1.
(p. 273)
What employees are like depends only on personality types and not on culture.
2.
(p. 272)
Personality refers to the structures and propensities inside people that explain their
characteristic patterns of thought, emotion, and behavior.
3.
(p. 272)
Beliefs create people’s social reputations.
4. Felix started his new job about a month ago. When asked, he says he likes most of his
coworkers. One person though is mean-spirited, obnoxious, petty, and belligerent. Felix is
describing his coworker’s social traits.
5.
(p. 272)
Cultural values are defined as shared beliefs about desirable end states or modes of
conduct in a given culture.
6.
(p. 273)
In the context of the Big Five taxonomy, a submissive person is said to be an extrovert.
7.
(p. 273)
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.
(p. 276)
Extraversion changes quite significantly over a person’s life span.
9.
(p. 276)
Conscientious people are dependable, organized, reliable, ambitious, hardworking, and
persevering.
10.
(p. 277)
Accomplishment strivers focus on “getting along,” not necessarily “getting ahead.”
11. An easy way to remember the elements of the Big Five is by thinking of the acronym “CAN
DO.”
12.
(p. 277)
Conscientious employees do not prioritize accomplishment striving.
13.
(p. 278)
Of the Big Five, openness to experience is the easiest to judge in zero acquaintance
situations.
14.
(p. 278)
Extraverts are less likely to emerge as leaders in task-related groups when compared to
introverts.
15.
(p. 278)
An introvert exhibits a greater deal of job satisfaction than an extrovert.
16.
(p. 278)
An extravert exhibits low positive affectivity when compared to an introvert.
17.
(p. 279)
Neuroticism is associated with positive affectivity and extraversion is associated with
negative affectivity.
18.
(p. 279)
Neuroticism is the most important of the Big Five from the perspective of job
performance.
19.
(p. 279)
Neurotic employees experience lower levels of job satisfaction than their conscientious
counterparts.
20.
(p. 281)
Neurotic people tend to hold an external locus of control.
21. Those with low scores on neuroticism are more likely to be Type A behavior patterns.
22.
(p. 281)
Neurotic people are more likely to believe they can cope with the stressors that they
experience.
23.
(p. 281)
In the context of the Big Five Taxonomy, openness to experience is related to performance
across all occupations.
24.
(p. 285)
The most appropriate use of the Myers-Briggs Type Indicator is in a team-building
context.
25.
(p. 285)
The central premise of Myers-Briggs Type Indicator is that employees have more career
satisfaction and longevity in occupations that match their personality type.
26.
(p. 285)
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.
27.
(p. 285)
Artistic people tend to enjoy abstract, analytical, theory-oriented tasks.
28.
(p. 287)
Low-power distance cultures prefer that power be distributed uniformly where possible, in
a more egalitarian fashion.
29.
(p. 291)
Conscientiousness has a moderate positive effect on performance.
30.
(p. 291–292)
Conscientious employees are more likely to engage in day–to-day psychological
and physical withdrawal behaviors.
31.
(p. 292)
The persevering nature of conscientious employees prompts them to persist in a given
course of action for long periods of time.
32. Christina is attending a business meeting at a client’s office. Some individuals 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 is the most important person at the meeting. There is no
agenda to let her know what are the important topics today. Her personality is most likely to drive
her behavior in this situation.
33.
(p. 294)
Integrity tests are a subset of personality tests.
34.
(p. 294)
Integrity tests typically come in two general varieties: clear purpose tests and veiled
purpose tests.
35.
(p. 294)
Veiled purpose tests do not reference dishonesty explicitly but instead assess more
general personality traits that are associated with dishonest acts.
36.
(p. 272)
_____ refers to the structures and propensities inside a person that explain his or her
characteristic patterns of thought, emotion, and behavior.
37.
(p. 272)
Personality is a collection of multiple _____.
38.
(p. 272)
_____ are defined as recurring regularities or trends in people’s responses to their
environment.
39. Twin studies have shown that genetics has the most effect on which of the Big Fiver
personality traits?
40.
(p. 272)
Personality traits are a function of both your:
41.
(p. 273)
Which of the following is not a “dimension” of the big five taxonomy?
42.
(p. 273)
Melissa was reading her slam book from junior high, in which most of her friends
described her as a dependable and reliable individual. In the context of the Big Five taxonomy, the
personality dimension _____ best describes Melissa.
43.
(p. 273)
Which of these dimensions in the Big Five taxonomy is associated with the trait adjectives
kind, cooperative, sympathetic, and warm?
44.
(p. 273)
The day before Jackson takes an important test in school, he shows a tendency to get
““`nervous, moody and insecure. In the context of the Big Five taxonomy, the personality
dimension _____ best describes Jackson.
45.
(p. 273)
Critical, selfish, and rude are opposite traits for which personality dimension of the Big
Five?