Organizational Behavior & Performance Flashcards
7 cards from real SIOP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Organizational Behavior & Performance flashcards as text
Which leadership theory explicitly proposes that effective leadership style should vary based on follower readiness (ability and willingness)?
Answer: Situational Leadership Theory
Hersey and Blanchard's Situational Leadership Theory prescribes matching leadership style (directing, coaching, supporting, delegating) to follower developmental level.
Organizational citizenship behaviors (OCBs) are BEST characterized as:
Answer: Discretionary behaviors that promote organizational effectiveness beyond formal role requirements
OCBs are voluntary, extra-role behaviors not formally required or rewarded but that collectively contribute to organizational effectiveness.
In a high-power-distance culture, employees are MOST likely to:
Answer: Accept hierarchical authority without questioning
In high power-distance cultures, deference to authority and acceptance of hierarchical power differences are normative employee behaviors.
An employee experiencing role ambiguity would MOST likely report which of the following?
Answer: Uncertainty about what is expected of them in their job
Role ambiguity occurs when an individual lacks clear information about job expectations, responsibilities, or performance criteria.
According to the Job Demands-Resources (JD-R) model, which pathway leads to burnout?
Answer: High job demands depleting personal energy and health
The JD-R model posits a health-impairment pathway where excessive job demands deplete physical and cognitive resources, resulting in burnout.
The 'Big Five' personality factor most consistently linked to job performance across occupations and jobs is:
Answer: Conscientiousness
Conscientiousness (characterized by dependability, goal-directedness, and self-discipline) is the strongest and most consistent Big Five predictor of overall job performance.
A manager gives all her direct reports ratings of 3 on a 5-point scale, regardless of actual performance differences. This rating error is called:
Answer: Central tendency error
Central tendency error occurs when raters avoid extreme ratings and cluster all evaluations around the midpoint of the scale.