UARK MGMT 2103 - Exam 2 Correctly Solved Questions And Answers
1. Values abstract ideals that guide one's thinking and behavior across all situations
-relatively stable
2. Attitude feelings, or opinions about people, places, and objects
-positive or negative
-important because they impact behavior
3. 3 Main Compo- -Cognitive: an evaluation "I believe"
nents of Attitude -Attective: a feeling, "I feel"
-Behavioral: an action "I intend"
4. Organizational the extent to which an individual identifies with an organization and commits to its
Commitment goals
-outcomes: employee retention and greater motivation
5. Employee En- the harnessing of organizational members' selves to their work roles
gagement -where people employ and express themselves physically, cognitively, and emo-
tionally during role performance
6. Perceived Orga- reflects the extent to which employees believe that the organization values their
nizational Sup- contributions and cares about their well-being
port
7. Job Satisfaction an attective or emotional response toward various aspects of one's job
-the extent to which an individual likes his or her job
8. Causes of Job Sat- -Need Fulfillment
isfaction -Met Expectations
-Value Attainment
-Equity
-Dispositional/Genetic Components
9.
, UARK MGMT 2103 - Exam 2 Correctly Solved Questions And Answers
Job Satisfaction psychological process that arouses interest in doing something, and it directs and
vs Motivation guides behavior
10. Job Satisfaction the extent to which an individual is personally involved with his or her work role
vs Job Involve-
ment
11. Job Satisfaction an individual's overall thoughts and feelings about quitting
vs Withdraw Cog-
nitions
12. Job Satisfaction negative ettects on many ditterent OB-related outcomes
vs Perceived
Stress
13. Job Satisfaction -job satisfaction and job performance are moderately related, and the relationship
vs Job Perfor- is complex. Both variables indirectly influence each other
mance -incomplete measures of individual-level performance understate the relationship
between the variables
-more accurate to consider the variables on a business unit level
14. Job Satisfaction -individual behavior that is discretionary; not directly or explicitly recognized by the
vs Organization- formal reward system
al Citizenship Be- -in aggregate, promotes ettective functioning of the organization
havior
15. Job Satisfaction behavior that harms other employees, the organization as a whole, or organiza-
vs Counterpro- tional stakeholders such as customers and shareholders
ductive Work Be-
havior
16. Job Satisfaction an be positive if poor performers are leaving and negative if good employees leave
vs Turnover
1. Values abstract ideals that guide one's thinking and behavior across all situations
-relatively stable
2. Attitude feelings, or opinions about people, places, and objects
-positive or negative
-important because they impact behavior
3. 3 Main Compo- -Cognitive: an evaluation "I believe"
nents of Attitude -Attective: a feeling, "I feel"
-Behavioral: an action "I intend"
4. Organizational the extent to which an individual identifies with an organization and commits to its
Commitment goals
-outcomes: employee retention and greater motivation
5. Employee En- the harnessing of organizational members' selves to their work roles
gagement -where people employ and express themselves physically, cognitively, and emo-
tionally during role performance
6. Perceived Orga- reflects the extent to which employees believe that the organization values their
nizational Sup- contributions and cares about their well-being
port
7. Job Satisfaction an attective or emotional response toward various aspects of one's job
-the extent to which an individual likes his or her job
8. Causes of Job Sat- -Need Fulfillment
isfaction -Met Expectations
-Value Attainment
-Equity
-Dispositional/Genetic Components
9.
, UARK MGMT 2103 - Exam 2 Correctly Solved Questions And Answers
Job Satisfaction psychological process that arouses interest in doing something, and it directs and
vs Motivation guides behavior
10. Job Satisfaction the extent to which an individual is personally involved with his or her work role
vs Job Involve-
ment
11. Job Satisfaction an individual's overall thoughts and feelings about quitting
vs Withdraw Cog-
nitions
12. Job Satisfaction negative ettects on many ditterent OB-related outcomes
vs Perceived
Stress
13. Job Satisfaction -job satisfaction and job performance are moderately related, and the relationship
vs Job Perfor- is complex. Both variables indirectly influence each other
mance -incomplete measures of individual-level performance understate the relationship
between the variables
-more accurate to consider the variables on a business unit level
14. Job Satisfaction -individual behavior that is discretionary; not directly or explicitly recognized by the
vs Organization- formal reward system
al Citizenship Be- -in aggregate, promotes ettective functioning of the organization
havior
15. Job Satisfaction behavior that harms other employees, the organization as a whole, or organiza-
vs Counterpro- tional stakeholders such as customers and shareholders
ductive Work Be-
havior
16. Job Satisfaction an be positive if poor performers are leaving and negative if good employees leave
vs Turnover
