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9 which of the following is true with regard to moderating variables in attitude relationships? Tutorial
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Ch 3 Questionsss [1]
Organizational Behavior, 16e (Robbins/Judge) Chapter 3 Attitudes and Job Satisfaction. ________ refers to evaluative statements or judgments concerning objects, people, or events
Category: Concept Learning Outcome: Define organizational behavior and identify the variables associated with its study. The statement, “A person who eats meat and then fights for animal rights demonstrates double standards” is an evaluative statement
A) cognitive B) affective C) reflective D) behavioral E) reactive Answer: A Explanation: A) The cognitive component of an attitude is a description of, or belief in the way things are, which is exemplified in the statement, “A person who eats meat and then fights for animal rights demonstrates double standards.” LO: 1 Difficulty: Moderate Quest. Category: Concept Learning Outcome: Describe the factors that influence the formation of individual attitudes and values
Moderator Variable [2]
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A moderator variable, commonly denoted as just M, is a third variable that affects the strength of the relationship between a dependent and independent variable In correlation, a moderator is a third variable that affects the correlation of two variables. In a causal relationship, if x is the predictor variable and y is an outcome variable, then z is the moderator variable that affects the casual relationship of x and y
The moderator variable, if found to be significant, can cause an amplifying or weakening effect between x and y. In ANOVA, the moderator variable effect is represented by the interaction effect between the dependent variable and the factor variable.
Does Z treatment effect the impact of X drug onto Y symptoms?. Aligning theoretical framework, gathering articles, synthesizing gaps, articulating a clear methodology and data plan, and writing about the theoretical and practical implications of your research are part of our comprehensive dissertation editing services.
A meta-analysis of psychological empowerment: Antecedents, organizational outcomes, and moderating variables [3]
Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent and authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as a motivational factor in organizational psychology
The study also analyses the antecedents and consequences of PE and explores potential moderators of the relationship between this variable and its correlates. The electronic search encompassed studies dating from the publication of Spreitzer’s empowerment scale (Academy of Management Journal, 38, 1442–1465, 1995b) up to January 2019
Of the 1110 records identified, 94 were included in the meta-analysis. Most of the studies included used purposive or convenience sampling and had a cross-sectional study design
which of the following statements represents a person’s job attitude? [4]
which of the following statements represents a person’s job attitude?. Having psychology questions that you need instant answers? Gudwriter is her to help
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Jason has been spending a great deal of work time talking to his co-workers about how dissatisfied he is with the job. He has spent quite a bit of time discussing unionization
Forming Attitudes That Predict Future Behavior: A Meta-Analysis of the Attitude–Behavior Relation [5]
Forming Attitudes That Predict Future Behavior: A Meta-Analysis of the Attitude–Behavior Relation. A meta-analysis (k of conditions = 128; N = 4,598) examined the influence of factors present at the time an attitude is formed on the degree to which this attitude guides future behavior
Because of increased accessibility, attitudes more strongly predicted future behavior when participants had direct experience with the attitude object and reported their attitudes frequently. Because of the resulting attitude stability, the attitude–behavior association was strongest when attitudes were confident, when participants formed their attitude on the basis of behavior-relevant information, and when they received or were induced to think about one- rather than two-sided information about the attitude object.
For example, a message reporting the benefits of a new vaccine may stimulate perceptions that the vaccine is indispensable. Hence, it may increase the probability that people will opt to receive the vaccine
Understanding the intention-behavior gap: The role of intention strength [6]
Volume 13 – 2022 | https://doi.org/10.3389/fpsyg.2022.923464. Understanding the intention-behavior gap: The role of intention strength
– 2Department of Psychology, University of Sheffield, Sheffield, United Kingdom. This manuscript overviews recent research on the intention-behavior gap, focusing on moderators of the intention-behavior relationship
First, strong intentions provide better predictions of behavior, thereby reducing the intention-behavior gap. However, strong intentions have the additional features of being more stable over time, less pliable in the face of interventions to change them, and more likely to bias information processing about engaging in the behavior
Mediating and moderating variables of employee relations and sustainable organizations: a systematic literature review and future research agenda [7]
Mediating and moderating variables of employee relations and sustainable organizations: a systematic literature review and future research agenda. This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations
This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria “employee relations” and “employee relations and sustainable organization” were used to achieve the research objective
In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations.. The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index
Chapter Learning Objectives [8]
After studying this chapter, you should be able to: Contrast the three components of an attitude. Summarize the relationship between attitudes and behavior
Identify four employee responses to dissatisfaction. Show whether job satisfaction is a relevant concept in countries other than the United States
The cognitive component is made up of the belief in the way things are. The affective component is the more critical part of the attitude as it is calls upon the emotions or feelings
Attitude (psychology) [9]
This article needs additional citations for verification. In psychology, attitude is a psychological construct that is a mental and emotional entity that inheres or characterizes a person, their attitude to approach to something, or their personal view on it
Attitude is an individual’s predisposed state of mind regarding a value and it is precipitated through a responsive expression towards oneself,[2] a person, place, thing, or event (the attitude object) which in turn influences the individual’s thought and action.. Most simply understood attitudes in psychology are the feelings individuals have about themselves and the world
In social psychology, an attitude is an evaluation of an object, ranging from extremely negative to extremely positive. An attitude can belong to both or either a conscious and unconscious mental state
Sources
- https://www.studocu.com/row/document/danshgah-aalamh-tbatbaei/organization-behavior/ch-3-questionsss/7542180
- https://www.statisticssolutions.com/free-resources/directory-of-statistical-analyses/moderator-variable/
- https://link.springer.com/article/10.1007/s12144-023-04369-8
- https://gudwriter.com/which-of-the-following-statements-represents-a-persons-job-attitude/
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4815429/
- https://www.frontiersin.org/articles/10.3389/fpsyg.2022.923464/full
- https://www.emerald.com/insight/content/doi/10.1108/IJOA-12-2021-3091/full/pdf?title=mediating-and-moderating-variables-of-employee-relations-and-sustainable-organizations-a-systematic-literature-review-and-future-research-agenda
- https://slideplayer.com/slide/4964887/
- https://en.wikipedia.org/wiki/Attitude_(psychology)
