Question : 106.Which of the following a conclusion by organizational behavior scholars : 1243868

106.Which of the following is a conclusion by organizational behavior scholars regarding job satisfaction? 

A.As job performance increases, job satisfaction decreases.

B.Job performance is the sole predictor of job satisfaction.

C.Job satisfaction is not related to job performance.

D.People with higher job satisfaction have higher job performance.

E.Job satisfaction does not affect customer performance.

107.Which of the following proposes that job satisfaction has a positive effect on customer service, which flows on to shareholder financial returns? 

A.EVLN model

B.Service profit chain model

C.Emotional intelligence model

D.MARS model

E.EI-Based Theory of Performance

108.Employees who stay with an organization mainly because they believe it will cost them financially to leave will have: 

A.high continuance commitment.

B.high emotional intelligence.

C.low continuance commitment.

D.high organizational commitment.

E.high affective commitment.

109.The concept of affective organizational commitment includes: 

A.a calculative attachment to the organization.

B.an employee who is motivated to stay because leaving would be costly.

C.an emotional attachment with the organization.

D.selfish behavior within the organization.

E.perceiving loss of social costs.

110.Employees with an emotional attachment to, identification with, and involvement in a particular organization are said to have: 

A.a high level of work motivation.

B.extreme emotional dissonance.

C.a low level of emotional activation.

D.a high level of continuance commitment.

E.a high level of calculative commitment.

111.Which of the following occurs when organizations give financial incentives to prevent dissatisfied employees from quitting? 

A.Employees increase their level of affective commitment.

B.Employees increase their level of continuance commitment.

C.Employees increase their level of job satisfaction.

D.Employees decrease their level of emotional intelligence.

E.Employees decrease their level of continuance commitment.

112.Which of the following tends to result in increased continuance commitment? 

A.Corporate leaders demonstrate increasing trust in employees.

B.The company helps employees learn more about the organization through departmental visits and special seminars on company products.

C.Employees receive low interest loans and other incentives from their employer that make it costly for them to quit.

D.The company introduces a no-layoff policy to motivate the employees.

E.The company gives strong opportunities for learning new skills to employees.

113.Employees’ identification with a particular organization tends to increase: 

A.affective commitment.

B.cognitivedissonance.

C.continuance commitment.

D.calculative commitment.

E.job dissatisfaction.

114._____ is a psychological state that refers to the positive expectations of the intent or behavior of the other person in situations involving risk. 

A.Surface acting

B.Trust

C.Cognitive dissonance

D.Deep acting

E.General adaptation syndrome

115.The adaptive response to a situation that is perceived as challenging or threatening to the person’s well-being is called: 

A.self-leadership.

B.job burnout.

C.eustress.

D.workaholism.

E.stress.