MOS 2181 Quiz 4-5 Flashcards
The structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behaviour; reflects what people are like and creates their social reputaiton
Personality
Recurring trends in people’s responses to their environemnt
Traits
Shared beliefs about desirable end states or modes of conduct in a given culture that influence the expression of traits
Cultural Values
Relatively stable capabilities of people for performing a particular range of related activities
Ability
Dimension of personality-reflecting traits like being dependable, organized, reliable, ambitious, hardworking, and persevering
Conscientiousness
Dimension of personality-reflecting traits like being kind, cooperative, sympathetic, helpful, courteous, and warm
Agreeableness
Dimension of personality-reflecting traits like being nervous, moody, emotional, insecure, jealous, and unstable
Neuroticism
Dimension of personality-reflecting traits like being curious, imaginative, creative, complex, refined, and sophisticated
Openness (to experience)
Dimension of personality-reflecting traits like being talkative, sociable, passionate, assertive, bold, and dominant
Extraversion
The five major dimensions of personality: conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion
Big Five
A strong desire to accomplish task related goals as a means of expressing one’s personality
Accomplishment Striving
A strong desire to obtain acceptance in personal relationships as a means of expressing one’s personality
Communion Striving
Situations in which two people have just met
Zero fuaintance Situations
A strong desire to obtain power and influence within a social structure as a means of expressing one’s personality
Status Striving
A dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation
Positive Affectivity
A dispositional tendency to experience unpleasant, engaging moods such as hostility, nervousness, and annoyance
Negative Affectivity
One’s tendency to view the cause of events and personal outcomes as internally or externally controlled
Locus of Control
The shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations
Culture
The degree to which a culture has a loosely knit social framework () or a tight social framework ()
Individualism-collectivism
The degree to which a culture prefers equal power distribution or an unequal power distribution
Power Distance
The degree to which a culture tolerates ambiguous situations or feels threatened by them
Uncertainty Avoidance
The degree to which a culture values stereotypically male traits or stereotypically female traits
Masculinity-femininity
The degree to which a culture stresses values that are past- and present-oriented or future-oriented
Short-term vs. long-term orientation
A propensity to view one’s own cultural values as “right” and those of other cultures as “wrong”
Ethnocentrism
Capabilities related to the use of knowledge to make decisions and solve problems
Cognitive Ability
Various capabilities associated with understanding and expressing oral and written communication
Verbal Ability
Capabilities associated with doing basic mathematical operations and selecting and applying formulas to solve mathematical problems
Quantitative Ability
A diverse set of abilities associated with sensing and solving problems using insight, rules, and logic
Reasoning Ability
Capabilities associated with visual and mental representation and manipulation of objets in space
Spatial Ability
The capacity to perceive, understand, and recall patterns of information
Perceptual Ability
The general level of cognitive ability that plays an important role in determining the more narrow cognitive abilities
General Cognitive Ability
A set of abilities related to the understanding and use of emotions that affect social functioning
Emotional Intelligence
The ability to recognize and understand the emotions in oneself
Self Awareness
The ability to recognize and understand emotions that other people are having
Other Awareness
The ability to recover quickly from emotional experiences
Emotion Regulation
The degree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to do
Use of Emotions
The degree to which the body is capable of exerting force
Strength
The ability of a person’s lungs and circulatory system to work efficiently while he or she is engaging in prolonged physical activity
Stamina
The ability to bend, stretch, twist, or reach
Flexibility
The quality of physical movement in terms of synchronization of movement and balance
Coordination
Capabilities associated with manipulating and controlling objects
psychomotor ability
Capabilities associated with vision and hearing
Sensory Ability
Performance in the routine conditions that surround daily job tasks
Typical Performance
Performance in brief, special circumstances that demand a person’s best effort
Maximum Performance
The degree to which situations have clear behavioural expectations, incentives, or instructions that make differences between individuals less important
Situational Strength
The degree to which situations provide cues that trigger the expression of a given personality trait
Trait activation
A 12-minute test of general cognitive ability used to hire job applicants
Wonderlic Personnel Test
A pleasurable emotional state resulting from the appraisal of one’s job or job experiences; represents how a person feels and thinks about his or her job
Job Satisfaction
Things that people consciously or unconsciously want to seek or attain
Values
A theory that argues that job satisfaction depends on whether the employee perceives that his or her job supplies those things that he or she values
Value-percept theory
Employees’ feelings about the compensation for their jobs
Pay satisfaction
Employees’ feelings about how the company handles promotions
Promotion Satisfaction
Employees’ feelings about their boss, including his or her competency, communication, and personality
Supervision Satisfaction
Employees’ feelings about their co-workers, including their abilities and personalities
Co-worker Satisfaction
Employees’ feelings about their actual work tasks
Satisfaction with the work itself
A psychological state indicating the degree to which work tasks are viewed as something that counts in the employee’s system of philosophies and beliefs
Meaningfulness of work
A psychological state indicating the degree to which employees feel they are key drivers of quality of work output
Responsibility for Outcomes
A psychological state indicating the extent to which employees are aware of how well or how poorly they are doing
Knowledge of Results
A theory that argues that five core characteristics (variety, identity, significance, autonomy, and feedback) combine to result in high levels of satisfaction with the work itself
Job Characteristics Theory
The degree to which a job requires different activities and skills
Variety
The degree to which a job offers completion of a whole, identifiable piece of work
Identity
The degree to which a job really matters and impacts society as a whole
Significance
The degree to which a job provides freedom, independence, and discretion to perform the work
Autonomy
In job characteristics theory, the degree to which the job itself provides information about how well the job holder is doing
Feedback
The degree to which employees have the aptitude and competence needed to succeed on their job
Knowledge and Skill
The degree to which employees desire to develop themselves further
Growth Need Strength
When job duties and responsibilities are expanded to provide increased levels of core job characteristics
job enrichment
When employees shape, mold, and redefine their job in a proactive way
Job crafting
States of feeling that are mild in intensity, last for an extended period of time, and are not directed at anything
Moods
The degree to which an employee is in a good versus bad mood
Pleasantness
The degree to which moods are aroused and active, as opposed to unaroused and inactive
activation
A state in which employees feel a total immersion in the task at hand, sometimes losing track of how much time has passed
Flow
A theory that describes how workplace events can generate emotional reactions that impact work behaviours
Affective Events THeory
Intense feelings, often lasting for a short duration, that are clearly directed at someone or some circumstance
Emotions
Employees’ feelings of joy, pride, relief, hope, love and compassion
Positive emotions
Employees’ feelings of fear, guilt, shame, sadness, envy, and disgust
Negative Emotions
The management of their emotions that employees must do to complete their job duties successfully
Emotional Labour
The idea that emotions can be transferred from one person to another
Emotional Contagion
The degree to which employees feel ta sense of happiness with their lives in general
Life satisfaction
A facet measure of job satisfaction that assesses an individual’s satisfaction with pay, promotion opportunities, supervision, co-workers, and the work itself
Job Descriptive Index (JDI)
