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Chapter 09 Personality and Cultural Values Answer Key
True / False Questions
1.
What employees are like depends only on personality types and not on culture.
2.
Personality refers to the structures and propensities inside people that explain their
characteristic patterns of thought, emotion, and behavior.
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3.
People’s beliefs create their social reputations.
4.
Felix started his new job about a month ago. When asked, he says he likes most of his
coworkers. One of them, though, is mean-spirited, obnoxious, petty, and belligerent. Felix
is describing his coworker’s social traits.
5.
Cultural values are defined as shared beliefs about desirable end states or modes of
conduct in a given culture.
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6.
In the context of the Big Five taxonomy, a submissive person is said to be an extravert.
7.
Miriam is known as a person who is talkative. In the context of the Big Five taxonomy, the
personality dimension extraversion best describes Miriam.
8.
Extraversion changes quite significantly over a person’s life span.
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9.
Conscientious people are dependable, organized, reliable, ambitious, hardworking, and
persevering.
10.
Accomplishment strivers focus on “getting along,” not necessarily “getting ahead.”
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11.
An easy way to remember the elements of the Big Five is by thinking of the acronym “CAN
DO.”
12.
Conscientious employees do not prioritize accomplishment striving.
13.
Of the Big Five, openness to experience is the easiest to judge in zero acquaintance
situations.
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14.
Extraverts are less likely to emerge as leaders in task-related groups when compared to
introverts.
15.
An introvert exhibits more job satisfaction than an extravert.
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16.
An extravert exhibits low positive affectivity when compared to an introvert.
17.
Neuroticism is associated with positive affectivity and extraversion is associated with
negative affectivity.
18.
From the perspective of job performance, neuroticism is the most important of the Big
Five.
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19.
Highly neurotic employees experience lower levels of job satisfaction than their less
neurotic counterparts.
20.
Neurotic people tend to have an external locus of control.
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21.
Those with low scores on neuroticism are more likely to demonstrate Type A behavior
patterns.
22.
Neurotic people are more likely to believe they can cope with the stressors that they
experience.
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23.
In the context of the Big Five taxonomy, openness to experience is positively related to
performance across all occupations.
24.
The most appropriate use of the Myers-Briggs Type Indicator is in a team-building
context.
25.
According to the MBTI, the best personality type for organizations to hire is the ISTJ.
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26.
The central premise of the Myers-Briggs Type Indicator is that employees have more
career satisfaction and longevity in occupations that match their personality type.
27.
There is little evidence that the Myers-Briggs Type Indicator is a useful tool for predicting
the job satisfaction, motivation, performance, or commitment of employees across jobs.
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28.
Holland’s RIASEC model focuses on people’s vocational interests.
29.
Artistic people tend to enjoy abstract, analytical, theory-oriented tasks.
30.
Holland’s RIASEC model includes the personality dimensions of conscientiousness and
neuroticism.
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31.
Low-power distance cultures prefer that power be distributed uniformly where possible, in
an egalitarian fashion.
32.
Conscientiousness has a moderate positive effect on performance.
33.
Conscientious employees are more likely than nonconscientious employees to engage in
day-to-day psychological and physical withdrawal behaviors.
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34.
The persevering nature of conscientious employees prompts them to persist in a given
course of action for long periods of time.
35.
Christina is attending a business meeting at a client’s office. Some of the other attendees
are formally dressed; others are in shorts and T-shirts. The table is round instead of
rectangular. There is no head to let her know who the most important person at the
meeting is. There is no agenda to let her know what the important topics are today. Her
personality is most likely to drive her behavior in this situation.
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36.
Integrity tests are a subset of personality tests.
37.
Integrity tests typically come in two general varieties: clear purpose tests and veiled
purpose tests.
38.
Veiled purpose tests do not reference dishonesty explicitly but instead assess more
general personality traits that are associated with dishonest acts.
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Multiple Choice Questions
39.
_____ refer(s) to the structures and propensities inside a person that explain his or her
characteristic patterns of thought, emotion, and behavior.
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40.
Personality is a collection of multiple _____.
41.
_____ are defined as recurring regularities or trends in people’s responses to their
environment.
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42.
Which of the following is
not
a dimension of the Big Five taxonomy?
43.
George is described by his friends as curious and imaginative. He is probably high on the
trait of ________.
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44.
Rajeev is described by his coworkers as calm and relaxed. Rajeev probably scores:
45.
Twin studies have shown that genetics has the most effect on which of the Big Five
personality traits?
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46.
Personality traits are a function of both your:
47.
Which of these dimensions in the Big Five taxonomy is associated with the trait adjectives
kind, cooperative, sympathetic, and warm?