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Chapter 04 Job Satisfaction Answer Key
True / False Questions
1.
Research shows that employees with low job satisfaction experience strong positive
feelings when they think about their duties or take part in their task activities.
2.
Values are those things that people consciously or subconsciously want to seek or attain.
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3.
The value-percept theory utilizes three critical psychological states to measure job
satisfaction.
4.
The elements in employees’ relationships with their supervisors that affect levels of job
satisfaction are much different from the elements in employees’ relationships with their
coworkers that affect job satisfaction.
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5.
The value-percept theory suggests that people evaluate job satisfaction according to
specific “facets” of the job.
6.
Some employees do not want frequent promotions because promotions bring more
responsibility and increased work hours.
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7.
Supervision satisfaction reflects employees’ feelings about their coworkers and their
bosses.
8.
Satisfaction with what employees actually do is captured by the concept of satisfaction
with the work itself.
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9.
Satisfaction with the work itself is the single strongest driver of overall job satisfaction.
10.
Meaningfulness of work captures the degree to which employees feel that they are key
drivers of the quality of the unit’s work.
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11.
Job characteristics theory argues that variety, identity, significance, autonomy, and
feedback result in high levels of the three psychological states (meaningfulness of work,
responsibility for outcomes, and knowledge of results), making work tasks more
satisfying.
12.
Variety is the degree to which the job provides freedom, independence, and discretion to
the individual performing the work.
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13.
Identity, as a core job characteristic, captures the belief that the job really matters.
14.
According to job characteristics theory, when students tell professors they hope to take
more courses with them, this high level of identity positively affects the professors’ job
satisfaction.
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15.
If employees lack required knowledge or skills, more variety and autonomy should not
increase their satisfaction very much.
16.
The moderate to strong positive correlations between the five core job characteristics and
job satisfaction indicates all employees want more variety and more autonomous and
significant jobs.
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17.
Growth need strength captures whether employees have strong needs for personal
accomplishment or developing themselves beyond their current levels.
18.
When employees are very talented and feel a strong need for growth, their core job
characteristics have no effect on their job satisfaction.
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19.
For an individual with high growth need strength, there is a strong positive correlation
between satisfaction with the work itself and levels of the five core job characteristics.
20.
Job enrichment efforts can heighten work accuracy and customer satisfaction, although
training and labor costs tend to rise as a result of such changes.
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21.
Joe noticed that when his teammate Jan arrived at work, she was grouchy. Later she
appeared excited; but by the time they finished for the day, Jan was sluggish and bored.
Joe was noticing how Jan’s emotions changed that day.
22.
States of feeling that are intense, last for a few hours, and are clearly directed at (and
caused by) someone or some circumstance are termed moods.
23.
Moods can be characterized in two ways: occupancy and engagement.
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24.
A challenging assignment given to a knowledgeable and skillful person would be likely to
trigger an intense positive mood.
25.
Passive recreation like watching TV is likely to trigger a flow state.
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26.
According to the affective events theory, affective reactions can influence work attitudes
and behaviors.
27.
According to affective events theory, positive emotions may trigger spontaneous instances
of counterproductive behavior.
28.
Service jobs are high in emotional labor.
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29.
Satisfied employees do a better job of fulfilling the duties described in their job
descriptions.
30.
Research reveals that job satisfaction is correlated strongly with citizenship behavior.
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31.
Research shows that job satisfaction is one of the strongest predictors of life satisfaction.
32.
Nations that are above the poverty line are no happier than those below the poverty line.
33.
The developers of the Job Descriptive Index (JDI) survey recommend that surveys in the
organization should not be anonymous so that managers can identify which employees are
not satisfied and address their specific needs.
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34.
The JDI manual provides national norms for all facets and breaks down those norms
according to relevant demographic groups.
35.
Surveys that never lead to any kind of on-the-job change eventually may be viewed by
employees as a waste of time.
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Multiple Choice Questions
36.
_____ is a positive emotional state resulting from the appraisal of one’s job or job
experiences.
37.
The results of surveys of common work values can be broken down into several general
categories. Those general categories include which of the following sets of items?
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38.
Workplace surveys suggest that satisfied employees are becoming _____.
39.
Values are defined as:
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40.
Which of the following work value categories involve(s) helping others and working on
moral causes?
41.
Having prestige, power over others, and fame are examples of work values related to
_____.
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42.
Which of the following is a specific value related to the work itself?
43.
Mike is a child psychologist who is passionate about helping children through difficult
situations. He also volunteers at a free clinic during the weekend. Which of the following
work value categories would be important for him?