Term
| EVALUATIVE COMPONENT (of attitudes) |
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Definition
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Our like or disliking of any particular person, item, or event.
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Term
| COGNITIVE COMPONENT (of attitudes) |
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Definition
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The things we believe about an attitude object, whether they are true or false.
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Term
| BEHAVIORAL COMPONENT (of attitudes) |
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Definition
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Our predisposition to behave in a way consistent with out beliefs and feelings about an attitude object.
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Term
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Definition
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Relatively stable clusters of feelings, beliefs, and behavioral intentions toward specific objects, people, or institutions.
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Term
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Definition
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Attitudes relating to any aspect of work or work settings.
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Term
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Definition
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Negative attitudes toward the members of specific groups, based solely on the fact that they are members of those groups (age, race, sexual orientation)
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Term
| ORGANIZATIONAL DEMOGRAPHY |
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Definition
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The nature of the composition of a workforce with respect to various characteristics (age, gender, ethnic makeup)
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Term
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Definition
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Beliefs that individuals possess certain characteristics because of their membership in certain groups.
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Term
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Definition
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The behavior consistent with a prejudicial attitude; the act of treating someone negatively because of his or her membership in a specific group.
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Term
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Definition
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Actions (personal ridicule, vandalism) taken against a person or group who follows a different faith.
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Term
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Definition
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Legislation designed to give employment opportunities to groups that have been underrepresented in the workforce, such as women and members of minority groups.
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Term
| DIVERSITY MANAGEMENT PROGRAMS |
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Definition
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Programs in which employees are taught to celebrate the differences between people and in which organizations create supportive work environments for women and minorities.
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Term
| AWARENESS-BASED DIVERSITY TRAINING |
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Definition
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A type of diversity management program designed to make people more aware of diversity issues in the workplace and to get them to recognize the underlying assumptions they make about people.
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Term
| SKILLS-BASED DIVERSITY TRAINING |
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Definition
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An approach to diversity management that goes beyond AWARENESS-BASED DIVERSITY TRAINING and is designed to develop people's skills with respect to managing diversity.
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Term
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Definition
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Positive or negative attitudes held by individuals toward their job.
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Term
| TWO-FACTOR THEORY OF JOB SATISFACTION |
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Definition
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A theory of job satisfaction suggesting that satisfaction and dissatisfaction stem from different groups of variable (motivators and hygiene factores, respectively).
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Term
| DISPOSITIONAL MODEL OF JOB SATISFACTION |
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Definition
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The conceptualization proposing that job satisfaction is a relatively stable disposition of an individual-that is, a characteristic that stays with people across situations.
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Term
| VALUE THEORY OF JOB SATISFACTION |
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Definition
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A theory suggesting that job satifaction depends primarily on the match between the otucomes individuals value in their jobs and their perceptions about the availability of such outcomes.
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Term
| SOCIAL INFORMATION PROCESSING MODEL |
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Definition
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A conceptualization specifying that people adopt attitudes and behaviors in keeping with the cues provided by others with whome they come into contact.
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Term
| JOB DESCRIPTIVE INDEX (JDI) |
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Definition
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A rating scale for assessing job satisfaction. Individuals respond to this questionnaire by indicating whether or not various adjectives describe aspects of their work.
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Term
| MINNESOTA SATISFACTION QUESTIONNAIRE (MSQ) |
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Definition
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A rating scale for assessing job satisfaction in which people indicate the extent to which they are satisfied with various aspects of their jobs.
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Term
| PAY SATISFACTION QUESTIONNAIRE (PSQ) |
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Definition
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A questionnaire designed to assess employees' level of satisfaction with various aspects of their pay.
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Term
| CRITICAL INCIDENT TECHNIQUE |
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Definition
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A procedure for measuring job satisfaction in which employees describe incidents relating to their work that they find especially satisfying or dissatisfying.
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Definition
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