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Definition
is the set of individual expectations about th employment relationship
-offers a balance between individual contributions made to the organization and inducements received. |
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Term
| Fundamental Attribution Error |
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Definition
| over estimates internal factors an underestimates external factors as influences on someone's behavior |
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Term
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Definition
| explains personal success by internal causes and personal failures by external causes |
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Definition
| occurs when attributes commonly associated with a group are assigned to an individual |
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Definition
| occurs when attribute is used to develop an overrall impression ofa person or situation |
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Definition
| is the tendency to define problems from one's own point of view |
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Term
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Definition
is the assignment of personal attributes to other individuals
-they all influence how people communicate and behave toward one another |
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Definition
| is the systematic attemto to influence how others perceive us |
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Term
Big 5 Personality Demensions:
Extraversion |
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Definition
| being outgoing, sociable, and assertive |
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Term
Big 5 Personality Demensions:
Agreeableness |
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Definition
| being good-natured, cooperative and trusting |
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Term
Big 5 Personality Demensions:
Conscientiousness |
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Definition
| being responsible, dependable and careful |
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Term
Big 5 Personality Demensions:
Emotional Stability |
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Definition
| being relaxed, secure and unworried |
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Term
Big 5 Personality Demensions:
Openness to Experience |
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Definition
| being curious, receptive to new ideas, and imaginative |
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Term
4 Dimensions used in the Myers-Brigs type indicator:
Extraverted vs. Introverted (E or I) |
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Definition
social interaction-
whether a person tends toward being outgoing and sociable or shy and quiet |
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Term
4 Dimensions used in the Myers-Brigs type indicator:
Sensing vs. Intuitive (S or N) |
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Definition
gathering data-
whether a person tends to focus on details or on the big picture when dealling with problems |
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Term
4 Dimensions used in the Myers-Brigs type indicator:
Thinking vs. Feeling (T or F) |
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Definition
decision making-
whether a person tends to rely on logic or emotions when dealing with problems |
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Term
4 Dimensions used in the Myers-Brigs type indicator:
Judging vs. Perceiving (J or P) |
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Definition
work style-
whether a person prefers order and control or acts with sponteneity |
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| Personal Conception Trait |
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Definition
| describes how people by personality tend to relate with the environment |
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Term
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Definition
| a predispositio to act in a certain way |
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Term
| Emotional Adjustment Trait |
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Definition
| describes how people are inclined toward handleing stress and uncomfortable situations |
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Term
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Definition
| is the degree to which an individual feels positive or negative about a job |
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Term
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Definition
| occur as temporary temporary absenteeism and actual job turnover |
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Definition
| willingness to help others do extra, and feeling positive about the organization |
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Term
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Definition
| the extent to which an individual is dedicated to a job |
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Term
| Organizational Committment |
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Definition
| the loyalty of an individual to the organization |
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Term
| Organizational Citizenship |
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Definition
| a willingnss to "go beyond the call of duty" or "go the extra mle" in ones work |
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Definition
| an ability to understand emotions and manage relationships effectively |
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Definition
| are strong feeling directed toward someone or something |
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Definition
| generalized positive and negative feelings or states of mind |
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Definition
| the spillover of one's positive or negative moods onto another |
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Definition
| anyting that causees stress |
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Term
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Definition
| acts in a positive way to increas effor, stimulate creaativity and encourage diligence in one's work |
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Definition
| impairs the performance of an individual |
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Term
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Definition
| physical and mental exhaustion from work stress |
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Term
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Definition
| aggressive behavior toward coworkers or the work setting |
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