Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Io psy > Final > Flashcards

Final Flashcards

1
Q

Job Satisfaction

A

Positive attitude or emotional state resulting from the appraisal of one’s job or job experience

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Hawthorne Effect

A

A change in behavior or attitudes that was the simple result of increased attention

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Attitudes

A

Relatively stable feelings or beliefs that are directed toward specific persons, groups, ideas, jobs, or other projects

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Overall Satisfaction

A

Overall assessment of job satisfaction that results either from mathematically combining scores based on satisfaction with specific important aspects of work or a single overall evaluative rating of the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Facet Satisfaction

A

Information related to specific facets or elements of job satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Job Descriptive Index (JDI)

A

One of the most extensively researched & documented job satisfaction instruments; assesses satisfaction with 5 distinct areas: the work itself, supervision, people, pay, & promotion; created by Smith, Kendall, & Hulin 1969

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Job in General Scale (JIG)

A

An overall satisfaction measure; contains 18 items

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Disadvantages of JDI

A

The questionnaire is 72 items and lengthy; broad category of “work” doesn’t provide much info about issues such as creativity, independence, variety, and others

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Minnesota Satisfaction Questionnaire (MSQ)

A

Commonly used job satisfaction instruments that assesses particular aspects of work as well as scores for extrinsic satisfaction and intrinsic satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Intrinsic Satisfaction

A

Satisfaction that derives from aspects central, or intrinsic, to the job itself, such as responsibility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Extrinsic Satisfaction

A

Satisfaction that derives from aspects extrinsic, or external, to job tasks, such as pay or benefits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Commitment

A

Psychological and emotional attachment an individual feels to a relationship, an organization, a goal, or an occupation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Affective Commitment

A

An emotional attachment to an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Continuance Commitment

A

Perceived cost of leaving an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Normative Commitment

A

An obligation to remain in an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Occupational Commitment

A

Commitment to a particular occupational field; includes affective, continuance, and normative commitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Job Embeddedness

A

The many and varied types of commitment that individuals feel toward coworkers, teams, organizations, and careers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Organizational Identification (OID)

A

The process whereby individuals derive a feeling of pride and esteem from their association with an organization. Individuals may also take pains to distance themselves from the organization for which they work–this would be called organizational disidentification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Employee Engagement

A

Positive work-related state of mind that includes high levels of energy, enthusiasm, and identification with one’s work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Moods

A

Generalized state of feeling not identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Emotions

A

An effect or feeling, often experienced and displayed in reaction to an event or thought and accompanied by physiological changes in various system of the body

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Affect Circumplex

A

Figure in which opposite emotions appear directly across from each other on a circle

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Process Emotion

A

Reaction that results from consideration of the tasks one is currently doing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Prospective Emotion

A

Reaction that results from a consideration of the tasks one anticipates doing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Retrospective Emotion

A

Reaction that results from the consideration of the tasks one has already completed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Negative Affectivity (NA)

A

Dspostitions wherein individuals are prone to experience a diverse array of negative mood states

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Positive Affectivity (PA)

A

Disposition in which individuals are prone to describe themselves as cheerful, enthusiastic, confident, active, and energetic

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

Core Self-Evaluation

A

Assessments that individuals make of their circumstances; elements of core evaluations include self-esteem, self-efficacy, locus of control, and the absence of neuroticism

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Withdrawal Behaviors

A

Absenteeism, turnover, tardiness, and retirement may be different manifestations of a larger construct called withdrawal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Work Withdrawal

A

Action that represents an attempt by the individual to withdraw from work but maintain ties to the organization and the work role; includes lateness and absenteeism

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Job Withdrawal

A

Action that represents and individual’s willingness to sever ties to an organization and the work role; includes intentions to quit or retire

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

Progressive Hypothesis

A

A progression of withdrawal Behaviors that start with tardiness, increase to absenteeism, and eventually result in a decision to quit or retire

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

Telecommuting

A

Accomplishing work tasks from a distant location using electronic communication media

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

Work-Family Balance

A

Area of research that investigates whether the satisfaction that one experiences at work in in part affected by the satisfaction that one experiences in nonwork, and vice versa

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

Psychological Contracts

A

Beliefs that people hold regarding terms of an exchange agreement between themselves and the organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

Job Embeddedness

A

Individuals’ attachments to their job that involves (1) links to people and groups in the organization, (2) perceptions of their fit with the job or organization, and (3) what workers say they would sacrifice if they left their jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

Job-Crafting

A

Self-initiated changes that employees actively make to their jobs to help them increase interesting job characteristics and decrease unpleasant job demands

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

Fight-or-Flight Reaction

A

Adaptive response to stressful situations exhibited by animals and humans in which they choose to either fight or attempt to escape

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Eustress

A

Type of stress that provides challenges that motivate individuals to work hard and meet their goals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

Distress

A

Type of stress resulting from chronically demanding situations that produces negative health outcomes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

General Adaptation Syndrome (GAS)

A

A nearly identical response sequence to almost any disease or trauma; identified by Hns Selye

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

Alarm Reaction

A

Stage of the general adaptation syndrome in which the body mobilizes resources to cope with added stress

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

Stress Hormones

A

Chemical released in the body when a person encounters stressful or demanding situations; e.g. adrenaline,noradrenaline, epinephrine, or cortisol

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

Resistance

A

Stage of the general adaptation syndrome in which the body copes with the original source of stress, but resistance to other stressors is lowered

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

Exhaustion

A

Stage of the general adaptation syndrome in which overall resistance drops and adverse consequences (e.g., burnout, severe illness, and even death) can result unless stress is reduced

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

Problem-Focused Coping

A

Type of coping directed at managing or altering a problem causing the stress

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

Emotion-Focused Coping

A

Type of coping directed at reducing the emotional response to a problem by avoiding, minimizing, or distancing oneself from the problem

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

Stressors

A

Physical or psychological demands to which an individual responds

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
49
Q

Strains

A

Reaction or response to stressors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
50
Q

Autonomy

A

Extent to which employees can control how and when they perform the task of their job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
51
Q

Interpersonal Conflict

A

Negative interactions with coworkers, supervisors, or clients,which can range from heated arguments to subtle incidents of unfriendly behavior

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
52
Q

Incivility at Work

A

Rude, condescending, and aggressive words or behaviors that violate workplace norms of respect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
53
Q

Role Stressors

A

Collective term for stressors resulting from the multiple task requirements of a particular job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
54
Q

Role

A

The expectations regarding the responsibilities and requirements of a particular job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
55
Q

Role Ambiguity

A

Stressors that occurs when employees lack clear knowledge of what behavior is expected in their job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
56
Q

Role Conflict

A

Stressors that occurs when an individual is expected to fulfill too many roles at the same time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
57
Q

Work-Family Conflict

A

Situation that occurs when workers experience conflict between the roles they fulfill at work and in their personal lives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
58
Q

Emotional Labor

A

Regulation of one’s emotions to meet job or organizational demands; can be achieved through surface acting and deep acing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
59
Q

Surface Acting

A

Emotional Labor that consists of managing or faking one’s expressions or emotions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
60
Q

Deep Acting

A

Emotional Labor that consists of managing one’s feelings, including emotions required by the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
61
Q

Challenge-Related Stressors

A

Work demands or circumstances that, although potentially stressful, have potential gains for individuals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
62
Q

Hinderance-Related Stressors

A

Job demands or circumstances that tend to limit or interfere with n individual’s work achievement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
63
Q

Burnout

A

Extreme state of psychological strain resulting from a prolonged response to chronic job stressors that exceed an individual’s resources to cope with them

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
64
Q

Emotional Exhaustion

A

Burnout that occurs when individuals feel emotionally drained by work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
65
Q

Depersonalization

A

Burnout that occurs when individuals become hardened by their job and tend to treat clients or patients like objects

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
66
Q

Low Personal Accomplishment

A

Burnout in which individuals feel they cannot deal with problems effectively and understand or identify with others’ problems

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
67
Q

Shift Work

A

Scheduling of work into temporal shifts; common in particular occupational groups such as nurses, blue-collar workers, and public safety personnel

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
68
Q

Circadian Cycle

A

The 24-hour physiological cycle in which humans tend to be active during hours of light and inactive during hours of darkness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
69
Q

Fixed Shift

A

A particular shift that is permanently assigned to a worker

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
70
Q

Rotating Shift

A

A shift that changes over a certain period of time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
71
Q

Flextime

A

Schedule in which individual workers are given discretion over the time they report to work and the time they leave work on a given day

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
72
Q

Compressed Workweek

A

Schedule that permits an employee to work for longer than 8 hours a day and fewer than 5 days a week

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
73
Q

Demand-Control Model

A

A model suggesting that two factors are prominent in producing job stress: job demands and individual control; developed by Karasek

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
74
Q

Job Demands

A

Component of demand-control model that refers to the workload or intellectual requirements for the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
75
Q

Job Control

A

Component of demand-control model that refers t other combination of autonomy in the job and discretion for using different skills

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
76
Q

Person-Job (P-J) Fit

A

Extent to which the skills, abilities, and interests of an individual are compatible with the demands of the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
77
Q

Person-Organization (O-P) Fit

A

Extent to which the values of an employee are consistent with the values held by most others in the orgaization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
78
Q

Locus of Control (LOC)

A

Construct that refers to the belief of individuals that what happens to them is under their control (internal LOC) or beyond their control (external LOC)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
79
Q

Hardiness

A

A set of personality characteristics that provide resistance to stress; hardy individuals feel in control of their lives, have a sense of commitment to their family and their work goals and values, and see unexpected change as a challenge

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
80
Q

Self-Esteem

A

A sense of positive self-worth that is considered to be an important resource for coping

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
81
Q

Type A Behavior Pattern (TABP)

A

Set of characteristics exhibited by individuals who are engaged in a chronic struggle to obtain an unlimited number of poorly defined things from their environment in the shortest period of time; subcomponents include hostility, achievement strivings, impatience/irritability, and time urgency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
82
Q

Coronary-Prone Personality

A

Alternative name to Type A behavior patter because it links to coronary heart disease and heart attacks

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
83
Q

Hostility

A

Type A behavior pattern subcomponent associated with increased secretion of stress hormones and increased risk of coronary heart disease and other long-term, harmful health outcomes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
84
Q

Achievement Striving (AS)

A

Subcomponent of the Type A behavior pattern that involves the tendency to be active and to work hard in achieving one’s goals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
85
Q

Impatience/Irritability (II)

A

Subcomponent of Type A behavior pattern that reflects intolerance and frustration resulting from being slowed down

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
86
Q

Time Urgency

A

Subcomponent of Type A behavior pattern that refers to the feeling of being pressured by inadequate time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
87
Q

Occupational Health Psychology

A

Area of psychology that involves the application of psychology to improving the quality of work life and to protecting and promoting the safety, health, and well-being of workers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
88
Q

Primary Prevention Strategy

A

Stress prevention strategy concerned with modifying or eliminating stressors in the work environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
89
Q

Cognitive Restructuring

A

Type of stress intervention that focuses on changing perception and thought proceeded that lead to stress; reduces stress by changing the individual’s perception of, or capacity to meet the demands f, the work environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
90
Q

Secondary Prevention Strategies

A

Stress prevention strategy that involves modifying responses to inevitable demands or stressors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
91
Q

Stress Management Training

A

A program useful for helping employees deal with workplace stressors that are difficult to remove or change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
91
Q
A
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
92
Q

Stress Inoculation

A

Common type of stress management training that usually combines primary prevention and secondary prevention strategies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
93
Q

Progressive Muscle Relaxation

A

Stress management technique to relax the muscles, thereby helping to progressively relax the entire body

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
94
Q

Biofeedback

A

Stress management technique that teaches individuals to control certain body functions, such as heart rate, blood essure, and even skin temperature, by responding to feedback from an electronic instrument

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
95
Q

Social Support

A

The comfort, assistance, or information an individual receives through formal or informal contacts with individuals or groups

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
96
Q

Buffer or Moderator Hypothesis

A

Hypothesis that social support moderates or reduces health problems by protecting individuals from the negative effects of work stressors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
97
Q

Tertiary Prevention Strategies

A

Stress prevention strategy focused on healing the negative effects of stressors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
98
Q

Employee Assistance Programs (EAPs)

A

Counseling provided by an organization to deal with workplace stress, alcohol and drug difficulties, and problems stemming from outside the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
99
Q

Justice Hypothesis of Workplace Violence

A

Hypothesis that some violent acts can be understood as reactions by an employee to perceived injustice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
100
Q

Bullying

A

Harassing, offending, socially excluding, or assigning humiliating tasks to a person of subordinate status repeatedly and over a long period of time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
101
Q

Cyberbullying

A

Bullying that takes place through electronic technology

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
102
Q

Mobbing

A

Situation in which a target is selected and bullied by a group of people other than an individual

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
103
Q

Frustration-Aggression Hypothesis

A

Hypothesis that frustration leads to aggression; ultimately found to be too broad–aggression is only one possible response to frustration and not everyone responds to frustration with aggression

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
104
Q

Who introduced the concept of emotions into mainstream American I-O psychology? When? What did they argue?

A

Australian psychologist Elton Mayo; mid-1920; argued that factory work resulted in various negative emotions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
105
Q

What was Robert Hoppock (1935) interested in?

A

Answering 2 questions: Are the workers happy? Are workers in some occupations happier than workers of other occupations?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
106
Q

Robert Hoppock (1935) Findings

A

Only 12% of workers could be classified as dissatisfied; wide variations among individuals within occupational grouping; some occupations were happier than those in other categories; both job-related and individual differences variables might influence job satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
107
Q

Hawthorne plant of Western Electric Company Findings

A

Suggested that the perceptions of workers had a greater effect on productivity than actual working conditions; the increased attention of supervisors positively impacted workers’ attitudes and this in turn, increased production

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
108
Q

What two industry outcomes were thought to be closely linked to job satisfaction from 1935 to 1955?

A

The prevention of labor unrest in the form of strikes; productivity—-if worker morale was kept high, there wouldn’t be a reason for workers to go on strike and impede production

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
109
Q

Brayfield and Crockett (1955)

A

Concluded that there was little evidence of a substantial connection between job satisfaction and job performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
110
Q

Herzberg, Mausner, Peterson, and Capwell (1957)

A

Concluded that there was a connection between satisfaction and at least some work behaviors, particularly absenteeism and turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
111
Q

Schneider, Changes, Smith, & Salvaggio (2003) Findings

A

Company success results in increased overall job satisfaction and increased satisfaction with job security; developed a model

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
112
Q

Wanous, Reichers, and Hundy (1997) demonstrated

A

Even single-item measures of job satisfaction may work well as a measurement in many situations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
113
Q

The “Faces” Scale

A

Developed about 60 years ago; a single-item scale of measuring overall job satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
114
Q

Judge, Thoreson, and Colleagues (2001) Simple 5-Item Scale

A

Respondents answer with agree-disagree format to these 5 statements:
+ I feel fairly satisfied with my present job.
+ Most days I am enthusiastic about my work.
+ Each day at work seems like it will never end.
+ I find real enjoyment in my work
+I consider my job to be rather unpleasant.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
115
Q

Nagy (2002) demonstrated

A

That single-item measures of each of the JDI facets may work as well as, or even better than the multiple-item format

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
116
Q

The Downside to Single-Item Measures

A

The absence of any information about what may be causing the job dissatisfaction, limiting intervention

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
117
Q

Item Versions of MSQ

A

Only 5 items per area
Short version: 20 items
Long Version: 100 items

118
Q

Compared with Paper-and-Pencil Surveys, Internet Surveys. . .

A

Appear to be more diverse with respect to demographic characteristics

119
Q

Porter, Steers, Mowday, and Boulian (1974) proposed. . .

A

Organizational commitment includes 3 elements:
1.) acceptance and belief in an organization’s values
2.) a willingness to exert effort on the behalf of the organization to help meet its goals
3.) a strong desire to remain at the organization

120
Q

Meyer and Allen (1997) suggested. . .

A

Organizational commitment could be based on 1 of 3 elements:
1.) an emotional attachment to the organization aka affective Commitment
2.) an element representing the perceived cost of leaving the organization aka continuance commitment
3.) an element representing an obligation to remain in the organization aka normative commitment

121
Q

Meyer et al. (2002) Meta-Analysis of Job Commitment Forms found. . .

A

Affective Commitment had the strongest and most favorable associations with job performance and organizational citizenship behaviors

122
Q

“Honeymoon” effect

A

After a short period of employment with a single organization, the worker experiences a growing dissatisfaction, eventually leading to a decision to quit

123
Q

When assessing organizational commitment, which scale is most commonly used?

A

Meyer Allen, and Smith’s (1993) Organizational Commitment Questionnaire (OCQ); contains 6 items for each of 3 commitment dimensions; self-report scale rating each statement 1 (strongly disagree - 5 (strongly agree)

124
Q

What Are the Two Underlying Dimensions of Occupational Commitment that Blau (2003) suggested?

A

1.) the practical and emotional costs of changing an occupation
2.) the extent to which current opportunities in the current occupation are available

125
Q

Wasti (2003b) found difficulties in applying the concept of what? Why?

A

Normative commitment; collectivist cultures such as Turkey

126
Q

Cooper-Hakim and Viswesvaran (2005) identified how many commitment definitions?

A

24; including union commitment and Protestant work ethic

127
Q

Neubert an Cady (2001) nominated what?

A

An additional type of commitment– program commitment

128
Q

What are the 3 propositions of the social identity theory?

A

1.) people value and seek self-esteem
2.) group memberships play a role in a person’s self-concept
3.) individuals seek to maintain a positive social identity by making favorable distinctions between their social in-group and other out-groups

128
Q

What did Shamir abd Kark (2004) suggest about measuring OID?

A

A graphic way of measuring OID that emphasizes the extent of “oneness”

128
Q

Program Commitment

A

Commitment to a particular initiative taken by a coompany

129
Q

What are Kreiner and Ashforth’s (2004) 4 variations of identification?

A

1.) Identification: Individuals define themselves in terms of attributes of the organization
2.) Disidentification: Individuals define themselves as not having the attributes of the organization
3.) Ambivalent identification: Individuals identify with some attributes of the organization but reject others
4.) Neutral Identification: Individuals remain aggressively neutral, neither identifying nor disidentifying with the attributes of an organization

130
Q

When studying the oil and petrochemical industry, what did De Roeck and Delobbe (2012) find?

A

Environmental corporate social responsibility was positively related to organizational identification

131
Q

In 3 German samples, what did van Dick, Hirst, Grojean, and Wieseke (2007) find about OID?

A

A leader’s OID is related to higher OID insubordinates and a greater willingness by subordinates to exert effort on the job

132
Q

What are some negative consequences of over identification?

A

Behaving unethically on behalf of the organization, continuing to be committed to a failing project, and suppressing dissenting group decision making

133
Q

What makes OID distinct from the construct of commitment?

A

OID has a stronger emotional base and appears much more volatile that commitment. It appears to be much more susceptible to external environment influences

134
Q

What did Schaufeli and Colleagues (2008) find out about “workaholics”?

A

Some employees who might be considered workaholics are actually very engaged in their work and thus do not have the negative health outcomes that often accompany workaholism

135
Q

How does sleep hygiene affect engagement in the workplace?

A

“sleep hygiene” coined by Barber, Grawitch, and Munoz (2013)–individuals who have poor sleep hygiene resulted in the loss of self-regulatory resources that are needed to be fully engaged in work tasks

136
Q

What percentage of dissatisfied worker did Hoppock (1935) estimate? Was he close?

A

12%; average job satisfaction stayed high across the boards across many decades

137
Q

What did Howard Weiss argue that was the problem was when measuring job satisfaction?

A

Satisfaction is conceptualized as a feeling or an emotion but measured as a cognition; research should be redirected to examine moods and emotions at work rather than focusing on cognitions

138
Q

What are some work behaviors that are influenced by emotions and moods?

A

Organizational citizenship behavior, task performance, creative problem solving, and withdrawal behaviors, such as absenteeism and turnover

139
Q

How did Brief and Weiss (2002) define “moods”?

A

“generalized feeling states not . . .identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”

140
Q

How did Brief and Weiss (2002) define “emotions”?

A

“are normally associated with specific events or occurrences and are intense enough to to disrupt thought processes”

141
Q

Weiss (2002a) presented a scheme for distinguishing emotions from other related constructs. What is it?

A

Affect circumplex

142
Q

Pekrun and Frese (1992) proposed that emotional reactions can result from consideration of tasks. What are the 3 labels of these emotions?

A

Process,prospective, and retrospective

143
Q

What are the two types of affectivity?

A

Positive and negative

144
Q

What is a between-persons design?

A

Being classified as low, medium, or high compared to other individuals

145
Q

What is a within-persons design?

A

Comparing individual’s moods throughout a given time

146
Q

What did psychologist Rexford Hersey (1932,1955) study?

A

The day-to-day change of emotions physiology, and behavior of industrial workers not only t work, but in their homes

147
Q

Which framework was developed by Weiss and Cropanzano (1996)?

A

affective events theory, which refocused attention to the effect of daily events on moods and emotions

148
Q

What effect did negative environmental events have on moods, as found by Miner, Glomb, & Hulin (2005)?

A

The effect is 5 times stronger than the effect of positive events, even though positive events are reported more frequently than negative events

149
Q

According to Zohar, Tzischinski, and Epstein (2003), what kind of effect to positive experiences at work provide?

A

Positive experiences reduce end-of-day feelings of fatigue

150
Q

What do positive experiences at work provide, accordig to Harris, Daniels, and Briner (2003)?

A

Increased general feelings of well-being

151
Q

Counterproductive work behavior is much more likely to result in what, according to Judge, Scott, and Ilies (2006)?

A

It is much more likely to result from momentary (state) hostility or experiences of injustice than from stable personality characteristics; the effects from these experiences are then exaggerated if the individual is also chronically hostile

152
Q

What did Staw, Bell, and Clausen (1986) report from a study spanning 50 years

A

Positive or negative Affectivity as measured in adolescence predicted job satisfaction as much as 50 years later; dispositions might be more stable than moods

153
Q

Ilies and Judge (2003) estimated that up to __% of genetic influences on job satisfaction are expressed through stable personality traits?

A

45%

154
Q

Personality characteristics play a strong role in a person’s ___?

A

Subjective well-being

155
Q

What is another name for core self-evaluations?

A

Positive self-regard

156
Q

Judge, Bono, and Locke (2000) found out what about core self-evaluations?

A

Core self-evaluations have effects on both job and life satisfaction, independent of the actual attributes of the job itself

157
Q

What did Judge, Bono, and Locke (2000) demonstrated what about core self-evaluation measures?

A

Measures taken in childhood and young adulthood predict an individual’s job satisfaction as measured in middle adulthood

158
Q

What did Hurst (2007) find out about core self-evaluations?

A

Core self-evaluations, family socioeconomic status, and academic achievement predicted subsequent income and concluded that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success

159
Q

Judge, Erez, Bono, and Thoreson (2003) constructed and validated what?

A

A simple 12-item scale that produces a core self-evaluation score which should make it easier to research on the effects of high and low self-evaluations cross-culturally

160
Q

What was the early hypothesis of withdrawal behavior?

A

Dissatisfaction leads to withdrawal from the workplace

161
Q

Hulin (1991) suggests what about withdrawal behaviors?
What about Hanisch and Hulin (1990)?

A

The various behaviors are all attempts to adapt to unfavorable job conditions and attitudes and that there are really only 2 types of withdrawal behaviors: work withdrawal and job withdrawal

162
Q

What progression did Rose (1988) find during a study of withdrawal behaviors of hospital workers?

A

A progression from lateness to absence and from multiple absences to quitting

163
Q

What did Kozlowsky and colleagues (1997) conduct and what did they find?

A

They conducted a meta-analyses of studies examine withdrawal behaviors; they found some support for the lateness-to-absence progression

164
Q

What does job loss represent?

A

An involuntary separation from an entity ( e.g. organization, company) to which the individual remains committed

165
Q

What did Warr (2007) argue about job loss?

A

That “paid employment is central to the functioning of societies and to the mental health of individuals”

166
Q

What were Warr’s (2007) conclusions about the effects of unemployment?

A

1.) The psychological health of unemployed workers is poorer than that of employed workers?
2.) This poorer health is a result of (not the cause of) unemployment, since a return to paid employment is usually followed by an improvement in psychological well-being
3.) Losing one’s job often results in depression, insomnia, irritability, lack of confidence, inability to concentrate, and general anxiety
4.) The reasons for these effects are complex

167
Q

Warr’s (2007) complexity of unemployment effects

A

1.) Loss of work reduces income and daily variety
2.) There is a suspension of the typical goal setting that guides day-to-day activity
3.) There are fewer decisions to make because there is little to decide about
4.) Decisions made border on the trivial
5.) New skills are not developed and current skills begin to atrophy
6.) Social relations are dramatically changed

168
Q

Jahoda’s (1981) description of the effects of employment on well-being

A

“First, employment imposes a time structure on the waking day; second, employment implies regularly shared experiences and contacts with people outside he nuclear family; third, employment links individuals to goal and purposes that transcend their own; fourth, employment defines aspects of personal status and identity; and finally, employment enforces activity.”

169
Q

What did Winfield and Tiggermann (1990) discover during their study of students making the transition from school to paid employment?

A

Employed individuals have higher on measures of self-esteem, optimism, and internal locus of control than the unemployed; those who found employment and then lost it didn’t really deteriorate on these measures; unemployment had little effect

170
Q

Why is job loss not as devastating to the younger unemployed?

A

1.) many can still rely on parents and family to provide moral and economic support
2.) commitment foundations are weak

171
Q

What did Wanberg, Glomb, Song, and Sorenson (2005) find?

A

Individuals who were higher on the core self-evaluation engaged in job search with greater intensity and are more likely successful in finding new employment

172
Q

Are all individuals equally plagued with insecure feelings as a result of an increase of workplace downsizing, mergers, and acquisitions?

A

Prior to financial crisis of 2008, the answer seems to be no, according to research

173
Q

What did Warr (2007) note that reduces the distress of unemployment?

A

Good health, social support, and the absence of financial pressure all reduce the distress to some degree

174
Q

According to Probst (2000), who are the individuals most likely to be affected negatively affected by feelings of insecurity?

A

Those who are most invested and involved in their jobs and organizations; those with high levels of performance and motivation

175
Q

What did Parker, Chmiel, and Wall (1997) find out as a result of their study of employees of a chemical plant in the UK that was strategically downsizing?

A

Downsizing may have a greater effect on survivor productivity than the voluntary or involuntary departure of a coworker; these debilitating effects can be countered by establishing clear roles and responsibilities, and involve them in work-related decisions which reduces uncertainty and bolsters feelings of control

176
Q

What did Probst and Lawler (2006) find about collectivist and individualistic cultures in reference to job loss and job insecurity?

A

Collectivist values reacted more negatively

177
Q

In 1990, how many workers were engaged in telecommuting?

A

Roughly 4 million

178
Q

By 2010, how many workers were telecommuting?

A

Over 26 million

179
Q

What did Shockly (2014) note in a SIOP White Paper that focused on telecommuting?

A

” 63 percent of employers allow some employees to telecommute on a regular basis.”

180
Q

Telecommuters report what level of satisfaction compared to their previous traditional in-person jobs?

A

A higher level of satisfaction and higher levels of life and family satisfaction

181
Q

What did Holland and Hogan (1998) have to say about telecommuting?

A

Telecommuting is a strategy intended to cut organizational costs by reducing the cost of office space, support personnel, etc

182
Q

What possible negative effects of telecommuting do Holland and Hogan (1998) propose?

A

1.) Worker alienation will increase due to lack of face-to-face social interaction
2.) Nonparticipation at the actual worksite will rob individuals of the important sense of identity that is derived from the working experience
3.) Telecommuters will be less likely to be promoted because, since they are out of sight, they will also be out of mind
4.) Telecommuting will require a particular type of person, individuals who are ambitious and conscientious. But the very characteristic that makes them good at telecommuting–ambition–will also lead to a rapid disillusionment with the lack of promotional opportunities

183
Q

In a meta-analysis of 46 studies on telecommuters, what did Gajendran and Harrison (2007) find out about telecommuting?

A

” a clear upside: small but favorable effects on perceived autonomy, work-family conflict, job satisfaction, performance, turnover intent, and stress”

184
Q

What did Golden (2006) find about telecommuting in a study of 294 telecommuters?

A

A moderate level of telecommuting increases job satisfaction, but extensive telecommuting leads to lower job satisfaction

185
Q

What did Golden (2006) suggest would maximize job satisfaction for telecommuters?

A

Telecommuting should be maximized at 2 days per week; flexibility and freedom; allows workers to socialize and build work relationships

186
Q

Why would telecommuting be more beneficial for men than women?

A

It is speculated that the typically greater domestic duties were a distraction when working from home

187
Q

What did Vega, Anderson, and Kaplan (2015) find on telecommuting?

A

Employees reported higher levels of job performance and job satisfaction, and that they performed better on a creative task when working from home

188
Q

Most research and theories of work-family balance has concentrated on what?

A

The effects of lack of balance and the effect of stress created by conflicting demands

189
Q

What is one of the most substantial influences on achieving work-family balance?

A

An organizational culture that supports family values

190
Q

Goff, Mount, and Jamison (1990) found that supportive supervision was. . .

A

Related to work-life balance

191
Q

Greenhaus and Powell (2006) developed a model in which work and family can be allies. How did they define work-family enrichment?

A

“the extent to which experiences in one role improve the quality of life in another role.”

192
Q

What is “protean career,” by whom, and why?

A

Employees’ increased willingness to move from job to job; Hall (2002); suggested that they are more focused on growth and mobility in a career rather than growth within a particular organization

193
Q

What is a psychological contract breach?

A

An employee’s perception of the extent to which the employer has failed to fulfill promises made to the employee

194
Q

What did Deery, Iverson, and Walsh (2006) find out bout psychological contract breaches from a sample of customer service employees?

A

Breach was related to lower organizational trust which is associated with lower perceptions of employment relationships and higher levels of absenteeism

195
Q

What are the 3 categories that Zhao, Wayne, and Glibkowski (2007) broke down from 8 work outcomes of psychological contract breaches?

A

1.) Affect (contract violation and mistrust)
2.) Attitudes (job satisfaction, organizational commitment, and turnover intentions)
3.) Performance (actual turnover, organizational citizenship behavior, and in-role performance)

196
Q

In countries of long-term orientation (e.g. Japan), what is the impact of psychological contract breachment?

A

Dramatic negative responses because lifelong employment by a single employer had been both assumed by the employee and honored by the employer

197
Q

Why is job embeddedness originally conceptualized?

A

To explain why people stay in jobs

198
Q

What was Allen, Peltokorpi, and Rubenstein (2016) hypothesis about job-embedded employees?

A

Those who had abusive supervisors were more likely to stay in their jobs, but they would experience more negative personal outcomes

199
Q

In a meta-analysis, Rudolph, Katz, Lavigne, and Zachery (2017) found that job crafting was strongly associated with what?

A

Having a proactive personality and work engagement

200
Q

It is hard to apply which research to in non-U.S. studies?

A

meta-analysis

201
Q

At present, cross-cultural examinations of job satisfaction and work-related emotions tend to focus on what?

A

The differences between individualist and collectivist cultures

202
Q

The degree of fit seems to be related to what?

A

Emotional reactions at work and subsequent work behaviors

203
Q

What did Robert, Probst, Martocchio, Drasgow, and Lawler (2000) find about worker empowerment?

A

Worker empowerment was associated with higher levels of satisfaction in the United States, Mexico, and Poland; it is associated with dissatisfaction in India

204
Q

How did Robert, Probst, Martocchio, Drasgow, and Lawler (2000) explain why worker empowerment leads to dissatisfaction in India?

A

The desire for greater hierarchical structure in India, a country that values high power distance between levels of an organization

205
Q

Multinational organizations should be sensitive to what fit?

A

The fit between values and work if they are concerned about the satisfaction of their employees in differing cultural environments

206
Q

What did Hulin and Meyer (1986)found out what about JDI items and their relationship to non-U.s. sample vs. U.S. samples?

A

One third of the items did not appear to meaning in non-U.S. samples

207
Q

4 topics related to job satisfaction and the changing nature of work

A

1.) work is becoming less stable
2.) there is a greater tendency to work in a virtual workplace
3.) work is more multicultural
4.) work-life balance is becoming more important to workers

208
Q

How much to American employers spend annually to replace the 200,000 individuals aged 45-65 who de from or are incapacitated by heart disease?

A

More than $700 million

209
Q

In 2010, Americans paid how much for medical and disability-related costs of heart disease?

A

Over $440 billion

210
Q

Stress is a known contributor to what?

A

Colds and flus, digestive difficulties, headaches, insomnia, stroke, and other psychological problems, impaired psychological well-being, and counterproductive behaviors

211
Q

What are the important factors in the stress process did Kahn and Byosiere (1992) include in their model?

A

1.) work stressors (task and role stressors)
2.) moderators of the stress process (individual differences, social support)
3.) strains, or consequences of stress (burnout, heart disease

212
Q

Stressors in Organizational Life

A

Physical: noise, light, vibration
Psychosocial: role ambiguity, role conflict, role overload

213
Q

Properties of the Person as Stress Moderators

A

Type A/B, self-esteem, locus of control, hardiness

214
Q

Properties of the Situation as Stress Moderators

A

Social support

215
Q

Strains of Workplace Stress

A

Physiological: cardiovascular, biochemical, gastrointestinal, musculoskeletal
Psychological: depression, anxiety, job satisfaction
Behavioral: turnover, absenteeism

216
Q

Walter Cannon (1929) noted that animals and humans have an adaptive response to stress. What did he call it?

A

Fight-or-flight response

217
Q

Who was referred to as the “father of stress” and why?

A

Hans Selye, he was the first to distinguish between eustress and distress

218
Q

How many stages are included in GAS? What are they?

A

3: alarm reaction, the resistance stage, the exhaustion stage

219
Q

Lazarus and Folkman (1984; Lazarus, 1991) developed a theory of what?

A

Stress, appraisal, and coping

220
Q

How did Lazarus and Folkman look at stress?

A

As an ongoing process in which individuals appraise the environment and attempt to cope with stressors; this appraisal often triggers a set of coping mechanism by the body; stress can be healthy, but when chronic and prolonged, the body responds negatively; most of these reactions are automatic, whether wanted or not; some reactions have no obvious physical symptoms

221
Q

What two groups does coping contain?

A

Problem-focused coping & emotion-focused coping

222
Q

What are some physical stressors?

A

Heat, noise, light

223
Q

What are examples of psychological stressors?

A

Role ambiguity, interpersonal conflict, lack of control, annoyance

224
Q

Common stressors in the workplace

A

Heat, cold, and noise; role stressors; workload; work pace, time pressure; work schedule; interpersonal demands and conflict; situational constraints; perceived control; emotional Labor; traumatic job stressors (e.g. violence)

225
Q

In early studies of work stress, what did I-O psychologists focus on?

A

Physical stressors and their effects

226
Q

What did Evans and Johnson (2000) found that ___ is associated with elevated levels of stress hormones and lower task performance?

A

Low-level noise in an open-office setting

227
Q

What was Sprigg, Stride, Wall, Holman, & Smith (2007) do in their study on relationships between workload demand and and stressors?

A

A study of 936 British employees from 22 call centers on the relationships between workload demands and back disorders

228
Q

What are the 7 psychological stressors categories listed in the textbook?

A

Lack of control/predictability, interpersonal conflict, incivility at work, role stressors, work-family conflict, emotional Labor, and challenge and hinderance

229
Q

How do customer service employees tend to respond to incivility from customers?

A

Returning the incivility

230
Q

What did Rosen, Koopman, Gabriel, and Johnson (2016) find out about workplace incivility?

A

Experiencing it earlier in the day reduced workers’ feelings of self-control, which led them to behave with incivility later in the day

231
Q

What are the role stressors?

A

Role ambiguity, role conflict, role overload

232
Q

What is one complaint about role overload?

A

Working very long hours

233
Q

Why has work-family conflict become a larger source of work stressors?

A

Dual-career families; more women in the workplace

234
Q

In a study of men and women working in high-ranking positions, which sex has the higher level of stress and why?

A

Women; they are also typically more responsible for domestic duties; women who had children were also more stressed than those who did not have children

235
Q

Which sex tends to have better coping mechanisms?

A

Women

236
Q

Front (2000b) found in his study of 2,700 employed adults found that individuals who report work-family conflict were how much more likely to suffer from a mental health problem?

A

As much as 30 times more than employees who did not report this conflict

237
Q

What did Grzywacx and colleagues (2007) noted that research on work-family conflict has focused mainly on whom? Who was their study group? What did results indicate?

A

White adults; an immigrant Latino sample of the employed in the poultry-processing industry; they experienced infrequent work-family conflict; intercultural studies need to be done to take nonwhite individuals into consideration

238
Q

What did the 2001 study by human resources firm Hewitt Associates found what?

A

Only 10% of U.S. companies offered child care and another 10% arrange employee discounts at local providers; 80% must rely on themselves for child care expenses

239
Q

What are some examples of occupations that have been studied for emotional labor?

A

Police officers, waiting staff, bill collectors, sales clerks, bank tellers, and flight attendants

240
Q

What are the two types of acting that a person can use in order to keep their emotional labor to themselves?

A

Surface acting and deep acting

241
Q

What did Chi and colleagues (2011) find out in their research on surface acting?

A

It can be a successful strategy for extroverts but not introverts

242
Q

Which form of acting is best for introverts to use?

A

Deep acting

243
Q

Grandey, Kern, and Front (2007) found that workers in jobs requiring emotional labor often encounter what from customers?

A

Verbal abuse

244
Q

U.S. call center employees reported what daily average number of calls in which they were verbally abused?

A

7

245
Q

What percentage of U.K. airline and railway employees reported that they were verbally abused at least once per month?

A

75%

246
Q

What does I-O psychologists recommend to workers of emotional-labor jobs should do to alleviate stress levels?

A

Have a sense of humor, obtain social support from coworkers, and depersonalize from stressful customers or clients

247
Q

Rupp and Spencer (2006) suggested that organizations should do what to elevate worker stress?

A

Train employees to regulate their emotions when dealing with difficult clients or customers

248
Q

The reduction of turnover from stress induced by emotional labor could be contributed to what, as proposed by Grandey, Fisk, & Steiner, (2005)?

A

Enhance employees’ perceptions of job autonomy

249
Q

Examples of challenge-related stressors

A

The number of projects assigned, time spent at work, volume of work at a given time, the amount and scope of responsibilities

250
Q

Examples of hindrance-related stressors

A

The degree as to which politics rather than performance affects organizational decisions, administrative red tape, lack of job security, stalled career progression, ,malfunctioning office equipment

251
Q

Physical/Medial/Physiological consequences of stress

A

Heart disease and stroke, digestive problems, back pain and arthritis, headaches, increased blood pressure and heart rate, production of stress hormones

252
Q

Psychological consequences of stress

A

Burnout, depression, anxiety,family problems, sleep problems, job dissatisfaction

253
Q

Behavioral consequences of stress

A

Absence, lateness, drug abuse, accidents, sabotage/violence, poor decision making/information processing, job performance, turnover

254
Q

Chronic stress has detrimental effects on what?

A

Memory, reaction times, accuracy, and performance of a variety of tasks, focusing attention, premature reactions, restricted use of relevant cues, increased errors on cognitive tasks

255
Q

What do fast-food delivery drivers have accidents during which time?

A

Rush period for deliveries, they are too busy looking for the addresses that they don’t pay as much attention to the traffic around them

256
Q

The stress and performance hypothesis states that they have what type of relationship?

A

inverted-U relationship

257
Q

What does an inverted-U graph indicate (Jex, 1998)?

A

Arousal/stress increases, performance increases, but only up to a certain point; when arousal becomes too high, performance begins to decline

258
Q

In a sample of nurses, Motowidlo, Packard, and Manning (1986) found that stress was negatively correlated with job performance in what areas?

A

Lower sensitivity, warmth, and tolerance toward patients

259
Q

What did the model created by Spencer & Fox (2005) do?

A

Linked stressors with counterproductive work behaviors

260
Q

Burnout was first observed in which professions?

A

Caring professions, e.g. nursing, social work, mental health providers, and teaching

261
Q

What were the 3 components of burnout?

A

Emotional exhaustion, feelings of depersonalization, and feelings of low Personal accomplishment

262
Q

How is burnout typically measured?

A

Maslach Burnout Inventory (MBI)

263
Q

What is the Maslach Burnout Inventory (MBI)?

A

A self-report measure that includes scales for the 3 burnout dimensions

264
Q

What are the 3 components of burnout at present?

A

Exhaustion, depersonalization and cynicism on the job, and a sense of ineffectiveness and lack of accomplishment on the job

265
Q

What is the MBI-General Survey?

A

Assesses the current burnout dimensions parallel to the original MBI Survey; except they do not explicitly mention caring professions

266
Q

Schaufeli and Enzmann (1998) examined burnout in the United States and the Netherlands. What did they find out?

A

Their work indicated that police officers and security guards in both countries had high levels of cynicism and feelings of ineffectiveness; teachers had the highest levels of exhaustion but average levels of cynicism and feelings of ineffectiveness; employees in the medical field had high levels of person inefficacy but lower cynicism and feelings of ineffectiveness

267
Q

After their investigation, Maslach and Leiter (2008) found that early warning signs of burnout led to what? What was the tipping point that decided this?

A

Later and more serious burnout, but only in certain situations; workers’ perception of fairness in the workplace

268
Q

What did LeBlanc, Hox, Schaufeli, Taris, and Peeters (2007) develop?

A

A team-based burnout intervention program for burnout among oncology care providers in the Netherlands; Take Care!; includes support group meetings

269
Q

What did scientists learn from their experiment using Tae Care! ?

A

Care providers in the experimental group showed less emotional exhaustion than the ones in the control group

270
Q

What should interventions intended to reduce burnout should be focused on what?

A

The individual and the job; a combination of stress management, skills training, and job design are the most promising

271
Q

Stress causes what to happen to blood vessels? What does this cause?

A

Shrink in the peripheral areas of the body; wear and tear on arteries; the body needs more oxygen due to difficulty with circulation

272
Q

What are the 2 types of shift work?

A

1.) fixed shift- workers are assigned to a specific shift
2.) rotating shift- working from shift-to-shift

273
Q

Which type of shift work is more likely associated with problems? Why?

A

Rotating shifts; they lead to disturbed sleeping cycles; hard on older workers

274
Q

Monk and Wagner (1989) found out what?

A

When night workers begin to adjust their circadian clocks to daytime activities on off days, these daytime activities can cause negative effects

275
Q

What did Barton (1994) discover when examining the differences between nurses who worked rotating and fixed night shifts?

A

Permanent night shift nurses reported fewer problems with health, sleep, and social or domestic activities

276
Q

What type of shift is usually beneficial to dual-wage families with small children?

A

Fixed shift

277
Q

What are the two types of non-traditional work schedules?

A

Flexible (flextime) and compressed

278
Q

What did Ronen (1981) find happened after the introduction of flextime?

A

The average arrival time for coworkers was 8 minutes later than it had been before. The average departure time was 22 minutes later than it was before

279
Q

What is a common work plan for compressed work schedules?

A

The 4/10 plan, where only 4 days is used to accumulate 40 hours for the week

280
Q

In 2008, how many national companies provided the option for compressed schedules? Which professions tend to use these?

A

35%; manufacturing industries

280
Q

Baltes and colleagues (1999) conducted a meta-analysis of 39 studies on the effects of flextime (27 studies) and compressed workweeks (12 studies). What were the results?

A

Flextime was associated with higher productivity and lower absenteeism; compressed workweek was associated with supervisors’ performance ratings were higher

281
Q

By 2002, a survey by Families and Work Institute found what?

A

42% of U.S. employees has access to compressed workweek options

282
Q

How was the compressed workweek beneficial to green initiatives?

A

Reduced fuel consumption and emissions, saves energy, reduce traffic

283
Q

What evidence comes from Kauffeld, Jonas, and Frey (2004)’s study of German service workers?

A

They found that a flexible work schedule increased adherence to company goal, lowered absence, and increased work quality

284
Q

What were the findings of a study conducted by Wickramasinghe and jayabandu (2007) on flextime at an IT sector in Sri Lanka?

A

It enhanced perceptions of work-life balance and increased employee commitment and loyalty

285
Q

Who formulated the demand-control model?

A

Karasek (1979)

286
Q

What are some high-strain jobs?

A

Food service worker, waitperson, nurse’s aide, assembly line worker, computer help-desk operator

287
Q

Jobs characterized by ___ that also provide sufficient control create a ___?

A

High demands; “active” job situation that is stimulating and health promoting

288
Q

What are some examples of an active job?

A

Lawyer, engineer, manager, physicians

289
Q
A

Io psy (1 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions