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Behavior in Organizations, 10e (Greenberg)
Chapter 6 Work-Related Attitudes: Prejudice, Job Satisfaction and Organizational
Commitment
1) Attitudes are made up of three basic components including:

A) a behavioral component.
B) a self-efficacy component.
C) an affective component.
D) an organizational commitment component.
Answer: A
Diff: 2 Page Ref: 178
2) When we speak of liking or disliking someone or something, we are talking about the
________ component of our attitude toward that person or object.
A) behavioral
B) cognitive
C) affective
D) evaluative
Answer: D
3) Kim knows that all women bosses are difficult to work with, so she's not looking forward to
meeting her boss. Turns out her boss is both competent and pleasant. Kim's "knowledge" of her
boss is an example of which component of an attitude?
A) Behavioral
B) Cognitive
C) Affective
D) Evaluative
Answer: B
AACSB: Reflective Thinking
4) Dirk tends to put as little effort into his job as possible because he believes what he does at
work has little impact on how he is viewed, compensated, or promoted. Dirk's actions represent
the ________ component of his attitude about work.
A) evaluative
B) cognitive
C) affective
D) behavioral
Answer: D
1
Copyright © 2011 Pearson Education, Inc.
5) Attitudes are:
A) temporary feelings about something.
B) a combination of positive and/or negative feelings about one's job.
C) relatively stable clusters of feelings, beliefs, and behavior tendencies.
D) negative views of others based on the group one believes they belong to.
Answer: C
Diff: 2 Page Ref: 178-179
6) A prejudicial attitude is made up of several elements, including:

A) a negative stereotype.
B) an evaluative judgment.
C) a behavioral predisposition.
D) All of these.
Answer: D
7) A negative attitude we hold toward another, based on his/her membership in a particular

group, is called:
A) a stereotype.
B) discrimination.
C) groupism.
D) a prejudice.
Answer: D
8) White men now represent less than ________ percent of the American workforce.
A) 50
B) 40
C) 30
D) 20
Answer: A
AACSB: Multicultural and Diversity
9) The nature of the workforce composition, in terms of age, gender and ethnic makeup, is
known as:
A) organizational logistics.
B) organizational demography.
C) discriminatory analysis.
D) stereotype recognition.
Answer: B
2
10) Which of the following is true about companies' experience with older workers?
A) They tend to be out sick more often.
B) Most companies have found older workers difficult to train and slow to learn.
C) They have good skills, high commitment, and strong safety records.
D) Younger workers tend to displace them.
Answer: C
11) The law enacted to safeguard the rights of people with physical and mental disabilities was
the:
A) Civil Rights Act of 1991.
B) Equal Employment Opportunities Act.
C) Labor Relations Act of 1978.
D) Americans with Disabilities Act.
Answer: D
12) Which of the following types of discrimination is not currently prohibited by federal law?
A) Discrimination based on age
B) Discrimination based on sexual orientation
C) Discrimination based on physical condition
D) Discrimination based on gender
Answer: B
13) Complaints of prejudice and discrimination are filed at the:

A) Congressional Office.
B) Center for Discrimination Studies.
C) Equal Employment Opportunity Commission.
D) Equal Opportunity Administration.
Answer: C
14) A survey of American workers has shown that religious bias:

A) negatively impacts performance in almost half the people who reported it.
B) negatively impacts performance in almost a fourth of the people who reported it.
C) negatively impacts performance in almost three-quarters of people who reported it.
D) does not negatively impact performance.
Answer: A
3
15) A recent study on diversity found that of the companies surveyed:
A) about 75 % had diversity management policies in place.
B) nearly 1/2 of all companies were doing nothing at all.
C) about 1/3 of all companies thought diversity management was a top priority.
D) 83% reported it was a fad, and they were doing nothing in that area.
Answer: A
16) The objective behind a diversity management program in business is to ________.

A) adhere to legal regulations and bureaucratic procedures
B) avoid penalties associated with discrimination
C) systematically transform an organization's culture
D) None of the above
Answer: C
17) Job satisfaction levels tend to be:

A) higher for jobs that are more creatively fulfilling.
B) higher for jobs that allow workers to have a sense of accomplishment.
C) lower for jobs that involve rudimentary skills.
D) All of the above.
Answer: D
18) In 1987, about ________ percent of Americans reported feeling satisfied with their jobs,
while in 2009, about ________ percent reported being satisfied
A) 45, 60
B) 60, 45
C) 50, 30
D) 30, 50
Answer: B
19) The results of 30 years of affirmative action programs are:

A) not clear.
B) women and minorities are in a worse position than they were.
C) minorities have advanced but women have not.
D) they have been effective in bringing women and minorities into the workforce.
Answer: D
4
20) Which of the following groups is most likely to report dissatisfaction with their jobs?
A) Hand packers.
B) Members of the clergy.
C) Education administrators.
D) Sculptors.
Answer: A
21) Over the last two decades, the number of workers reporting being satisfied with their jobs:
A) has been declining.
B) has been increasing rapidly.
C) initially increased, but then began to drop significantly.
D) decreased sharply, but then leveled off.
Answer: A
22) All of the following statements about affirmative action are true except:
A) affirmative action has led to increased representation of women in the workplace.
B) affirmative action has increased the self-esteem of racial minorities.
C) affirmative action programs are largely unsupported by the public.
D) affirmative action programs specify that only qualified minorities be hired.
Answer: C
23) For every dollar earned by men, women earn:

A) 53.5 cents.
B) 63 cents.
C) 77 .5 cents.
D) 92 cents.
Answer: C
24) Understanding why Italians and Norwegians behave differently on the job would involve
which of the following tools of skills-based training?
A) Cross-cultural understanding
B) Skill-based diversity training
C) Flexibility and adaptability
D) Intercultural communication
Answer: A
5
25) Training on how to help others alleviate misunderstanding that may result from cultural
differences would involve which of the following tools of skills-based training?
B) Facilitation skills
C) Flexibility and adaptability
D) Intercultural communication
Answer: B
26) Joe believes that most of his company's employees are fairly aware of cultural differences
among the diverse workforce. But he feels they need some help in alleviating misunderstandings
that may come from those differences. To help this problem he should implement what type of
training?
B) Intercultural communication
C) Facilitation skills
D) Flexibility and adaptability
Answer: C
27) Cultivating the patience to take new and different approaches when dealing with others who
are different would require ________.
A) cognitive evaluation
B) established accountability
C) flexibility and adaptability
D) facilitation skills
Answer: C
28) For diversity management to work, companies need:

A) to focus on the average differences among people.
B) top management support pressuring lower management to comply.
C) total managerial support.
D) an affirmative action plan.
Answer: C
6
29) According to research, which of the following report the highest levels of job satisfaction?
A) Firefighters.
B) Bartenders.
C) Roofers.
D) Waiters.
Answer: A
30) A primary reason for absenteeism is:

A) dislike for a superior.
B) poor performance.
C) a lack of motivation.
D) dissatisfaction with the job.
Answer: D
31) When compared to turnover, absenteeism:

A) is temporary.
B) is a more expensive form of withdrawal.
C) involves only a trivial cost.
D) None of the above.
Answer: A
32) The practice of staying away from the job when scheduled to work is referred to as:
A) employee withdrawal.
B) absenteeism.
C) voluntary turnover.
D) involuntary malingering.
Answer: B
33) According to "value theory," people are dissatisfied with their jobs when:
A) they don't have enough responsibility for the work they do.
B) the outcomes they receive do not match the outcomes they desire.
C) they are dissatisfied with their supervisors.
D) their inputs exceed what they expected in outcomes.
Answer: B
34) Values theory suggests that:

A) the values of the supervisor impact worker motivation.
B) what needs to be changed to improve job satisfaction is not the same for all people.
C) coworker values will enhance employee motivation.
D) employees will withdraw from their jobs only at a certain threshold of dissatisfaction.
Answer: B
7
35) Unscheduled absences have been estimated to account for approximately ________ percent
of payroll expenses.
A) 15
B) 33
C) 49
D) 60
Answer: A
36) Research shows:

A) that job satisfaction and the financial performance of an organization are unrelated.
B) good financial performance in an organization promotes high levels of job satisfaction.
C) employee job satisfaction has no effect on financial performance.
D) absenteeism is higher than average in companies with good financial performance.
Answer: B
37) Organizations with high-performance work systems demonstrate all of the following except:
A) opportunities for employees to participate in decision-making.
B) unsafe work environments.
C) incentives created to encourage employees to participate in decision-making.
D) opportunities to develop skills.
Answer: B
38) In an organization with a high-performance system:

A) employees are less likely to be satisfied with their jobs.
B) the incidence of work-related accidents is likely to be high.
C) opportunities for low-level employees are likely to be limited.
D) employees are more likely to be satisfied.
Answer: D
39) Research shows that the ________ organizations could be classified as high-performance
organizations, the ________employees reported being satisfied with their jobs, and the ________
were the incidents of work-related accidents.
A) more, less, lower
B) less, more, higher
C) more, more, lower
D) less, less, higher
Answer: C
8
40) Organizations that offer employees opportunities to participate in decision-making, provide
incentives for them to do so, and emphasize opportunities to develop skills have:
A) incentive-based organizational plans.
B) participative workplace designs.
C) workforce flex-systems.
D) high-performance work systems.
Answer: D
41) Job satisfaction is important because ________.

A) satisfied employees are less likely to quit their jobs
B) satisfied employees are less likely to experience serious accidents
C) satisfied employees are more productive that dissatisfied employees
D) All of the above
Answer: D
42) When a prospective employee has many job options available, which type of commitment is
affected?
A) Continuance commitment
B) Affective commitment
C) Normative commitment
D) Associative commitment
Answer: A
43) Incentive plans in which employees receive bonuses in proportion to the company's
profitability are called:
A) profit-sharing plans.
B) gain-sharing plans.
C) bonus plans.
D) optimization plans.
Answer: B
44) Job dissatisfaction may influence which of the following variables?

A) Unemployment, unionization, and organizational commitment
B) Absenteeism, voluntary turnover, and job performance
C) Work-related attitudes, prejudice, and unemployment
D) Organizational commitment, organizational citizenship, and involuntary turnover
Answer: B
9
45) Studies have shown that job dissatisfaction tends to be associated with:
A) high rates of absenteeism.
B) low rates of voluntary turnover.
C) moderate job performance.
D) high unemployment rates.
Answer: A
46) The "shock to the system" helps to explain:

A) hangover effect.
B) decision frames.
C) honeymoon effect.
D) voluntary turnover.
Answer: D
47) People's satisfaction with their job is inclined to drop over time, from when they first start in
the position to later when they have experience in the position. This is known as:
A) hangover effect.
B) social information processing.
D) unfolding model of turnover.
Answer: A
48) The internalized set of rules and images regarding how to interpret something that has
occurred is known as:
A) decision frames.
B) honeymoon effect.
C) social information processing.
D) turnover.
Answer: A
49) People are likely to enjoy high levels of satisfaction on new jobs that they have taken in
response to dissatisfaction in their old job. This is known as:
A) hangover effect.
B) social information processing.
D) unfolding model of turnover.
Answer: C
10
50) Research shows that the relationship between job satisfaction and job performance is:
A) very strong, the higher the satisfaction the better the performance.
B) nonexistent, satisfaction has no relationship to organizational productivity.
C) positive but not strong, satisfaction does somewhat impact performance.
D) one that depends on the time of supervision and the level of control the employee has.
Answer: C
51) A two-year study that traced the levels of job satisfaction and absenteeism of health-care
workers revealed that ________.
A) absenteeism declined when satisfaction rose, and absenteeism rose when satisfaction declined
B) absenteeism rose when satisfaction rose, and absenteeism declined when satisfaction declined
C) the relationship between levels of job satisfaction and absenteeism could not be measured
D) changes in the levels of satisfaction had no appreciable effect on rates of absenteeism
Answer: A
52) Job satisfaction is not a good predictor of:

A) work performance.
B) absenteeism.
C) voluntary turnover.
Answer: A
53) The relationship between job satisfaction and mood shows that they:
A) closely linked at work.
B) impact each other.
C) impact work moods.
Answer: D
54) People who are able to select their benefits tend to feel ________ with their jobs.
A) more satisfied
B) less satisfied
C) less control
D) None of the above.
Answer: A
11
55) Which of the following are ways to promote job satisfaction?
A) Improve the quality of supervision
B) Make fun jobs more difficult
C) Create pay systems based on seniority
D) Match people to jobs that differ from their interests
Answer: A
56) Instituting cafeteria style benefit plans will help to promote:

A) organizational citizenship behaviors.
B) quality of supervision.
C) decentralization.
D) job satisfaction.
Answer: D
57) Companies that are ________ oriented with managers who have high ________ commitment
tend to have ________ financial performance.
A) performance, affective, improved
B) maintenance, affective, improved
C) performance, continuance, unchanged
D) maintenance, continuance, improved
Answer: A
58) The extent to which people identify with, and are involved in, their organizations is known
as:
A) job satisfaction.
B) organizational commitment.
C) organizational citizenship.
D) motivation.
Answer: B
59) Organizational commitment:

A) is unrelated to job satisfaction.
B) has a much stronger relationship to job satisfaction than job performance does.
C) is a function of employee attitude based on the management style of their managers.
D) is synonymous with job satisfaction.
Answer: A
12
60) Max stays with XYZ company because he fears he cannot get another job. This is an
example of:
A) a cognitive commitment.
B) affective commitment.
C) normative commitment.
D) continuance commitment.
Answer: D
61) When people are willing to stay in an organization because they share its goals, they have:
A) a normative commitment.
B) an affective commitment.
C) a cognitive commitment.
D) a continuance commitment.
Answer: B
62) Suppose Larry has been looking for another job, but his boss and co-workers pressure him to
stay. If Larry stays, it is an example of:
A) affective commitment.
B) normative commitment.
C) hygiene commitment.
D) continuance commitment.
Answer: B
63) Employees who have high levels of affective commitment to their organizations:
A) do not care about the goals of their organizations.
B) have little effect on the financial performance of their employers.
C) are less likely to resign or be absent from their organizations.
D) are unwilling to make sacrifices for their employers.
Answer: C
64) In a study conducted in the People's Republic of China, companies that used maintenance-
oriented practices used to manage human resources ________.
A) increased continuance commitment, thus boosting financial performance
B) increased affective commitment, but stunted financial performance
C) increased continuance commitment, which left financial performance unchanged
D) increased normative commitment and increased financial performance
Answer: C
13
65) In China:
A) managers pay less attention to absenteeism than managers do in Canada.
B) employees often go home or are absent from work due to illness.
C) workers are often paid more for not working due to illness than for working.
D) workers are more likely to take time off from work for personal issues than in Canada.
Answer: D
66) Feelings of organizational commitment are enhanced by:

A) enriching individual's jobs.
B) centralizing control and responsibility.
C) the use of progressive discipline to align individual values with the organization's values.
D) improving hygiene factors at work.
Answer: A
67) The use of gain-sharing plans and other such long-term compensation techniques is one way
to:
A) manage the hygiene factors that improve organizational commitment.
B) use recruitment to select new people whose values match the company's values.
C) align the interests of the employees with those of the company.
D) enrich jobs and make employees feel more responsible.
Answer: C
14
Table 6.1
Three middle managers are discussing their attitudes about work over lunch. Lee is expressing
how much he likes working for his boss, but he dislikes his current work assignment, and he says
it's too tedious. He's looking forward to its completion so he can move on to more exciting work.
Tim tells his luncheon partners that he's convinced he got his current position because his
previous boss wanted to help him along in his career. (Tim doesn't know his previous boss
couldn't stand him and wanted to move him out of his area.) Tim is very happy because he
believes he has the right skill mix to be successful in his new position. Andrea tells everyone that
she is looking for another job. She has been for several months, but "the right thing hasn't come
along yet." She has advanced her career by changing jobs every 12-18 months. Their fourth
luncheon partner, Leslie, is also unhappy on the job and looking for another position. She
believes that her current boss is threatened by her competence and is holding her back from
greater opportunities. Leslie wants to stay with the company but wants to work for someone else.
68) Refer to Table 6.1. In terms of the components of an attitude, Lee's comments reveal the
________ component more than any other component of his attitudes toward work.
A) behavioral
B) cognitive
C) affective
D) evaluative
Answer: D
69) Refer to Table 6.1. Leslie's thoughts about her boss's role in her career display the ________
component of Leslie's attitudes about her work.
A) behavioral
B) cognitive
C) affective
D) evaluative
Answer: B
70) Refer to Table 6.1. Andrea's comments focus on the ________ component of her attitudes
toward her job.
A) behavioral
B) cognitive
C) affective
D) evaluative
Answer: A
15
71) Refer to Table 6.1. Based on research on job satisfaction and job changes, what results might
you predict for Leslie or Andrea when they change jobs?
A) They both will be much more satisfied in a new job.
B) Andrea will experience greater satisfaction because of her past success, while Leslie will not
because of her attitude toward her boss.
C) Their level of dissatisfaction will not change significantly.
D) None of these.
Answer: C
72) The behavioral component of an attitude is our predisposition to act in a certain way.
Answer: TRUE
73) A prejudice represents negative attitudes toward the members of specific groups based solely
on the fact that they are members of those groups.
Answer: TRUE
74) While prejudice can make the work environment unpleasant for the person it is directed
towards, it seldom has any real effect on the individual's career.
Answer: FALSE
75) Prejudice in the work place can be based on age in that younger workers can find themselves
the victims of prejudice as much as older workers.
Answer: TRUE
76) Use of the term "glass ceiling" is reserved for describing sources of discrimination against
women.
Answer: FALSE
77) Despite the September 11 terrorist attacks, most Muslims working in the United States have
not been the target of prejudice.
Answer: FALSE
16
78) Generally speaking, companies are doing more, not less, to encourage diversity.
Answer: TRUE
79) The primary motive behind companies engaging in diversity management is to improve
business.
Answer: TRUE
80) The most prominent way companies are promoting diversity is through flexible work
schedules or permitting employees to take religious holidays.
Answer: FALSE
81) Typically, most senior managers do not get involved in diversity initiatives.
Answer: FALSE
82) Informal collections of individuals who share a common identity with regard to factors such
as race or ethnicity are affinity groups.
Answer: TRUE
83) Chinese managers tend to pay less attention to absenteeism than do Canadians.
Answer: FALSE
84) A gain-sharing plan is an incentive plan in which employees receive bonuses in proportion to
the company's profitability.
Answer: TRUE
85) According to the dispositional model of job satisfaction, people who like whatever job
they're doing at one point in time are expected to like the jobs they're doing at another point in
time, even if they're doing different jobs.
Answer: TRUE
86) The value theory of job satisfaction argues that almost any factor can be a source of job
satisfaction, so long as it is something that people value.
Answer: TRUE
17
87) An individual who believes that the future with the organization will be unpleasant in one or
more ways has an affective reason for leaving the company.
Answer: FALSE
88) Someone who leaves a job because he/she believes that quitting is ethically appropriate
because it avoids stagnation is quitting because of normative reason.
Answer: FALSE
89) In terms of organizational commitment, continuance commitment is the strength of a

person's desire to work for an organization because he/she agrees with its goals.
Answer: FALSE
90) The strength of an individual's desire to work for a company because he/she feels obligations
from others to do so is continuance commitment.
Answer: FALSE
91) Employees with high levels of continuance commitment identify with the goals and values of
their organizations.
Answer: FALSE
92) Identify the most common forms of prejudice in the American workplace today.
Answer: There are five common forms of prejudice in today's workplace. First, there is the
prejudice based on age. Second, there is the prejudice based on physical condition (e.g.
disabilities). Third, there is prejudice based on gender, almost exclusively prejudice against
women. Fourth, there is prejudice based on sexual orientation (e.g. gay, lesbian, or bisexual).
Fifth, there is prejudice based on race and/or national origin. Finally, there is prejudice based on
religion.
93) Why are most new entrants to the workforce expected to be women and people of color?
Answer: There are three major trends leading to a workforce in which most new entrants are
expected to be women or people of color. First, the birth rate of nonwhites is higher than that of
whites. Second, there are growing numbers of foreign nationals entering the American
workforce. Third, there are now equal proportions of men and women in the workforce overall.
18
94) Identify the two key factors that affect whether someone decides to quit, according to the
unfolding model of voluntary turnover.
Answer: According to this view of turnover, two major factors affect a person's decision to quit.
The first of these is a "shock to the system," an attention-getting event that gets employees to
think about their jobs. The second of these is a "decision frame," a set of internalized rules and
images regarding how to interpret something that has happened.
95) Why should an organization strive for an affectively committed workforce?

Answer: People who feel a high degree of affective commitment to their organizations behave
differently from those who do not. Committed employees contribute to successful organizational
performance, are less likely to be absent or resign, and are willing to make sacrifices for their
organizations.
96) Define attitude and describe its three major components.

Answer: Attitudes are relatively stable clusters of feelings, beliefs, and behavioral
predispositions. Work-related attitudes are those lasting beliefs and behavioral tendencies toward
various aspects of the job. There are three components to an attitude; the attitude object (the
focus of the attitude), the cognitive component (what is believed), and the behavioral component
(a predisposition to act in a certain way).
97) How can generational communication gaps at work be bridged?

Answer: Generational communication gaps can be minimized by doing four things.First, have
discussions about the important events that influenced each other's lives.Second, suspend your
assumptions about people of different ages.Third, treat people the way they want to be
treated.Fourth, discuss age differences instead of ignoring them.
98) Explain the value theory of job satisfaction.

Answer: The value theory argues that job satisfaction exists to the degree that outcomes
received match outcomes desired. The larger the discrepancy between "wants and haves" in
outcomes, the less satisfied an employee would be.
19
99) What are the consequences of job dissatisfaction?
Answer: People who are dissatisfied with their jobs want little to do with them; that is, they go
out of their way to minimize the extent to which they are involved with them. This process is
called employee withdrawal. The two major forms of employee withdrawal are voluntary
turnover and absenteeism, both of which are linked to job dissatisfaction.
100) Name and explain the three types of organizational commitment.

Answer: The three types of organizational commitment are continuance commitment, affective
commitment, and normative commitment. Continuance commitment occurs when an individual
continues to work for an organization because he/she cannot afford to leave. Affective
commitment occurs when an individual works for an organization because he/she agrees with it
and wants to stay. Normative commitment occurs when an individual remains with an
organization because of pressure from others.
20
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Caterpillar feeds on aspen, oaks, and
witch-hazel. Ranges from Nova Scotia to PL. CXXXV
Oregon, south to Florida and Arizona.
(3) Thanaos lucilius Lintner, Plate
CXXXV, Fig. 3, ♂ (Lucilius’ Dusky-wing).
Closely related to preceding, but
distinguished by more regularly checkered
fringes of the fore wing and the different
arrangement of the spots on the under
side. Expanse 1.20-1.40 inch.
Larva feeds on columbine ( Aquilegia).
Ranges from New England to Georgia,
and westward through the valley of the
Mississippi.
(4) Thanaos
PL. CXXXVI juvenalis (Fabricius), Plate CXXXVI, Fig.
1, ♀ (Juvenal’s Dusky-wing).
A large species with translucent spots
arranged as an interrupted band beyond
middle of wing. Expanse 1.35-1.60 inch.
Ranges from Quebec to Florida and
westward to Arizona.
(5) Thanaos petronius Lintner, Plate
CXXXVI, Fig. 2, ♂ (Petronius’ Dusky-
wing).
Somewhat resembling the preceding,
but translucent spots much fewer in
number and upper side much darker.
Under side uniformly dusky with few light
spots. Expanse 1.50-1.75 inch.
Confined to Florida so far as known.
(6) Thanaos martialis Scudder, Plate CXXXVII, Fig. 1, ♂ (Martial’s
Dusky-wing).
Upper side paler than in most species,
with a purplish gray cast, all light spots of PL. CXXXVII
upper side repeated more distinctly on
under side. Expanse 1.25-1.40 inch.
Ranges from Massachusetts to
Georgia, westward to Missouri and New
Mexico.
(7) Thanaos horatius Scudder, Plate
CXXXVII, Fig. 2, ♂ (Horace’s Dusky-
wing).
Smaller than T. juvenalis, which it
resembles; paler above on both wings,
below more profusely mottled on hind
wings. Expanse 1.65 inch.
Ranges from Massachusetts to Texas.
(8) Thanaos funeralis Lintner, Plate CXXXVII, Fig. 3, ♂ (The
Funereal Dusky-wing).
Hind wings very dark, partly fringed with pure white. Expanse 1.35
inch.
Found from western Texas to Mexico.
Subfamily PAMPHILINÆ
(The Pamphilids).
The male never has a costal fold on the fore wing, but in most of
the genera has a discal stigma on the fore wing, the only exceptions
to this in our fauna being in the case of the three genera
Amblyscirtes, Pamphila, and Oarisma. The antennæ are short, in
some genera very short, clubbed at the end and provided in many
genera with a little finely pointed tip at the end of the club, which
sometimes is bent backward. The third joint of the palpi is generally
small, inconspicuous, and often pointing forward. The lower radial in
the fore wing always is nearer to the median than to the upper radial;
the lower radial in the hind wing is generally lacking. When at rest
they raise the fore wings, folding them together, while the hind wings
are held horizontally. This attitude is characteristic of this subfamily.
Genus AMBLYSCIRTES Scudder
(1) Amblyscirtes vialis (Edwards), Plate CXXXVIII, Fig. 1, ♂ (The

Roadside Skipper).
Wings below much as on upper side, except that outwardly they
are lightly laved with gray. Expanse 1.00 inch.
Ranges from Canada to Florida, and from the Atlantic to the
Pacific.
(2) Amblyscirtes samoset (Scudder), Plate CXXXVIII, Fig. 2, ♂
(The Pepper-and-Salt Skipper). (See Plate on p. 208.)
Below wings pale gray, the light spots of upper side reappearing.
Hind wing marked by semicircular median band of white spots, a
small spot at end of cell, and conspicuous white spot about middle of
costa. Expanse 1.00-1.10 inch.
Ranges from Maine to Michigan and
PL. CXXXVIII south on the Allegheny Mountains to West
Virginia.
(3) Amblyscirtes textor (Hübner), Plate
CXXXVIII, Fig. 3, ♂ , under side (The
Woven-winged Skipper). (See Plate on p.
208. )
Easily recognized by means of our
figure. Expanse 1.25-1.45 inch.
Ranges from North Carolina to Florida
and westward to Texas.
Genus PAMPHILA Fabricius
(1) Pamphila mandan Edwards, Plate CXXXVIII, Fig. 4, ♂ (The

Arctic Skipper).
Recognizable from our figure. It is totally unlike any other species
in the fauna. Expanse 1.10 inch.
Found from Labrador to Alaska, and on the mountains of Idaho
and Montana.
Genus OARISMA Scudder
(1) Oarisma garita (Reakirt), Plate CXXXIX, Fig. 1, ♂ (The Little

Dun). (See Plate on p. 210.)
On the under side both wings are somewhat brighter than on the
upper side, the hind wings inclining to leaden gray, with the inner
margin bright fulvous. Expanse 0.75-1.00 inch.
Ranges from southern Colorado to Arizona.
(2) Oarisma powesheik (Parker), Plate CXXXIX, Fig. 3, ♂ (The
Iowa Dun).
Larger than the preceding species and
PL. CXXXIX dark on upper side; on under side fore
wings black, edged on costa with light
fulvous. Hind wings dusky below, veins
and nervules white, conspicuous on
darker ground. Expanse 1.00-1.25 inch.
Ranges from Wisconsin to Dakota and
Colorado, common in Iowa.
Genus ANCYLOXYPHA Felder
(1) Ancyloxypha numitor Fabricius, Plate CXXXIX, Fig. 2, ♂ (The

Least Skipper).
Below fore wings black, bordered on costa and outer margin with
reddish fulvous; hind wings pale fulvous. Expanse 0.75-0.95 inch.
Ranges from Quebec to Florida and westward to the Rocky
Mountains.
Genus COPŒODES Speyer
(1) Copœodes procris (Edwards), Plate CXXXIX, Fig. 4, ♂ (The

Golden Skipper).
Below wings as on upper side, a trifle paler than on the upper side.
The fore wings blackish on inner margin near base. Expanse 0.80-
1.00 inch.
Ranges from southern Texas to southern California.
(2) Copœodes wrighti (Edwards), Plate CXXXIX, Fig. 5, ♂
(Wright’s Skipper).
Distinguished from C. procris by dark fringes on both wings and
different arrangement of stigma on fore wings. Expanse 0.85-1.07
inch.
Found in southern California and eastward as far as eastern
Arizona.
Genus ERYNNIS Schrank
(1) Erynnis manitoba (Scudder), Plate

CXL, Fig. 1, ♂ (The Canadian Skipper). PL. CXL
On the lower side all the light spots of
the upper side reappear, but more
distinctly defined and pearly white in color.
Ranges north of the boundary between
the United States and the Dominion of
Canada, descending into the United
States as far south as Colorado and
northern California upon the high
mountain ranges.
(2) Erynnis sassacus (Harris), Plate
CXL, Fig. 2, ♂ (The Indian Skipper). (See
p. 211.)
Below wings pale fulvous, spots of
upper side feebly reproduced as faint lighter spots; fore wings black
at base on this side. Expanse 1.10-1.35 inch.
Ranges from New England to Georgia, west to Colorado.
(3) Erynnis attalus (Edwards), Plate CXL, Fig. 3, ♂ (The Wisconsin
Skipper). (See p. 211.)
Below both wings are dusky, with the light spots appearing in faint
gray. The female is darker. Expanse 1.25-1.45 inch.
Ranges from New England to Wisconsin and Iowa, thence to the
region of the Gulf.
(4) Erynnis metea (Scudder), Plate CXL, Fig. 4, ♂ (The Cobweb
Below wings are brown, much darker than above, the pale marks
of upper side repeated as pearly white spots, and on hind wings near
base is a curved band of similar white spots. Expanse 1.20-1.30
inch.
Ranges from New England to
PL. CXLI Wisconsin.
(5) Erynnis uncas (Edwards), Plate
CXLVIII, Fig. 4, ♂ (Uncas’ Skipper). (See
p. 220.)
Below in both sexes wings beautifully
marked with pearly white spots on
greenish gray ground, the spots defined
inwardly and outwardly by dark olive
shades. Expanse 1.30-1.55 inch.
Ranges from Pennsylvania to Montana.
(6) Erynnis leonardus (Harris), Plate
CXLI, Fig. 1, ♂ ; Fig. 2, ♀ (Leonard’s
Skipper).
Larger than most of the preceding
species. Below wings dark brick-red. Spots of upper side
reappearing more or less faintly. Expanse 1.25-1.35 inch.
Ranges from New England and Ontario to Florida, west
throughout the Mississippi Valley.
Genus THYMELICUS Hübner
(1) Thymelicus brettus (Boisduval & Leconte), Plate CXLI, Fig. 3,

♂; Fig. 4, ♀ (The Whirlabout).
This insect, which is rare in the Northern States, is common in the
South and has a wide range through the American tropics. Expanse
1.15-1.25 inch.
(2) Thymelicus otho (Smith & Abbot),
PL. CXLII Plate CXLII, Fig. 1, ♂; Fig. 2, ♀.
The upper side is sufficiently well shown
in our plate. Below the wings are yellowish
brown with outer half of the fore wings
blackish; spots of fore wing repeated
except last. Hind wings below with an
obscure yellowish band of five or six
spots. A variable species. The northern
form, with fewer spots, is called egeremet,
and is not very common in New England,
but southward the species is abundant.
Expanse 1.20-1.25 inch.
Found in New England, Florida, and
west throughout the Mississippi Valley.
(3) Thymelicus mystic (Scudder), Plate
CXLII, Fig. 3, ♂; Fig. 4, ♀ (The Long-dash).
Upper side of both sexes well shown in our plate. Below fore
wings fulvous on costa near base; remainder of wings on this side
dark ferruginous, with the light spots of the upper side repeated,
greatly enlarged, pale, contrasting strongly with dark ground-color.
Hind wings pale brown on inner margin. Expanse 1.10-1.25 inch.
Ranges from southern Canada to Pennsylvania and west to
Wisconsin.
Genus ATALOPEDES Scudder
(1) Atalopedes huron (Edwards), Plate CXLII, Fig. 5, ♂; Fig. 6, ♀

(The Sachem).
Easily distinguished from the figures we give. Expanse 1.15-1.35
inch.
Ranges from New York to Florida, westward and southwestward
into Mexico.
Genus POLITES Scudder
(1) Polites peckius (Kirby), Plate CXLIII,

Fig. 1, ♂; Fig. 2, ♀ (Peck’s Skipper). PL. CXLIII
This small species is dark brown below,
with the light spots of the upper side
reappearing, greatly enlarged, especially
in the middle of the wings, fused together
and pale yellow, thus contrasting strongly
with the rest of the wings. Expanse 1.00-
1.25 inch.
Peck’s Skipper ranges from Canada to
Virginia west to Kansas and Iowa.
Genus HYLEPHILA Billberg
(1) Hylephila phyleus (Drury), Plate CXLIII, Fig. 3, ♂ ; Fig. 4, ♀

(The Fiery Skipper).
Easily recognized from our figures. Expanse 1.15-1.25 inch.
Ranges from Connecticut to Patagonia everywhere.
Genus PRENES Scudder
(1) Prenes ocola (Edwards), Plate CXLIII, Fig. 5, ♂ (The Ocola

This common southern species, which sometimes ranges as far
north as the latitude of Pennsylvania, ranges south as far as Bolivia
in South America. Expanse 1.45-1.60 inch.
The figure is that of the type.
Genus CALPODES Hübner

(1) Calpodes ethlius (Cramer), Plate
PL. CXLIV CXLIV, ♂ (The Brazilian Skipper).
Easily recognized from our plate. Wings
below dull olive. Expanse 2.00-2.15
inches.
The larva feeds on Canna. Common
everywhere in tropical America and has
been known to stray as far north as New
York.
Genus LERODEA Scudder
(1) Lerodea eufala (Edwards), Plate CXLIX, Fig. 3, ♂ (The Eufala

On the wing looks like a small specimen of Prenes ocola, from
which it may be distinguished at once by the white under side of the
abdomen. Expanse 1.10-1.20 inch.
Not uncommon in Florida.
Genus LIMOCHORES Scudder
(1) Limochores thaumas (Fabricius), Plate CXLV, Fig. 1, ♂; Fig. 2,

♀ (The Fawn-edged Skipper).
Easily distinguished by means of our figures. Below in both sexes

wings dull olive, with spots of upper side repeated; costa of male
edged with red on this side as well as above. Expanse 1.00-2.07
inches.
Ranges from Canada to the Gulf, west to the Rocky Mountains.

(2) Limochores pontiac (Edwards), Plate
CXLV, Fig. 3, ♂ ; Fig. 4, ♀ (Pontiac’s PL. CXLV
Skipper).
Well represented in our figures of both
sexes. Expanse 1.15-1.25 inch.
Ranges from Massachusetts to
Nebraska, being very common about the
southern end of Lake Michigan.
(3) Limochores palatka (Edwards), Plate
CXLV, Fig. 5, ♂ (The Palatka Skipper).
(See p. 217.)
A large and rather showy species, the
female expanding as much as two inches.
Expanse, ♂ , 1.50 inch; ♀ , 1.90-2.00
inches.
Found on Indian River, Florida.
Genus EUPHYES Scudder
(1) Euphyes verna (Edwards), Plate

PL. CXLVI CXLVI, Fig. 1, ♂ ; Fig. 2, ♀ (The Vernal
Skipper).
Below wings paler, inclining to purplish
red, about middle of hind wings a
semicircle of pale spots. Expanse 1.15-
1.35 inch.
Ranges from southern New England to
Virginia, west to Kansas, and north to
Alberta. Very common in Ohio, Indiana,
and Illinois.
(2) Euphyes metacomet (Harris), Plate
CXLVI, Fig. 3, ♂ ; Fig. 4, ♀ (The Dun
Skipper).
The markings of upper side reappear on lower side, the ground-
color below ranging from pale brown to purplish brown. Expanse
1.15-1.30 inch.
Found from Quebec to the Carolinas, west to Texas and Alberta
and Assiniboia.
Genus POANES Scudder
(1) Poanes massasoit (Scudder), Plate CXLVI, Fig. 5, ♂; Fig. 6, ♀

(The Mulberry-wing).
Below hind wings bright yellow, bordered on costa and outer
margin with reddish brown; the wings of the female not so brightly
colored as those of the male. Expanse 1.15-1.20 inch.
Ranging from New England to Nebraska, but not extending south
of Pennsylvania in the east, though occurring in the west in Colorado
and northern Texas.
Genus PHYCANASSA Scudder
(1) Phycanassa viator (Edwards), Plate

CXLVII Fig. 1, ♂ ; Fig. 2, ♀ (The Broad- PL. CXLVII
winged Skipper).
Below paler than above, the light spots
of the upper side reappearing less
distinctly; the hind wing traversed from
base to middle of outer margin by a light-
colored longitudinal ray which is not as
plain in the female as in the male.
Rare in the Northern States from New
Jersey to Wisconsin, but quite abundant in
the Southern States as far west as Texas.
(2) Phycanassa aaroni Skinner, Plate
CXLVII, Fig. 3, ♂ (Aaron’s Skipper). (See
p. 219.)
Below fore wings black at base, middle area tawny, paler than
above, with the outlines of the borders the same, but their color
cinnamon-brown, and not fuscous, as above; hind wings below
uniformly cinnamon-brown, without any spots. Female like the male,
but larger. Expanse 1.00-1.25 inch.
Found in the salt marshes near Cape May, New Jersey, but
probably has a wider range to the south.
Genus ATRYTONE Scudder
(1) Atrytone vitellius (Smith & Abbot), Plate CXLVII, Fig. 4, ♂; Fig.
5, ♀ (The Iowa Skipper).
Below the wings are pale yellow, the inner margin of the fore wings
clouded with brown. Expanse 1.25-1.45 inch.
Common in the Gulf States, ranging north to Iowa and Nebraska.
(2) Atrytone zabulon (Boisduval &
PL. CXLVIII Leconte), Plate CXLVIII, Fig. 1, ♂ (The
Zabulon Skipper).
Very closely related to the following
species from which it may be
distinguished by its somewhat smaller size
and the presence of the heavier dark
markings at the apex of the fore wings
above. Expanse 1.25-1.50 inch.
Ranges from New England to Georgia
and westward to the Rocky Mountains.
(3) Atrytone hobomok (Harris), Plate
CXLVIII, Fig. 2, ♂ ; variety pocohontas
Scudder, Plate CXLVIII, Fig. 3, ♀ (The
Hobomok Skipper).
In the male the small apical spots are not enclosed by a band of
dark color as in the preceding species, and the pale area on the
middle of the hind wings is more restricted, the inner margin of this
wing being more widely fuscous. The variety of the female called
pocohontas by Dr. Scudder is melanic, and is, as shown in our
figure, very dark with conspicuous light spots in the fore wing.
Ranges from New England southward and westward over the
greater part of the Atlantic region and the valley of the Mississippi.
Genus LEREMA Scudder
(1) Lerema accius (Smith & Abbot),

Plate CXLIX, Fig. 1, ♂ (The Grimy PL. CXLIX
Skipper).
The wings on the under side are dark
fuscous clouded with still deeper brown or
black. Expanse 1.40-1.50 inch.
Occurs from Connecticut to Central
America, being quite rare in the north but
very common in the hot lands of the south.
(2) Lerema hianna (Scudder), Plate
CXLIX, Fig. 2, ♂ (The Dusted Skipper).
The upper side is well represented in
our figure. On the under side the wings
are a little paler, especially the hind wings,
which on their outer half are dusted with
gray, in certain lights having a bluish cast. Expanse 1.15-1.25 inch.
Ranges from New England to Nebraska and southward, but, so far
as the writer knows not reaching the Gulf States.
Subfamily MEGATHYMINÆ
(The Giant Skippers).
These curious insects have been by some writers placed among
the Castniidæ, a family of day-flying moths, but as the author stated
in 1898 in “The Butterfly Book,” they appear to have much more in
common with the Hesperiidæ than the Castniidæ. The proposition to
include them in the Hesperiidæ as a subfamily under the name given
above has since that time been generally accepted by systematists.
There are a number of species belonging to the genus Megathymus,
several of which occur within our faunal limits, but we shall content
ourselves with figuring only the one, which those readers of this book
who live in Missouri and south and west of that state are likely to
see.
Genus MEGATHYMUS Riley
(1) Megathymus yuccæ (Boisduval &

Leconte), Plate CL, ♀ (The Yucca PL. CL
Skipper).
The caterpillar of this species is a wood-
borer, feeding in the pith and on the
underground roots of different species of
Yucca. The life history has been
beautifully worked out by the late Prof. C.
V. Riley, who published a full account of
his observations in his “Eighth Annual
Report of the State Entomologist of
Missouri,” pp. 169 et seq., and in the
“Transactions of the St. Louis Academy of
Science,” Vol. III, pp. 323 et seq. The
student will do well to refer to these
interesting papers. The figure we give on
the plate is that of a female specimen bred by Professor Riley in
Missouri and presented by him to the late W. H. Edwards, whose
collection is now the property of the writer.
INDEX OF ENGLISH OR TRIVIAL NAMES,
AND COMMON TERMS
Aaron’s Skipper, 220
Abdomen of butterfly, 22
Acadian Hair-streak, The, 153
Admiral, Lorquin’s, 113;
Red, 99, 100;
White, 110
Alpines, The;
Common, 133;
Red-streaked, 133
American Copper, The, 161
Angle-wings, The, 92;
Currant, 96
Antennæ, 13
Aphrodite, 75
Araxes Skipper, The, 199
Arctics, The, 140;
Katahdin, 141;
Macoun’s, 142
Arctic Skipper, The, 209
Arizona Blackamoor, The, 134;
Checker-spot, 85
Bag-veins, The, 105;

Texas, 106
Baltimore, The, 83
Banded Elfin, The, 156
Banded Hair-streak, The, 153
Banded Purple, The, 112
Banded Reds, The, 117
Bates’ Crescent-spot, 88
Beauty, Karwinsky’s, 118
Behr’s Hair-streak, 158
Blackamoors, The, 133;
Arizona, 134
Blues, The, 58, 147, 162;
Aster, 163;
Common, 165;
Cowper’s, 163;
Dwarf, 167;
Eastern-tailed, 166;
Indian River, 168;
Orange-margined, 164;
Marine, 169;
Pygmy, 167;
Red-margined, 168;
Scudder’s, 164;
Silvery, 169;
Varied, 169;
Western-tailed, 166;
West Indian, 167
Blue-spots, The, 147;
Florida, 148
Boisduval’s Hair-streak, 152
Brazilian Skipper, 216
Broad-winged Skipper, 219
Bronze Copper, The, 161
Brown Elfin, The, 155
Brown-margined Hair-streak, 155
Brown, The Gemmed, 128
Brush-footed, The, 15, 16, 58, 59
Buckeye, The, 103
Buff Emperor, The, 117
Butterflies, anatomy of, 14;
how to breed, 54;
caterpillars of, 29;
chrysalids of, 34;
how to collect, 40;
eggs of, 27;
habits of, 13;
life-history of, 27;
how to mount, 47;
how to preserve, 56
Butterfly, Papaw, 187;
Reef, 197
Cabbage Butterfly, The, 173

Cadmium Orange, The, 185
Calicoes, The, 122;
White-skirted, 123
Californian Sister, The, 114
Callippe, 79
Camberwell Beauty, The, 97
Camillus Crescent-spot, The, 88
Canadian Skipper, The, 211
Carbonate of ammonia, 43
Carbon bisulphide, 46
Carolinian Satyr, The, 129
Caterpillars of butterflies, 29
Chalcedon, 84
Checkerling, The, 203
Checker-spots, The, 83;
Arizona, 85;
Harris’s, 85;
Least, 86;
Macglashan’s, 84
Chloroform, 45
Chrysalids, 34
Clouded Wood-nymph, The, 137
Clytie Hair-streak, 159
Cobweb Skipper, The, 212
Colorado Hair-streak, The, 150
Colorado Parnassian, The, 186
Comma Butterfly, The, 93
Common, Alpine, 133;
Blue, 165;
Hair-streak, 151;
Snout-butterfly, 143;
Sulphur, 180;
White, 172;
Wood-nymph, 136
Compton Tortoise, The, 98
Coppers, The, 58, 147, 160;
American, 161;
Bronze, 161;
Great, 160;
Least, 161;
Purplish, 162

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Behavior in Organizations 10th Edition

Greenberg Test Bank

Managing Human Behavior in Public and Nonprofit

Managing Human Behavior in Public and Nonprofit

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Human Relations in Organizations Applications and Skill

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Diversity in Organizations 3rd Edition Bell Test Bank

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Human Relations in Organizations Applications and Skill

1) Attitudes are made up of three basic components including:

6) A prejudicial attitude is made up of several elements, including:

7) A negative attitude we hold toward another, based on his/her membership in a particular

13) Complaints of prejudice and discrimination are filed at the:

14) A survey of American workers has shown that religious bias:

16) The objective behind a diversity management program in business is to ________.

17) Job satisfaction levels tend to be:

19) The results of 30 years of affirmative action programs are:

23) For every dollar earned by men, women earn:

28) For diversity management to work, companies need:

30) A primary reason for absenteeism is:

31) When compared to turnover, absenteeism:

34) Values theory suggests that:

36) Research shows:

38) In an organization with a high-performance system:

41) Job satisfaction is important because ________.

44) Job dissatisfaction may influence which of the following variables?

46) The "shock to the system" helps to explain:

52) Job satisfaction is not a good predictor of:

56) Instituting cafeteria style benefit plans will help to promote:

59) Organizational commitment:

66) Feelings of organizational commitment are enhanced by:

89) In terms of organizational commitment, continuance commitment is the strength of a

95) Why should an organization strive for an affectively committed workforce?

96) Define attitude and describe its three major components.

97) How can generational communication gaps at work be bridged?

98) Explain the value theory of job satisfaction.

100) Name and explain the three types of organizational commitment.

Genus AMBLYSCIRTES Scudder

(1) Amblyscirtes vialis (Edwards), Plate CXXXVIII, Fig. 1, ♂ (The

Genus PAMPHILA Fabricius

(1) Pamphila mandan Edwards, Plate CXXXVIII, Fig. 4, ♂ (The

Genus OARISMA Scudder

(1) Oarisma garita (Reakirt), Plate CXXXIX, Fig. 1, ♂ (The Little

Genus ANCYLOXYPHA Felder

(1) Ancyloxypha numitor Fabricius, Plate CXXXIX, Fig. 2, ♂ (The

Genus COPŒODES Speyer

(1) Copœodes procris (Edwards), Plate CXXXIX, Fig. 4, ♂ (The

Genus ERYNNIS Schrank

(1) Erynnis manitoba (Scudder), Plate

Genus THYMELICUS Hübner

(1) Thymelicus brettus (Boisduval & Leconte), Plate CXLI, Fig. 3,

Genus ATALOPEDES Scudder

(1) Atalopedes huron (Edwards), Plate CXLII, Fig. 5, ♂; Fig. 6, ♀

(1) Polites peckius (Kirby), Plate CXLIII,

Genus HYLEPHILA Billberg

(1) Hylephila phyleus (Drury), Plate CXLIII, Fig. 3, ♂ ; Fig. 4, ♀

Genus PRENES Scudder

(1) Prenes ocola (Edwards), Plate CXLIII, Fig. 5, ♂ (The Ocola

Genus CALPODES Hübner

Genus LERODEA Scudder

(1) Lerodea eufala (Edwards), Plate CXLIX, Fig. 3, ♂ (The Eufala

Genus LIMOCHORES Scudder

(1) Limochores thaumas (Fabricius), Plate CXLV, Fig. 1, ♂; Fig. 2,