Organizational Commitment

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Question 1
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Organizational commitment is the desire on the part of an employee to remain a member of the organization.

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Question 2
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Affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.

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Question 3
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Employees who feel a sense of continuance 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.

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Question 4
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The social influence model of withdrawal behavior suggests that employees with fewer bonds will be most likely to quit the organization.

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Question 5
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Continuance commitment tends to create more of a passive form of loyalty than affective commitment.

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Question 6
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Embeddedness summarizes employees' links to their organization and community, their sense of fit with that organization and community, and what they would have to sacrifice for a job change.

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Question 7
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Affective commitment exists when there is a sense that staying is the "right" or "moral" thing to do.

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Question 8
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Loyalty is defined as an active, constructive response to a negative work event in which individuals attempt to improve the situation.

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Question 9
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Employees falling under the category of "lone wolves" tend to respond to negative events with voice because they have the desire to improve the status quo and the credibility needed to inspire change.

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Question 10
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Employees categorized as citizens demonstrate the highest levels of organizational commitment and behave in an active, constructive manner.

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Question 11
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Employees in the category of apathetics demonstrate passive, destructive behavior. They exert the minimum level of effort required to keep their jobs.

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Question 12
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Employees falling under the category of "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.

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Question 13
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The most serious form of physical withdrawal is absenteeism.

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Question 14
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The compensatory forms model of withdrawal argues that the various withdrawal behaviors are positively correlated.

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Question 15
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The progression model of withdrawal behavior has received the most scientific support.

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Question 16
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Survivor syndrome refers to the anger, depression, fear, distrust, and guilt of the employees who remain after an organization downsizes.

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Question 17
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Research suggests that the continued participation of Baby Boomers in the workforce will subtract a significant amount from the U.S. economic output.

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Question 18
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Psychological contracts reflect employees' beliefs about what they owe the organization and what the organization owes them.

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Question 19
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An effective way for organizations to foster affective commitment is through improving salary and benefits packages.

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Question 20
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Which of the following terms refers to the desire on the part of an employee to remain a member of the organization?

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A
organizational efficacy
B
organizational control
C
organizational efficiency
D
organizational commitment
E
organizational effectiveness
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