Organizational Behavior: Improving Performance and Commitment in the
Workplace
Part 1: Introduction to Organizational Behavior
Questions 1–12
1. What is organizational behavior (OB)?
A. The study of financial accounting
B. The study of how individuals, teams, and organizational factors influence behavior at work
C. The study of product pricing only
D. The study of national economic growth
Answer: B.
Rationale: OB examines workplace behavior and how individual, group, leadership, and organizational
factors influence performance and commitment.
2. Which is an example of task performance?
A. An employee completing assigned reports accurately
B. An employee spreading workplace rumors
C. An employee arriving late repeatedly
D. An employee deliberately damaging equipment
Answer: A.
Rationale: Task performance refers to behaviors directly involved in carrying out an organization's
core job responsibilities.
3. What is citizenship behavior?
A. Behavior that deliberately harms the organization
B. Voluntary behavior that supports coworkers or organizational effectiveness beyond formal job
requirements
C. Completing only the minimum required tasks
D. Refusing to cooperate with colleagues
Answer: B.
Rationale: Citizenship behavior includes helpful actions, such as assisting coworkers and supporting
organizational goals, that are not necessarily required by the job.
4. Which behavior is an example of counterproductive work behavior?
A. Helping a new employee learn a task
B. Sharing useful information with a team
C. Intentionally sabotaging workplace equipment
D. Meeting a performance target
Answer: C.
Rationale: Counterproductive work behavior deliberately harms the organization or its stakeholders.
5. What is organizational commitment?
A. An employee's psychological attachment to an organization
,B. The amount of equipment owned by a company
C. The number of hours a company operates
D. The total value of an organization's inventory
Answer: A.
Rationale: Organizational commitment describes an employee's psychological bond with the
organization and their desire or obligation to remain part of it.
6. An employee stays because they genuinely want to belong to the organization. Which form of
commitment is this?
A. Continuance commitment
B. Affective commitment
C. Normative commitment
D. Financial commitment
Answer: B.
Rationale: Affective commitment is based on emotional attachment and identification with the
organization.
7. An employee stays because leaving would mean losing valuable retirement benefits. This is
primarily:
A. Affective commitment
B. Normative commitment
C. Continuance commitment
D. Citizenship behavior
Answer: C.
Rationale: Continuance commitment arises from the perceived costs of leaving, such as lost benefits,
seniority, or alternative employment opportunities.
8. An employee stays because they feel they ought to repay the organization for its support. This
reflects:
A. Normative commitment
B. Continuance commitment
C. Task performance
D. Job withdrawal
Answer: A.
Rationale: Normative commitment reflects a sense of duty or obligation to remain with the
organization.
9. Which outcome is most directly associated with employee withdrawal?
A. Increased voluntary cooperation
B. Absenteeism and lateness
C. Improved customer service in every case
D. Increased knowledge sharing
Answer: B.
, Rationale: Withdrawal behavior includes actions such as absenteeism, lateness, and eventually
leaving the organization.
10. Why is job performance important to an organization?
A. It measures only an employee's popularity.
B. It reflects employee behaviors that contribute to organizational goals.
C. It eliminates the need for management.
D. It is unrelated to organizational effectiveness.
Answer: B.
Rationale: Employee performance helps determine how effectively an organization delivers products,
services, and other expected outcomes.
11. Which statement best describes employee engagement?
A. Physical presence at work regardless of effort
B. An energetic, involved, and dedicated approach to work
C. Refusal to accept feedback
D. Commitment based only on financial penalties for leaving
Answer: B.
Rationale: Engagement involves investing energy and attention in one's work rather than merely
being present.
12. What is the main value of using an evidence-based approach to management?
A. Decisions are based entirely on intuition.
B. Decisions use credible research, data, and relevant experience.
C. Employee opinions are always ignored.
D. Every management decision is guaranteed to succeed.
Answer: B.
Rationale: Evidence-based management combines research evidence, organizational data,
professional judgment, and stakeholder perspectives to improve decisions.
Part 2: Job Satisfaction and Stress
Questions 13–24
13. What is job satisfaction?
A. A positive emotional state resulting from evaluating one's job or job experiences
B. The number of employees in a company
C. An employee's technical ability alone
D. A company's annual revenue
Answer: A.
Rationale: Job satisfaction reflects how positively or negatively employees evaluate their work and
workplace experiences.
14. Which is an example of value-percept theory?
A. Employees are satisfied only when everyone earns the same salary.
Workplace
Part 1: Introduction to Organizational Behavior
Questions 1–12
1. What is organizational behavior (OB)?
A. The study of financial accounting
B. The study of how individuals, teams, and organizational factors influence behavior at work
C. The study of product pricing only
D. The study of national economic growth
Answer: B.
Rationale: OB examines workplace behavior and how individual, group, leadership, and organizational
factors influence performance and commitment.
2. Which is an example of task performance?
A. An employee completing assigned reports accurately
B. An employee spreading workplace rumors
C. An employee arriving late repeatedly
D. An employee deliberately damaging equipment
Answer: A.
Rationale: Task performance refers to behaviors directly involved in carrying out an organization's
core job responsibilities.
3. What is citizenship behavior?
A. Behavior that deliberately harms the organization
B. Voluntary behavior that supports coworkers or organizational effectiveness beyond formal job
requirements
C. Completing only the minimum required tasks
D. Refusing to cooperate with colleagues
Answer: B.
Rationale: Citizenship behavior includes helpful actions, such as assisting coworkers and supporting
organizational goals, that are not necessarily required by the job.
4. Which behavior is an example of counterproductive work behavior?
A. Helping a new employee learn a task
B. Sharing useful information with a team
C. Intentionally sabotaging workplace equipment
D. Meeting a performance target
Answer: C.
Rationale: Counterproductive work behavior deliberately harms the organization or its stakeholders.
5. What is organizational commitment?
A. An employee's psychological attachment to an organization
,B. The amount of equipment owned by a company
C. The number of hours a company operates
D. The total value of an organization's inventory
Answer: A.
Rationale: Organizational commitment describes an employee's psychological bond with the
organization and their desire or obligation to remain part of it.
6. An employee stays because they genuinely want to belong to the organization. Which form of
commitment is this?
A. Continuance commitment
B. Affective commitment
C. Normative commitment
D. Financial commitment
Answer: B.
Rationale: Affective commitment is based on emotional attachment and identification with the
organization.
7. An employee stays because leaving would mean losing valuable retirement benefits. This is
primarily:
A. Affective commitment
B. Normative commitment
C. Continuance commitment
D. Citizenship behavior
Answer: C.
Rationale: Continuance commitment arises from the perceived costs of leaving, such as lost benefits,
seniority, or alternative employment opportunities.
8. An employee stays because they feel they ought to repay the organization for its support. This
reflects:
A. Normative commitment
B. Continuance commitment
C. Task performance
D. Job withdrawal
Answer: A.
Rationale: Normative commitment reflects a sense of duty or obligation to remain with the
organization.
9. Which outcome is most directly associated with employee withdrawal?
A. Increased voluntary cooperation
B. Absenteeism and lateness
C. Improved customer service in every case
D. Increased knowledge sharing
Answer: B.
, Rationale: Withdrawal behavior includes actions such as absenteeism, lateness, and eventually
leaving the organization.
10. Why is job performance important to an organization?
A. It measures only an employee's popularity.
B. It reflects employee behaviors that contribute to organizational goals.
C. It eliminates the need for management.
D. It is unrelated to organizational effectiveness.
Answer: B.
Rationale: Employee performance helps determine how effectively an organization delivers products,
services, and other expected outcomes.
11. Which statement best describes employee engagement?
A. Physical presence at work regardless of effort
B. An energetic, involved, and dedicated approach to work
C. Refusal to accept feedback
D. Commitment based only on financial penalties for leaving
Answer: B.
Rationale: Engagement involves investing energy and attention in one's work rather than merely
being present.
12. What is the main value of using an evidence-based approach to management?
A. Decisions are based entirely on intuition.
B. Decisions use credible research, data, and relevant experience.
C. Employee opinions are always ignored.
D. Every management decision is guaranteed to succeed.
Answer: B.
Rationale: Evidence-based management combines research evidence, organizational data,
professional judgment, and stakeholder perspectives to improve decisions.
Part 2: Job Satisfaction and Stress
Questions 13–24
13. What is job satisfaction?
A. A positive emotional state resulting from evaluating one's job or job experiences
B. The number of employees in a company
C. An employee's technical ability alone
D. A company's annual revenue
Answer: A.
Rationale: Job satisfaction reflects how positively or negatively employees evaluate their work and
workplace experiences.
14. Which is an example of value-percept theory?
A. Employees are satisfied only when everyone earns the same salary.
