Lecture 1 Flashcards
Organisational Behavior (OB)
The study of individuals and their behaviors at work (focus on applied social psychology)
Evidence-based management (EBM)
= the ability to translate research into practice, reduces judgment error in decision-making
Cycle of evidence-based management
- Selecting the best available evidence
- Systematic decision-making
- Re-evaluating and adapting
4 kinds of evidence in evidence-based management
- Scientific literature (empirical studies)
- Organizations (internal data)
- Practitioners (Professional expertise)
- Stakeholders (values and concerns)
How is leadership style connected to genetics?
Being a great leader is only based on genetics for 24%
Transformational leadership style
Charismatic leaders, leaders who inspire others
Transactional leadership style
A leader whose style is more likely to resort to rewards and punishments
Ways to measure personality (7)
- Myers-Briggs Type Indicator
- The Big Five
- Psychological capita
- Type A versus Type B
- Machiavellianism
- Self-monitoring
- Risk-taking
Myers-Briggs Type Indicator
The most often administered personality test in organizational settings
- Based on Carl Jung
- Claims to assess your ‘true’ personality type
(unconscious)
- Claims to predict behavior
Introversion vs Extroversion
Sensing vs Intuition
Thinking vs Feeling
Judging vs Perceiving
The Big Five
- Openness to experience
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism
Reliable predictors of job performance, entrepreneurship, deviant behavior, turnover, and turnover intentions
Person-Environment Fit (PE)
= when an individual’s personality is aligned with their environment, it results in job satisfaction, organizational commitment, and better performance on the job
Two types of fit
- Person-Organization (PO) fit - Person-Job (PJ) fit
Person-Organization Fit
= match between a person’s individual values and those of the organization they work for
Selection by the organization as well as the employee
Results in increased job satisfaction, organizational commitment, and better performance
Person-Job Fit
Job characteristics are aligned with employees’ personality, motivations, and abilities
Two forms:
- Demands-abilities fir (DA) - Needs-supplies fit (NS)
Poor fit results in burnout, good fit results in a higher salary
attitude
= how positive or negative you feel about, think about, or act towards a topic or entity
ABC: Affect, Behavior, Cognition
Job Satisfaction
pleasurable or positive emotional state resulting from the appraisal of job or job experience
Job Description Index + its 5 facets
One of the most used job satisfaction questionnaire
5 facets: Work, Pay, Promotion, Supervision, Co-workers
Organizational Commitment
A psychological state that describes an employee’s relationship with their organization and a propensity to continue the relationship
Three components of commitment
- Affective commitment (emotional attachment)
- Continuance commitment (cost of leaving)
- Normative commitment (moral obligation to stay)
Perceived Organizational Support (POS)
POS: Employees’ perception of whether or not the organization values their contributions and cares about their well-being
Favorable treatment in terms of :
- Fairness - Supervisor support - Rewards & Job conditions
How to increase (POS) Perceived Organizational Support
- Implement supportive workforce services
- Be fair and equitable
- Set realistic goals and provide rewards
- Offer individualized benefits
- Support supervisor
- Train people to be supportive
- Promote social networks
- Start support even before employment
