Exam 1 (Ch. 1-3) Flashcards
Define:
Industrial and Organizational psychology
The scientific study of employees, workplaces, and organizations; includes the field of OB.
Define:
Job Performance
The value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Define:
Motivation
A set of energetic forces that determine the direction, intesity, and persistence of an employee’s work effort.
Define:
Individual mechanisms
Directly affect job performance and organizational commitment.
- Includes:
- Job satisfaction
- Stress
- Motivation
- Truth, justice and ethics
- Learning and decision making
Define:
Learning
A relatively permanent change in an employee’s knowledge or skill that results from experience.
Define:
Decision Making
The process of generating and choosing from a set of alternatives to solve a problem.
Define:
How does learning effect decision making?
The more knowledge and skills employees possess, the more likely they are to make accurate and sound decisions.
Define:
Method of experience
People hold firmly to some belief because it is consistent with their own experience and observations.
Define:
Method of authority
people hold firm to some belief because some respected official, agency, or source has said it is so.
Define:
Correlations
Abbreviated r
Describes the statistical relationship between two variables.
Can be positive or negative and range from 0 to 1.
Define:
Adaptive task performance
Employee responses to task demands that are novel, unusual, or unpredictable.
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Creative task performance
The degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Define:
Routine task performance
Well-known responses to demands that occur in a normal, routine, or otherwise predictable way.
Define:
Online database O*NET
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.
Define:
What does O*NET stand for?
Occupational Information Network
Define:
Interpersonal citizenship behavior
Behaviors that benefit coworkers and colleagues.
Define:
Involves assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations
Interpersonal citizenship behavior
Define:
Minor organazational counterproductive behaviors
production deviance
Define:
production deviance
behaviors focused on reducing the efficiency of work output
Define:
- Includes:
- wasting resources
- substance abuse
production deviance
Define:
Abuse
When an employee is assaulted or endangered in such a wa y that physical and psychological injury may occur.
Define:
Counterproductive behaviors
Employee behaviors that intentionally hinder organizational goal accomplishment.
Define:
360-degree feedback
collecting perfomance information not just from the supervisor, but from anyone else who might have firsthand knowledge about the employee’s performance behaviors.
Define:
1) Who might be contacted for 360-degree feedback?
2) Who would not be?
1)
- Subordinates
- peers
- customers
2) Managers
Define:
Neglect
A passive, destructive response in which interest and effort in the job declines.
Define:
You go through the motions, allowing your performance to deteriorate slowly as you mentally “check out”
Neglect
Define:
Lone wolves
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.
Define:
Talented employees who never seem to want to get involved in important decisions about the future of the company
Lone wolves
Define:
How is a “lone wolf” likely to respond to negative events?
With exit
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Apathetics
Possess low levels of both organizational commitment and task performance and merely exert the minimum level of effort needed to keep their jobs.
Define:
How is an “apathetic” likely to respond to negative events?
With neglect. They lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship.
Define:
Daydreaming
Employees appear to be working but are actually distracted by random thoughts or concerns.
Define:
What is the least serious psychological withdrawal action?
Daydreaming
Define:
Socializing
Verbal chatting about non-work topics that goes on in cubicles and offices or at the mailbox or vending machings.
Define:
Psychological contracts
Reflect employees’ beliefs about what they owe the organization and what the organization owes them.
Define:
What shapes an employee’s percieved “psychological contracts?”
The recruitment and socialization activities that employees experience, which often convey promises and expectations that shape beliefs about reciprocal obligations.
Define:
Pay satisfaction
Employees’ feelings about their pay.
Based on a comparison of the pay that employees’ want and the pay they receive.
Define:
Are are the aspects of pay satisfaction?
- It is as much as they deserve
- It is secure
- It is adequate for both normal expenses and luxury items
Define:
Value-percept theory
Argues that job satisfaction depends on whether you percieve that your job supplies the things that you value.
Define:
What equation summarizes value-percept theory?
Dissatisfaction = (Vwant - Vhave) (Vimportance)
Define:
Knowledge of results
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.
Define:
Job characteristics theory
Argues that five core job characteristics result in high levels of the three psychological states, making work tasks more satisfying.
Define:
What are the core job characteristics of job characteristics theory?
- VISAF
- Variety
- Identity
- Significance
- Autonomy
- Feedback
Define:
Affective events theory
Argues that workplace events can generate affective reactions, which can then go on to influence work attitudes and behaviors.
Define:
How does affective events theory define emotions?
States of feeling that are often intense, short, and directed at (or caused by) a particular person or circumstance.
Define:
Job satisfaction
A pleasurable emotional state resulting from the appraisal of one’s job or job experiences.
Define:
What does job satisfaction represent?
Represents how you feel about your job and what you think about your job.
Fill in the blanks
Employees with _____ _____ _____ experience positive feelings when they think about their duties or take part in task activites.
high job satisfaction
Define:
How does job satisfaction affect job performance?
It has a moderate positive correlation.
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How does job satisfaction affect organizational commitment?
It has a strong positive correlation.
Define:
What are the three types of commitment?
- Normative commitment
- Affective commitment
- Continuance commitment
Define:
Normative Commitment
A desire to remain a member of an organization due to a feeling of obligation.
What type of commitment is this?
You stay because you ought to
Normative commitment
What type of commitment is this?
Includes a sense that a debt is owed to a boss, colleague, or the larger company.
Normative commitment
Define:
Affective commitment
A desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.
What type of commitment is this?
You stay because you want to
Affective commitment
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
Affective commitment
Define:
Continuance commitment
A desire to remain a member of an organization because of an awareness of the costs associated with leaving it.
What type of commitment is this?
You stay because you need to
Continuance commitment
What type of commitment is this?
Includes issues of:
- Salary
- Benefits
- Promotions
- Concerns about uprooting a family
Continuance commitment
