Student

ch3
Student: ___________________________________________________________________________
1. Organizational commitment is the desire on the part of an employee to remain a member of the
organization.
True False
2. Involuntary turnover occurs when employees are fired by the organization for some reason.
True False
3. The types of organizational commitment are continuance, normative, and affective.
True False
4. "My organization gave me my start . . . they hired me when others thought I wasn't qualified." This is an
example of continuance commitment.
True False
5. Continuance commitment is defined as a desire to remain a member of an organization due to a feeling of
obligation.
True False
6. The erosion model suggests that employees who have direct linkages with leavers will themselves become
more likely to leave.
True False
7. The social influence model of withdrawal behavior suggests that employees with fewer bonds will be most
likely to quit the organization.
True False
8. One factor that increases continuance commitment is a lack of employment alternatives.
True False
9. Continuance commitment tends to create more of a passive form of loyalty.
True False
10. Embeddedness summarizes a person's links to the organization and the community, his/her sense of fit with
that organization and community, and what he/she would have to sacrifice for a job change.
True False
11. Embeddedness weakens continuance commitment by providing more reasons why a person needs to stay in
his or her current position.
True False
12. Affective commitment exists when there is a sense that staying is the "right" or "moral" thing to do.
True False
13. Employees who feel a sense of normative commitment identify with the organization, accept that
organization's goals and values, and are more willing to exert extra effort on behalf of the organization.
True False
14. Evidence indicates that members of Generation X are somewhat more charitable minded than other
generations.
True False
15. Exit is one of the primary responses to negative events at work. It is a passive negative response in which
interest and effort on the job declines.
True False
16. Voice is defined as a passive, constructive response that maintains public support for the situation while the
individual privately hopes for improvement.
True False
17. Loyalty is one of the primary responses to negative events at work. It is a constructive response in which
individuals attempt to improve the situation.
True False
18. Sometimes neglect can be even more costly than exit because it is not as readily noticed.
True False
19. Citizens likely respond to negative events with voice because they have the desire to improve the status quo
and the credibility needed to inspire change.
True False
20. Lone wolves possess low levels of both organizational commitment and task performance and merely exert
the minimum level of effort needed to keep their jobs.
True False
21. Examples of psychological withdrawal include missing meetings, socializing, and tardiness.
True False
22. Socializing indicates an intentional desire on the part of the employee to look like he/she is working, even
when not performing work tasks.
True False
23. Physical withdrawal is the short or long term physical escape from the work environment.
True False
24. The most serious form of physical withdrawal is absenteeism.
True False
25. The independent form model of withdrawal argues that the various withdrawal behaviors are correlated
with one another, occur for different reasons, and fulfill different needs on the part of employees.
True False
26. The "white, male-dominated" workforce is becoming a thing of the past.
True False
27. As work groups become more diverse, foreign-born employees are likely to feel more embedded in their
current jobs.
True False
28. Survivor syndrome refers to the anger, depression, fear, distrust, and guilt of the employees who remain
after an organization downsizes.
True False
29. As the nature of the employee - employer relationship has changed, secure employment has overtaken
opportunities for development on the list of employee priorities.
True False
30. From a continuance commitment perspective, employer strategies could center on increasing the bonds that
link employees together to prevent withdrawal.
True False
31. The desire on the part of an employee to remain a member of the organization refers to
A. productivity.
B. job performance.
C. job satisfaction.
D. organizational commitment.
E. organizational culture.
32. The set of actions that employees perform to avoid the work situation that may eventually culminate in
quitting the organization refers to
A. productivity behaviors.
B. commitment behaviors.
C. performance behaviors.
D. withdrawal behaviors.
E. citizenship behaviors.
33. The following factors influences organizational commitment of employees except:
A. employees staying as members of the organization.

B. employees engaging in withdrawal behavior.
C. employees leaving the organization to pursue another job.
D. the degree of productivity of the employees.
E. employees eating food in the cafeteria without complaining.
34. The desire to remain a member of an organization due to emotional attachment to, and involvement with,
an organization is
A. continuance commitment.
B. affective commitment.
C. embeddedness.
D. normative commitment.
E. social influence.
35. Bianca Bentley has been a loyal employee for the past 25 years at Anthony International. However, Bianca
does not enjoy her job any more and has been receiving several offers and inquiries from head hunters
for other interesting jobs. Bianca feels that she should stay at Anthony International because her pension
benefits increases during her later years of service as opposed to her initial years of service at Anthony
International. This is an example of
C. ethical commitment.
36. You have just gotten married, purchased a home and a new convertible, all of which makes it difficult to
think about changing jobs. You don't like your job, but the feeling that you need to stay at your company
refers to
37. A desire to remain a member of an organization because of awareness of the costs associated with leaving
it refers to
38. Staying at a company because you want to reflect _____ commitment, whereas staying because you need to
reflect _____ commitment.
A. continuance; affective
B. affective; continuance
C. continuance; normative
D. normative; continuance
E. normative; affective
39. A desire to remain a member of an organization due to a feeling of obligation is called
C. embeddedness.
40. Kurt Rambis works as an assistant coach of the Los Angles Lakers in the NBA. Recently he was offered
the head coaching duties of the Minnesota Timberwolves and all his terms were agreed to by his new
organization. Still Rambis has second thoughts about taking up his new job because Los Angeles Lakers
was the team that drafted him and helped him develop as a player. He feels that staying back at Los
Angeles Lakers is his obligation. This is an example of
C. embeddedness.
41. The various people, groups, and teams that can inspire a desire to remain a member of an organization is
referred to as
A. focus of influence.
B. focus of commitment.
C. focus of attention.
D. focus of performance.
E. focus of dominance.
42. The focus of commitment could include all the following except:
A. the work team.

B. the company's top management.
C. the department.
D. specific coworkers.
E. industry regulations.
43. Sally likes Fitness Central, her new employer. She identifies with Fitness Central, has accepted Fitness
Central's goals and values, and is more willing to exert extra effort on behalf of Fitness Central. Sally is
experiencing _____ commitment.
A. normative
B. continuance
C. comprehensive
D. affective
E. skill-based
44. When a manager looks at an employee and says "She's committed" or "He's loyal", that manager usually is
referring to a behavioral expression of _____ commitment.
A. skill-based
B. affective
C. comprehensive
D. continuance
E. normative
45. Employees who feel a sense of _____ commitment tend to engage in more interpersonal and organizational
citizenship behaviors.
A. normative
B. skill-based
C. affective
D. obligation-based
E. continuance
46. Employees with fewer or weaker bonds to others in the workplace are likely to feel less emotional
attachment to work colleagues making it easier to decide to leave an organization. This is the _____ model.
A. social influence
B. social impact
C. erosion
D. decay
E. continuity
47. Employees who have direct linkages with "leavers" will themselves become more likely to leave. This is
the _____ model.
A. social influence
B. embeddedness
C. erosion
D. decay
E. social identity
48. The factors that increase continuance commitment are as follows, except:
A. total amount of time, effort, and energy invested in one's job.

B. lack of employment alternatives.
C. level of embeddedness.
D. becoming a charitable organization.
E. work satisfaction.
49. The work and non-work forces that bind us to our current employer refers to
A. normative commitment.
C. industry regulations.
D. embeddedness.
50. Hubert Hall has been a loyal employee for the past 25 years at Sonic International, but has not been
enjoying his job as much in the past two years. Hubert feels obligated to stay with Sonic till he retires
because the company has invested a lot of time and money in him. This is an example of
C. embeddedness.
51. The characteristics of embeddedness include the following except:
A. a person's links to the organization and the community.

B. a person's sense of fit with that organization or community.
C. what a person would have to sacrifice for a job change.
D.strengthening of continuance commitment by emphasizing on more reasons why employees need to stay
in their current positions.
E. early experiences in the company.
52. If some of your best friends work at the same place you do, you might prioritize _____ reasons early
in your work life before shifting your attention to _____ reasons as you become more established in a
community and start a family.
A. normative; continuance
B. continuance; affective
C. normative; affective
D. affective; continuance
E. continuance; normative
53. Jody feels she should stay at her current job as principal of the local high school as it is the "right"
or "moral" thing to do. Jody is experiencing
C. normative commitment.
D. a cost-based commitment.
E. trust based commitment.
54. The factors that increase normative commitment include
A. number of competitors in an industry.

B. availability of employment opportunities.
C. a sense that the organization has invested in the employee.
D. links to the local community.
E. links to the international community.
55. Julie Burns feels obligated to stay at her job even though she dislikes her job. This is an example of
B. normative commitment.
C. affective commitment.
D. embeddedness.
E. involvement commitment.
56. _____ commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to do.
A. Normative commitment
B. Embeddedness
C. Social influence
D. Continuance commitment
E. Affective commitment
57. Normative commitment from employees can result from all of these except
A. personal work philosophies of employees'.

B. organizational socialization.
C. creating a feeling that the employee is in the organization's debt.
D. increasing the organization's charitable activities.
E. developing a low-cost structure in the organization.
58. Evidence indicates that members of Generation _____ are somewhat more charitable minded than other
generations.
A. X
B. Y
C. A
D. Next
E. Z
59. An active, destructive response by which an individual either ends or restricts organizational membership is
referred to as
A. voice.
B. exit.
C. loyalty.
D. neglect.
E. ignorance.
60. The response to negative events at work that is an active, constructive response in which individuals
attempt to improve the situation is referred to as
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
61. A passive, constructive response that maintains public support for the situation while the individual
privately hopes for improvement is referred to as
A. voice.
B. exit.
C. neglect.
D. loyalty.
E. ignorance.
62. A passive, destructive response in which interest and effort in the job declines is referred to as
A. neglect.
B. exit.
C. voice.
D. loyalty.
E. influence.
63. Fred works as a maintenance engineer at Rock International. Due to the monotonous nature of his work,
Fred experiences a decline in interest on his job. This is an example of
A. voice.
B. loyalty.
C. neglect.
D. exit.
E. influence.
64. Organizational commitment should decrease the likelihood that an individual will respond to a negative
work event with _____ or _____.
A. exit; neglect
B. loyalty; neglect
C. neglect; voice
D. exit; voice
E. exit; influence
65. Organizational commitment should increase the likelihood that an individual will respond to a negative
work with _____ and _____.
A. loyalty; neglect
B. exit; loyalty
C. voice; exit
D. loyalty; voice
E. neglect; exit
66. Stars likely respond to negative events with _____ because they have the desire to improve the status quo
and the credibility needed to inspire change.
A. loyalty
B. exit
C. neglect
D. voice
E. dependability
67. Citizens are likely to respond to negative events with _____ because they may not have the credibility
needed to inspire change but possess the desire to remain a member of the organization.
A. loyalty
B. exit
C. neglect
D. voice
E. influence
68. People who do the little things like showing around new employees, picking up birthday cakes, ordering
new supplies when needed and so forth are
A. stars.
B. citizens.
C. lone wolves.
D. apathetics.
E. dissidents.
69. Kathleen is not committed to her organization, but is motivated to achieve work goals for herself, not for
the organization. Kathleen represents which of the following?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A dissident
70. _____ are motivated to achieve work goals for themselves, not necessarily for their company.
A. Stars
B. Citizens
C. Civilians
D. Apathetics
E. Lone wolves
71. Missing meetings is a _____ form of withdrawal.
A. psychological
B. physical
C. cultural
D. corporate
E. social
72. Terry is not committed to the organization and merely exerts the minimal effort needed to keep his job.
Terry represents which of the following?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A fossil
73. Lone wolves are likely to respond to negative events with
A. loyalty.
B. exit.
C. neglect.
D. voice.
E. influence.
74. The performance of ____ would give them the credibility needed to inspire change; however, their lack of
attachment prevents them from using that credibility constructively.
A. stars
B. citizens
C. lone wolves
D. apathetics
E. dissidents
75. The talented employees who never seem to want to get involved in the conflicts or squabbles within a unit
are
A. citizens.
B. dissidents.
C. apathetics.
D. lone wolves.
E. stars.
76. _____ merely exert the minimum level of effort needed to keep their jobs.
A. Apathetics
B. Citizens
C. Civilian
D. Stars
E. Lone wolves
77. Which of these possesses high organizational commitment and high task performance?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A fossil
78. Which of these possesses high organizational commitment and low task performance?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A android
79. _____ possesses low levels of organizational commitment but high levels of task performance.
A. Stars
B. Citizens
C. Lone wolves
D. Apathetics
E. Fossils
80. _____ possesses low levels of both organizational commitment and task performance.
A. Stars
B. Citizens
C. Lone wolves
D. Apathetics
E. Fossils
81. Which of these consists of actions that provide a mental escape from the work environment?
A. Physical withdrawal
B. Organizational commitment
C. Psychological withdrawal
D. Erosion model
E. Social influence model
82. Apathetics should respond to negative events with _____, because they lack the performance needed to be
marketable and the commitment needed to engage in acts of citizenship.
A. loyalty
B. exit
C. influence
D. voice
E. neglect
83. Withdrawal comes in two forms
A. psychological and social.

B. psychological and physical.
C. psychological and technological.
D. psychological and organizational.
E. psychological and cultural.
84. Which of these is not a form of psychological withdrawal?
A. Daydreaming
B. Moonlighting
C. Tardiness
D. Socializing
E. Cyber loafing
85. _____ refers to the verbal chatting about non-work topics that goes on in cubicles and offices or at the
mailbox or vending machines.
A. Tardiness
B. Moonlighting
C. Daydreaming
D. Socializing
E. Cyber loafing
86. _____ indicates an intentional desire on the part of the employee to look like he/she is working, even when
not performing work tasks.
A. Looking busy
B. Moonlighting
C. Daydreaming
D. Socializing
E. Cyber loafing
87. Perhaps the most widespread form of psychological withdrawal among white collar employees is
A. daydreaming.
B. moonlighting.
C. tardiness.
D. absenteeism.
E. cyber loafing.
88. The actions that provide a mental escape from the work environment are referred to as ______ withdrawal.
A. physical
B. psychological
C. psychosocial
D. absenteeism
E. tardiness
89. Nikki appears to be working, but is actually distracted by random thoughts or concerns. Nikki is
experiencing
A. moonlighting.
B. cyber loafing.
C. socializing.
D. tardiness.
E. daydreaming.
90. When Jonathan uses his work time and resources to complete something other than his job duties, such as
planning the business he is going to start, he is
A. moonlighting.
B. cyber loafing.
C. socializing.
D. looking busy.
E. daydreaming.
91. When Nathanial uses the Internet to check his personal email and sends instant messages to his friends
during work hours, it is an example of
A. moonlighting.
B. cyber loafing.
C. socializing.
D. looking busy.
E. daydreaming.
92. The actions that provide a physical escape from the work environment is referred to as _____ withdrawal.
A. physical
B. psychological
C. psychosocial
D. social
E. cyber
93. Which of these is a form of physical withdrawal?
A. Daydreaming
B. Moonlighting
C. Socializing
D. Tardiness
E. Cyber loafing
94. All the following are "exit" withdrawal behaviors except:
A. tardiness.
B. missing meetings.
C. long breaks.
D. looking busy.
E. absenteeism.
95. _____ reflects the tendency to arrive at work late, or leave work early.
A. Daydreaming
B. Tardiness
C. Socializing
D. Moonlighting
E. Cyber loafing
96. Jayne has a long list of personal business that needs to be completed, so she takes a day off to complete
these errands. This behavior is an example of
A. long breaks.
C. absenteeism.
D. tardiness.
E. quitting.
97. The most serious form of physical withdrawal is
A. absenteeism.
B. tardiness.
C. long breaks.
D. quitting.
E. missing meetings.
98. William is dissatisfied with his new supervisor and has decided to seek a better career opportunity. This
behavior is an example of
A. long breaks.
C. absenteeism.
D. tardiness.
E. quitting.
99. Ryan is overheard saying, "I can't stand my job, so I do what I can to get by. Sometimes I'm absent,
sometimes I socialize, and sometimes I come in late. There's no real rhyme or reason to it; I just do
whatever seems practical at the time." Ryan is summarizing the _____ model of withdrawal.
A. independent forms
B. compensatory forms
C. progression
D. social influence
E. erosion
100.Marion is heard saying, "I can't handle being around my boss. I hate to miss work, so I do what's needed to
avoid being absent. I figure if I socialize a bit and spend some time surfing the Web, I don't need to ever be
absent. But if I couldn't do these things, I'd definitely have to stay home." Marion is summarizing the _____
model of withdrawal.
C. progression
D. monetary
E. nominal
101.Paul is overheard saying, "I just don't have any respect for my employer anymore. In the beginning, I'd
daydream a bit during work or socialize with my colleagues. As time went on, I began coming in late or
taking a long lunch. Lately I've been staying home altogether, and I'm starting to think I should just quit my
job and go somewhere else." Paul is summarizing the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
102.When various withdrawal behaviors are uncorrelated with one another, occur for different reasons,
and fulfill different needs on the part of employees, that description summarizes the _____ model of
withdrawal.
C. progression
D. monetary
E. nominal
103.When various withdrawal behaviors negatively correlate with one another and when any form of
withdrawal can neutralize, or compensate for, a sense of dissatisfaction, making the other forms
unnecessary, that description summarizes the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
104.When various withdrawal behaviors positively correlate with one another and the withdrawal behaviors
tend to have a causal sequence, that description summarizes the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
105.Which model of withdrawal has received the most scientific support?
A. Individualistic forms
B. Compensatory forms
C. Independent forms
D. Autonomous forms
E. Progression forms
106.Following are the methods which are used to improve levels of commitment of the employees towards the
organization except:
A. increasing the bonds between employees.

B. carrying out charitable activities.
C. create a salary and benefits package that creates a financial need to stay.
D. provide various training and development opportunities for employees.
E. having a diverse work force.
107.The change in employee - employer relationships brought about by a generation of downsizing makes it
more challenging to retain _____ employees.
A. accepted
B. loved
C. trusted
D. respected
E. valued
108.The _____ syndrome is characterized by anger, depression, fear, distrust, and guilt that affects the
employees who remain with an organization after a downsizing.
A. employee
B. survivor
C. stress
D. erosion
E. cultural
109.Galaxy, a professional soccer team is in the middle of a transition period and is looking to infuse the team
with fresh talent. The top management has plans to retain the players who are disciplined and consistent.
The players retained are characterized by _____ syndrome.
A. employee
B. survivor
C. stress
D. erosion
E. cultural
110.Psychological contracts reflect employees' beliefs
A. on a narrow set of specific monetary obligations.

B. on a broader set of open-ended and subjective obligations.
C. about what they owe the organization and what the organization owes them.
D. on the various training and development opportunities for employees.
E. on a set of informal contracts.
111.Transactional contracts are based

B. on a broader set of objective obligations.
C. on employee beliefs about what they owe the organization and what the organization owes them.
D. on the various research and development opportunities for employees.
E. on a setof formal contacts.
112.Relational contracts are
A. based on a narrow set of specific monetary obligations.

B. based on a broader set of open-ended and subjective obligations.
E. on various monetary contracts.
113.Seeing one's coworkers downsized can constitute a "breach" of an employee's trust leading to
A. economic withdrawal.
B. social withdrawal.
C. psychological and physical withdrawal.
D. organizational withdrawal.
E. cultural withdrawal.
114.All the following are ways for organizations to foster a sense of commitment among employees except:
A. increasing the bonds that link employees together.

B. keeping salaries competitive even if employees get stuck in neutral when climbing the career ladder.
C. creating a salary and benefits package that creates a financial need to stay.
D. providing various training and development opportunities for employees.
E. stopping the progression of withdrawal symptoms in its early stages by trying to root out the source of
the reduced commitment.
115.Ray works for Buffalo International. He believes that the company cares about his well being. This reflects
Ray's degree of
A. affective commitment.
B. perceived organizational support.
D. continuance commitment.
E. embeddedness.
Scenario: Crazy Stuff, Inc. (CSI)
Joe, Moe, and Larry are coworkers at Crazy Stuff, Inc. (CSI). Working at CSI for five years now, the three
are discussing their career one day during lunch break when they heard Mary just quit and decided to go
work for a competitor. Moe remarks that it is not worthwhile for him to leave like Mary because he is so
close to getting his big promotion. He has put in the time and very hard work for this promotion if he left
for another company, he will not likely get this opportunity again. Larry replies to Moe that for him, it's
the CSI's relaxed atmosphere and some of his best friends at CSI that keeps him working there. When they
asked Joe about how he felt, Joe indicates that Mary had no bonds to CSI. She was relatively new and had
not invested any time at CSI. For me, Joe says, CSI gave me an opportunity. My boss took a chance on me,
invested so much of his time in mentoring me and preparing me for the position and showing me the ropes
to success. There is no way that I can desert them by leaving for another company.
116.Larry is exhibiting
C. obligation-based commitment.
E. skill-based commitment.
117.Moe is exhibiting
C. embeddedness.
118.Joe is exhibiting
C. embeddedness.
119.Mary's situation can be described using
A. social influence model.

B. social impact model.
C. erosion model.
D. decay model.
E. cultural model.
Scenario: Listen International
Ajay was recently added to the marketing team at Listen International. He will be starting at the company
in two weeks. Ajay has had the reputation of being an expert in ad campaigns and catching the nerve of
the target audiences, however, he also has the reputation of not getting along with anyone. He doesn't care
much about where and for whom he works but is primarily motivated to achieve goals for himself and
beat his own records. As soon as Amanda heard about Ajay joining the team, she turned in her resignation.
Ashton, another team member, called Ajay and held a lunch meeting to express all the team members'
concerns and reason with Ajay to smooth things before he formally joins the team. Amber indicated that
if the organization and the team is going to be benefiting from Ajay's expertise, it doesn't matter whether
she likes it or not and how unhappy she is about this decision, she is willing to maintain her full effort
levels and work with Ajay. She doesn't have the expertise that Ajay has but she is committed to Listen
International and its success. It should be very interesting the day Ajay formally joins the team.
120.Ajay can be described as
A. a star.
B. a lone wolf.
C. a citizen.
D. an apathetic.
E. a fossil.
121.Amanda's reaction can be described as
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
122.Ashton's reaction can be described as
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
123.Amber's reaction can be described as
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
124.Amber can be described as
A. a star.
B. a lone wolf.
C. a citizen.
D. an apathetic.
E. a fossil.
125.Amanda's reaction can be described as psychological withdrawal.
True False
126.Define organizational commitment. Briefly describe the three types of organizational commitment. Provide
an example of each type.
127.Differentiate between the erosion model and the social influence model.
128.Define embeddedness. Which type of commitment does it strengthen? Explain using the links, fit, and
sacrifice facets towards the organization and the community.
129.Describe the primary responses to negative events at work. Provide an example of each.
130.Describe the four types of employees using the combination of two variables: organizational commitment
and task performance.
131.Describe the different types and forms of withdrawal. Provide an example of each.
132.Describe the workplace trends that affect organizational commitment in today's organization.
ch3 Key
1. Organizational commitment is the desire on the part of an employee to remain a member of the
(p. 69) organization.
TRUE
AACSB Standard: Group/Individual Dynamics in Organizations
Blooms Taxonomy: Knowledge
Colquitt - Chapter 03 #1
Difficulty Level: Easy
Learning Objective: 03-01 What is organizational commitment? What is withdrawal behavior? How are the two connected?
Topic: Organizational Commitment
2. Involuntary turnover occurs when employees are fired by the organization for some reason.
(p. 69)
TRUE
AACSB Standard: Business Knowledge and Analytic Skills
3. The types of organizational commitment are continuance, normative, and affective.

(p. 70)
TRUE
Difficulty Level: Moderate
Learning Objective: 03-02 What are the three types of organizational commitment; and how do they differ?
Topic: Types Of Commitment
4. "My organization gave me my start . . . they hired me when others thought I wasn't qualified." This is an
(p. 70) example of continuance commitment.
FALSE
AACSB Standard: Reflective Thinking Skills
Blooms Taxonomy: Application
5. Continuance commitment is defined as a desire to remain a member of an organization due to a feeling

(p. 71) of obligation.
FALSE
6. The erosion model suggests that employees who have direct linkages with leavers will themselves
(p. 74) become more likely to leave.
FALSE
7. The social influence model of withdrawal behavior suggests that employees with fewer bonds will be
(p. 74) most likely to quit the organization.
FALSE
8. One factor that increases continuance commitment is a lack of employment alternatives.

(p. 75)
TRUE
9. Continuance commitment tends to create more of a passive form of loyalty.

(p. 75)
TRUE
Blooms Taxonomy: Comprehension
10. Embeddedness summarizes a person's links to the organization and the community, his/her sense of fit
(p. 75) with that organization and community, and what he/she would have to sacrifice for a job change.
TRUE
11. Embeddedness weakens continuance commitment by providing more reasons why a person needs to
(p. 75) stay in his or her current position.
FALSE
12. Affective commitment exists when there is a sense that staying is the "right" or "moral" thing to do.
(p. 76)
FALSE
13. Employees who feel a sense of normative commitment identify with the organization, accept that
(p. 76) organization's goals and values, and are more willing to exert extra effort on behalf of the organization.
FALSE
14. Evidence indicates that members of Generation X are somewhat more charitable minded than other
(p. 78) generations.
FALSE
15. Exit is one of the primary responses to negative events at work. It is a passive negative response in
(p. 78) which interest and effort on the job declines.
FALSE
Learning Objective: 03-03 What are the four primary responses to negative events at work?
16. Voice is defined as a passive, constructive response that maintains public support for the situation while
(p. 78) the individual privately hopes for improvement.
FALSE
Topic: Withdrawal Behavior
17. Loyalty is one of the primary responses to negative events at work. It is a constructive response in
(p. 79) which individuals attempt to improve the situation.
FALSE
18. Sometimes neglect can be even more costly than exit because it is not as readily noticed.
(p. 79)
TRUE
19. Citizens likely respond to negative events with voice because they have the desire to improve the status
(p. 79) quo and the credibility needed to inspire change.
FALSE
20. Lone wolves possess low levels of both organizational commitment and task performance and merely
(p. 79) exert the minimum level of effort needed to keep their jobs.
FALSE
21. Examples of psychological withdrawal include missing meetings, socializing, and tardiness.
(p. 79)
FALSE
Learning Objective: 03-04 What are some examples of psychological withdrawal? Of physical withdrawal? How do the different forms of withdrawal relate to each
other?
22. Socializing indicates an intentional desire on the part of the employee to look like he/she is working,
(p. 81) even when not performing work tasks.
FALSE
other?
23. Physical withdrawal is the short or long term physical escape from the work environment.
(p. 81)
TRUE
other?
24. The most serious form of physical withdrawal is absenteeism.

(p. 82)
FALSE
other?
25. The independent form model of withdrawal argues that the various withdrawal behaviors are correlated
(p. 83) with one another, occur for different reasons, and fulfill different needs on the part of employees.
FALSE
other?
26. The "white, male-dominated" workforce is becoming a thing of the past.
(p. 85)
TRUE
Learning Objective: 03-05 What workplace trends are affecting organizational commitment in todays organizations?
Topic: Diversity Of The Workforce
27. As work groups become more diverse, foreign-born employees are likely to feel more embedded in their
(p. 85) current jobs.
FALSE
Topic: Diversity Of The Workforce
28. Survivor syndrome refers to the anger, depression, fear, distrust, and guilt of the employees who remain
(p. 87) after an organization downsizes.
TRUE
Topic: The Change In Employee And Employer Relationship
29. As the nature of the employee - employer relationship has changed, secure employment has overtaken
(p. 87) opportunities for development on the list of employee priorities.
FALSE
30. From a continuance commitment perspective, employer strategies could center on increasing the bonds
(p. 89) that link employees together to prevent withdrawal.
FALSE
Learning Objective: 03-06 How can organizations foster a sense of commitment among employees?
Topic: Commitment Initiatives
31. The desire on the part of an employee to remain a member of the organization refers to
(p. 69)
A. productivity.
B. job performance.
C. job satisfaction.
D. organizational commitment.
E. organizational culture.
Organizational commitment is defined as the desire on the part of an employee to remain a member of
the organization. Organizational commitment influences whether an employee stays a member of the
organization (is retained) or leaves to pursue another job (turns over).

32. The set of actions that employees perform to avoid the work situation that may eventually culminate in
(p. 69) quitting the organization refers to
A. productivity behaviors.
B. commitment behaviors.
C. performance behaviors.
D. withdrawal behaviors.
E. citizenship behaviors.
The four ways by which an employee exhibits withdrawal behavior are exit, voice, loyalty and neglect.

33. The following factors influences organizational commitment of employees except:

(p. 69)
A. employees staying as members of the organization.

B. employees engaging in withdrawal behavior.
C. employees leaving the organization to pursue another job.
D. the degree of productivity of the employees.
E. employees eating food in the cafeteria without complaining.
the organization. Organizational commitment influences whether an employee stays a member of the
organization (is retained) or leaves to pursue another job (turns over).

34. The desire to remain a member of an organization due to emotional attachment to, and involvement
(p. 71) with, an organization is
C. embeddedness.
Affective commitment reflects an emotional bond to the organization, it's only natural that the
emotional bonds among coworkers influence it.

35. Bianca Bentley has been a loyal employee for the past 25 years at Anthony International. However,
(p. 71) Bianca does not enjoy her job any more and has been receiving several offers and inquiries from head
hunters for other interesting jobs. Bianca feels that she should stay at Anthony International because her
pension benefits increases during her later years of service as opposed to her initial years of service at
Anthony International. This is an example of
Continuance commitment, defined as a desire to remain a member of an organization because of

an awareness of the costs associated with leaving it. Bianca feels that she should stay at Anthony
International because her pension benefits are increased during her later years of service as opposed to
her initial years of service at Anthony International.

Difficulty Level: Difficult
36. You have just gotten married, purchased a home and a new convertible, all of which makes it difficult
(p. 71) to think about changing jobs. You don't like your job, but the feeling that you need to stay at your
company refers to
Continuance commitment exists when there is a profit associated with staying and a cost associated with
leaving, with high continuance commitment making it very difficult to change organizations because of
the steep penalties associated with the switch.

37. A desire to remain a member of an organization because of awareness of the costs associated with
(p. 71) leaving it refers to
Continuance commitment exists when there is a profit associated with staying and a cost associated with
leaving, with high continuance commitment making it very difficult to change organizations because of
the steep penalties associated with the switch.

38. Staying at a company because you want to reflect _____ commitment, whereas staying because you
(p. 71) need to reflect _____ commitment.
A. continuance; affective
B. affective; continuance
C. continuance; normative
D. normative; continuance
E. normative; affective

39. A desire to remain a member of an organization due to a feeling of obligation is called

(p. 71)
C. embeddedness.
Normative commitment exists when there is a sense that staying is the "right" or "moral" thing to do.

40. Kurt Rambis works as an assistant coach of the Los Angles Lakers in the NBA. Recently he was offered
(p. 71) the head coaching duties of the Minnesota Timberwolves and all his terms were agreed to by his new
organization. Still Rambis has second thoughts about taking up his new job because Los Angeles Lakers
was the team that drafted him and helped him develop as a player. He feels that staying back at Los
Angeles Lakers is his obligation. This is an example of
C. embeddedness.

41. The various people, groups, and teams that can inspire a desire to remain a member of an organization is
(p. 72) referred to as
A. focus of influence.
B. focus of commitment.
C. focus of attention.
D. focus of performance.
E. focus of dominance.
Focus of commitment is referred to various people, places, and things that can inspire a desire to remain
a member of an organization.

42. The focus of commitment could include all the following except:
(p. 72)
A. the work team.

B. the company's top management.
C. the department.
D. specific coworkers.
E. industry regulations.
The focus of commitment includes work team, company's top management, department and specific co-
workers.

43. Sally likes Fitness Central, her new employer. She identifies with Fitness Central, has accepted Fitness
(p. 72) Central's goals and values, and is more willing to exert extra effort on behalf of Fitness Central. Sally is
experiencing _____ commitment.
A. normative
B. continuance
C. comprehensive
D. affective
E. skill-based
Affective commitment reflects an emotional bond to the organization; it's only natural that the

44. When a manager looks at an employee and says "She's committed" or "He's loyal", that manager usually
(p. 72) is referring to a behavioral expression of _____ commitment.
A. skill-based
B. affective
C. comprehensive
D. continuance
E. normative

45. Employees who feel a sense of _____ commitment tend to engage in more interpersonal and
(p. 72) organizational citizenship behaviors.
A. normative
B. skill-based
C. affective
D. obligation-based
E. continuance

46. Employees with fewer or weaker bonds to others in the workplace are likely to feel less emotional
(p. 74) attachment to work colleagues making it easier to decide to leave an organization. This is the _____
model.
A. social influence
B. social impact
C. erosion
D. decay
E. continuity
The erosion model suggests that employees with fewer bonds will be most likely to quit the
organization.

47. Employees who have direct linkages with "leavers" will themselves become more likely to leave. This
(p. 75) is the _____ model.
A. social influence
B. embeddedness
C. erosion
D. decay
E. social identity
Embeddedness summarizes a person's links to the organization and the community, his or her sense of
fit with that organization and community, and what he or she would have to sacrifice for a job change.

48. The factors that increase continuance commitment are as follows, except:
(p. 75)
A. total amount of time, effort, and energy invested in one's job.

B. lack of employment alternatives.
C. level of embeddedness.
D. becoming a charitable organization.
E. work satisfaction.
The factors that result in the increase of continuance commitment include, total amount of time,
effort, and energy invested in one's job, lack of employment alternatives and level of embeddedness.
Normative commitment is related to charitable organization.

49. The work and non-work forces that bind us to our current employer refers to
(p. 75)
A. normative commitment.
C. industry regulations.
D. embeddedness.

50. Hubert Hall has been a loyal employee for the past 25 years at Sonic International, but has not been
(p. 75) enjoying his job as much in the past two years. Hubert feels obligated to stay with Sonic till he retires
because the company has invested a lot of time and money in him. This is an example of
C. embeddedness.
Hubert feels obligated to stay with Sonic till he retires because the company has invested a lot of time
and money in him. This is an example of normative commitment.

51. The characteristics of embeddedness include the following except:

(p. 75)
A. a person's links to the organization and the community.

B. a person's sense of fit with that organization or community.
C. what a person would have to sacrifice for a job change.
D. strengthening of continuance commitment by emphasizing on more reasons why employees need to
stay in their current positions.
E. early experiences in the company.
The characteristics of embeddedness are a person's link to the organization and the community, his or
her sense of fit with that organization or community and what he or she would have to sacrifice for a job
change, and strengthens continuance commitment by providing more reasons employees need to stay in
their current positions. Normative commitment is dictated by the early experiences in the company

52. If some of your best friends work at the same place you do, you might prioritize _____ reasons early
(p. 76) in your work life before shifting your attention to _____ reasons as you become more established in a
community and start a family.
A. normative; continuance
B. continuance; affective
C. normative; affective
D. affective; continuance
E. continuance; normative

53. Jody feels she should stay at her current job as principal of the local high school as it is the "right"
(p. 76) or "moral" thing to do. Jody is experiencing
D. a cost-based commitment.
E. trust based commitment.

54. The factors that increase normative commitment include
(p. 76)
A. number of competitors in an industry.

B. availability of employment opportunities.
C. a sense that the organization has invested in the employee.
D. links to the local community.
E. links to the international community.
The factors that increase normative commitment include a sense that the organization has invested in
the employee, personal work philosophies or more general codes of right and wrong developed over the
course of their lives. Continuance commitment exists when there is a profit associated with staying and
a cost associated with leaving. One factor that increases continuance commitment is the total amount of
investment (in terms of time, effort, energy, etc.) employees have made in mastering their work roles or
fulfilling their organizational duties.

55. Julie Burns feels obligated to stay at her job even though she dislikes her job. This is an example of
(p. 76)
B. normative commitment.
C. affective commitment.
D. embeddedness.
E. involvement commitment.

56. _____ commitment exists when there is a sense that staying at a firm is the "right" or "moral" thing to
(p. 76) do.
A. Normative commitment
B. Embeddedness
C. Social influence
D. Continuance commitment
E. Affective commitment

57. Normative commitment from employees can result from all of these except
(p. 76-77)
A. personal work philosophies of employees'.

B. organizational socialization.
C. creating a feeling that the employee is in the organization's debt.
D. increasing the organization's charitable activities.
E. developing a low-cost structure in the organization.
Normative commitment from employees can result from personal work philosophies of employees'
organizational socialization.

58. Evidence indicates that members of Generation _____ are somewhat more charitable minded than other
(p. 78) generations.
A. X
B. Y
C. A
D. Next
E. Z
Generation Y (those born between 1977 and 1994) are somewhat more charitably minded than other
generations.

59. An active, destructive response by which an individual either ends or restricts organizational
(p. 78) membership is referred to as
A. voice.
B. exit.
C. loyalty.
D. neglect.
E. ignorance.
Exit is defined as an active, destructive response by which an individual either ends or restricts
organizational membership.

60. The response to negative events at work that is an active, constructive response in which individuals
(p. 78) attempt to improve the situation is referred to as
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
Voice is defined as an active, constructive response in which individuals attempt to improve the
situation.

61. A passive, constructive response that maintains public support for the situation while the individual
(p. 79) privately hopes for improvement is referred to as
A. voice.
B. exit.
C. neglect.
D. loyalty.
E. ignorance.
Loyalty is, defined as a passive, constructive response that maintains public support for the situation
while the individual privately hopes for improvement.

62. A passive, destructive response in which interest and effort in the job declines is referred to as
(p. 79)
A. neglect.
B. exit.
C. voice.
D. loyalty.
E. influence.
Neglect is defined as a passive, destructive response in which interest and effort in the job declines.

63. Fred works as a maintenance engineer at Rock International. Due to the monotonous nature of his work,
(p. 79) Fred experiences a decline in interest on his job. This is an example of
A. voice.
B. loyalty.
C. neglect.
D. exit.
E. influence.

64. Organizational commitment should decrease the likelihood that an individual will respond to a negative
(p. 79) work event with _____ or _____.
A. exit; neglect
B. loyalty; neglect
C. neglect; voice
D. exit; voice
E. exit; influence

65. Organizational commitment should increase the likelihood that an individual will respond to a negative
(p. 78- 79) work with _____ and _____.
A. loyalty; neglect
B. exit; loyalty
C. voice; exit
D. loyalty; voice
E. neglect; exit
Loyalty is, defined as a passive, constructive response that maintains public support for the situation
while the individual privately hopes for improvement.
situation.

66. Stars likely respond to negative events with _____ because they have the desire to improve the status
(p. 79) quo and the credibility needed to inspire change.
A. loyalty
B. exit
C. neglect
D. voice
E. dependability
Stars possess high commitment and high performance and are held up as role models for other
employees. Stars likely respond to negative events with voice because they have the desire to improve
the status quo and the credibility needed to inspire change.

67. Citizens are likely to respond to negative events with _____ because they may not have the credibility
(p. 79) needed to inspire change but possess the desire to remain a member of the organization.
A. loyalty
B. exit
C. neglect
D. voice
E. influence
Loyalt is defined as a passive, constructive response that maintains public support for the situation while
the individual privately hopes for improvement.

68. People who do the little things like showing around new employees, picking up birthday cakes, ordering
(p. 79) new supplies when needed and so forth are
A. stars.
B. citizens.
C. lone wolves.
D. apathetics.
E. dissidents.
Citizens are likely to respond to negative events with loyalty because they may not have the credibility
needed to inspire change but 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.

69. Kathleen is not committed to her organization, but is motivated to achieve work goals for herself, not
(p. 79) for the organization. Kathleen represents which of the following?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A dissident
Lone wolves possess low levels of organizational commitment but high levels of task performance and
are motivated to achieve work goals for themselves, not necessarily for their company. They are likely
to respond to negative events with exit.

70. _____ are motivated to achieve work goals for themselves, not necessarily for their company.
(p. 80)
A. Stars
B. Citizens
C. Civilians
D. Apathetics
E. Lone wolves
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 should 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.

71. Missing meetings is a _____ form of withdrawal.
(p. 80)
A. psychological
B. physical
C. cultural
D. corporate
E. social
Physical withdrawal consists of actions that provide a physical escape, whether short term or long term,
from the work environment. Missing meeting is when employees neglect important work functions
while away from the office.

other?
72. Terry is not committed to the organization and merely exerts the minimal effort needed to keep his job.
(p. 80) Terry represents which of the following?
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A fossil
Apathetic possess low levels of both organizational commitment and task performance and merely exert
the minimum level of effort needed to keep their jobs. Apathetics should 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.

73. Lone wolves are likely to respond to negative events with
(p. 79)
A. loyalty.
B. exit.
C. neglect.
D. voice.
E. influence.

74. The performance of ____ would give them the credibility needed to inspire change; however, their lack
(p. 79) of attachment prevents them from using that credibility constructively.
A. stars
B. citizens
C. lone wolves
D. apathetics
E. dissidents
are motivated to achieve work goals for themselves, not necessarily for their company.They are likely to
respond to negative events with exit.

75. The talented employees who never seem to want to get involved in the conflicts or squabbles within a
(p. 79) unit are
A. citizens.
B. dissidents.
C. apathetics.
D. lone wolves.
E. stars.

76. _____ merely exert the minimum level of effort needed to keep their jobs.
(p. 79)
A. Apathetics
B. Citizens
C. Civilian
D. Stars
E. Lone wolves

77. Which of these possesses high organizational commitment and high task performance?
(p. 79)
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A fossil
Stars possess high commitment and high performance and are held up as role models for other
employees. Stars likely respond to negative events with voice because they have the desire to improve
the status quo and the credibility needed to inspire change.

78. Which of these possesses high organizational commitment and low task performance?
(p. 79)
A. A star
B. A citizen
C. A lone wolf
D. An apathetic
E. A android
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.

79. _____ possesses low levels of organizational commitment but high levels of task performance.
(p. 79)
A. Stars
B. Citizens
C. Lone wolves
D. Apathetics
E. Fossils

80. _____ possesses low levels of both organizational commitment and task performance.
(p. 79)
A. Stars
B. Citizens
C. Lone wolves
D. Apathetics
E. Fossils

81. Which of these consists of actions that provide a mental escape from the work environment?
(p. 79)
A. Physical withdrawal
B. Organizational commitment
C. Psychological withdrawal
D. Erosion model
E. Social influence model
Psychological withdrawal is the mental escape from the work environment. Some business articles refer
to psychological withdrawal as "warm-chair attrition," meaning that employees have essentially been
lost even though their chairs remain occupied.

other?
82. Apathetics should respond to negative events with _____, because they lack the performance needed to
(p. 80) be marketable and the commitment needed to engage in acts of citizenship.
A. loyalty
B. exit
C. influence
D. voice
E. neglect

83. Withdrawal comes in two forms

(p. 80)
A. psychological and social.

B. psychological and physical.
C. psychological and technological.
D. psychological and organizational.
E. psychological and cultural.
Withdrawal comes in only two forms psychological and physical.

other?
84. Which of these is not a form of psychological withdrawal?

(p. 81)
A. Daydreaming
B. Moonlighting
C. Tardiness
D. Socializing
E. Cyber loafing
Tardiness reflects the tendency to arrive at work late (or leave work early).

other?
85. _____ refers to the verbal chatting about non-work topics that goes on in cubicles and offices or at the
(p. 81) mailbox or vending machines.
A. Tardiness
B. Moonlighting
C. Daydreaming
D. Socializing
E. Cyber loafing
Socializing refers to the verbal chatting about non work topics that goes on in cubicles and offices or at
the mailbox or vending machines.

other?
86. _____ indicates an intentional desire on the part of the employee to look like he/she is working, even
(p. 81) when not performing work tasks.
A. Looking busy
B. Moonlighting
C. Daydreaming
D. Socializing
E. Cyber loafing
Looking busy indicates an intentional desire on the part of the employee to look like he or she is
working, even when not performing work tasks. Sometimes employees decide to reorganize their
desks or go for a stroll around the building, even though they have nowhere to go. (Those who are very
good at managing impressions do such things very briskly and with a focused look on their faces!)

other?
87. Perhaps the most widespread form of psychological withdrawal among white collar employees is
(p. 81)
A. daydreaming.
B. moonlighting.
C. tardiness.
D. absenteeism.
E. cyber loafing.
The most widespread form of psychological withdrawal among white collar employees is
cyberloafing—using Internet, e-mail, and instant messaging access for their personal enjoyment rather
than work duties.

other?
88. The actions that provide a mental escape from the work environment are referred to as ______
(p. 81) withdrawal.
A. physical
B. psychological
C. psychosocial
D. absenteeism
E. tardiness
Psychological withdrawal is the mental escape from the work environment. Some business articles refer
to psychological withdrawal as "warm-chair attrition," meaning that employees have essentially been
lost even though their chairs remain occupied.

other?
89. Nikki appears to be working, but is actually distracted by random thoughts or concerns. Nikki is
(p. 81) experiencing
A. moonlighting.
B. cyber loafing.
C. socializing.
D. tardiness.
E. daydreaming.
Daydreaming is when an employee appears to be working but is actually distracted by random thoughts
or concerns.

other?
90. When Jonathan uses his work time and resources to complete something other than his job duties, such
(p. 81) as planning the business he is going to start, he is
A. moonlighting.
B. cyber loafing.
C. socializing.
D. looking busy.
E. daydreaming.
Moonlighting is when employees use work time and resources to complete something other than their
job duties, such as assignments for another job.

other?
Topic: Types of Withdrawal
91. When Nathanial uses the Internet to check his personal email and sends instant messages to his friends
(p. 81) during work hours, it is an example of
A. moonlighting.
B. cyber loafing.
C. socializing.
D. looking busy.
E. daydreaming.
The most widespread form of psychological withdrawal among white collar employees is cyber
loafing—using Internet, e-mail, and instant messaging access for their personal enjoyment rather than
work duties.

other?
92. The actions that provide a physical escape from the work environment is referred to as _____
(p. 81) withdrawal.
A. physical
B. psychological
C. psychosocial
D. social
E. cyber
Physical withdrawal consists of actions that provide a physical escape, whether short term or long term,
from the work environment.

other?
93. Which of these is a form of physical withdrawal?
(p. 81)
A. Daydreaming
B. Moonlighting
C. Socializing
D. Tardiness
E. Cyber loafing

other?
94. All the following are "exit" withdrawal behaviors except:

(p. 81)
A. tardiness.
C. long breaks.
D. looking busy.
E. absenteeism.
Looking busy indicates an intentional desire on the part of the employee to look like he or she is
working, even when not performing work tasks. Sometimes employees decide to reorganize their
desks or go for a stroll around the building, even though they have nowhere to go. (Those who are very
good at managing impressions do such things very briskly and with a focused look on their faces!)

other?
95. _____ reflects the tendency to arrive at work late, or leave work early.
(p. 81)
A. Daydreaming
B. Tardiness
C. Socializing
D. Moonlighting
E. Cyber loafing

other?
96. Jayne has a long list of personal business that needs to be completed, so she takes a day off to complete
(p. 82) these errands. This behavior is an example of
A. long breaks.
C. absenteeism.
D. tardiness.
E. quitting.
Absenteeism occurs when employees miss an entire day of work.

other?
97. The most serious form of physical withdrawal is

(p. 82)
A. absenteeism.
B. tardiness.
C. long breaks.
D. quitting.
E. missing meetings.
The most serious form of physical withdrawal is quitting—voluntarily leaving the organization.

other?
98. William is dissatisfied with his new supervisor and has decided to seek a better career opportunity. This
(p. 82) behavior is an example of
A. long breaks.
C. absenteeism.
D. tardiness.
E. quitting.
The most serious form of physical withdrawal is quitting—voluntarily leaving.

other?
99. Ryan is overheard saying, "I can't stand my job, so I do what I can to get by. Sometimes I'm absent,
(p. 83) sometimes I socialize, and sometimes I come in late. There's no real rhyme or reason to it; I just do
whatever seems practical at the time." Ryan is summarizing the _____ model of withdrawal.
C. progression
D. social influence
E. erosion
The independent forms model of withdrawal, argues that the various withdrawal behaviors are
uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of
employees.

other?
100. Marion is heard saying, "I can't handle being around my boss. I hate to miss work, so I do what's
(p. 83) needed to avoid being absent. I figure if I socialize a bit and spend some time surfing the Web, I don't
need to ever be absent. But if I couldn't do these things, I'd definitely have to stay home." Marion is
summarizing the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
Compensatory forms model of withdrawal, argues that the various withdrawal behaviors negatively
correlate with one another—that doing one means you're less likely to do another.

other?
101. Paul is overheard saying, "I just don't have any respect for my employer anymore. In the beginning, I'd
(p. 83) daydream a bit during work or socialize with my colleagues. As time went on, I began coming in late or
taking a long lunch. Lately I've been staying home altogether, and I'm starting to think I should just quit
my job and go somewhere else." Paul is summarizing the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
Progression model of withdrawal, argues that the various withdrawal behaviors are positively
correlated.

other?
102. When various withdrawal behaviors are uncorrelated with one another, occur for different reasons,
(p. 83) and fulfill different needs on the part of employees, that description summarizes the _____ model of
withdrawal.
C. progression
D. monetary
E. nominal
The independent forms model of withdrawal, argues that the various withdrawal behaviors are
uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of
employees.

other?
103. When various withdrawal behaviors negatively correlate with one another and when any form of
(p. 83) withdrawal can neutralize, or compensate for, a sense of dissatisfaction, making the other forms
unnecessary, that description summarizes the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
Compensatory forms model of withdrawal, argues that the various withdrawal behaviors negatively
correlate with one another—that doing one means you're less likely to do another.

other?
104. When various withdrawal behaviors positively correlate with one another and the withdrawal behaviors
(p. 83) tend to have a causal sequence, that description summarizes the _____ model of withdrawal.
C. progression
D. monetary
E. nominal
Progression model of withdrawal, argues that the various withdrawal behaviors are positively
correlated.

other?
105. Which model of withdrawal has received the most scientific support?
(p. 83)
A. Individualistic forms
B. Compensatory forms
C. Independent forms
D. Autonomous forms
E. Progression forms
The progression model has received the most scientific. Studies tend to show that the withdrawal
behaviors are positively correlated with one another.

other?
106. Following are the methods which are used to improve levels of commitment of the employees towards
(p. 85) the organization except:
A. increasing the bonds between employees.

B. carrying out charitable activities.
C. create a salary and benefits package that creates a financial need to stay.
D. provide various training and development opportunities for employees.
E. having a diverse work force.
Increasing the bonds between employees, carrying out charitable activities, creating salary and
benefits package that creates a financial need to stay and providing various training and development
opportunities are some of the methods used to improve the levels of commitment of the employees
towards the organization.

Topic: Trends That Affect Commitment
107. The change in employee - employer relationships brought about by a generation of downsizing makes it
(p. 87) more challenging to retain _____ employees.
A. accepted
B. loved
C. trusted
D. respected
E. valued
The change in employee - employer relationships brought about by a generation of downsizing makes it
more challenging to retain valued employees. The most obvious challenge is finding a way to maintain
affective commitment.

Topic: The Changing Employee - Employer Relationship
108. The _____ syndrome is characterized by anger, depression, fear, distrust, and guilt that affects the
(p. 87) employees who remain with an organization after a downsizing.
A. employee
B. survivor
C. stress
D. erosion
E. cultural
Survivor syndrome tends to reduce organizational commitment levels at the worst possible time, as
downsizing survivors are often asked to work extra hard to compensate for their lost colleagues.

109. Galaxy, a professional soccer team is in the middle of a transition period and is looking to infuse the
(p. 87) team with fresh talent. The top management has plans to retain the players who are disciplined and
consistent. The players retained are characterized by _____ syndrome.
A. employee
B. survivor
C. stress
D. erosion
E. cultural
Survivor syndrome tends to reduce organizational commitment levels at the worst possible time, as
downsizing survivors are often asked to work extra hard to compensate for their lost colleagues.

110. Psychological contracts reflect employees' beliefs

(p. 87)

B. on a broader set of open-ended and subjective obligations.
E. on a set of informal contracts.
Psychological contracts reflect employees' beliefs about what they owe the organization and what the
organization owes them. These contracts are shaped by the recruitment and socialization activities
that employees experience, which often convey promises and expectations that shape beliefs about
reciprocal obligations.

111. Transactional contracts are based
(p. 87)

B. on a broader set of objective obligations.
C. on employee beliefs about what they owe the organization and what the organization owes them.
D. on the various research and development opportunities for employees.
E. on a setof formal contacts.
Transactional contracts that are 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).

112. Relational contracts are

(p. 87)
A. based on a narrow set of specific monetary obligations.

B. based on a broader set of open-ended and subjective obligations.
E. on various monetary contracts.
Relational contracts that are based on a broader set of open-ended and subjective obligations (e.g., the
employee owes loyalty and the willingness to go above and beyond; the organization owes job security,
development, and support).

113. Seeing one's coworkers downsized can constitute a "breach" of an employee's trust leading to
(p. 87)
A. economic withdrawal.
B. social withdrawal.
C. psychological and physical withdrawal.
D. organizational withdrawal.
E. cultural withdrawal.
Seeing one's coworkers downsized can constitute a "breach" of an employee's psychological contract,
and research suggests that psychological contract breach leads to psychological and physical
withdrawal.

114. All the following are ways for organizations to foster a sense of commitment among employees except:
(p. 89)
A. increasing the bonds that link employees together.

B. keeping salaries competitive even if employees get stuck in neutral when climbing the career ladder.
C. creating a salary and benefits package that creates a financial need to stay.
D. providing various training and development opportunities for employees.
E. stopping the progression of withdrawal symptoms in its early stages by trying to root out the source
of the reduced commitment.
Increasing the bonds that link employees together, creating salary and benefits package that creates a
financial need to stay, providing various training methods and stopping the progression of withdrawl
symptoms in its early stages by trying to root out the source of the reduced commitment are ways to
foster commitment among employees. Keeping salaries competitive even if employees get stuck in
neutral when climbing the career ladder is a way to foster a sense of commitment of the employees to
the organization.

115. Ray works for Buffalo International. He believes that the company cares about his well being. This
(p. 89) reflects Ray's degree of
A. affective commitment.
B. perceived organizational support.
D. continuance commitment.
E. embeddedness.
Perceived organizational support reflects the degree to which employees believe that the organization
values their contributions and cares about their well-being.

Scenario: Crazy Stuff, Inc. (CSI)

Joe, Moe, and Larry are coworkers at Crazy Stuff, Inc. (CSI). Working at CSI for five years now, the
three are discussing their career one day during lunch break when they heard Mary just quit and decided
to go work for a competitor. Moe remarks that it is not worthwhile for him to leave like Mary because
he is so close to getting his big promotion. He has put in the time and very hard work for this promotion
if he left for another company, he will not likely get this opportunity again. Larry replies to Moe that for
him, it's the CSI's relaxed atmosphere and some of his best friends at CSI that keeps him working there.
When they asked Joe about how he felt, Joe indicates that Mary had no bonds to CSI. She was relatively
new and had not invested any time at CSI. For me, Joe says, CSI gave me an opportunity. My boss
took a chance on me, invested so much of his time in mentoring me and preparing me for the position
and showing me the ropes to success. There is no way that I can desert them by leaving for another
company.
Colquitt - Chapter 03
116. Larry is exhibiting
(p. 71)
C. obligation-based commitment.
E. skill-based commitment.
Affective commitment, defined as a desire to remain a member of an organization due to an emotional

attachment to, and involvement with, that organization. Larry feels that if he leaves CSI, he will miss
his colleagues a lot. Hence he is exhibiting affective commitment.

117. Moe is exhibiting

(p. 71)
C. embeddedness.
Continuance commitment is defined as a desire to remain a member of an organization because of an

awareness of the costs associated with leaving it Moe feels that if he walks away from CSF, he will be
walking away from his promotion which might turn out to be a loss for him in the future. Hence he is
exhibiting continuance commitment.

118. Joe is exhibiting
(p. 71)
C. embeddedness.
Normative commitment is defined as a desire to remain a member of an organization due to a feeling of

obligation.
Joe feels that staying back in CSF is the right or the moral thing to do Hence he is exhibiting normative
commitment.

119. Mary's situation can be described using

(p. 74)
A. social influence model.

B. social impact model.
C. erosion model.
D. decay model.
E. cultural model.
organization. From an affective commitment perspective Mary had less emotional attachment to work
colleagues, which made it easier for her to decide to leave the organization.

Scenario: Listen International

Ajay was recently added to the marketing team at Listen International. He will be starting at the
company in two weeks. Ajay has had the reputation of being an expert in ad campaigns and catching
the nerve of the target audiences, however, he also has the reputation of not getting along with anyone.
He doesn't care much about where and for whom he works but is primarily motivated to achieve goals
for himself and beat his own records. As soon as Amanda heard about Ajay joining the team, she turned
in her resignation. Ashton, another team member, called Ajay and held a lunch meeting to express all
the team members' concerns and reason with Ajay to smooth things before he formally joins the team.
Amber indicated that if the organization and the team is going to be benefiting from Ajay's expertise, it
doesn't matter whether she likes it or not and how unhappy she is about this decision, she is willing to
maintain her full effort levels and work with Ajay. She doesn't have the expertise that Ajay has but she
is committed to Listen International and its success. It should be very interesting the day Ajay formally
joins the team.
Colquitt - Chapter 03
120. Ajay can be described as
(p. 79)
A. a star.
B. a lone wolf.
C. a citizen.
D. an apathetic.
E. a fossil.
are motivated to achieve work goals for themselves, not necessarily for their company.
Ajay has had the reputation of being an expert in ad campaigns and catching the nerve of the target
audiences, however, he also has the reputation of not getting along with anyone. He doesn't care much
about where and for whom he works but is primarily motivated to achieve goals for himself and beat his
own records. Hence can be classified under the ‘lone wolf' category.

121. Amanda's reaction can be described as

(p. 79)
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
As soon as Amanda hears about Ajay joining the team, she turns in her resignation. Hence she can be
classified under the ‘exit' category.

122. Ashton's reaction can be described as
(p. 79)
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
situation.
Ashton called Ajay and held a lunch meeting to express all the team members' concerns and reason with
Ajay to smooth things before he formally joins the team. He is trying his best to improve the situation.
Hence he can be classified under ‘voice' category.

123. Amber's reaction can be described as

(p. 79)
A. voice.
B. neglect.
C. loyalty.
D. exit.
E. honesty.
Loyalty, defined as a passive, constructive response that maintains public support for the situation while
the individual privately hopes for improvement.
Amber indicates that if the organization and the team is going to be benefiting from Ajay's expertise, it
doesn't matter whether she likes it or not and how unhappy she is about this decision. Hence she can be
classified under the ‘loyal' category.

124. Amber can be described as
(p. 79)
A. a star.
B. a lone wolf.
C. a citizen.
D. an apathetic.
E. a fossil.
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.
Amber put the company's interests in front of her own career interests. Hence she can be classified
under the ‘citizen' category.

125. Amanda's reaction can be described as psychological withdrawal.

(p. 80)
FALSE
Psychological withdrawal as "warm-chair attrition," meaning that employees have essentially been lost
even though their chairs remain occupied.
Amanda's reaction can be described as physical withdrawal.

126. Define organizational commitment. Briefly describe the three types of organizational commitment.
(p. 69-71) Provide an example of each type.
the organization. The three types of commitment are:
• Affective commitment: a desire to remain a member of an organization due to an emotional
attachment to, and involvement with, that organization.
• Continuance commitment: a desire to remain a member of an organization because of awareness of the
costs associated with leaving it.
• Normative commitment: a desire to remain a member of an organization due to a feeling of obligation.
Refer Table 3-1 on page 70 in the text for examples.

Topic: Organizational Commitment & Types Of Commitment
127. Differentiate between the erosion model and the social influence model.
(p. 74)
organization. The social influence model suggests that employees who have direct linkages
with "leavers" will themselves become more likely to leave.

128. Define embeddedness. Which type of commitment does it strengthen? Explain using the links, fit, and
(p. 76-77) sacrifice facets towards the organization and the community.
It strengthens continuance commitment by providing more reasons why a person needs to stay in his or
her current position. Refer Table 3-2 on page 76 in the text.

Blooms Taxonomy: Synthesis and evaluation
129. Describe the primary responses to negative events at work. Provide an example of each.
(p. 78-79)
The four responses are:

• Exit: an active, destructive response by which an individual either ends or restricts organizational
membership.
• Voice: an active, constructive response in which individuals attempt to improve the situation.
• Loyalty: a passive, constructive response that maintains public support for the situation, while the
individual privately hopes for improvement.
• Neglect: a passive, destructive response in which interest and effort in the job declines.
Student responses to examples for each response will vary.

130. Describe the four types of employees using the combination of two variables: organizational
(p. 79-80) commitment and task performance.
The four types of employees using the combination of two variables organizational commitment and
task performance are
• Stars: possess high commitment and high performance and are held up as role models for other
employees.
• 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.
• Lone wolves: possess low levels of organizational commitment but high levels of task performance
and are motivated to achieve work goals for themselves, not necessarily for their company.
Apathetics: possess low levels of both organizational commitment and task performance and merely
exert the minimum level of effort needed to keep their jobs.
Refer Table 3-3 on page 79 in the text.

Blooms Taxonomy: Analysis
131. Describe the different types and forms of withdrawal. Provide an example of each.
(p. 80-82)
Withdrawal comes in two forms: psychological and physical. Refer Figure 3-4 on page 80 in the text for
different types in each form.
The types of psychological forms of withdrawal are
• Daydreaming: when employees appear to be working but are actually distracted by random thoughts
or concerns.
• Socializing: refers to the verbal chatting about non-work topics that goes on in cubicles and offices or
at the mailbox or vending machines.
• Looking busy: indicates an intentional desire on the part of employees to look like they're working,
even when not performing work tasks.
• Moonlighting: using work time and resources to complete something other than their job duties.
• Cyberloafing: using Internet, e-mail, and instant messaging access for their personal enjoyment rather
than work duties.
The types of physical withdrawal are
• Tardiness: reflects the tendency to arrive at work late.
• Long breaks: involve longer-than-normal lunches, soda breaks, coffee breaks, and so forth that provide
a physical escape from work.
• Missing meetings: which means employees neglect important work functions while away from the
office.
• Absenteeism: occurs when employees miss an entire day of work.
• Quitting: voluntarily leaving the organization.

Blooms Taxonomy: Analysis
other?
132. Describe the workplace trends that affect organizational commitment in today's organization.
(p. 85-90)
The increased diversity of the workforce can reduce commitment if employees feel lower levels of
affective commitment or less embedded in their current jobs. The employee-employer relationship,
which has changed due to decades of downsizing, can reduce affective and normative commitment,
making it more of a challenge to retain talented employees.

Blooms Taxonomy: Synthesis and evaluation
Topic: Trends That Affect Commitment
ch3 Summary
Category # of Questions
AACSB Standard: Business Knowledge and Analytic Skills 31
AACSB Standard: Group/Individual Dynamics in Organizations 84
AACSB Standard: Reflective Thinking Skills 17
Blooms Taxonomy: Analysis 2
Blooms Taxonomy: Application 28
Blooms Taxonomy: Comprehension 36
Blooms Taxonomy: Knowledge 64
Blooms Taxonomy: Synthesis and evaluation 2
Colquitt - Chapter 03 134
Difficulty Level: Difficult 17
Difficulty Level: Easy 18
Difficulty Level: Moderate 97
Learning Objective: 03-01 What is organizational commitment? What is withdrawal behavior? How are the two 6
connected?
Learning Objective: 03-02 What are the three types of organizational commitment; and how do they differ? 44
Learning Objective: 03-03 What are the four primary responses to negative events at work? 36
Learning Objective: 03-04 What are some examples of psychological withdrawal? Of physical withdrawal? How do the 31
different forms of withdrawal relate to each other?
Learning Objective: 03-05 What workplace trends are affecting organizational commitment in todays organizations? 10
Learning Objective: 03-06 How can organizations foster a sense of commitment among employees? 6
Topic: Commitment Initiatives 3
Topic: Diversity Of The Workforce 2
Topic: Organizational Commitment 5
Topic: Organizational Commitment & Types Of Commitment 1
Topic: The Change In Employee And Employer Relationship 6
Topic: The Changing Employee - Employer Relationship 3
Topic: Trends That Affect Commitment 2
Topic: Types Of Commitment 44
Topic: Types of Withdrawal 1
Topic: Withdrawal Behavior 65

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ch3

A. employees staying as members of the organization.

A. the work team.

A. total amount of time, effort, and energy invested in one's job.

A. a person's links to the organization and the community.

A. number of competitors in an industry.

A. personal work philosophies of employees'.

A. psychological and social.

A. increasing the bonds between employees.

A. on a narrow set of specific monetary obligations.

A. on a narrow set of specific monetary obligations.

A. based on a narrow set of specific monetary obligations.

A. increasing the bonds that link employees together.

A. social influence model.

3. The types of organizational commitment are continuance, normative, and affective.

5. Continuance commitment is defined as a desire to remain a member of an organization due to a feeling

8. One factor that increases continuance commitment is a lack of employment alternatives.

9. Continuance commitment tends to create more of a passive form of loyalty.

24. The most serious form of physical withdrawal is absenteeism.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

33. The following factors influences organizational commitment of employees except:

A. employees staying as members of the organization.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

Continuance commitment, defined as a desire to remain a member of an organization because of

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

39. A desire to remain a member of an organization due to a feeling of obligation is called

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

A. the work team.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

A. total amount of time, effort, and energy invested in one's job.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

51. The characteristics of embeddedness include the following except:

A. a person's links to the organization and the community.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

A. number of competitors in an industry.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations

A. personal work philosophies of employees'.

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Reflective Thinking Skills

AACSB Standard: Group/Individual Dynamics in Organizations

AACSB Standard: Group/Individual Dynamics in Organizations