Chapter 04

Job Satisfaction
True / False Questions
1. Research shows that employees with low job satisfaction experience strong
positive feelings when they think about their duties or take part in their task
activities.
2. Values are those things that people consciously or subconsciously want to seek
or attain.
3. The Value-Precept Theory utilizes three critical psychological states to measure
job satisfaction.
4. The elements in employees' relationships with their supervisors that affect
levels of job satisfaction are much different from the elements in employees'
relationships with their coworkers that affect job satisfaction.
5. Value-percept theory suggests that people evaluate job satisfaction according
to specific "facets" of the job.
6. Some employees do not want frequent promotions because promotions bring
more responsibility and increased work hours.
7. Supervision satisfaction reflects employees' feelings about their co-workers
and the work itself.
8. What employees actually do is captured by satisfaction with the work itself.
9. Satisfaction with the work itself is the single strongest driver of overall job
satisfaction.
10.Meaningfulness of work captures the degree to which employees feel that they
are key drivers of the quality of the unit's work.
11.Job characteristics theory argues that variety, identity, significance, autonomy,
and feedback result in high levels of the three psychological states
(meaningfulness of work, responsibility for outcomes, and knowledge of
results), making work tasks more satisfying.

12.Variety is the degree to which the job provides freedom, independence, and
discretion to the individual performing the work.
13.Identity, as a core job characteristic, captures the belief that the job really
matters.
14.According to Job Characteristics Theory, when students tell professors they
hope to take more courses with them, this high level of identity affects the
professors' job satisfaction.
15.Feedback provided directly by the job may have greater impact on job
satisfaction than formal appraisals from a supervisor.
16.Moderate to strong correlation between the five core job characteristics and
job satisfaction indicates all employees want more variety, more autonomous
and significant jobs.
17.Growth need strength captures whether employees have strong needs for
personal accomplishment or developing themselves beyond their current
levels.
18.When employees are very talented and feel a strong need for growth, the core
job characteristics do not have any effect.
19.For an individual with high growth need strength, there is a strong positive
correlation between satisfaction with the work itself and levels of the five core
job characteristics.
20.Enrichment efforts can heighten work accuracy and customer satisfaction,
though training and labor costs tend to rise as a result of such changes.