Managing Organizational Behavior International Edition 10th Edition – Test Bank

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Managing Organizational Behavior International Edition 10th Edition By Gregory Moorhead – Test Bank

Chapter 3—Behavior of Individuals

MULTIPLE CHOICE

1. A psychological contract is usually

a.	written down on a piece of paper.
b.	clear about what the organization will provide employees.
c.	explicitly negotiated.
d.	a formal document.
e.	very well-defined.

ANS:BPTS:1

NAT:AACSB: Analytic | AACSB: Communication | AACSB: HRM

TYP:Understanding

2.A psychological contract is

a.	a description of the intellectual work the employee will be required to complete on the job.
b.	a legally binding agreement between the employer and the worker.
c.	a person’s overall expectations regarding the employment arrangement.
d.	a written document outlining what the employee will be paid.
e.	a ideal employment contract developed by industrial psychologists.

ANS:CPTS:1

NAT: AACSB: Analytic | AACSB: Ethical | AACSB: Individual Dynamics

TYP: Knowledge

3.Which of the following is an example of a contribution made to an organization as part of the psychological contract?

a.	effort
b.	skills
c.	ability
d.	time
e.	all of the above are contributions

ANS: E PTS: 1 NAT: AACSB: Analytic | AACSB: Individual Dynamics

TYP: Understanding

4. If you accept a position with an organization that promises advancement opportunities, the organization is providing

a.	inducements.
b.	tangibles.
c.	competencies.
d.	contributions.
e.	psychological contracts.

ANS: APTS:1

NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: Motivation

TYP: Understanding

5. Expatriate managers may have a difficult time returning from an international assignment because

a.	the organization that they are coming back to may be different than the one they left.
b.	their company is required by law to wait 30 days before rehiring them.
c.	their personality has changed in the course of their absence.
d.	former coworkers attempt to draw them away to different organizations.
e.	they lose their citizenship if they stay away longer than five years.

ANS: APTS:1

NAT: AACSB: Analytic | AACSB: Ethical | AACSB: HRM TYP: Understanding

6. The extent to which the contributions made by an individual match the inducements offered by the organization is referred to as

a.	a complementary contract.
b.	employment alignment.
c.	person-job fit.
d.	workplace balance.
e.	job security.

ANS: CPTS:1

NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: HRM

TYP: Knowledge

7. A precise person-job fit is seldom achieved because

a.	it is easy to measure employee skill levels.
b.	organizations tend to remain the same over time.
c.	each person is unique.
d.	hiring procedures, if implemented correctly, generate near-perfect results.
e.	employees rarely make true contributions to organizations.

ANS: CPTS:1

NAT: AACSB: Analytic | AACSB: Individual Dynamics | AACSB: HRM

TYP: Understanding

MAECENAS IACULIS

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ADIPISCING CONVALLIS BULUM

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