Question :
61. Negative affectivity related to dissatisfaction caused by: A. social environment.B. characteristics of individuals.C. organizational : 1250892
61. Negative affectivity is related to dissatisfaction caused by:
A. social environment.
B. characteristics of individuals.
C. organizational roles.
D. political environment.
Negative affectivity is a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.
62. Research on the impact of negative affectivity suggests that:
A. HRM can do little to impact overall levels of job satisfaction.
B. personnel selection may be an important way of raising overall levels of job satisfaction.
C. while persons high on negative affectivity focus on the negative aspects of themselves, they do not focus on the negative aspects of others.
D. overall levels of job satisfaction can be changed by changing the physical environment of the workplace.
Negative affectivity is a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.
63. With a few exceptions, the relationship between task complexity and job satisfaction is:
A. weak/positive.
B. strong/positive.
C. weak/negative.
D. strong/negative.
The boredom generated by simple, repetitive jobs that do not mentally challenge the worker leads to frustration and dissatisfaction.
64. Which of the following is NOT one of the primary aspects of tasks that affect job satisfaction?
A. Task complexity.
B. The amount of flexibility in where and when the work is done.
C. Task status.
D. The value the employees places on the task.
The three primary aspects of tasks that affect job satisfaction are the complexity of the task, the amount of flexibility in where and when the work is done, and, finally, the value the employee puts on the task.
65. An intervention that explicitly focuses on the impoverished or boring tasks as a source of dissatisfaction in its aim to reduce job dissatisfaction is called:
A. job enrichment.
B. team building.
C. prosocial motivation.
D. job rotation.
Job enrichment is directed at jobs that are “impoverished” or boring because of their repetitive nature or low scope.
66. These programs provide increased opportunities for workers to have input into important organizational decisions that involve their work, and have been found to reduce role conflict and ambiguity.
A. Prosocial motivation programs
B. Team building programs
C. Job enrichment programs
D. Job rotation programs
One of the major interventions aimed at reducing job dissatisfaction by increasing job complexity is job enrichment.
67. The use of job rotation is an attempt to reduce job dissatisfaction caused by:
A. organizational tasks.
B. lack of career opportunities.
C. the political environment.
D. personality traits of individuals.
Job rotation is the process of systematically moving a single individual from one job to another over the course of time.
68. _____ is a process of systematically moving a single individual from one job to another over the course of time.
A. Job enrichment
B. Organizational task
C. Job rotation
D. Role reversal
In job rotation the job assignments may be in various functional areas of the company or movement may be between jobs in a single functional area or department.
69. This program makes for a more flexible workforce and increases workers’ appreciation of the other tasks that have to be accomplished for the organization to complete its mission.
A. Prosocial motivation program
B. Team building program
C. Job enrichment program
D. Job rotation program
Job rotation is the process of systematically moving a single individual from one job to another over the course of time.
70. The degree to which people are energized to do their jobs because it helps other people is:
A. job enrichment.
B. team building.
C. prosocial motivation.
D. job rotation.
When people believe that their work has an important impact on other people, they are much more willing to work longer hours. Prosocial motivation can be triggered by recognizing that one’s work has a positive impact on those who benefit from one’s service, such as customer or clients.
