The trouble with organizational behavior is that every theory in it sounds like something you already believed. Organizational Behavior, 17th Edition by Stephen P. Robbins and Timothy A. Judge puts a dozen motivation models, several leadership frameworks and a full vocabulary of group processes in front of students who feel they understand people perfectly well, and then examines the differences between models that all predict, roughly, that people work harder when things are fair. The marks live entirely in those differences.
Why this test bank helps
Choosing the right theory is the whole task, and the distractors in this subject are always other real theories. Each item here is followed by a rationale that pins the answer to its defining mechanism — which link in the effort chain is broken, whether a comparison is being made against another person or against a standard, whether a leader’s behavior is being described or the situation that makes it work. Read enough of those and the models stop blurring together.
What’s inside
- Questions arranged chapter by chapter through the seventeenth edition, individual through organizational level.
- Multiple choice, true/false and applied scenario items in the proportions these courses examine.
- A written rationale under every question, naming the theory involved and its distinguishing mechanism.
- Full coverage of the later chapters on structure, culture and change that end-of-term revision usually rushes.
- One organized PDF, available to download immediately after checkout.
Topics covered
- Individual differences — personality frameworks, values, abilities and person-job fit.
- Attitudes and job satisfaction — components of attitudes and their links to performance and turnover.
- Perception and decision making — attribution theory, shortcuts in judging others, and decision biases.
- Motivation theories — needs theories, goal setting, self-efficacy, equity and expectancy.
- Motivation applied — the job characteristics model, work redesign, and reward systems.
- Groups and teams — stages of development, norms, roles, cohesiveness and social loafing.
- Leadership — trait, behavioral and contingency approaches, plus charismatic and transformational models.
- Power, politics and conflict — bases of power, influence tactics, and the conflict process.
- Structure, culture and change — organizational designs, culture formation and resistance to change.
Who it’s for
Undergraduate and MBA students taking organizational behavior from the seventeenth edition, management and human resources majors, and psychology students taking OB as an applied elective.
How to use it (the right way)
Read the chapter, then attempt a block closed-book and name the theory you are using before you select an option; if you cannot name it, that is the item to review first. Read every rationale, particularly on questions you answered quickly. This is a study aid. Use it in line with your institution’s academic-integrity policy — as preparation and self-testing, never as a substitute for the coursework or as material taken into a graded assessment.
Sample question (shows the format — your download contains the full set)
Q. An employee is confident that working harder will raise her output, but she is convinced that appraisal ratings in her department are decided by favoritism rather than results. In expectancy theory terms, which link is weak?
- A. The effort-performance link, or expectancy
- B. The performance-reward link, or instrumentality
- C. The rewards-personal goals link, or valence
- D. The comparison of her outcome ratio with a referent other
Answer: B. She believes effort produces performance, so expectancy is intact; what she doubts is that performance will be recognized and rewarded, and that belief is instrumentality. A would describe someone who thinks extra effort makes no difference to output. C would describe someone who does not want the reward on offer. D belongs to equity theory, which compares one’s own input and outcome ratio with someone else’s rather than tracing the effort chain.
Edition & format
- Matches: Organizational Behavior, 17th Edition, by Stephen P. Robbins and Timothy A. Judge (ISBN 9780134103983).
- Format: Digital PDF, delivered instantly after checkout.
- Access: Lifetime access — the file stays in your account for repeat download.
Chapter numbering and the applied cases change between editions of this text. Please confirm the edition and ISBN above match the book your course assigned before you buy.
Frequently asked questions
Which edition does this cover? The seventeenth edition, ISBN 9780134103983. Neighboring editions reorder chapters and refresh the cases, so their question sets are listed separately.
How do I receive it? As an instant download once checkout completes; it stays in your account so you can retrieve it whenever you need it.
Do all the questions include rationales? Yes. Every item explains the theory behind the answer and why the competing theories in the options do not fit the facts.
Is using a test bank allowed? Used as practice it is an ordinary study resource. Follow your institution’s academic-integrity policy and never use it in a graded assessment.
More organizational behavior titles are listed in Management Test Banks.
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