MGMT 330 UNIT 1-4 Flashcards
What is Organizational Behavior?
A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
Micro OB
Study of individual & group behavior in organizations (e.g. personality, performance, motivation)
Macro OB
Study of structural characteristics of organizations (e.g. structure, culture, strategy)
What is Resource-Based View?
Argues that firms possess resources, a subset of which enable them to achieve competitive advantage, and a subset of those that lead to superior long-term performance. Resources that are valuable and rare can lead to the creation of competitive advantage. (Rare, Imitable, Non-substitutable)
Case Studies: How is it used?
Analyzes the data, results, and offer support recommendations to the general manager regarding the satisfaction and engagement of the company’s workforce.
Empirical Arguments
Empirical evidence is the information obtained through observation and documentation of certain behavior and patterns or through an experiment
What did each of these studies find?
“The 100 Best” firms outperformed their matches over a 5-year period.
Reliability
If you measure the same thing, do you get the same result?
Test-retest reliability
Measures same thing across multiple times—
If a person takes the same test on multiple occasions, will the score be relatively similar?
Inter-rater reliability
Measures same thing across multiple raters—
If different raters evaluate the same person, will their ratings be relatively similar?
Inter-item reliability
Measure the same thing across multiple items—
If different items on the same test are supposed to be measuring the same thing, will their ratings be similar?
Validity
Are you measure what you think you’re measuring?
A valid measure is one that is not:
Contaminated: Includes things that it shouldn’t be measuring & Deficient: doesn’t include things that it should be measuring
Assessing the validity of our measures:
Content Validation: Does the measure make sense to the group? & Predictive Validation: Is the measure related to the things it should be related to
The relationship between reliability and validity
A measure CAN be reliable even if it isn’t valid.
A measure CANT be valid if it isn’t reliable.
What is Correlation?
Measures the strength of that relationship
How do we interpret a correlation?
Magnitude
—The stronger the (absolute) value of the correlation, the stronger the relationship between the variables
How do we interpret the magnitude of correlation?
Strong: .50
Moderate: .30
Weak .10
Positive Correlation
As the value of X increases, the value of Y increases
Negative Correlation
As the value of X increases, the value of Y decreases
What is needed to infer causality from a correlation? (3)
(1) Covariance: There is correlation between X and Y
(2) Temporal Procedure: X changed before Y
(3) Elimination of Alternative Explanations: No alternative reasons that caused both changes in satisfaction and performance
What is Meta-Analysis?
A statistical technique for summarizing the relationships between variables by combining multiple effects from multiple different studies
What is Job Performance?
The value of the set of behaviors that contributes, either positively or negatively, to organizational goal accomplishment
Advantages of looking at results:
(1) More objective
(2) Match more easily with job goals/descriptions
(3) More strongly related to organization’s “bottom line”
Advantages of looking at behaviors:
(1) Driven by factors within the employee’s control
(2) Easier to evaluate individual performance in a team
(3) Easier to determine good/bad
Internal behavior for measurement:
Job Analysis
External behavior for measurement:
O*NET
How to conduct a job analysis?
Create a scale that asses the extent to which the employee performs each behavior
Routine Task Performance
Involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way
Adaptive Task Performance
Involves employee responses to task demand that are novel, unusual, or, at the very least, unpredictable
Creative Task Performance
Involves the development of ideas or physical outcomes that are both novel and useful
Interpersonal Citizenship Behavior
Benefit coworkers and colleagues beyond normal job expectations
Organizational Citizenship Behavior
Benefit the larger organization beyond normal job expectations
Counterproductive Behavior
Employee behaviors that intentionally hinder organizational goal accomplishment
Organization Counterproductive Behavior:
(1) Property deviance
(2) Production deviance
Interpersonal Counterproductive Behavior:
(1) Political Deviance
(2) Personal Aggression
Organizational Commitment
Organizational commitment refers to the connection or bond employees have with their employer (the organization).
Affective Commitment
A desire on the part of the employee to remain a member of the organization because of an emotional attachment to, or involvement in, that organization
“I stay because I want to”
Continuance Commitment
A desire on the part of the employee remain a member of the organization because of an awareness of the cost associated with leaving
“I stay because I need to.”
Normative Commitment
A desire on the part of the employee to remain a member of the organization because of a feeling of obligation
“I stay because I ought to”
Factors that influence the different dimensions of commitment?
Management, Work Team, Department
Erosion Model
Who is most likely to leave?
Model of Social Influence
How is information/attitudes/rumors/moods/emotions, etc.
Withdrawal
A set of actions that employees perform to avoid the work situation
Exit
Ending or restricting organizational membership
Voice
Attempting to improve the situation
Loyalty
Remaining supportive and hoping for the best
Neglect
Reducing interest and effort on the job
