Organizational Behavior Improving Performance and Commitment in the Workplace Colquitt 4th Edition Test Bank
Organizational Behavior Improving Performance and Commitment in the Workplace Colquitt LePine Wesson 4th Edition Test Bank
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Name: Organizational Behavior Improving Performance and Commitment in the Workplace
Author: Colquitt LePine Wesson
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Organizational Behavior Improving Performance and Commitment in the Workplace Test Bank
Organizational Behavior Improving Performance and Commitment in the Workplace Colquitt LePine Wesson 4th Edition Test Bank ISBN: 0077862562
1. Organizational commitment is the desire on the part of an employee to remain a member of the
2. The three types of organizational commitment are continuance, normative, and affective.
3. Affective commitment is defined as a desire to remain a member of an organization due to an emotional
attachment to, and involvement with, that organization.
4. Continuance commitment is defined as a desire to remain a member of an organization due to a feeling of
5. Employees who feel a sense of continuance commitment identify with the organization, accept that
organization’s goals and values, and are more willing to exert extra effort on behalf of the organization.
6. The erosion model suggests that employees who have direct linkages with “leavers” will themselves
become more likely to leave.
7. The social influence model of withdrawal behavior suggests that employees with fewer bonds will be
most likely to quit the organization.
8. A lack of employment alternatives is one of the factors that increase continuance commitment.
9. Continuance commitment tends to create more of a passive form of loyalty.
10. Embeddedness summarizes a person’s links to the organization and the community, his/her sense of fit
with that organization and community, and what he/she would have to sacrifice for a job change.
11. Jack grew up in Peoria. Both his family and his wife’s family live there. This family background would
create a high level of affective commitment.
12. Continuance commitment focuses on personal and family issues more than affective and normative
13. Continuance commitment exists when there’s a profit associated with staying and a cost associated with
14. Affective commitment exists when there is a sense that staying is the “right” or “moral” thing to do.
True False15. Exit is defined as a passive, destructive response to a negative work event in which interest and effort on
the job declines.
16. Voice is defined as a passive, constructive response to a negative work event that maintains public
support for the situation while the individual privately hopes for improvement.
17. Loyalty is defined as an active, constructive response to a negative work event in which individuals
attempt to improve the situation.
18. Organizational commitment should increase the likelihood that an individual will respond to a negative
work event with voice or loyalty.
19. Employees falling under the category of “lone wolves” tend to respond to negative events with voice
because they have the desire to improve the status quo and the credibility needed to inspire change.
20. Employees categorized as citizens demonstrate the highest levels of organizational commitment and
behave in an active, constructive manner.
21. Employees in the category of apathetics are demonstrate passive, destructive behavior. They exert the
minimum level of effort required to keep their jobs.
22. Employees falling under the category of “stars” possess low levels of organizational commitment but
high levels of task performance and are motivated to achieve work goals for themselves, not necessarily
for their company.
23. Employees falling under the category of “lone wolves” possess low levels of both organizational
commitment and task performance and merely exert the minimum level of effort needed to keep their
24. Examples of psychological withdrawal include missing meetings and tardiness.
25. When employees engage in moonlighting, they use work time and resources to complete something other
than their job duties, such as assignments for another job.
26. Tardiness reflects the tendency to arrive at work late or leave work early.
27. The most serious form of physical withdrawal is absenteeism.
28. The independent forms model of withdrawal argues that the various withdrawal behaviors are
uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of
29. The compensatory forms model of withdrawal argues that the various withdrawal behaviors are positively
True False30. The progression model of withdrawal argues that the various withdrawal behaviors negatively correlate
with one another—that doing one means you’re less likely to do another. The idea is that any form of
withdrawal can compensate for, or neutralize, a sense of dissatisfaction, which makes the other forms
31. Survivor syndrome refers to the anger, depression, fear, distrust, and guilt of the employees who remain
after an organization downsizes.
32. The retirement of the Baby Boomers will have no effect on the country’s economic output.
33. Psychological contracts reflect employees’ beliefs about what they owe the organization and what the
organization owes them.
34. Transactional contracts are based on a narrow set of specific monetary obligations.
35. Which of the following terms refers to the desire on the part of an employee to remain a member of the
A. Organizational efficacy
B. Organizational control
C. Organizational efficiency
D. Organizational commitment
E. Organizational effectiveness
36. The set of actions that employees perform to avoid the work situation that may eventually culminate in
the employee quitting the organization are referred to as _____ behavior.
37. Which of the following is one of the three types of organizational commitment?
A. Reactive commitment
B. Associative commitment
C. Normative commitment
D. Proactive commitment
E. Distributive commitment
38. The desire to remain a member of an organization due to emotional attachment to, and involvement with,
that organization is called “_____ commitment.”
39. Jacklyn loves her job, admires her boss, believes in the goals and vision of the company. She can’t
imagine looking for or finding a better job. Jacklyn most likely would demonstrate ______.
A. a high level of organizational commitment
B. a normative level of organizational commitment
C. high performance
D. low performance
E. daydreaming and socializing40. “_____ commitment” is defined as a desire to remain a member of an organization because of an
awareness of the costs associated with leaving it.
41. A desire to remain a member of an organization due to a feeling of obligation is called _____
42. Mauve has been working as the creative head at Juno Designs for the past 10 years. Her growth at Juno
has made her one of the finest designers in the field. Of late Mauve has been receiving several offers and
inquiries from head hunters from other companies. Mauve feels that she should stay with Juno Designs
because her retirement benefit increases during her later years of service as opposed to her initial years of
service. This is an example of _____ commitment.
43. Which of the following terms refers to the various people, places, and things that can inspire a desire to
remain a member of an organization?
A. Focus of influence
B. Focus of commitment
C. Focus of attention
D. Focus of performance
E. Focus of dominance
44. The term “focus of commitment” refers to all of the following EXCEPT:
B. company’s top management.
D. specific coworkers.
E. industry regulations.
45. Employees who feel a sense of _____ commitment tend to engage in more interpersonal and
organizational citizenship behaviors, such as helping, sportsmanship, and boosterism.
46. The _____ model suggests that employees with fewer bonds will be most likely to quit the organization.
A. social influence
B. social impact