11. Organizational commitment is the degree to which employees identify themselves with their jobs.
12. If job conditions cannot be changed, a dissatisfied worker may be able to solve the problem by leaving the job.
13. Job satisfaction is the key driving force behind all the different forms of job withdrawal.
14. People's perceptions have little relationship to their frame of reference.
15. If applicants or job incumbents conclude that their health or lives are at risk because of the job, attracting and retaining workers will be impossible.
16. Negative affectivity describes a dispositional dimension that reflects pervasive individual similarities in satisfaction with any and all aspects of life.
17. The evidence on the linkage between negative affectivity and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction.
18. Because of their varying frames of reference, individuals with high core self-evaluation generally have less job satisfaction than those individuals with low core self-evaluation.
19. The nature of the task is the most important predictor of job satisfaction.
20. Many job enrichment programs place a lot of expectations or demands on the employees, and this has been routinely found to increase role conflict and ambiguity.