Chapter 8 Flashcards
Information dependence
Reliance on others for information about how to think, feel, and act
Social information processing theory
Information from others is used to interpret events and develop and expectations about appropriate and acceptable attitudes and behaviours
Effect dependence
Reliance on others due to their capacity to provide rewards and punishment
Compliance
Conformity to a social norm prompted by the desire to acquire rewards or avoid punishment
Identification
Conformity to a social norm prompted by perceptions that those who promote the norm are attractive or similar to oneself
Internalization
Conformity to a social norm prompted by the true acceptance of the beliefs, values and attitudes that underlie the norm
Socialization
The process by which people learn the attitudes, knowledge and behaviours that are necessary for a person to function in a group or organization
Person-job fit
The match between an employee’s knowledge, skills, and abilities and the requirements of a job
Person-organization fit
The match between an employee’s personal values of his or her work group
Organizational identification
The extent to which individuals define themselves in terms of the organization and what it is perceived to represent
Psychological contract
Beliefs held by employees regarding the reciprocal obligations and promises between them and their organization
Psychological contact breach
Employee perceptions that his or her organization has failed to fulfill one or more of its promises or obligations in the psychological contract
Realistic job previews
The provision of a balanced, realistic picture of the positive and negative aspects of a job to applicants
Employee orientation programs
Programs designed to introduce new employees to their job, the people they will be working with, and the organization
Realistic Orientation Program for Entry Stress
An orientation program that is designed to teach newcomers coping techniques to manage workplace stressors
Socialization tactics
The manner in which organizations structure the early work experiences of newcomers and individuals who are in transition from one role to another
Mentor
An experienced or more senior person in the organization who provides a junior person with guidance and special attention, such as giving advice and creating opportunities to assist him or her during the early stages of his or her career
Formal mentoring programs
Organization sponsored programs in which seasoned employees are recruited as mentors and matched with proteges
Developmental networks
Groups of people who take an active interest in a protege’s career and take actions toward advancing it by providing development assistance
Proactive socialization
The process through which newcomers play an active role in their own socialization through the use of a number of proactive socialization behaviours
Feedback seeking
Requesting information about how one is performing one’s tasks and role
Information seeking
Requesting information about one’s job, role, group, and organization
Organizational culture
The shared beliefs, values, and assumptions that exist in an organization
Subcultures
Smaller cultures that develop within a larger organizational culture and are based on differences in training, occupation or departmental goals
Strong culture
An organizational culture with intense and pervasive beliefs, values, and assumptions
