What is a positive feeling about ones job resulting from an evolution of its characteristics?

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1. Social Science
2. Psychology

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Terms in this set (16)

1. ________ refers to evaluative statements or judgments concerning objects, people, or events.
A) Attitude
B) Behavior
C) Appearance
D) Demeanor
E) Performance

A) Attitude

2. Any incompatibility between two or more attitudes or between behavior and attitudes results in ________.
A) organizational dissonance
B) cognitive dissonance
C) attitudinal clarification
D) positivity offset
E) affective reactance

B) cognitive dissonance

3. ________ refers to a positive feeling about one's job resulting from an evaluation of its characteristics.
A) Job satisfaction
B) Job design
C) Positivity offset
D) Constructive dismissal
E) Picketing

A) Job satisfaction

4. Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their jobs, and their perceived autonomy is termed as ________.
A) psychological empowerment
B) organizational dissent
C) organizational commitment
D) employee engagement
E) secondary action

A) psychological empowerment

5. Organizational commitment is defined as ________.
A) the degree to which employees identify with the organization they work for and its goals
B) the state of discord caused by opposition of values between people working together
C) the degree to which an employee's sense of cognitive dissonance is related to his/her job
D) the employee's degree of disagreement or differential opinions about organizational practices
E) the degree to which employees believe their work impacts their organization significantly

A) the degree to which employees identify with the organization they work for and its goals

6. ________ is the degree to which employees believe the organization values their contribution and cares about their well-being.
A) Psychological empowerment
B) Employee engagement
C) Perceived organizational support
D) Organizational commitment
E) Job involvement

C) Perceived organizational support

7. An individual's involvement with, satisfaction with, and enthusiasm for the work he/she performs is known as ________.
A) employee engagement
B) cognitive dissonance
C) emotional contagion
D) positivity offset
E) self-concordance

A) employee engagement

8. ________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
A) Leadership
B) Management
C) Learning
D) Emotional labor
E) Motivation

E) Motivation

9. According to the two-factor theory proposed by Herzberg, which of the following is considered a hygiene factor?
A) promotional opportunities
B) quality of supervision
C) achievement
D) recognition
E) responsibility

B) quality of supervision

10.Which of the following theories proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation?
A) self-serving theory
B) motivation-hygiene theory
C) two-factor theory
D) self-determination theory
E) goal setting theory

D) self-determination theory

11. Which of the following sources of increasing self-efficacy involves gaining relevant experience with a particular task or job?
A) verbal persuasion
B) enactive mastery
C) vicarious modeling
D) arousal
E) cognitive learning

B) enactive mastery

12. In equity theory, individuals assess the ________.
A) cost-benefit ratio
B) efficiency-effectiveness trade-off
C) quantity-quality trade-off
D) outcome-input ratio
E) quality of outcome

D) outcome-input ratio

13. Mark is an excellent technical writer. He has never missed a deadline and all his projects are of superior quality. He now wants to telecommute two days a week, so that he can spend more time with his family. He feels that he has proven his reliability. However, his boss is unable to comply with his request and gives him a substantial raise instead. According to the expectancy theory, Mark's disappointment demonstrates a breakdown in the ________ relationship.
A) performance-reward
B) effort-performance
C) rewards-personal goals
D) effort-satisfaction
E) performance-achievement

C) rewards-personal goals

14. With reference to the job characteristics model, which of the following defines task identity?
A) the degree to which a job requires completion of a whole and identifiable piece of work
B) the degree to which work activities generate direct and clear information about performance
C) the degree to which a job provides the worker freedom in scheduling and procedure
D) the degree to which a job has an impact on the lives or work of other people
E) the degree to which a job requires a variety of different activities

A) the degree to which a job requires completion of a whole and identifiable piece of work

15. The periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level is defined as ________.
A) job enlargement
B) job analysis
C) job rotation
D) job sharing
E) job enrichment

C) job rotation

16. An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job is called ________.
A) flextime
B) job sharing
C) gainsharing
D) telecommuting
E) job rotation

B) job sharing

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