- Which of the following is the primary determinant of job satisfaction?
- a) Job security
- b) Salary
- c) Work environment
- d) All of the above
Answer: d) All of the above Explanation: Job satisfaction is influenced by a variety of factors, including job security, salary, and the work environment, as all of these contribute to how employees feel about their roles and work life.
- What does the “Two-Factor Theory” suggest about job satisfaction?
- a) Job satisfaction is influenced solely by salary.
- b) There are intrinsic and extrinsic factors that affect job satisfaction.
- c) Only extrinsic factors influence job satisfaction.
- d) Job satisfaction has no impact on work performance.
Answer: b) There are intrinsic and extrinsic factors that affect job satisfaction. Explanation: Herzberg’s Two-Factor Theory posits that job satisfaction is influenced by both intrinsic factors (e.g., recognition, achievement) and extrinsic factors (e.g., salary, job security).
- Which of the following is considered an intrinsic factor affecting job satisfaction?
- a) Pay raise
- b) Recognition
- c) Work-life balance
- d) Job security
Answer: b) Recognition Explanation: Intrinsic factors are those that relate to internal rewards, such as personal achievement and recognition, whereas extrinsic factors involve external rewards like pay and benefits.
- The “Job Characteristics Model” focuses on which of the following factors for job satisfaction?
- a) Pay and benefits
- b) Job autonomy and skill variety
- c) Work location
- d) Employee perks
Answer: b) Job autonomy and skill variety Explanation: The Job Characteristics Model, developed by Hackman and Oldham, highlights core job characteristics such as skill variety, task identity, task significance, autonomy, and feedback, which affect job satisfaction and motivation.
- Which of the following is an example of extrinsic motivation in the workplace?
- a) Enjoying the work itself
- b) Receiving a promotion
- c) Personal growth
- d) Sense of achievement
Answer: b) Receiving a promotion Explanation: Extrinsic motivation is driven by external rewards such as promotions, salary increases, or other tangible benefits.
- Which factor is most associated with high job satisfaction?
- a) High wages and salary
- b) Lack of autonomy in job tasks
- c) Meaningful work and a sense of accomplishment
- d) Overloaded work tasks
Answer: c) Meaningful work and a sense of accomplishment Explanation: Research suggests that employees who find their work meaningful and experience a sense of accomplishment tend to have higher job satisfaction.
- What does the “Affective Job Satisfaction” model emphasize?
- a) Job satisfaction is based on job benefits alone.
- b) Employees are satisfied based on their emotional responses to the job.
- c) Satisfaction comes from job role clarity.
- d) External rewards are the sole contributors to job satisfaction.
Answer: b) Employees are satisfied based on their emotional responses to the job. Explanation: Affective job satisfaction refers to how employees feel emotionally about their work, such as their feelings of happiness, pride, or frustration.
- The concept of “Work-Life Balance” primarily affects which dimension of job satisfaction?
- a) Intrinsic job satisfaction
- b) Extrinsic job satisfaction
- c) Affective job satisfaction
- d) Cognitive job satisfaction
Answer: c) Affective job satisfaction Explanation: Work-life balance typically impacts emotional well-being, which is closely tied to affective job satisfaction.
- Which of the following would most likely decrease job satisfaction in an organization?
- a) Opportunities for skill development
- b) Lack of recognition and reward
- c) Effective communication
- d) Positive team collaboration
Answer: b) Lack of recognition and reward Explanation: Lack of recognition and rewards can lead to feelings of underappreciation and lower job satisfaction among employees.
- Job satisfaction is most strongly associated with which psychological concept?
- a) Job performance
- b) Personality traits
- c) Cognitive biases
- d) Emotional intelligence
Answer: a) Job performance Explanation: High job satisfaction is strongly correlated with improved job performance, as employees who are satisfied tend to be more engaged and productive.
- Which of the following theories suggests that job satisfaction is a function of an employee’s expectations versus the reality of the job?
- a) Herzberg’s Two-Factor Theory
- b) Expectancy Theory
- c) Equity Theory
- d) Discrepancy Theory
Answer: d) Discrepancy Theory Explanation: Discrepancy Theory suggests that job satisfaction arises from the difference between what employees expect from their jobs and the actual outcomes they experience.
- Which of the following is the best predictor of job satisfaction according to the “Core Self-Evaluations” theory?
- a) Job security
- b) Employee personality traits
- c) Social support at work
- d) Pay and benefits
Answer: b) Employee personality traits Explanation: Core self-evaluations, which involve an individual’s self-esteem, self-confidence, and general outlook on life, are considered strong predictors of job satisfaction.
- What is the primary difference between job satisfaction and job involvement?
- a) Job satisfaction refers to emotional responses, while job involvement refers to an employee’s commitment to the job.
- b) Job satisfaction is only related to compensation, while job involvement is about job roles.
- c) Job satisfaction is based on cognitive evaluations, while job involvement is based on emotional responses.
- d) There is no difference; they are used interchangeably.
Answer: a) Job satisfaction refers to emotional responses, while job involvement refers to an employee’s commitment to the job. Explanation: Job satisfaction relates to how employees feel about their job, while job involvement is the extent to which employees identify with and are engaged in their work.
- Which of the following is an example of a “hygiene factor” according to Herzberg’s theory?
- a) Achievement
- b) Recognition
- c) Job security
- d) Responsibility
Answer: c) Job security Explanation: Hygiene factors are elements that prevent dissatisfaction but do not lead to increased job satisfaction. Job security is considered a hygiene factor.
- Which of the following factors is least likely to affect job satisfaction?
- a) Role clarity
- b) Job design
- c) Random chance
- d) Opportunities for career growth
Answer: c) Random chance Explanation: Random chance typically has little impact on job satisfaction compared to more systematic factors such as job design and career growth opportunities.
- The relationship between job satisfaction and organizational commitment is typically:
- a) Weak
- b) Moderate
- c) Strong
- d) Non-existent
Answer: c) Strong Explanation: There is a strong positive relationship between job satisfaction and organizational commitment. Employees who are satisfied with their jobs are more likely to remain committed to the organization.
- Which of the following factors has been found to have a significant negative impact on job satisfaction?
- a) High employee turnover
- b) Effective communication
- c) Positive feedback
- d) Fair treatment
Answer: a) High employee turnover Explanation: High employee turnover often signals poor job satisfaction, as employees leaving an organization typically indicate dissatisfaction with their roles or work environment.
- Which theory suggests that employees evaluate job satisfaction by comparing their inputs and outcomes with those of others?
- a) Discrepancy Theory
- b) Vroom’s Expectancy Theory
- c) Equity Theory
- d) Maslow’s Hierarchy of Needs
Answer: c) Equity Theory Explanation: Equity Theory posits that employees compare their inputs (efforts, time) and outcomes (rewards, recognition) with others to assess fairness and job satisfaction.
- Which aspect of job satisfaction is most related to an employee’s cognitive evaluation of their job?
- a) Job security
- b) Task variety
- c) Job satisfaction as an emotional response
- d) Cognitive job satisfaction
Answer: d) Cognitive job satisfaction Explanation: Cognitive job satisfaction refers to an employee’s evaluation of their job based on factors like job conditions, pay, and responsibilities.
- Which of the following is an effective strategy to improve employee job satisfaction?
- a) Offering promotions based solely on seniority
- b) Providing regular feedback and recognition
- c) Limiting opportunities for job development
- d) Ignoring employees’ concerns about work-life balance
Answer: b) Providing regular feedback and recognition Explanation: Regular feedback and recognition are proven methods for boosting employee job satisfaction as they foster a sense of value and accomplishment.
- What role do personal values play in job satisfaction?
- a) They are unrelated to job satisfaction.
- b) Employees with values aligned to the organization’s values tend to have higher job satisfaction.
- c) Personal values can create dissatisfaction regardless of job conditions.
- d) Personal values have minimal impact on job satisfaction.
Answer: b) Employees with values aligned to the organization’s values tend to have higher job satisfaction. Explanation: When employees’ personal values align with those of the organization, they are more likely to experience job satisfaction and organizational commitment.
- Which theory focuses on the impact of unmet needs on job satisfaction?
- a) McClelland’s Need Theory
- b) Maslow’s Hierarchy of Needs
- c) Herzberg’s Two-Factor Theory
- d) Vroom’s Expectancy Theory
Answer: b) Maslow’s Hierarchy of Needs Explanation: Maslow’s Hierarchy of Needs theory suggests that unmet needs (e.g., physiological, safety, esteem) lead to dissatisfaction and affect job satisfaction.
- Which of the following is NOT an example of an extrinsic factor affecting job satisfaction?
- a) Pay
- b) Recognition
- c) Career advancement
- d) Work autonomy
Answer: d) Work autonomy Explanation: Work autonomy is an intrinsic factor, as it relates to how much control an employee has over their tasks, whereas the other options are extrinsic rewards.
- According to research, the most significant job-related factor in overall job satisfaction is:
- a) Job security
- b) Relationships with coworkers
- c) Pay
- d) Leadership quality
**
Answer: b) Relationships with coworkers** Explanation: Positive relationships with coworkers are often cited as one of the strongest predictors of job satisfaction, as they contribute to a supportive and collaborative work environment.
- Which job satisfaction measurement tool focuses on global job satisfaction?
- a) Job Descriptive Index (JDI)
- b) Minnesota Satisfaction Questionnaire (MSQ)
- c) Faces Scale
- d) Job Satisfaction Survey (JSS)
Answer: a) Job Descriptive Index (JDI) Explanation: The Job Descriptive Index (JDI) is one of the most widely used tools to assess global job satisfaction by evaluating five key job facets (work itself, pay, promotion, supervision, and coworkers).
- Which of the following would most likely lead to employee dissatisfaction?
- a) Opportunities for skill development
- b) Lack of participation in decision-making
- c) Clear career progression
- d) Job recognition
Answer: b) Lack of participation in decision-making Explanation: When employees are not involved in decision-making processes, it can lead to dissatisfaction and feelings of disempowerment.
- Job satisfaction can be considered a multidimensional concept, meaning that:
- a) It can be measured through various aspects of the job.
- b) It can only be evaluated using one factor.
- c) It is based solely on pay.
- d) It is unrelated to job performance.
Answer: a) It can be measured through various aspects of the job. Explanation: Job satisfaction is multifaceted, encompassing various dimensions such as the work itself, salary, relationships with coworkers, and overall job environment.
- Which of the following is an outcome of high job satisfaction?
- a) Higher absenteeism
- b) Increased employee turnover
- c) Better job performance
- d) Poor work-life balance
Answer: c) Better job performance Explanation: Employees with high job satisfaction are more likely to be engaged and productive in their work, leading to better job performance.
- Which theory suggests that job satisfaction depends on the extent to which rewards meet the needs of employees?
- a) Vroom’s Expectancy Theory
- b) Equity Theory
- c) Need Theory
- d) Discrepancy Theory
Answer: c) Need Theory Explanation: Need Theory focuses on the idea that job satisfaction arises when employees’ needs are met by the rewards offered by the organization.
- Which of the following is true about job satisfaction?
- a) Job satisfaction is solely determined by salary.
- b) Job satisfaction has no influence on employee behavior.
- c) Job satisfaction can lead to higher motivation and performance.
- d) Job satisfaction is static and unchangeable.
Answer: c) Job satisfaction can lead to higher motivation and performance. Explanation: Job satisfaction often results in improved motivation and performance, as employees who are satisfied tend to be more engaged and committed to their roles.
