Deck 4: Workplace Emotions and Attitudes

Question 1

The circumplex model of emotions organizes emotions on the basis of their pleasantness and activation.

Answer 1

True

Question 2

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

Answer 2

True

Question 3

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

Answer 3

True

Question 4

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

Question 5

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

Question 6

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

Question 7

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

Question 8

People are consciously aware of most emotions they experience.

Question 9

In the model of emotions,attitudes,and behavior,feelings represent the motivation to act towards the attitude object.

Question 10

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

Question 11

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

Question 12

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

Question 13

Emotions are communications to ourselves and put us in a state of readiness.

Question 14

Some of the major categories of emotions include anger,fear and sadness.

Question 15

Scholars have concluded that emotions fall into just two categories -- ethical emotions and unethical emotions.

Question 16

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

Question 17

Emotions are brief events or "episodes".

Question 18

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

Question 19

Beliefs represent our perceptions about the attitude object.

Question 20

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

Question 21

Compared with other countries,American employees have the fourth highest level of job satisfaction.

Question 22

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

Question 23

Emotional intelligence tends to increase with age.

Question 24

Conflict between required and true emotions is called emotional intelligence.

Question 25

Emotional intelligence represents a set of competencies.

Question 26

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

Question 27

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

Question 28

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

Question 29

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

Question 30

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

Question 31

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

Question 32

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

Question 33

People with high conscientiousness and extroversion tend to have higher emotional intelligence.

Question 34

Emotional intelligence can be learned to some extent.

Question 35

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

Question 36

Employees in some countries report lower levels of job satisfaction partly because cultural norms cause them to subdue their true opinions.

Question 37

Relationship management represents the highest level of emotional intelligence.

Question 38

It is reasonable to conclude from recent surveys that 85 percent of Americans are somewhat or very satisfied with their job.

Question 39

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 40

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 41

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

Question 42

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

Question 43

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

Question 44

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

Question 45

Researchers have found a consistently strong positive association between job satisfaction and job performance.

Question 46

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 47

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

Question 48

The relationship between job satisfaction and job performance would likely be stronger if more organizations rewarded good performance.

Question 49

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

Question 50

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

Question 51

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

Question 52

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

Question 53

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

Question 54

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

Question 55

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 56

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

Question 57

The two types of organizational commitment are affective and ineffective.

Question 58

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

Question 59

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

Question 60

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

Question 61

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

Question 62

Employees are more likely to engage in organizational citizenship behaviors when they have transactional rather than relational psychological contracts.

Question 63

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 64

Permanent employees are more likely than temporary employees to believe they have a relational contract.

Question 65

Astonished,cheerful,and gloomy are types of:

A) attitudes.
B) perceptions.
C) behavioral intentions.
D) emotions.
E) job satisfaction.

Question 66

Psychological contracts exist for permanent employees,but not for people with fixed-term written contracts.

Question 67

The textbook argues that younger employees (Generation-X and Generation-Y)have more difficulty than baby boomers adjusting during the shift from job security to employability-based psychological contracts.

Question 68

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

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

Question 69

People who hold transactional psychological contracts tend to view the employment relationship as static,well defined and short-term.

Question 70

A person's psychological contract is based on perceptions,not just written agreements.

Question 71

Japanese employers are beginning to shift the employment relationship by offering more job security than in the past.

Question 72

Employees with a relational psychological contract are more willing to change employment conditions than if they have a transactional contract.

Question 73

An increasing number of young people in Japan no longer expect to work for one employer their entire lives.

Question 74

Which of the following is an emotion?

A) Surprise
B) Perception
C) Values
D) Job dissatisfaction
E) Organizational commitment

Question 75

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 76

________ are brief physiological,behavioral,and psychological experiences directed toward someone or something that put people in a state of readiness.

A) Attitudes
B) Perceptions
C) Behavioral intentions
D) Emotions
E) Most forms of organizational commitment

Question 77

Transactional psychological contracts tend to occur in short-term economic exchanges where responsibilities are precisely defined.

Question 78

Psychological contracts vary across cultures.

Question 79

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 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.