Organizational Behavior

Tutorial 5

Chapter 3

1) Job dissatisfaction is more likely to translate into ________ when employees feel or perceive
they have many available alternatives and when employees have high human capital.

A) High productivity

B) employee engagement

C) increased customer satisfaction

D) turnover

E) organizational citizenship behavior

Answer: D

2) Under which of the following conditions is job dissatisfaction most likely to result in
turnover?

A) Employees have negative core self-evaluation.

B) Employees have high education and ability.

C) Employment opportunities are scarce.

D) Employees experience emotional contagion.

E) Employees have supportive relationships with their co-workers

Answer: B

3)___________ is self-regulated actions to benefit society or the environment beyond what is

required by law.

A) Corporate social responsibility

B) Effective management

C) Mentorship

Answer: A
4) 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

Answer: C

5) 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

Answer: B

6) Henry Hutchins is discontent with his job but believes that his supervisor is a good man who
will do the needful to reduce his dissatisfaction with the job. He has decided to just wait and give
his supervisor some time until conditions improve. Henry's response to this problem is termed as
________.

A) exit

B) voice

C) loyalty

D) neglect

E) ratification

Answer: C
7) Susan Daniels works for an event management company and is discontent with her job
because she was passed over for a promotion. She has now composed a list of concerns and plans
to discuss the issue with her supervisor. Daniels' response to the problem is referred to as
________.

A) exit

B) voice

C) loyalty

D) neglect

E) acceptance

Answer: B

8) Maria Womack who worked for a bank in Michigan was dissatisfied with the way her
manager treated her. She is planning to quit her job and find a new position with another
competitor bank. Her action represents the ________ response.

A) exit

B) voice

C) loyalty

D) neglect

E) acceptance

Answer: A

9) Steve Werner is unhappy with his job and takes every possible vacation and sick day to avoid
going to work. In addition, whenever he goes to work, he shows up late and skips important
meetings. Werner is expressing his dissatisfaction through the ________ response.

A) exit

B) voice

C) loyalty

D) acceptance

E) neglect

Answer: E
10) Joe Dailey is unhappy with his job because he has not received the promotion due to him
several years ago. However, in spite of this, he speaks up to support his company's actions even
when the local newspaper is criticizing them. Which of the following types of response
represents his behavior?

A) exit

B) voice

C) loyalty

D) neglect

E) acceptance

Answer: C

11) Which of the following is a type of response to dissatisfaction that is constructive and
passive?

A) loyalty

B) neglect

C) voice

D) reflect

E) exit

Answer: A

12) The performance variables productivity, absenteeism, and turnover are generally considered
a part of the ________ behaviors in the exit-voice-loyalty-neglect framework.

A) voice and neglect

B) neglect and loyalty

C) voice and exit

D) loyalty and voice

E) exit and neglect

Answer: E
13) Job dissatisfaction and antagonistic relationships with co-workers predict a variety of
behaviors organizations find undesirable, including unionization attempts, substance abuse,
undue socializing, and tardiness. These behaviors are indicators of a broader syndrome called
________.

A) employee withdrawal

B) organizational commitment

C) job involvement

D) cognitive dissonance

E) positivity offse

Answer: A

True and False

1) "Voice" is an active and constructive response to dissatisfaction.

Answer: TRUE

2) Neglect is an active and constructive response to dissatisfaction.

Answer: FALSE

3) To effectively control the undesirable consequences of job dissatisfaction, employers should

try to control the different responses to dissatisfaction.

Answer: FALSE

4) Creating a satisfied workforce guarantees successful organizational performance.

Answer: FALSE

Chapter 4

7) In ________, a co-worker or another observer does an independent assessment of personality.

A) observer-ratings surveys
B) paid surveys
C) knowledge surveys
D) deviation surveys
E) cadastral surveys
Answer: A
Explanation: Observer-ratings surveys provide an independent assessment of personality. In
such surveys, a co-worker or another observer does the rating.

2) Which of the following does the heredity approach state?

A) An individual's personality is determined by the social background one is brought up in.
B) An individual's personality is determined by molecular structure of the genes.
C) An individual's personality is influenced by the economic settings he/she is surrounded by.
D) A person's personality traits are created by the company he/she keeps i.e., his/her friends and
family.
E) A person's personality traits are largely influenced by global trends and characteristics.
Answer: B
Explanation: Heredity refers to factors determined at conception. The heredity approach argues
that the ultimate explanation of an individual's personality is the molecular structure of the genes,
located in the chromosomes.

3) A drawback of self-report surveys is the level of accuracy.

Answer: TRUE
Explanation: A drawback of self-report surveys is the level of accuracy. For instance, a good
candidate may be in a bad mood when taking the survey, and that will make the score less
accurate.

4) As compared to observer-ratings surveys, self-reporting surveys are a better predictor of

success on the job.
Answer: FALSE
Explanation: Research suggests that observer-ratings surveys are a better predictor of success on
the job.

5) According to the Myers-Briggs Type Indicator (MBTI) classification, people belonging to the
________ type are practical and prefer routine and order and focus on details.
A) sensing
B) extraverted
C) feeling
D) perceiving
E) intuitive
Answer: A
Explanation: According to the Myers-Briggs Type Indicator classification, people belonging to
the sensing type are practical and prefer routine and order and focus on details.

6) According to the Myers-Briggs Type Indicator (MBTI) classification, people belonging to the
________ type are flexible and spontaneous.
A) thinking
B) judging
C) introverted
D) sensing
E) perceiving
Answer: E
Explanation: According to the Myers-Briggs Type Indicator (MBTI) classification, people
belonging to the perceiving type are flexible and spontaneous. Feeling types rely on their
personal values and emotions while handling problems. Extraverted individuals are outgoing,
sociable, and assertive. Introverts are quiet and shy. Thinking types use reason and logic to
handle problems.

7) Ellen Athers works as a communication executive at a travel house. She is known to be

friendly with her colleagues and interacts with them regularly to build strong work relationships.
She knows that her rapport with her co-workers is a crucial part of her work and invests time in
these relationships. In addition, she is assertive in making decisions, and colleagues take her
decisions seriously. Which of the following types is Athers most likely to be characterized as
according to the Myers-Briggs Type Indicator (MBTI) classification?
A) perceiving
B) brooder
C) extraverted
D) introverted
E) solitary
Answer: C
Explanation: According to the Myers-Briggs Type Indicator (MBTI) classification, extraverted
people are outgoing, sociable, and assertive, whereas introverted people are quiet and shy.

8) Which dimension of the Big Five model refers to an individual's propensity to defer to others?
A) conscientiousness
B) agreeableness
C) extraversion
D) openness to experience
E) emotional stability
Answer: B
Explanation: The agreeableness dimension refers to an individual's propensity to defer to others.
Highly agreeable people are cooperative, warm, and trusting. People who score low on
agreeableness are cold, disagreeable, and antagonistic.

9) ________ has been found to be more important than other traits in the success of CEOs of
private equity companies.
A) Extraversion
B) Agreeableness
C) Conscientiousness
D) Emotional stability
E) Openness to experience
Answer: C
Explanation: Conscientiousness is the Big Five trait most consistently related to job
performance. Conscientiousness in the form of persistence, attention to detail, and setting of high
standards has been found to be more important than other traits for CEOs in private equity firms.
10) According to the Big Five model, a person who scores high on the openness to experience
dimension is conventional and finds comfort in the familiar.
Answer: FALSE
Explanation: According to the Big Five model, a person who scores low on the openness to
experience dimension tends to be conventional and finds comfort in the familiar. On the other
hand, extremely open people are creative, curious, and artistically sensitive.

11) According to the Big Five model, the agreeableness dimension refers to an individual's
propensity to defer to others.
Answer: TRUE
Explanation: According to the Big Five model, the agreeableness dimension refers to an
individual's propensity to defer to others.

12) Which of the following statements is true about people with positive core self-evaluations?
A) They are committed to their goals and set ambitious goals.
B) They view themselves as powerless over their environment.
C) They tend to question their capabilities and capacities.
D) They lack persistence to achieve goals.
E) They tend to be disliked by superiors and co-workers.
Answer: A
Explanation: People with positive core self-evaluation set more ambitious goals, are more
committed to their goals, and persist longer in attempting to reach these goals. They are more
popular with co-workers than those with negative core self-evaluation.
LO: 4.3: Describe the strengths and weaknesses of the Myers-Briggs Type Indicator (MBTI)
personality framework and the Big Five model.

13) Which of the following traits has a negative effect on job search?
A) Extraversion
B) Conscientiousness
C) Positive affect
D) Proactive personality
E) Low self-efficacy
Answer: E
Explanation: Extraversion, conscientiousness, proactive personality, and positive affect have a
positive effect on job search, whereas negative affect, hostility, and low self-esteem and self-
efficacy have a negative effect.