question 17

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

Question 18

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

Question 19

The influence of both cognitive reasoning and emotions on attitudes is most apparent when they agree with each other.

Question 20

Studies indicate that while executives tend to make quick decisions based on logical reasoning, the best decisions are based on their emotional responses.

Question 21

Employees can 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 22

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

Question 23

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

Question 24

The four dimensions of emotional intelligence form a hierarchy.

Question 25

Managing others' emotions represents the highest level of emotional intelligence.

Question 26

Emotional dissonance occurs when two or more people with notable differences in emotional intelligence interact with each other.

Question 27

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 28

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

Question 29

People with high emotional intelligence are superior leaders.

Question 30

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

Question 31

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

Question 32

Surface acting may result in stress and job burnout.

Question 33

Norms about displaying or hiding your true emotions do not vary much across cultures.

Question 34

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

Question 35

The emotional intelligence of an individual tends to increase with age.

Question 36

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

Question 37

Emotional intelligence improves all forms of performance.

Question 38

Jobs in which employees must frequently display emotions that oppose their genuine emotion require more emotional labor.

Question 39

Emotional intelligence refers to how an individual behaves, not the abilities of that individual.

Question 40

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

Question 41

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

Question 42

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 43

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 44

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

Question 45

Financial incentives given to employees to stay with the organization usually reduces continuance commitment.

Question 46

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

Question 47

People with a high conscientiousness personality are more likely to engage in neglect and less likely to engage in voice.

Question 48

Job performance leads to improved job satisfaction only when performance is linked to valued rewards.

Question 49

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

Question 50

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

Question 51

Some level of stress is a necessary part of life for every individual.

Question 52

Opportunities for employee involvement and increased social identity with the organization would increase the continuance commitment of employees.

Question 53

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

Question 54

Affective commitment refers to a calculative attachment to remain in the organization.

Question 55

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 56

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

Question 57

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

Question 58

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

Question 59

Continuance commitment is a calculative decision to remain with the organization.

Question 60

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

Question 61

Work overload and job burnout are also referred to as quid pro quo harassment at the workplace.

Question 62

According to the Circumplex Model of Emotions, high activation negative emotions include:

A)bored.
B)gloomy.
C)jittery.
D)still.
E)all of these.

Question 63

Emotions will have a greater influence on our perceptions, attitudes, decisions, and behavior than cognition because:

A)emotional processes often occur before cognitive processes.
B)cognitive processes are less significant for individual behaviors.
C)emotional processes are simpler than cognitive processes.
D)emotional processes are more likely to result in negative behaviors.
E)cognitive processes are more likely to result in negative behaviors.

Question 64

Workaholics typically have a high level of enjoyment of work.

Question 65

Any environmental condition that places a physical or emotional demand on a person is called a stressor.

Question 66

Which of the following statements is true of emotions in the workplace?

A)They are physiological actions rather than behavioral actions.
B)Emotions last for a longer time period.
C)Emotions are directed toward someone or something.
D)They are also referred to as moods of individuals.
E)Emotions and moods are directed toward specific attitudes of others.

Question 67

Social support cannot improve a person's self-confidence, but it can help a person withdraw from a stressor.

Question 68

Anger, fear, joy, and sadness represent:

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

Question 69

Individuals with high neuroticism usually experience lower stress levels because they are less prone to anxiety.

Question 70

The general adaptation syndrome describes the various consequences of stress.

Question 71

Emotions are defined as:

A)feelings that are not directed toward anything in particular.
B)our judgments about what is right or wrong.
C)our intentions to act towards an attitude object.
D)the cluster of beliefs, assessed feelings and behavioral intentions towards an attitude object.
E)physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness.

Question 72

Which of the following is an effect of emotions?

A)They represent the cluster of beliefs and behavioral intentions toward a person.
B)They put us into a state of readiness.
C)They help us involve in conscious logical reasoning.
D)They enable us to have established perceptions about the attitude object.
E)They represent one's motivation to engage in a particular behavior.

Question 73

Telecommuting is a way of helping employees withdraw from the stressor.

Question 74

Vacations and holidays allow employees to withdraw from various organizational stressors and reenergize for future challenges.

Question 75

High task control increases employee exposure to the risk of burnout.

Question 76

According to general adaption syndrome, the alarm reaction stage activates various biochemical, psychological, and behavioral mechanisms that give the individual more energy and engage coping mechanisms to overcome or remove the source of stress.

Question 77

Many companies have fitness centers or subsidize the cost of membership at off-site centers.This practice is intended to remove the stressor.

Question 78

Work practices such as flexible and restricted work hours increase work-related stress.

Question 79

Job burnout is a particular stress consequence process, which typically consists of three stages.

Question 80

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