Psychology data bank Multi choice questions

Subject: Psychology    / General Psychology
Question

MULTIPLE CHOICE

1. Applebee rewards managers who are able to retain high-performing employees. If you were a store manager, which of the following actions or behaviors would be most likely to be in your control that would improve retention of your high-performing hourly employees?

a.

Improve wage levels significantly for all hourly employees.

b.

Improve the benefits package for hourly employees.

c.

Base hourly employee raises on performance.

d.

Provide job security for hourly employees.

2. A/an ____ is the collection of unwritten expectations employees and employers have about the nature of their work relationships.

a.

implied agreement

b.

organizational culture

c.

psychological contract

d.

employment relationship

3. The psychological contract is

a.

legally and ethically binding.

b.

relevant mainly to managerial and professional employees.

c.

primarily the psychological relationship of the employee and the employing organization.

d.

subjective and individual.

4. From the employee’s point of view, the traditional psychological contract has changed mainly because of

a.

organizational downsizing and the layoff of long-term loyal employees.

b.

the transition of the U.S. economy from a manufacturing to an information-based economy.

c.

declining real pay which has not kept up with the cost of living.

d.

employers favoring younger, less-expensive Generation X and Y employees over the more highly-paid Baby Boomers and Matures.

5. Eighty percent of VidGameMasters’ employees were born between 1980 and 1990. The new director of HR at this firm realizes that employees in this firm

a.

tend to be non-communicative with their supervisors.

b.

will expect quick rewards.

c.

will value job security.

d.

to be less adaptable than other age demographic groups.

6. The “new” psychological contract between employers and employees includes the expectation that the employer will provide the employee with

a.

rising pay.

b.

career progression within the organization.

c.

good benefits.

d.

flexibility to balance work and home life.

7. When employees feel the employer has broken the psychological contract, the key “loss” that contributes to employee turnover is loss of

a.

loyalty to the organization.

b.

commitment to the employee’s occupation or profession.

c.

confidence in the legal protection of employee rights.

d.

employee effort into achieving excellent performance.

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8. The “new” psychological contract involves the expectation that employees will provide employers with

a.

continuous skill improvement.

b.

permanent organizational membership.

c.

continuous maximum effort.

d.

total psychological commitment.

9. The main reason for organizations to be interested in the differences among the various generations (Baby Boomers, Generation Y, etc.) is

a.

the wide variation in benefits desired by each demographic group.

b.

the differences in the psychological contracts each of these groups hold about employment.

c.

the variation in pay scales for older versus younger employees and how to balance this with variations in productivity among the generations.

d.

the fact that Generation X and Y employees have poor educations and work ethics in comparison to Baby Boomers.

10. ____ is a positive emotional state resulting from evaluating one’s job experiences.

a.

Organizational commitment

b.

Fulfillment of the psychological contract

c.

Employee loyalty

d.

Job satisfaction

11. American employees are less satisfied with their jobs than they were in the past. Common reasons for this decline include all of the following EXCEPT

a.

distaste for traditional hierarchical relationships with management.

b.

more demanding work.

c.

shorter employment relationships.

d.

less confidence in long term rewards.

12. The extent to which an employee is willing and able to contribute to the organization is called

a.

motivation.

b.

identification with the organization.

c.

employee engagement.

d.

organizational commitment.

13. “The degree to which employees believe in and accept organizational goals and desire to remain with the organization” is a definition of

a.

organizational commitment.

b.

employee involvement.

c.

job satisfaction.

d.

employee loyalty.

14. The relationships among job satisfaction, organizational commitment, absenteeism and turnover

a.

vary from industry to industry.

b.

have been affirmed across cultures.

c.

vary by demographic groups.

d.

are changing and unstable across time.

15. Three factors (individual ability, effort level expended and organizational support) are the components of

a.

organizational efficiency.

b.

individual performance.

c.

organizational effectiveness.

d.

individual motivation.

16. Anthony’s performance has been lower in the last six months than his average in the previous three years. Anthony’s supervisor wants to understand why Anthony’s performance is slipping. It is obvious that Anthony’s ability has not changed, so the supervisor must consider all of the following factors EXCEPT

a.

whether Anthony is having trouble working with new job software.

b.

whether Anthony has lost his motivation for some reason.

c.

whether the supervisor herself has changed how she manages Anthony.

d.

if Anthony’s personality has changed.

17. Training and development of employees is part of the ____ component of individual performance.

a.

job design

b.

organizational support

c.

individual ability

d.

effort expended

18. The main factors in organizational support of individual performance include all of the following EXCEPT

a.

job design.

b.

training and development.

c.

equipment and technology.

d.

performance standards.

19. Bob has an opening to fill in his department. Although high performance is really needed from a new employee, Bob’s organization has little to offer in the way of organizational support. The organization has no real training program, the technology the department uses is outdated, and the relationships among Bob’s other subordinates are somewhat conflict-ridden. Which of the following statements is TRUE?

a.

In this situation, Bob should look for an employee who is a self-starter and who can impose structure on an ambiguous job.

b.

In this situation, it is unlikely that any new hire would be able to perform at a high level.

c.

In this situation, the manager will get high performance from the new hire if he selects an applicant with extremely high ability.

d.

In this situation, the manager will get high performance from the new hire if he selects an applicant who is highly motivated and has a strong work ethic.

20. The effort expended on his/her job by an individual is strongly affected by

a.

the design of the job he/she holds.

b.

the person’s talents and interests.

c.

the training and development he/she has received.

d.

the performance standards he/she is supposed to meet.

21. ____ is the desire within a person causing that person to act.

a.

Motivation

b.

Loyalty

c.

Effort

d.

Work ethic

22. Research has shown that

a.

motivation is largely a stable personality characteristic that is not easily affected by external factors.

b.

motivation is unique to each person and can only be poorly predicted.

c.

motivation is a goal-directed drive.

d.

most people are motivated by the same rewards.

23. Tuition aid programs do not improve retention of employees in the organization unless

a.

the programs pay 100% of education costs.

b.

employees are required to pay back tuition expenses if they leave the organization within five years.

c.

employers give employees raises when they graduate.

d.

employers allow employees to use their new capabilities.

24. Employees are best viewed as

a.

free agents.

b.

antagonists.

c.

family.

d.

entrepreneurs.

25. The main concept underlying NUCOR Steel’s technique of motivating employee performance is

a.

job security.

b.

organizational support through training and efficient technology.

c.

profit sharing.

d.

high base wages.

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