A 342 EXAM 1 2024-2025 |
B
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ection A: Multiple Choice (Q1–Q40)
S
Q1: According to the Affective Events Theory (AET), which of the following most directly
influences employee job satisfaction and performance?
A. Cognitive evaluation of pay equity
B. Emotional reactions to workplace events
C. Long-term personality traits only
D. Supervisory style alone
[CORRECT] B
Rationale: AET posits that workplace events trigger emotional reactions, which then predict job
satisfaction and performance. A and D are factors but not the central mechanism; C ignores the
event-emotion link.
Q2: Which of the following best describes the contingency approach to organizational behavior?
A. Applying universal principles that work in every organizational setting
B. Recognizing that management practices must adapt to situational variables
C. Focusing exclusively on employee personality traits
D. Using standardized procedures regardless of context
[CORRECT] B
Rationale: The contingency approach states that there is no single best way to manage;
effectiveness depends on situational factors such as technology, environment, and employee
characteristics. A describes the classical approach; C and D ignore situational variability.
Q3: In 2024, a major tech company shifted from in-office work to a hybrid model (3 days office, 2
days remote). Six months later, job satisfaction scores dropped 15%. According to research on
hybrid work and job satisfaction, what is the most likely primary cause?
, . Reduced salary due to remote work policies
A
B. Decreased perceived organizational support and social connection
C. Increased commute time on office days
D. Technical difficulties with remote collaboration tools
[CORRECT] B
Rationale: 2024 research (e.g., Microsoft Work Trend Index) shows that hybrid work satisfaction
is primarily mediated by perceived organizational support and social connection, not technology
or commute issues. A is factually incorrect; C and D are secondary factors.
Q4: The Job Descriptive Index (JDI) measures job satisfaction across five facets. Which of the
following is NOT one of those five facets?
A. Pay
B. Promotion opportunities
C. Work-life balance
D. Coworkers
[CORRECT] C
Rationale: The JDI measures satisfaction with pay, promotion, supervision, coworkers, and the
work itself—not work-life balance. Work-life balance is measured by other instruments such as
the Work-Life Balance Scale.
Q5: According to Affective Events Theory, a customer service representative receives an angry
email from a client. The representative feels anxious and subsequently provides a rushed,
incomplete response. This sequence best illustrates which AET component?
A. Cognitive appraisal → Emotional reaction → Job attitude
B. Work event → Emotional reaction → Behavior
C. Personality trait → Emotional stability → Performance
D. Job satisfaction → Positive affect → Customer service quality
[CORRECT] B
Rationale: AET proposes that work events trigger emotional reactions, which then influence
behavior and attitudes. The angry email (work event) causes anxiety (emotional reaction),
leading to rushed response (behavior). A reverses the sequence; C ignores the event trigger; D
starts with satisfaction rather than an event.
Q6: Emotional Intelligence (EI) according to Goleman's model includes all of the following
components EXCEPT:
A. Self-awareness
B. Self-regulation
C. Cognitive reasoning ability
D. Social skill
[CORRECT] C
Rationale: Goleman's EI model comprises self-awareness, self-regulation, motivation, empathy,
and social skills. Cognitive reasoning ability is part of general intelligence (IQ), not emotional
intelligence. A, B, and D are all core EI components.
Q7: A manager with high emotional intelligence notices a team member seems withdrawn
during meetings. Instead of ignoring the behavior, the manager privately asks if everything is
okay and offers flexibility. This demonstrates which EI component?
A. Self-awareness
, . Empathy
B
C. Self-regulation
D. Motivation
[CORRECT] B
Rationale: Empathy involves recognizing others' emotional states and responding appropriately.
The manager perceives the team member's emotional cue and acts with understanding. A
refers to understanding one's own emotions; C refers to controlling one's own emotions; D
refers to internal drive.
Q8: In the Big Five personality model, an employee who is organized, dependable, and
detail-oriented would score high on which dimension?
A. Openness to experience
B. Conscientiousness
C. Extraversion
D. Agreeableness
[CORRECT] B
Rationale: Conscientiousness is characterized by organization, dependability, and attention to
detail. Openness involves creativity and curiosity; Extraversion involves sociability and
assertiveness; Agreeableness involves cooperation and trust.
Q9: Which of the following is a documented limitation of the Myers-Briggs Type Indicator (MBTI)
in organizational settings?
A. It measures only three personality dimensions
B. It forces individuals into binary categories despite personality being continuous
C. It has no correlation with job performance
D. It is too expensive for most organizations to administer
[CORRECT] B
Rationale: A major criticism of the MBTI is its forced-choice dichotomies (e.g., introvert vs.
extrovert), whereas personality traits exist on a continuum. A is incorrect (MBTI measures four
dimensions); C is overstated (some correlations exist but are weak); D is incorrect regarding
cost.
Q10: Terminal values differ from instrumental values in that terminal values:
A. Are means to an end
B. Represent desired end-states of existence
C. Guide daily workplace behavior
D. Are culturally universal across all societies
[CORRECT] B
Rationale: Terminal values (e.g., happiness, security) are end-state goals, whereas instrumental
values (e.g., honesty, ambition) are preferred modes of behavior. A describes instrumental
values; C applies to both; D is incorrect as values vary across cultures.
Q11: According to Hofstede's cultural dimensions theory (2024 update), which dimension
measures the degree to which a society accepts that power is distributed unequally?
A. Individualism vs. Collectivism
B. Power Distance
C. Uncertainty Avoidance
D. Masculinity vs. Femininity
, [CORRECT] B
Rationale: Power Distance Index (PDI) specifically measures acceptance of unequal power
distribution. Individualism vs. Collectivism measures social integration; Uncertainty Avoidance
measures tolerance for ambiguity; Masculinity vs. Femininity measures achievement vs.
relationship orientation.
Q12: A multinational corporation notices that its Brazilian subsidiary shows high employee
loyalty but low individual initiative, while its U.S. subsidiary shows the opposite pattern. This
difference is best explained by which Hofstede dimension?
A. Power Distance
B. Individualism vs. Collectivism
C. Uncertainty Avoidance
D. Long-term vs. Short-term Orientation
[CORRECT] B
Rationale: Brazil scores high on collectivism (group loyalty, collective decision-making), while
the U.S. scores high on individualism (personal initiative, individual achievement). Power
Distance would explain hierarchy acceptance; Uncertainty Avoidance would explain risk
tolerance; Long-term Orientation would explain planning horizons.
Q13: In attribution theory, when a manager attributes an employee's late arrival to "laziness"
rather than "traffic," the manager is making a(n):
A. External attribution
B. Internal attribution
C. Situational attribution
D. Consensus-based attribution
[CORRECT] B
Rationale: Internal (dispositional) attribution assigns cause to personal characteristics (e.g.,
laziness). External attribution would blame traffic (situational). C is synonymous with external; D
refers to whether others behave similarly.
Q14: The fundamental attribution error occurs when observers:
A. Overestimate situational influences on their own behavior
B. Overestimate dispositional influences on others' behavior while underestimating situational
factors
C. Correctly identify both internal and external causes
D. Rely solely on consensus information when making judgments
[CORRECT] B
Rationale: The fundamental attribution error is the tendency to attribute others' behavior to
internal factors while ignoring situational constraints. A describes the actor-observer bias
(self-serving); C is not an error; D describes consensus heuristic.
Q15: The rational decision-making model assumes that decision-makers:
A. Have limited information and cognitive capacity
B. Evaluate all alternatives and select the optimal solution
C. Choose the first satisfactory option they encounter
D. Rely primarily on intuition and past experience
[CORRECT] B
B
Latest Questions & Complete
Solutions | Business
Analytics | Pass Guaranteed -
A+ Graded
ection A: Multiple Choice (Q1–Q40)
S
Q1: According to the Affective Events Theory (AET), which of the following most directly
influences employee job satisfaction and performance?
A. Cognitive evaluation of pay equity
B. Emotional reactions to workplace events
C. Long-term personality traits only
D. Supervisory style alone
[CORRECT] B
Rationale: AET posits that workplace events trigger emotional reactions, which then predict job
satisfaction and performance. A and D are factors but not the central mechanism; C ignores the
event-emotion link.
Q2: Which of the following best describes the contingency approach to organizational behavior?
A. Applying universal principles that work in every organizational setting
B. Recognizing that management practices must adapt to situational variables
C. Focusing exclusively on employee personality traits
D. Using standardized procedures regardless of context
[CORRECT] B
Rationale: The contingency approach states that there is no single best way to manage;
effectiveness depends on situational factors such as technology, environment, and employee
characteristics. A describes the classical approach; C and D ignore situational variability.
Q3: In 2024, a major tech company shifted from in-office work to a hybrid model (3 days office, 2
days remote). Six months later, job satisfaction scores dropped 15%. According to research on
hybrid work and job satisfaction, what is the most likely primary cause?
, . Reduced salary due to remote work policies
A
B. Decreased perceived organizational support and social connection
C. Increased commute time on office days
D. Technical difficulties with remote collaboration tools
[CORRECT] B
Rationale: 2024 research (e.g., Microsoft Work Trend Index) shows that hybrid work satisfaction
is primarily mediated by perceived organizational support and social connection, not technology
or commute issues. A is factually incorrect; C and D are secondary factors.
Q4: The Job Descriptive Index (JDI) measures job satisfaction across five facets. Which of the
following is NOT one of those five facets?
A. Pay
B. Promotion opportunities
C. Work-life balance
D. Coworkers
[CORRECT] C
Rationale: The JDI measures satisfaction with pay, promotion, supervision, coworkers, and the
work itself—not work-life balance. Work-life balance is measured by other instruments such as
the Work-Life Balance Scale.
Q5: According to Affective Events Theory, a customer service representative receives an angry
email from a client. The representative feels anxious and subsequently provides a rushed,
incomplete response. This sequence best illustrates which AET component?
A. Cognitive appraisal → Emotional reaction → Job attitude
B. Work event → Emotional reaction → Behavior
C. Personality trait → Emotional stability → Performance
D. Job satisfaction → Positive affect → Customer service quality
[CORRECT] B
Rationale: AET proposes that work events trigger emotional reactions, which then influence
behavior and attitudes. The angry email (work event) causes anxiety (emotional reaction),
leading to rushed response (behavior). A reverses the sequence; C ignores the event trigger; D
starts with satisfaction rather than an event.
Q6: Emotional Intelligence (EI) according to Goleman's model includes all of the following
components EXCEPT:
A. Self-awareness
B. Self-regulation
C. Cognitive reasoning ability
D. Social skill
[CORRECT] C
Rationale: Goleman's EI model comprises self-awareness, self-regulation, motivation, empathy,
and social skills. Cognitive reasoning ability is part of general intelligence (IQ), not emotional
intelligence. A, B, and D are all core EI components.
Q7: A manager with high emotional intelligence notices a team member seems withdrawn
during meetings. Instead of ignoring the behavior, the manager privately asks if everything is
okay and offers flexibility. This demonstrates which EI component?
A. Self-awareness
, . Empathy
B
C. Self-regulation
D. Motivation
[CORRECT] B
Rationale: Empathy involves recognizing others' emotional states and responding appropriately.
The manager perceives the team member's emotional cue and acts with understanding. A
refers to understanding one's own emotions; C refers to controlling one's own emotions; D
refers to internal drive.
Q8: In the Big Five personality model, an employee who is organized, dependable, and
detail-oriented would score high on which dimension?
A. Openness to experience
B. Conscientiousness
C. Extraversion
D. Agreeableness
[CORRECT] B
Rationale: Conscientiousness is characterized by organization, dependability, and attention to
detail. Openness involves creativity and curiosity; Extraversion involves sociability and
assertiveness; Agreeableness involves cooperation and trust.
Q9: Which of the following is a documented limitation of the Myers-Briggs Type Indicator (MBTI)
in organizational settings?
A. It measures only three personality dimensions
B. It forces individuals into binary categories despite personality being continuous
C. It has no correlation with job performance
D. It is too expensive for most organizations to administer
[CORRECT] B
Rationale: A major criticism of the MBTI is its forced-choice dichotomies (e.g., introvert vs.
extrovert), whereas personality traits exist on a continuum. A is incorrect (MBTI measures four
dimensions); C is overstated (some correlations exist but are weak); D is incorrect regarding
cost.
Q10: Terminal values differ from instrumental values in that terminal values:
A. Are means to an end
B. Represent desired end-states of existence
C. Guide daily workplace behavior
D. Are culturally universal across all societies
[CORRECT] B
Rationale: Terminal values (e.g., happiness, security) are end-state goals, whereas instrumental
values (e.g., honesty, ambition) are preferred modes of behavior. A describes instrumental
values; C applies to both; D is incorrect as values vary across cultures.
Q11: According to Hofstede's cultural dimensions theory (2024 update), which dimension
measures the degree to which a society accepts that power is distributed unequally?
A. Individualism vs. Collectivism
B. Power Distance
C. Uncertainty Avoidance
D. Masculinity vs. Femininity
, [CORRECT] B
Rationale: Power Distance Index (PDI) specifically measures acceptance of unequal power
distribution. Individualism vs. Collectivism measures social integration; Uncertainty Avoidance
measures tolerance for ambiguity; Masculinity vs. Femininity measures achievement vs.
relationship orientation.
Q12: A multinational corporation notices that its Brazilian subsidiary shows high employee
loyalty but low individual initiative, while its U.S. subsidiary shows the opposite pattern. This
difference is best explained by which Hofstede dimension?
A. Power Distance
B. Individualism vs. Collectivism
C. Uncertainty Avoidance
D. Long-term vs. Short-term Orientation
[CORRECT] B
Rationale: Brazil scores high on collectivism (group loyalty, collective decision-making), while
the U.S. scores high on individualism (personal initiative, individual achievement). Power
Distance would explain hierarchy acceptance; Uncertainty Avoidance would explain risk
tolerance; Long-term Orientation would explain planning horizons.
Q13: In attribution theory, when a manager attributes an employee's late arrival to "laziness"
rather than "traffic," the manager is making a(n):
A. External attribution
B. Internal attribution
C. Situational attribution
D. Consensus-based attribution
[CORRECT] B
Rationale: Internal (dispositional) attribution assigns cause to personal characteristics (e.g.,
laziness). External attribution would blame traffic (situational). C is synonymous with external; D
refers to whether others behave similarly.
Q14: The fundamental attribution error occurs when observers:
A. Overestimate situational influences on their own behavior
B. Overestimate dispositional influences on others' behavior while underestimating situational
factors
C. Correctly identify both internal and external causes
D. Rely solely on consensus information when making judgments
[CORRECT] B
Rationale: The fundamental attribution error is the tendency to attribute others' behavior to
internal factors while ignoring situational constraints. A describes the actor-observer bias
(self-serving); C is not an error; D describes consensus heuristic.
Q15: The rational decision-making model assumes that decision-makers:
A. Have limited information and cognitive capacity
B. Evaluate all alternatives and select the optimal solution
C. Choose the first satisfactory option they encounter
D. Rely primarily on intuition and past experience
[CORRECT] B
