Chapter 4 Flashcards

1
Q

Values

A

A broad tendency to prefer certain states of affairs over others

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2
Q

Power distance

A

The extent to which an unequal distribution of power is accepted by society members

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3
Q

Uncertainty avoidance

A

The extent to which people are uncomfortable with uncertain and ambiguous situations

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4
Q

Individualism vs. collectivism

A

Individualistic societies stress independence, individual initiative, and privacy. Collective cultures favour interdependence and loyalty to family or clan

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5
Q

Cultural distance

A

The extent to which cultures differ in values

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6
Q

Cultural intelligence

A

The capability to function and manage well in culturally diverse environments

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7
Q

Attitude

A

A fairly stable evaluative tendency to respond consistently to some specific object, situation, person, or category of people

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8
Q

Job satisfaction

A

A collection of attitudes that workers have about their jobs

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9
Q

Discrepancy theory

A

A theory that job satisfaction stems from the discrepancy between the job outcomes wanted and the outcomes that are perceived to be obtained

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10
Q

Distributive fairness

A

Fairness that occurs when people receive the outcomes they think they deserve from their jobs

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11
Q

Equity theory

A

A theory that job satisfaction stems from a comparison of the inputs one invests in a job and the outcomes one receives in comparison with the inputs and outcomes of another person or group

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12
Q

Inputs

A

Anything that people give up, offer, or trade to their organization in exchange for outcomes

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13
Q

Outcomes

A

Factors that an organization distributes to employees in exchange for their inputs

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14
Q

Procedural fairness

A

Fairness that occurs when the process used to determine work outcomes is seen as reasonable

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15
Q

Interactional fairness

A

Fairness that occurs when people feel they have received respectful and informative communication about an outcome

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16
Q

Emotions

A

Intense, often short-lived feelings caused by a particular event

17
Q

Moods

A

Less intense, longer-lived, and more diffuse feelings

18
Q

Emotional contagion

A

Tendency for moods and emotions to spread between people or throughout a group

19
Q

Emotional regulation

A

Requirement for people to conform to certain “display rules” in their job behaviour in spite of their true mood or emotions

20
Q

Key contributors to job satisfaction

A
  • Mentally challenging work
  • Adequate compensation
  • Career opportunities
  • People
21
Q

Consequences of job satisfaction

A
  • Absence from work
  • Turnover
  • Performance
  • Organizational Citizenship Behaviours
  • Customers are more satisfied
  • Profits increase
22
Q

Organizational Citizenship Behaviours

A

Voluntary, informal behaviour that contributes to organizational effectiveness

23
Q

Organizational commitment

A

An attitude that reflects the strength of the linkage between an employee and an organization

24
Q

Affective commitment

A

Commitment based on identification and involvement with an organizaion

25
Q

Continuance commitment

A

Commitment based on the costs that would be incurred in leaving an organization

26
Q

Normative commitment

A

Commitment based on ideology or a feeling of obligation to an organization

27
Q

Key contributors of organizational commitment

A

Best contributor of affective commitment: interesting satisfying work (with a few exceptions)

Of continuance commitment:

  • “side bets” in pension funds
  • obtaining rapid promotion
  • being well integrated with the company