Term
| EVALUATIVE COMPONENT (of attitudes) |
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Definition
| 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
| 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
| 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
| 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
| Attitudes relating to any aspect of work or work settings. |
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Term
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Definition
| 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
| 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
| Beliefs that individuals possess certain characteristics because of their membership in certain groups. |
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Term
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Definition
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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
| 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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Term
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Definition
| Actions, such as chronic absenteeism and voluntary turnover (quitting ones job) that enables employees to escape from adverse organizational situations. |
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Term
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Definition
| A form of EMPLOYEE TURNOVER in which an individual resigns freely from his or her job. |
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Term
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Definition
| The tendency for people to enjoy high levels of satisfaction on new jobs that they have taken in response to dissatisfaction with their old jobs. |
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Term
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Definition
| The tendency for people's level of satisfaction to drop over time from when a position is brand new to when one gains more experience iwth it. |
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Term
| HONEYMOON-HANGOVER EFFECT |
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Definition
| The tendency for the HOONYMOON EFFECT to occur (for job satisfaction to increase as a dissatisfied person takes a new job) followed by HANGOVER EFFECT (for the high levels of satisfaction associated with a new job to decline over time). |
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Term
| UNFOLDING MODEL OF VOLUNTARY TURNOVER |
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Definition
| A conceptualization that explains the cognitive processes through which people make decisions about quitting or staying on their jobs. |
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Term
| ORGANIZATIONAL CITIZENSHIP BEHAVIORS (OCB) |
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Definition
| Voluntary acts of coorperation that go beyond formal job requirements. |
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Term
| HIGH PERFORMANCE WORK SYSTEMS |
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Definition
| Organizations that offer employees opportunites to participate in decision making, provide incentives for them to do so, and emphasize opportunities to develop skills. |
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Term
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Definition
| The degree to which the capacity to make decisions resides in several people as opposed to one or just a handful. |
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Term
| ORGANIZATIONAL COMMITMENT |
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Definition
| The extent to which an individual identifies and is involved with his or her organization and/or is unwilling to leave it (AFFECTIVE COMMITMENT, CONTINUANCE COMMITMENT, and NORMATIVE COMMITMENT). |
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Term
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Definition
| The strength of a persons desire to continue working for an organization because he or she needs to do so and cannot afford to do otherwise. |
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Term
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Definition
| The strength of a person's desire to work for an organization because he or she agrees with it and wants to do so. |
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Term
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Definition
| The strength of a person's desire to continue working because he or she feels obligations from others to remain there. |
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Term
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Definition
| Incentive plans in which employees receive bonuses in proportion to the company's profitability. |
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