Chapter 5 - Individual/Organizational Relations and Retention Flashcards
Define “Motivation”.
-The desire that exists within a person that causes that individual to act.
Page 152
Define “Equity”.
-The perceived fairness of what the person does compared with what the person receives for doing it.
Page 154
Define “Psychological Contract”.
-The unwritten expectations employees and employers have about the nature of their work relationships.
Page 157
Define “Job Satisfaction”.
-The positive feelings and evaluations derived from and individual’s employment in a job.
-“Morale”
Page 158
Define “Attitude Survey”.
-A survey that focuses on employees’ feelings and beliefs about their jobs and the organization.
Page 159
Define “Organizational Commitment”.
-The degree to which workers believe in and accept organizational objectives and want to remain employed at a company.
Page 159
Define “Employee Engagement”.
-The extent to which an employee’s thoughts and behaviors are focused on his/her work and their employer’s success.
Page 160
Define “Loyalty”.
-Being faithful to an institution or employer.
Page 161
Define “Organizational Citizenship Behavior”.
-Occurs when an employee acts in a way that improves the psychological well-being and social environment of an organization.
Page 162
Define “Organizational Trust”.
-An employee’s feeling of confidence that the organization will act in a way that benefits rather than harm him/her.
Page 162
Define “Absenteeism”.
-Any failure by an employee to report for work as scheduled or to stay at work when scheduled.
Page 163
Define “Presenteeism”.
-When employees report to work even when they’re not well enough to.
Page 165
Define “Turnover”.
-The process in which employees leave an organization and have to be replaced.
Page 166
Define “Churn”.
-Hiring new workers while laying off others.
Page 168
Define “Exit Interviews”.
-An interview in which individuals who are leaving an organization are asked to explain their reasons.
Page 174
