Chapter 4 Flashcards
Affect
Range of feelings in the forms of emotions and moods that people experience.
Emotions
Strong positive or negative feelings discrete towards something to someone.
Emotional intelligence
Ability to understand emotions and manage relationships effectivelly.
Self awareness
Ability to understand our emotions and their impact on us and others.
Social awareness
Ability to empathize and understand the emotion of others.
Self management
Ability to think before acting.
Relationship management
Ability to establish rapport with others to build good relationships.
Emotional intelligence competencies
Self awareness, social awareness, self management and relationship management.
Six major types of emotions
Anger, fear, joy, love, sadness and surprise.
Self conscious emotions
Arise from internal sources.
Social emotions
Derive from external sources.
Moods
Generalized positive and negative feelings or state of mind that may persist for some time.
Emotion and mood contagion
Is the spillover of ones’s emotions and mood onto others.`
Emotional labour
Situation in which a person displays organizationally desired emotions in a job.
Emotional dissonance
Inconsistency between emotions we feel and those we try to project.
Cognitive empathy
Ability to know how others are viewing things.
Emotional empathy
Ability to feel what the other person is experiencing in a situation.
Display rules
Degree to which it is appropriate to display emotions.
Affective events theory (AET)
How emotions and moods end up influencing human behaviour in organizations.
Attitude
Predisposition to respond positively or negatively to someone or something.
3 components of attitude
Cognitive component, affective component and behavioural component.
Cognitive component
Reflects underlying beliefs, opinions, knowledge or information a person possesses.
Affective component
Specific feeling regarding the personal impact of the conditions of the cognitive component.
Behavioural component
Intention to behave in certain way based on the affect in ones attitude.
Cognitive dissonance
Inconsistency between one’s attitudes and behaviour.
To reduce or eliminate cognitive dissonance
Change underlying attitude, change future behaviour or develop new ways of explaining the inconsistency.
Job satisfaction
Is the degree to which an individual feels positive or negative about a job.
Job involvement
Extent to which an individual is dedicated to a job.
Organizational commitment
Sense of loyalty an individual has to the organization.
Organizational identification
Extent to which a person identifies with his membership organization.
Employee engagement
Connection with the organization and passion for one’s job.
Components of job satisfaction
The work itself, quality of supervision, relationships with co-workers, promotion opportunities and pay.
How job satisfaction influences work behaviour (5 consequences)
Physical withdrawal, psychological withdrawal, organizational citizenship, counterproductive work behaviour and work-home spillover.
Physical withdrawal
Workers who are more satisfied with their jobs are absent less often than those who are dissatisfied.
Psychological withdrawal
Shows up as day-dreaming, cyber-loafing via internet surfing and excessive socializing.
Organizational citizenship
A person who is a good organizational citizen does extra things that help others- Interpersonal OCBs- or advance the organization as a whole-organizational OCBs-
Counterproductive behaviour
Intentionally disrupt relationships or performance at work.
Workplace bullying
One person acting in an abusive, intimidating or violent manner toward another on a continuing basis.
Work home spill over
Job satisfaction can spill over to influence how we feel at home as represented by emotions and moods.
At home affect
How we feel at home as represented by emotions and moods.
Causality of satisfaction-performance relationship
1) Job satisfaction causes performance
2) Performance causes job satisfaction
3) Job satisfaction and performance influence one another.
