Topics 1-4

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Across
  1. 4. Performance-goal oriented people emphasize _______ their peers rather than mastery.
  2. 5. A characteristic of extraversion (hint: an adjective, starts with “a”).
  3. 7. Type A people are more likely than Type B people to report poor _________ well-being.
  4. 8. This type of people like such jobs as lab assistants and chemists.
  5. 10. Giving less time to do a personality test is one way to increase the test’s __________.
  6. 15. This type of job can promote emotional engagement that facilitates OCB.
  7. 16. The last stage of the ASA process.
  8. 18. This type of interview involves the use of multiple interviewers.
  9. 20. Person-organization fit affects one’s performance mainly through shaping one’s _____________.
  10. 21. Interviewers might look at this attribute to infer the interviewee’s self-discipline.
  11. 24. The attrition stage of ASA suggests that people either voluntarily or involuntarily _____ an organization when person-organization fit is absent.
  12. 26. ____________ citizenship norms refer to the fact that what was once extra-role now becomes people’s in-role expectation.
  13. 29. Self-____________ closely observe the norm of a situation and adapt their behaviors accordingly.
  14. 33. One characteristic of neuroticism (hint: an adjective, starts with “w”).
  15. 34. When proactive people see an _____________, they take it and make something happen with it.
  16. 36. An evaluative criterion commonly used in interviews. It is a relatively stable characteristic.
  17. 39. Looking for ____________ is one way to discern whether an employee is a good actor or citizen.
  18. 40. We _____________ an organization when we think of its culture as its personality.
  19. 44. Moral licensing occurs when people use the ____ they have earned from good deeds to do bad deeds.
  20. 45. Research has shown that ________ which had more employees performing OCB earned higher revenue.
  21. 46. Ingratiation and opinion conformity are examples of ________ management tactics.
  22. 49. _________ do not believe that they can control their destiny.
  23. 51. A history of doing this suggests that a candidate is likely to perform OCB upon being hired.
  24. 52. Research has shown that happy workers are not necessarily ___________ workers.
  25. 54. High-conscientiousness people are ___________-oriented.
  26. 55. One reason why taller people enjoy greater career success is that they more easily emerge as _________.
Down
  1. 1. __________ is a value emphasized by all firms in the construction industry.
  2. 2. A type of fit that focuses on differences rather than congruence (hint: an adjective).
  3. 3. Intelligence matters less in jobs without problem-solving ___________.
  4. 6. _____________ is to collect evidence from multiple sources to reach a conclusion about a job candidate.
  5. 9. Promoting vicarious learning of OCB is an ________ way of encouraging OCB in the workplace.
  6. 11. Confirmatory bias means that a person seeks out information to support his/her predictions and ________ information which suggests the otherwise.
  7. 12. Goals should be specific, difficult, and ________.
  8. 13. One characteristic of agreeableness (hint: an adjective, starts with “t”).
  9. 14. Person-job fit is about skills whereas person-occupation fit is about ___________.
  10. 17. Psychological contracts can promote OCB because employees have a tendency to honor their ___________.
  11. 19. The effects of conscientiousness on job performance are stronger when job _________ is higher.
  12. 22. The psychological benefit people find after they have engaged in OCB.
  13. 23. A characteristic of openness to experience (hint: an adjective, starts with “c”).
  14. 25. Race and gender represent ________-level differences.
  15. 27. The major reason why positive leadership and supportive organization can draw employee OCB.
  16. 28. When people do not fit with others in their surface-level characteristics, they may be socially _______.
  17. 30. This personality trait determines socialization success.
  18. 31. When interviewers/recruiters already form a favorable pre-interview impression of a candidate, they might ask more ________-framed questions during the interview, resulting in a favorable post-interview score.
  19. 32. Making suggestions belongs to a type of OCB that is called ______ virtues.
  20. 35. A firm’s social capital is its competitive advantage because competitor firms cannot easily _______ it.
  21. 37. OCB culture emphasizes this value.
  22. 38. Asking questions in the same ______ is one way to structure an interview.
  23. 41. A type of nonverbal behavior.
  24. 42. In a classical experiment, researchers found that forestry workers cut fewer trees than the other group when they were asked to “try their _____”.
  25. 43. One of the most salient explanations of why smarter people have higher job performance is that they have greater job ______________.
  26. 47. People need __________ to help, making cross-functional training important.
  27. 48. A _______ culture exists when the behavioral norm is loud and clear.
  28. 50. An interview heavily affected by surface-level characteristics of applicants (e.g., gender) is likely to have ______ interview validity.
  29. 53. There is a high level of person-organization fit if an employee’s values match with the organization’s ___________.