________ contracts are based on a broader set of open-ended and subjective obligations than ________ contracts.
- Transactional; continuance
- Relational; transactional
- Normative; relational
- Progression; continuance
- Continuance; psychological
Transactional contracts are based on a narrow set of specific monetary obligations, while relational contracts are based on a broader set of open-ended and subjective obligations.
Relational Contracts: Psychological contracts that focus on a broad set of open-ended and subjective obligations.
________ psychological contracts are based on a narrow set of specific monetary obligations.
- Normative
- Relational
- Transactional
- Continuance
- Progression
Transactional contracts are a form of psychological contract based on a narrow set of specific monetary obligations (e.g., the employee owes attendance and protection of proprietary information; the organization owes pay and advancement opportunities). The other type of psychological contract is the relational contract.
Transactional Contracts: Psychological contracts that focus on a narrow set of specific monetary obligations.
________ contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.
- Cultural
- Transactional
- Psychological
- Normative
- Relational
Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.
Psychological Contracts: Employee beliefs about what employees owe the organization and what the organization owes them.
Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.
Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.
Psychological Contracts: Employee beliefs about what employees owe the organization and what the organization owes them.
Which of the following is True of absenteeism?
- Long attendance streaks tend to be self-perpetuating.
- Employees with good attendance records rarely take sick days
- Employees are more likely to be absent on Mondays and Fridays.
- An employee who is frequently absent will usually end up quitting.
- Up to 65 percent of employees have lied about their reasons for absence.
People stay home from work for a variety of reasons, including illness and family emergencies. There is also a rhythm to absenteeism. For example, employees are more likely to be absent on Mondays or Fridays. Moreover, streaks of good attendance create a sort of pressure to be absent, as personal responsibilities build until a day at home becomes irresistible.
At first, Caihong loved her job as an assistant editor at Bradbury Publishers. It was her dream job, made even better by the fact that her boss, Forrest, had a warm, inspiring personality and placed a lot of trust in his employees. He also had a goofy, witty personality that made everyone laugh. Caihong looked forward to work and felt personally committed to helping Forrest achieve his goals for the department. However, Forrest retired a few months ago, and his replacement, Bryan, is his complete opposite-a bottom-line-focused, unpleasant, demanding boss who is always questioning Caihong's and her team's abilities and decisions. Caihong never misses a day and still likes the actual work she does, but she has begun to find ways to avoid having to interact with Bryan. Which of the following has Caihong most likely started engaging in?
- checking her friends' Instagram pages and chatting with friends on Facebook
- updating her CV and combing through online job sites during her work breaks
- going over to the marketing department to chat with her friends Ellie and Salman
- fantasizing about quitting her job and going off to teach English in a foreign country
- taking longer than usual breaks and making excuses for missing department meetings
The fact that Caihong still likes her work but wants to avoid her boss indicates that she is more likely to engage in physical withdrawal (exit) than psychological withdrawal (neglect). Physical withdrawal comes in a number of shapes and sizes. Long breaks involve longer-than-normal lunches, soda breaks, coffee breaks, and so forth, that provide a physical escape from work. Sometimes, long breaks stretch into missing meetings, which means employees neglect important work functions while away from the office.
Helping: Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they are first on the job.
Tonya is a new hire at The Eagleton Eye, a local weekly publication. She does not like her job and is not committed to the organization. She hardly exerts even the effort that is required to keep her job. Tonya is staying with the paper because she does not want to be unemployed. Tonya is a(n)
- star.
- citizen.
- lone wolf.
- apathetic.
- dog.
Apathetics possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs. Apathetics respond to negative events with neglect, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.
Apathetics: Employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs.
The compensatory forms model of withdrawal argues that the various withdrawal behaviors are positively correlated.
The compensatory forms model of withdrawal argues that the various withdrawal behaviors negatively correlate with one another.
Compensatory Forms Model: A model indicating that the various withdrawal behaviors are negatively correlated; engaging in one type of withdrawal makes one less likely to engage in other types.
The most serious form of physical withdrawal is absenteeism.
The most serious form of physical withdrawal is quitting-voluntarily leaving the organization.
Physical Withdrawal: A physical escape from the work environment.
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.
- productivity
- commitment
- performance
- withdrawal
- citizenship
Employees who are not committed to their organizations engage in withdrawal behavior, defined as a set of actions that employees perform to avoid the work situation-behaviors that may eventually culminate in quitting the organization.
Physical Withdrawal: A physical escape from the work environment.
The social influence model of withdrawal behavior suggests that employees with fewer bonds will be most likely to quit the organization.
The social influence model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave.
Social Influence Model: A model that suggests that employees with direct linkages to coworkers who leave the organization will themselves become more likely to leave.
The progression model of withdrawal behavior has received the most scientific support.
The progression model has shown the most scientific support.
Progression Model: A model indicating that the various withdrawal behaviors are positively correlated; engaging in one type of withdrawal makes one more likely to engage in other types.
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.
Moonlighting is a form of psychological withdrawal. 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.
Josie, Ignacio, Myra, Randall, and Dinesh work in the human resources department at an educational software company. In the next two weeks, one of them will quit. Based on their behavior, who do you think will be the one to leave?
- Josie, who spends a lot of time in the break room chatting with her friends at the company
- Ignacio, who often gets caught just zoning out at his desk when there are deadlines to meet
- Dinesh, who always arrives late and leaves early and has been out sick four times in the last six weeks
- Randall, who always volunteers to leave in the middle of the day to get supplies and then is gone for hours
- Myra, who spends more time and focus on her freelance design projects at work than on her actual assignments
The progression model of withdrawal argues that the various withdrawal behaviors are positively correlated: The tendency to daydream or socialize leads to the tendency to come in late or take long breaks, which leads to the tendency to be absent or quit. While Josie, Ignacio, and Myra are engaged in less serious psychological withdrawal, Dinesh and Randall are engaged in more serious physical withdrawal. From this perspective, Dinesh's frequent absences may signal a prelude to quitting.
Which model of withdrawal argues that the various withdrawal behaviors are positively correlated-for example, the tendency to daydream or socialize leads to the tendency to come in late or take long breaks, which leads to the tendency to be absent or quit?
- independent forms
- compensatory forms
- progression
- normative
- nominal
The progression model of withdrawal argues that the various withdrawal behaviors are positively correlated.
Progression Model: A model indicating that the various withdrawal behaviors are positively correlated; engaging in one type of withdrawal makes one more likely to engage in other types.
Bryce continually breaks off from his assigned tasks to check sports news or check his friends' Facebook updates. He is engaging in
- cyberloafing, which is a type of psychological withdrawal.
- psychological withdrawal, which is a type of daydreaming.
- cyberloafing, which is a type of antisocial behavior.
- socializing, which is a type of psychological withdrawal.
- psychological absenteeism, which is a type of negative organizational behavior.
Cyberloafing is using Internet, e-mail, and instant messaging access for personal enjoyment rather than work duties. Jonas is engaging in cyberloafing, which is the most widespread form of psychological withdrawal.
Psychological Withdrawal: Mentally escaping the work environment.
Thalia works in the accounting department at a major department store. Though she does her job reasonably well, she is often late to work and frequently calls in sick. She's cordial with other employees and her boss but is not given to socializing. Thalia is a(n)
- citizen.
- apathetic.
- lone wolf.
- seat-warmer.
- daydreamer.
Apathetics possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs. Apathetics respond to negative events with neglect because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.
Apathetics: Employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs.
Tariq and Noelle work in the sales department at CTI Telecommunications. Tariq is the star salesman of the department and makes it his mission to motivate the rest of the team when sales numbers are down or when there are problems interacting with other departments. Meanwhile, Noelle consistently ranks in the middle or near the bottom in terms of sales, and she often gets distracted by calls from her teenage son. She also spends more time than she should socializing with friends in other departments. However, everyone, including the bosses, loves Noelle because of her True-blue loyalty to the company and her team. What else is most likely True of Noelle?
- Because she is so well-liked, her suggestions for improvements to the company or team culture are taken very seriously.
- She will do minor office tasks, like going out to get supplies, but she does them grudgingly and after a lot of complaining.
- She functions better as part of a team than as an individual worker, but sometimes her lack of "stepping up" annoys her co-workers.
- She volunteers to do the mundane tasks others avoid, and she does things like buying birthday cards for co-workers and organizing parties.
- She gets easily discouraged by negative events at work, such as team disagreements or in-fighting, and it affects her work performance.
Citizens possess high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly. Citizens are likely to respond to negative events with loyalty because they may lack the credibility needed to inspire change but do possess the desire to remain a member of the organization. You can spot citizens by looking for the people who do the little things-showing around new employees, picking up birthday cakes, ordering new supplies when needed, and so forth.
Communication: The process by which information and meaning is transferred from a sender to a receiver.
________ refers to conversations about nonwork topics that go on in cubicles and offices, in the mailroom, or at vending machines.
- Satisficing
- Moonlighting
- Daydreaming
- Socializing
- Cyberloafing
Socializing refers to the chatting about nonwork topics that goes on in cubicles and offices or at the mailbox or vending machines.
Socialization: The primary process by which employees learn the social knowledge that enables them to understand and adapt to the organization’s culture.
________ is an intentional desire on the part of employees to appear like they are working, even when they are not performing work tasks.
- Looking busy
- Moonlighting
- Daydreaming
- Socializing
- Cyberloafing
Looking busy indicates an intentional desire on the part of employees to look like they are working, even when not performing work tasks.
Forming: The first stage of team development, during which members try to get a feel for what is expected of them, what types of behaviors are out of bounds, and who’s in charge.