Psychology Questions

Highly conscientious individuals may tend to do all but which of the following?A) put family behind workB) put themselves before othersC) have trouble learning complex skillsD) work to create new and more effective methodsE) focus more on performing rather than learning

According to the Myers-Briggs Type Indicator (MBTI) classification, people belonging to the judging type ________.A) are quiet, shy and introvertedB) rely on unconscious processesC) prefer their world to be orderedD) are flexible and spontaneousE) rely on personal values and emotions

Research shows that someone with a ________ core self-evaluation will also have a ________ job satisfaction level.A) high; highB) high; lowC) low; highD) low; lowE) There is no connection between these two factors.

Which of the following does not apply to corporate social responsibility?A) Not all projects are equally meaningful for every person's job satisfactionB) Participation for all employees is sometimes expectedC) Some organizations require employees to con-tribute in a prescribed mannerD) Pressuring people to go along with CSR will help them think outside the boxE) CSR measures can seem disconnected from the employee's actual work

Which major job-satisfaction facet is most strongly correlated with high levels of overall job satisfaction?A) work flexibilityB) payC) social context of the workplaceD) supervisionE) transparency

Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy is termed as ________.A) psychological empowermentB) organizational commitmentC) perceived organizational supportD) employee engagementE) job satisfaction

In the context of employee engagement, it is observed that the highly engaged employees feel a deep connection to their company. Disengaged employees ________.A) feel disconnected, portraying deviant behavior at the workplaceB) put in efforts to be as good as engaged employeesC) continue working without affecting the turnoverD) put time but no attention into their workE) engage in productive activities to prove their worth

Common causes of counterproductive work behaviors include all of the following except ________.A) lack of job satisfactionB) being in the wrong line of workC) being in the wrong organizationD) lack of promotional opportunitiesE) abusive supervision

The exit-voice-loyalty-neglect framework aids in understanding the consequences of ________.A) payB) low motivationC) dissatisfactionD) lack of loyaltyE) low levels of employee engagement

Organizational commitment is defined as ________.A) the degree to which an employee identifies with the organization they work for and its goalsB) an employee's belief that the organization they work for will go to considerable lengths to ensure that its employees are treated fairlyC) the degree to which an employee's sense of fulfillment and self-worth is related to their jobD) the amount of effort an employee will make in order to keep or advance their position in an organizationE) the degree to which an employee believes their work impacts their organization

According to Gordon Allport, ________ is/are defined as "the dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment."A) valuesB) beliefsC) personalityD) attitudesE) perceptions

Job embeddedness refers to connections to the job and community ________.A) that result in an increased commitment to the organizationB) that allows the employee to strictly focus on one or two tasksC) which provides the highest levels of job satisfactionD) which strengthens an organizational cultureE) that allow supervisors to have strict control over their employees

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 neglectB) neglect and loyaltyC) exit and voiceD) loyalty and exitE) exit and neglect

What refers to a positive feeling about a job, resulting from an evaluation of its characteristics?A) job satisfactionB) job involvementC) job stabilityD) organizational commitmentE) social investment

________ is the degree to which employees believe the organization values their contribution and cares about their well-being.A) Psychological empowermentB) Employee engagementC) Perceived organizational supportD) Organizational commitmentE) Job involvement

There is a strong link between employee ________ and ________.A) attitudes; skill setB) attitudes; personalityC) personality; abilityD) ability, attitudesE) ability, skill set

Festinger proposed that the desire to reduce dissonance is determined by three moderating factors including the ________.A) values of the elements creating the dissonanceB) degree of influence the individual believes he or she has over the elementsC) degree of positive affect the person has toward the behaviorD) fact that values and attitudes will vary over the short termE) awareness that dissonance exists

Who are most likely to demonstrate organizational citizenship behaviors?A) the highest paid employeesB) the lowest paid employeesC) those who receive positive feedback on their citizenship behaviorsD) those whose citizenship behaviors go unnoticedE) the supervisor

According to Festinger, people seek consistency among their attitudes and their behaviors.

In high power-distance countries such as China, employee perceived organizational support perceptions are not as deeply based on employer demonstrations of fairness, support, and encouragement. The difference is ________.A) the rate of financial rewardsB) the amount vacation days awardedC) the level of expectations by employeesD) the willingness to work overtime by employeesE) the willingness of employers to take part in employees personal lives