Question 1

A psychological contract represents:&#10;A) An employer's rights to an employee's mental abilities&#10;B) An employee's view of what is right and wrong with his or her job&#10;C) An employee's view of what constitutes good treatment by the organization&#10;D) An unsigned employment agreement held by the organization

Accepted Answer

A psychological contract represents an employee's view of what constitutes good treatment by the organization, including expectations of employers and beliefs about the employment relationship. It is a subjective concept that is not formally written down, but rather understood between the employer and employee. The psychological contract can affect employee attitudes, behaviors, and performance, as well as job satisfaction and turnover. Choices A, B, and D are incorrect because they do not accurately reflect what a psychological contract represents.

Question 2

The four dimensions of Hofstede's (1984) cultural values typology are:&#10;A) personal/impersonal, feminism, respect, uncertainty avoidance&#10;B) mine/yours, theirs/ours, power control, clarity seeking&#10;C) past/present, myopia, collectivism, masculinity&#10;D) individualism/collectivism, masculinity, power distance, uncertainty avoidance

Accepted Answer

Hofstede's cultural values typology consists of four dimensions: individualism/collectivism, masculinity/femininity, power distance, and uncertainty avoidance. Option D lists all four dimensions correctly. Option A is incorrect as "personal/impersonal" and "respect" are not dimensions in Hofstede's typology, and "feminism" is not a cultural value dimension. Option B is incorrect as "mine/yours" and "theirs/ours" are not dimensions in the typology, and "clarity seeking" does not correspond to any of the four dimensions. Option C is incorrect as "past/present" and "myopia" are not dimensions in Hofstede's typology, and "collectivism" and "masculinity" are not opposite to each other, but two of the four dimensions.

Question 3

The three most commonly researched forms of organizational commitment are referred to as:&#10;A) continuance, affective, normative&#10;B) regular, neutral, super&#10;C) heavy, moderate, light&#10;D) entering, staying, leaving

Accepted Answer

Continuance commitment refers to the employee's belief that leaving the organization would be costly, affective commitment refers to the employee's emotional attachment to the organization, and normative commitment refers to the employee's sense of obligation to remain with the organization. These three forms of commitment have been extensively researched in organizational literature. The other answer choices (B and C) do not describe any commonly researched forms of organizational commitment, and the answer choice (D) does not accurately convey the three types of organizational commitment.

Question 4

Job embeddedness occurs when an employee:&#10;A) Has been with the organization a long time.&#10;B) Experiences a high level of fit with his or her job and community.&#10;C) Occupies a high rank within the organization.&#10;D) Feels stuck in his or her job because of a sense of obligation to the organization.

Accepted Answer

Job embeddedness refers to the level to which an employee is connected or integrated with his / her job and community. It includes both on-the-job and off-the-job factors. Therefore, option B is the correct answer. Option A, C, and D are incorrect because they only represent one factor, and they do not necessarily lead to job embeddedness.

Question 5

A psychological measure (instrument) is said to be _______________ if it (a) correlates highly with other measures of the same construct, (b) is distinct from different construct measures, and (c) is theoretically linked to other important constructs.

A) criteria valid
B) construct valid
C) fully defined
D) construct reliable

Accepted Answer

The description given in the question matches the definition of construct validity, making option B the correct answer. Option A (criteria validity) only pertains to measuring how well a measure predicts an outcome, while option C (fully defined) and option D (construct reliability) are not related to the concepts listed in the question.

Question 6

Job satisfaction has been shown to correlate with many other variables, but its strongest relationship appears to be with:&#10;A) Employee attitudes&#10;B) Employee behaviors&#10;C) Employee emotions&#10;D) Organizational profit

Accepted Answer

Job satisfaction has been found to have the strongest relationship with employee attitudes, such as job involvement and organizational commitment. Employee behaviors and emotions may also be impacted by job satisfaction, but to a lesser degree. There is some evidence that job satisfaction may have a positive effect on organizational profit, but this relationship is not as strong as with employee attitudes.

Deck 8: Beliefs and Attitudes About Work and the Organization