Exam 1 (Ch. 1-3)

Question 1

Define:

Industrial and Organizational psychology

Answer 1

The scientific study of employees, workplaces, and organizations; includes the field of OB.

Question 2

Define:

Job Performance

Answer 2

The value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.

Question 3

Define:

Motivation

Answer 3

A set of energetic forces that determine the direction, intesity, and persistence of an employee’s work effort.

Question 4

Define:

Individual mechanisms

Answer 4

Directly affect job performance and organizational commitment.

• Includes:
  
  • Job satisfaction
  • Stress
  • Motivation
  • Truth, justice and ethics
  • Learning and decision making

Question 5

Define:

Learning

Answer 5

A relatively permanent change in an employee’s knowledge or skill that results from experience.

Question 6

Define:

Decision Making

Answer 6

The process of generating and choosing from a set of alternatives to solve a problem.

Question 7

Define:

How does learning effect decision making?

Answer 7

The more knowledge and skills employees possess, the more likely they are to make accurate and sound decisions.

Question 8

Define:

Method of experience

Answer 8

People hold firmly to some belief because it is consistent with their own experience and observations.

Question 9

Define:

Method of authority

Answer 9

people hold firm to some belief because some respected official, agency, or source has said it is so.

Question 10

Define:

Correlations

Answer 10

Abbreviated r

Describes the statistical relationship between two variables.

Can be positive or negative and range from 0 to 1.

Question 11

Define:

Adaptive task performance

Answer 11

Employee responses to task demands that are novel, unusual, or unpredictable.

Question 12

Define:

Creative task performance

Answer 12

The degree to which individuals develop ideas or physical outcomes that are both novel and useful.

Question 13

Define:

Routine task performance

Answer 13

Well-known responses to demands that occur in a normal, routine, or otherwise predictable way.

Question 14

Define:

Online database O*NET

Answer 14

An online database that includes, among other things, the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities.

Question 15

Define:

What does O*NET stand for?

Answer 15

Occupational Information Network

Question 16

Define:

Interpersonal citizenship behavior

Answer 16

Behaviors that benefit coworkers and colleagues.

Question 17

Define:

Involves assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations

Answer 17

Interpersonal citizenship behavior

Question 18

Define:

Minor organazational counterproductive behaviors

Answer 18

production deviance

Question 19

Define:

production deviance

Answer 19

behaviors focused on reducing the efficiency of work output

Question 20

Define:

• Includes:
  
  • wasting resources
  • substance abuse

Answer 20

production deviance

Question 21

Define:

Abuse

Answer 21

When an employee is assaulted or endangered in such a wa y that physical and psychological injury may occur.

Question 22

Define:

Counterproductive behaviors

Answer 22

Employee behaviors that intentionally hinder organizational goal accomplishment.

Question 23

Define:

360-degree feedback

Answer 23

collecting perfomance information not just from the supervisor, but from anyone else who might have firsthand knowledge about the employee’s performance behaviors.

Question 24

Define:

1) Who might be contacted for 360-degree feedback?
2) Who would not be?

Answer 24

1)

• Subordinates
• peers
• customers

2) Managers

Question 25

Define:

Neglect

Answer 25

A passive, destructive response in which interest and effort in the job declines.

Question 26

Define:

You go through the motions, allowing your performance to deteriorate slowly as you mentally “check out”

Answer 26

Neglect

Question 27

Define:

Lone wolves

Answer 27

Possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company.

Question 28

Define:

Talented employees who never seem to want to get involved in important decisions about the future of the company

Answer 28

Lone wolves

Question 29

Define:

How is a “lone wolf” likely to respond to negative events?

Answer 29

With exit

Question 30

Define:

Apathetics

Answer 30

Possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs.

Question 31

Define:

How is an “apathetic” likely to respond to negative events?

Answer 31

With neglect. They lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.

Question 32

Define:

Daydreaming

Answer 32

Employees appear to be working but are actually distracted by random thoughts or concerns.

Question 33

Define:

What is the least serious psychological withdrawal action?

Answer 33

Daydreaming

Question 34

Define:

Socializing

Answer 34

Verbal chatting about non-work topics that goes on in cubicles and offices or at the mailbox or vending machings.

Question 35

Define:

Psychological contracts

Answer 35

Reflect employees’ beliefs about what they owe the organization and what the organization owes them.

Question 36

Define:

What shapes an employee’s percieved “psychological contracts?”

Answer 36

The recruitment and socialization activities that employees experience, which often convey promises and expectations that shape beliefs about reciprocal obligations.

Question 37

Define:

Pay satisfaction

Answer 37

Employees’ feelings about their pay.

Based on a comparison of the pay that employees’ want and the pay they receive.

Question 38

Define:

Are are the aspects of pay satisfaction?

Answer 38

• It is as much as they deserve
• It is secure
• It is adequate for both normal expenses and luxury items

Question 39

Define:

Value-percept theory

Answer 39

Argues that job satisfaction depends on whether you percieve that your job supplies the things that you value.

Question 40

Define:

What equation summarizes value-percept theory?

Answer 40

Dissatisfaction = (V_want - V_have) (V_importance)

Question 41

Define:

Knowledge of results

Answer 41

The extent to which employees know how well (or how poorly) they’re doing. One of the three “critical psychological states” that make work satisfying.

Question 42

Define:

Job characteristics theory

Answer 42

Argues that five core job characteristics result in high levels of the three psychological states, making work tasks more satisfying.

Question 43

Define:

What are the core job characteristics of job characteristics theory?

Answer 43

• VISAF
  
  • Variety
  • Identity
  • Significance
  • Autonomy
  • Feedback

Question 44

Define:

Affective events theory

Answer 44

Argues that workplace events can generate affective reactions, which can then go on to influence work attitudes and behaviors.

Question 45

Define:

How does affective events theory define emotions?

Answer 45

States of feeling that are often intense, short, and directed at (or caused by) a particular person or circumstance.

Question 46

Define:

Job satisfaction

Answer 46

A pleasurable emotional state resulting from the appraisal of one’s job or job experiences.

Question 47

Define:

What does job satisfaction represent?

Answer 47

Represents how you feel about your job and what you think about your job.

Question 48

Fill in the blanks

Employees with _____ _____ _____ experience positive feelings when they think about their duties or take part in task activites.

Answer 48

high job satisfaction

Question 49

Define:

How does job satisfaction affect job performance?

Answer 49

It has a moderate positive correlation.

Question 50

Define:

How does job satisfaction affect organizational commitment?

Answer 50

It has a strong positive correlation.

Question 51

Define:

What are the three types of commitment?

Answer 51

1. Normative commitment
2. Affective commitment
3. Continuance commitment

Question 52

Define:

Normative Commitment

Answer 52

A desire to remain a member of an organization due to a feeling of obligation.

Question 53

What type of commitment is this?

You stay because you ought to

Answer 53

Normative commitment

Question 54

What type of commitment is this?

Includes a sense that a debt is owed to a boss, colleague, or the larger company.

Answer 54

Normative commitment

Question 55

Define:

Affective commitment

Answer 55

A desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.

Question 56

What type of commitment is this?

You stay because you want to

Answer 56

Affective commitment

Question 57

What type of commitment is this?

Includes:

• feelings about friendships
• The atmosphere or culture of the company
• a sense of enjoyment when completing job duties

Answer 57

Affective commitment

Question 58

Define:

Continuance commitment

Answer 58

A desire to remain a member of an organization because of an awareness of the costs associated with leaving it.

Question 59

What type of commitment is this?

You stay because you need to

Answer 59

Continuance commitment

Question 60

What type of commitment is this?

Includes issues of:

• Salary
• Benefits
• Promotions
• Concerns about uprooting a family

Answer 60

Continuance commitment