Workplace Attitudes and Organizational Commitment

This assignment consists of multiple-choice questions focusing on workplace attitudes. It covers concepts like job satisfaction, organizational commitment, perceived organizational support, and employee engagement. Questions explore the relationship between these attitudes, individual values, and organizational factors. The final essay question asks students to explain Schwartz's model of values and its relevance for managers.

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People Leadership and Performance
True / False Questions
21
.
Attitudes have three components: affective, cognitive, and value-oriented.
True False
22
.
The affective component of an attitude is reflected in how you feel.
True False
23
.
The behavioral component of an attitude is reflected in "I believe."
True False
24.The psychological discomfort a person experiences when simultaneously holding two or
more conflicting cognitions is known as psychological conflict.
True False
25.According to the Ajzen model, someone's intention to engage in a particular behavior is a
strong predictor of that behavior.
True False
26.Low job satisfaction and low employee engagement imply lower task performance and
higher employee turnover.
True False
27.Organizational commitment is an individual's perception about the terms and conditions
of a reciprocal exchange between himself or herself and another party.
True False
28.Organizational commitment exists to the degree that a person's values generally match
the values that undergird a company's organizational culture.
True False
29.An employer's breach of a psychological contract is associated with lower organizational
commitment, job satisfaction, performance, and greater intentions to quit.
True False
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People Leadership and Performance
30
.
Employee engagement is the harnessing of organization members' selves to their work
roles.
True False
Multiple Choice Questions
71
.
The head of ABC Company announced that the company was going to start a project on
weekends that would teach self-defense techniques to underprivileged kids in the
neighborhood. Thomas decided to register himself for the project, as he was a trained
kick-boxer. This action of Thomas reflects the __________ component of his attitude.
A. Behavioral
B. Affective
C. Cognitive
D. Normative
E. Intellectual
72._________ is the psychological discomfort a person experiences when simultaneously
holding two or more conflicting cognitions.
A. Perceived stress
B. Counterproductive work behavior
C. Psychological dissonance
D. Cognitive dissonance
E. Affective discomfort
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People Leadership and Performance
73.As a senior serving as the student representative on the Ethics Advisory Board of your
university, you feel strongly that cheating on college examinations is unethical. You have
never cheated on any exam in your academic career. However, this semester your best
friend was desperate for your help, and you allowed him to take a quick "peek" on your
answer sheet. Since then, you feel uncomfortable every time you think of the situation.
Which of the following concepts best explains your psychological discomfort?
A. Job detachment
B. Cognitive dissonance
C. Emotional labor
D. Emotional dissonance
E. Affective detachment
74.Jane hated the idea of child labor. She believed that children should not be employed in
any type of job. She worked in a factory that claimed that it did not employ children.
However, news reports accused the company of employing young children. The
psychological discomfort that Jane experienced when she heard this news is known as:
A. Emotional dissonance
B. Emotional labor
C. Cognitive dissonance
D. Behavioral intention
E. Affective detachment
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People Leadership and Performance
75
.
In Ajzen's theory of planned behavior, ___________ is (are) the key link between
_________.
A. Attitudes; intentions and planned behavior
B. Intentions; attitudes and planned behavior
C. Norms; intentions and planned behavior
D. Intentions; norms and attitudes
E. Perceived behavioral control; intentions and planned behavior
76.According to the Ajzen model, the strongest predictor of an employee's behavior is (are):
A. Social norms
B. The employee's attitudes
C. The employee's values
D. The employee's intentions
E. The employee's cognitions
77.Which of the following is not a key workplace attitude that managers should track?
A. Job satisfaction
B. Employee engagement
C. Perceived organizational support
D. Organizational commitment
E. Turnover
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People Leadership and Performance
78
.
Which of the following statements about key workplace attitudes is false?
A. Key workplace attitudes serve a dual purpose; they are both significant outcomes in
and of themselves, and they are linked to other significant outcomes
B. Job satisfaction is the least studied of the key workplace attitudes
C. Organizational commitment depends on the quality of the employee's psychological
contract
D. If you value achievement and your employer rewards people for accomplishing goals,
you are more likely to be committed to the company
E. One of the components of employee engagement is enthusiasm
79.The extent to which an individual identifies with an organization and commits to its goals
is called:
A. Perceived organizational support
B. Organizational commitment
C. Organizational satisfaction
D. Job involvement
E. Job satisfaction
80
.
Organizational commitment exists to the degree that a person's _______ match the
__________.
A. Personal values; organizational culture
B. Personal values; job characteristics
C. Personal values; organizational structure
D. Behavioral intentions; organizational strategy
E. Behavioral intentions; organizational values
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McGraw-Hill Education.

People Leadership and Performance
Essay Questions
11
5.
Draw and explain Schwartz's model of values. How is this model valuable to a
manager?
Schwartz theory is concerned of fundamental human esteems. It talks about the idea of
qualities and spells out the components that are basic to all values and what recognizes
one incentive from another. Schwartz suggested that 10 wide esteems guide the
behavior, and that these 10 values could be portrayed by two bipolar measurements:
self-upgrade/self-amazing quality and openness to change/conservation. Self-
enhancement is quest for one's own particular advantages and relative achievement and
predominance over others; self-amazing quality is worry for the welfare and interests of
others. Receptiveness to change is freedom of thought, activity, and emotions and
preparation for change; conservation in order, self-limitation, conservation of the past,
and imperviousness to change. A better supervision can be done by the manager, by
utilizing Schwartz's model to comprehend their qualities and inspiration. At the core of
the hypothesis is the possibility that esteems frame a round structure that mirrors the
inspirations each esteem communicates. This roundabout structure, that catches the
contentions and similarity among the ten esteems is evidently socially all inclusive.
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McGraw-Hill Education.