CHAPTER 9 - PRETEST Flashcards
The force that drives an employee to perform well.
Motivation
Behaviors that are not part of an employee’s job but which make the organization a better place to work (e.g., helping others, staying late).
Organizational citizenship behaviors (OCBs)
The extent to which a person views him or herself as a valuable and worthy individual.
Self-esteem
Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem.
Consistency theory
The positive or negative way in which a person views himself or herself as a whole.
Chronic self-esteem
The positive or negative way in which a person views him or herself in a particular situation.
Situational self-esteem
The positive or neg- ative way in which a person views him or herself based on the expectations of others.
Socially influenced self- esteem
The idea that people behave in ways consistent with their self- image.
Self-fulfilling prophecy
When high self-expectations result in higher levels of performance.
Galatea effect
The idea that if people believe that something is true, they will act in a manner consistent with that belief.
Pygmalion effect
When negative expectations of an individual cause a decrease in that indi- vidual’s performance
Golem effect
Work motivation in the absence of such external factors as pay, promotion, and coworkers.
Intrinsic motivation
Work motivation that arises from such nonpersonal factors as pay, coworkers, and opportunities for advancement.
Extrinsic motivation
A measure of an individual’s orientation toward intrinsic versus extrinsic motivation.
Work Preference Inventory (WPI)
According to trait theory, the extent to which a person desires to be successful.,
Need for achievement
