54) ________ 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
55) Which of the following questions best helps understand the degree of perceived
organizational support among employees?
A) Do you believe that employee engagement has a large impact on productivity?
B) Do you believe there is sufficient employee engagement in your department?
C) Do your beliefs align with the organization’s vision and long-term goals?
D) Do you feel the long-term goals on sustainable work practices are workable?
E) Do you feel the organization has sufficient recognition rewards to value good work?
56) Lillian Stintson works for a global women’s rights organization. In the past few months, she
has traveled across the globe for the campaign she was working on. In addition, she has been
working weekends to meet campaign milestones. She has now decided to take a month’s holiday
to relax and get a much-needed break. She knows that the organization will understand her need
for a long holiday. Which of the following best represents Stintson’s feeling?
A) low employee engagement
B) high perceived organizational support
C) low organizational commitment
D) low job involvement
E) high interest in whistle-blowing
57) Employees are most likely to perceive their organization as supportive when ________.
A) they experience a cognitive dissonance between their job attitude and behavior
B) the affective component of the attitude is extremely strong
C) there is a weak relationship between their attitude and behavior
D) they have a voice in decisions
E) they experience an emotional contagion while performing their job duties
58) Antonio Guillermo’s wife was recently diagnosed with breast cancer. Guillermo had to take a
considerable amount of time off work to care for their children, and he was late in completing his
portion of a large project. Guillermo never feared that his job was in jeopardy because of his
absences or his delay in completion of work. Name the major job attitude associated with this
example.
A) psychological empowerment
B) perceived organizational support
C) organizational commitment
D) employee engagement
E) job involvement
59) Bryan Eusebius has a positive attitude toward his organization. He feels the management
treats all employees fairly in matters concerning rewards, is understanding toward their needs
and requirements, and allows them to have a voice in decisions. Bryan’s attitude toward his
organization is indicative of ________.
A) emotional contagion
B) positivity offset
C) perceived organizational support
D) cognitive dissonance
E) self-concordance
60) 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
61) Which of the following is most likely to be a characteristic of disengaged employees?
A) They feel a deep connection for their organization.
B) They have a sense of passion for their work.
C) They have the lowest levels of turnover.
D) They put in time but give no attention to their work.
E) They proactively take up responsibilities.
62) The human resource department of Palmer Inc. is aiming to understand the degree of
employee engagement in the organization. Which of the following statements would best help
them in the process?
A) Do you believe in the organization’s five-year plan?
B) Do you believe the organization is concerned about your well-being?
C) Do you enjoy your everyday tasks and achieving project milestones?
D) Do you feel the organization values your work?
E) Do you agree with the organization’s stand on sustainable work practices?
63) Which of the following statements is most likely to be true about the major job attitudes?
A) They are highly distinct from one another.
B) They are generally resistant to change.
C) They tend to overlap one another.
D) They are not correlated to one another.
E) They increase cognitive dissonance.
64) Job satisfaction describes a positive feeling about a job, resulting from an evaluation of its
characteristics.
65) Job involvement measures the degree to which people identify psychologically with the
organization’s mission and vision.
66) Employees’ beliefs in the degree to which they influence their work environment, their
competence, the meaningfulness of their jobs, and their perceived autonomy is known as
psychological empowerment.
67) An individual’s involvement with, satisfaction with, and enthusiasm for the work he or she
does is known as employee engagement.
68) Compare and contrast job satisfaction, job involvement, and organizational commitment.
69) The business head at Solaris Services was alarmed by the finding of a recent survey
conducted in-house which revealed that most employees were dissatisfied with their work. He
holds a meeting with various department heads to identify ways to stem the brewing discontent.
One manager suggests providing employees with greater training opportunities. What
assumption is the manager making?
A) Employees feel that their efforts are not being adequately recognized by the management.
B) Employees are highly skilled and value economic rewards over and above opportunities for
growth.
C) Employees are stifled by the degree of centralized control and bureaucracy within the
organization.
D) Employees feel that their employer does not value them enough to make investments in them.
E) Employees feel excluded from organizational issues that have an influence on them.
70) Which of the following statements is true about measuring job satisfaction?
A) The single global rating system is not very time consuming.
B) The summation of job facets approach takes into account cognitive dissonance experienced
by employees.
C) The summation of job facets approach prevents managers from zeroing in on problems.
D) The summation of job facets approach involves responding to one particular question.
E) The single global rating approach is rarely used for measuring job satisfaction.
71) The single global rating approach to measuring job satisfaction is more sophisticated than the
summation of job facets approach.
72) Asking employees how they feel about key elements in a job and then adding the results to
create an overall job satisfaction score is the single global rating approach to job satisfaction.
73) Rachel, a sales executive at a bank, earns $35,000 a year. Her company often allows her to
work her schedule around her daughter’s school athletic events. She believes in the goals of her
organization and works hard toward achieving them. Rachel’s husband, Peter, has recently joined
an engineering firm as a designer. He earns $75,000 a year. His job involves working long hours
from Monday to Friday, and his work is often stressful. But he enjoys his work and is passionate
about the projects he works on. Due to Peter’s time constraints, his wife, Rachel, attends all their
children’s school events. How would you compare Rachel and Peter’s levels of job satisfaction?
Describe how you would measure their satisfaction level if the level of comfortable living in
their country is $40,000. In addition, name at least three major job attitudes that play a part in
each of their satisfaction levels.
74) Which of the following is true about the correlation between salary and job satisfaction?
A) Pay is not related to job satisfaction for employees in underdeveloped countries.
B) Salary and perks do not have a role in overall happiness of employees from poor countries.
C) Pay does not play a critical role in job satisfaction when an individual reaches a level of
comfortable living.
D) Financial perks and benefits always create job satisfaction irrespective of standards of living.
E) High salary level always creates organizational commitment.
75) In Indonesia, comfortable living occurs at about $30,000. Based on the measurement of
comfortable living, which of the following is most likely to be true?
A) People earning approximately $25,000 are content with their jobs.
B) People earning below $30,000 are as happy with jobs as those earning $35,000.
C) People earning below $30,000 experience a positive correlation between pay and job
satisfaction.
D) People earning $50,000 have higher levels of job satisfaction than those earning $40,000.
E) People’s earnings have no relation to their job satisfaction if they earn $25,000.
76) Charles, Anna, Elle, and Adam are college friends and work in New York City. Comfortable
living in New York occurs at about $40,000 a year. Charles makes $24,000 a year, Anna makes
$30,000 a year, Elle makes $50,000 a year, and Adam makes $75,000 a year. Which of the
following is most likely to be true with reference to correlation between pay and job satisfaction?
A) Charles is more satisfied with his job in comparison with Anna.
B) Anna is more satisfied with the job than Adam.
C) Charles and Adam share identical levels of job satisfaction related to pay.
D) Elle and Adam are most likely to have a similar level of job satisfaction.
E) Charles and Anna have the same levels of job satisfaction in relation to their pay.
77) Dennis Galvan works as a campaigner at Green Earth, an environmental organization. Every
month, his organization arranges a team outing where they indulge in football and other team–
building activities. The human resource department ensures that there are regular interactions
between employees through team dinners and cultural events. According to the information
given in this case, which of the following is most likely to be the reason for Galvan’s high level
of satisfaction toward his job?
A) salary packaging
B) promotion and growth
C) constructive dismissal
D) social context
E) profile of work
78) Christina Hutchins was recently recruited by a publishing firm in Manhattan. During her first
month on the job, she demonstrated positive core self-evaluations. Which of the following did
she most likely do?
A) mentioned that she was confident about her basic competence
B) expressed dissatisfied with the nature of work
C) set less ambiguous goals and objectives
D) gave up easily on tasks when faced with difficulties
E) did not consider her work as challenging and fulfilling
79) Employees with positive core self-evaluations believe in their inner worth and basic
competence and are more satisfied with their jobs than those with negative core self-evaluations.
The concept of positive core self-evaluations indicates that ________.
A) promotions and growth opportunities influence job satisfaction
B) employees should be regularly monitored and provided feedback
C) job conditions have a direct influence on job satisfaction
D) personality plays a role in job satisfaction
E) pay always has a direct correlation with job satisfaction
80) Job conditions—especially the intrinsic nature of the work itself, social interactions, and
supervision—are important predictors of job satisfaction.
81) People who have positive core self-evaluations (CSEs)—who believe in their inner worth
and basic competence—are more satisfied with their jobs than people with negative CSEs.
82) The relationship between pay and job satisfaction virtually disappears when one earns a pay
package sufficient for or more than the comfortable living amount.
83) What are the major causes of job satisfaction?
84) Job satisfaction leads to employee’s organizational citizenship behavior (OCB).
85) Is there a relationship between employees whose personal values fit with the organization’s
CSR mission and job satisfaction? Explain.
86) The exit-voice-loyalty-neglect framework aids in understanding the consequences of
________.
A) increasing growth opportunities
B) emotional contagion
C) dissatisfaction
D) regular feedback
E) high employee engagement
87) The ________ response includes actively and constructively attempting to improve
conditions, including suggesting improvements, discussing problems with superiors, and
undertaking some forms of union activity.
A) exit
B) voice
C) loyalty
D) neglect
E) acceptance