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Definition
| An individual's capacity to perform the various tasks in a job. |
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| The capacity to do mental activities - thinking, reasoning, and problem solving. |
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Definition
| intelligence contains four subparts: cognitive, social, emotional, and cultural |
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Definition
| The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics. |
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| biographical characteristics |
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Definition
| personal charactersitcs - such as age, gender, race, and length of tenure= that are objective and easily obtained from personnel records. |
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Definition
| Any relatively permanent change in behavior that occurs as a result of experience. |
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Definition
| A type of conditioning in which an individual responds to some stimulus that would not ordinarily produce such a response. |
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| A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment. |
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| A theory which argues that behavior follows stimuli in a relatively unthinking manner. |
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| The view that people can learn through observation and direct experience. |
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Definition
| systmatically reinforcing each successive step that moves an individual closer to the desired response. |
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Definition
| reinfordcing a desired behavior each time it is demonstrated. |
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| intermittennt reinforcement |
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Definition
| Reinforcing a desired behavior often enough to make the behavior worth repeating but not every time it is demonstrated. |
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Definition
| Spacing rewards at uniform time intervals. |
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| variable-interval schedule |
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Definition
| Distributing rewards in time so that reinforcements are unpredictable. |
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Definition
| Initiating rewards after a fixed or constant number of responses. |
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Definition
| Varying the reward relative to the behavior of the individual |
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Definition
| The application of reinforcement concepts to individuals in the work setting. |
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Definition
| Evaluative statements or judgements concerning objects, people, or events. |
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| Cognitive component of an attitude |
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Definition
| The opinion or belief segment of an attitude. |
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| Affective component of an attitude |
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Definition
| The emotional or feeling segment of an attitude. |
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Term
| Behavioral component of an attitude |
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Definition
| An intention to behave in a certain way toward someone or something. |
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Definition
| Any incompatibility between two or more attitudes or between behavior and attitutdes. |
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Definition
| Attitudes are used after the fact to make sense out of an action that has already occurred. |
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Definition
| A positive feeling about one's job resulting from an evaluation of its characteristics. |
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Definition
| The degree to which a person identifies with a job, actively participates in it, and considers performances important to self-worth. |
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| Psychological empowerment |
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Definition
| Employees' belief in the degree to which they impact their work environment, their competence, the meaningfulness of their job, and the perceived autonomy in their work. |
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| Organizational commitment |
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Definition
| The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. |
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Definition
| An emotional attachment to the organiation and a belief in its values. |
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Definition
| The perceived economic value of remaining with an organization compared to leaving it. |
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Definition
| An obligation to remain with the organization for moral or ethical reasons. |
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| Perceived organizational support |
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Definition
| The degree to which employees believe the organization values their contribution and cares about their well-being. |
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Definition
| An individual's involvement with, satisfaction with, and enthusiasm or the work they do. |
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Definition
| Eliciting responses from employees through questionnaires on how they feel about their jobs, work groups, supervisors, and the organization. |
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Definition
| Dissatisfaction expressed through behavior directed toward leaving the organization. |
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Definition
| Dissatisfaction expressed through active and constructive attempts to improve conditions. |
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Definition
| Dissatisfaction expressed by passively waiting for conditions to improve. |
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Definition
| Dissatisfaction expressed through allowing conditions to worsen. |
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Definition
| The sum total of ways in which an individual reacts and interacts with others. |
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Term
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Definition
| enduring characteristics that describe an individual's behavior. |
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Term
| Myers-Briggs Type Indicator (MBTI) |
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Definition
| A personality test that taps four characteristics and classifies peole into 1 of 16 personality types. |
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Definition
| A personality dimension describing someone who is sociable, gregarious, and assertive. |
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Definition
| A personality dimension describing someone who is good-natured, cooperative, and trusting. |
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Definition
| A personality dimension that describes someone who is responsible, dependable, persistent, and organized. |
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Definition
| A personality dimension that characterizes someone as calm, self-confident, secure(positive) versus nervous, depressed, and insecure(negative). |
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Definition
| A personality dimnension that characterizes someone in terms of imagination, sensitivity, and curiosity. |
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Definition
| Degree to which individuals like or dislike themselves, whether they see themselves as capable and effective, and whether they feel they are in control of their environment or powerless over their environment. |
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Definition
| Individuals' degree of liking or disliking themselves and the degree to which they think they are worhty or unworthy as a person. |
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Definition
| The degree to which people believe that they are masters of their own fate. |
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Definition
| Individuals who believe that they control what happens to them. |
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Definition
| Individuals who believe that what happens to them is controlled by outside forces such as luck or chance. |
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Definition
| Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means. |
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Definition
| Tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement. |
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Definition
A personality trait that measures and individual's ability to adjust his or her behavior to external, situational factors. |
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Definition
| Aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing efforts of other things or other people. |
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Definition
| People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs. |
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Definition
| Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. |
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Definition
| A hierarchy based on a ranking of an individual's values in terms of their intensity. |
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Definition
| Desirable end-states of existence; teh goals that a person would like to achive during his or her lifetime. |
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Definition
| Preferable modes of behavior or means of achieving one's terminal values. |
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Definition
| A natioanl culture attribute describing the extent to which a society accepts that power in institutions and organizations is distributed unequally. |
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Definition
| A national culture attribute describing the degree to which people prefer to act as individuals rather than as members of groups. |
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Definition
| A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them. |
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Definition
| A national culture attribute describing the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism. |
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Definition
| A national culture attribute that has little differentiation between male and female roles, where women are treated as the equals of men in all respects of the society. |
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| A national culture attribute describing the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them. |
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Definition
| A national culture attribute that emphasizes the future, thrift, and persistence. |
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Definition
| A national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligations. |
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Term
| personality-job fit theory |
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Definition
| Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. |
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Definition
| A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. |
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Definition
| An attempt when individuals observe behavior to determine whether it is internally or externally caused. |
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| Fundamental attribution error |
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Definition
| The tendency to underesteimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others. |
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Term
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Definition
The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors. EX: When you do well on a test, you did it. When you do badly, it's the teacher's fault, the material, weather, etc... |
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Definition
| Selectively interpreting what one sees on the basis of one's interests, background, experience, and attitutdes. |
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Definition
| Drawing a general impression about an individual on the basis of a single characteristic. |
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Definition
| Evaluation of a person's characteristics that are affected by comparisions with other people recently encountered who rank higher or lower on the same characteristics. |
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Definition
| Attributing one's own characteristics to other people. |
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Definition
| Judging someone on the basis of one's perception of the group to which that person belongs. |
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Term
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Definition
| A situation in which one person inaccurately perceives a second person and the resulting expectations cause the second person to behave in ways consistent with the original perception. |
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Definition
| A form of stereotyping in which a group of individuals is singled out- typincally on the basis of race or ethicity- for intensive inquiry, scrutinizing, or investigation. |
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Term
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Definition
| the choices made from among two or more alternitives. |
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Term
| Rational decision-making model |
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Definition
A decision-making model that describes how individuals should behave in order to maximize some outcome. Steps: 1. define the problem 2. identify the decision criteria. 3. allocate weights to teh criteria 4. develop the alternatives. 5. evaluate the altrnatives. 6. select the best alternative. |
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Definition
| an area of inquiry that argues that we must experience the emotions that we do because they serve a purpose |
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Term
| Three-component model of creativity |
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Definition
| The proposition that individual creativity requires expertise, creative-thinking skills, and intrinsic task motivation. |
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Term
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Definition
| Making decisions by constructiong simplified models that extract the essential freatures from problems without capturing all their complexity. |
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Definition
| A tendency to fixate on initial information, from which we then fail to adequately adjust for subsequent information. |
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Definition
| The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgements. |
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Definition
| The tendency for people to base their judgements on information that is readily available to them. |
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Term
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Definition
| Assessing the likelihood of an occurrence by inappropriately considering the current situation as identical to ones in the past. |
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Definition
| An increased commitment to a previous decision in spite of negative information. |
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Definition
| the tendency of individuals to believe that they can predict the outcome of random events. |
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Term
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Definition
| A decision-making dictum that argues that the winning participants in an auction typically pay too much for the winning item. |
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Definition
| The tendency for us to believe falsely that we'd have accurately predicted the outcome of an event, after that outcome is actually known. |
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Term
| Intuitive decision making |
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Definition
| An unconscious process created out of distilled experience. |
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Definition
| The processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. |
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Term
| Hierarchy of needs theory |
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Definition
| physiological & safety(low order), social & esteem(higher-order), self-actualization(the drive to become what one is capable of becoming.) |
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Definition
| Posits there are three groups of core needs: existence, relatedness, and growth |
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Term
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Definition
| Factors - such as company policy and administration, supervision, and salary- that, when adequate in a job, placate workers. When inadequate, people will be pissed. |
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Term
| McClelland's theory of needs |
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Definition
Says there are three important needs that explain motivation: achievement: drive to excel, strive to succeed power: make others behave in a way that they would not have otherwise. affiliation: the desire for friendly and close interpersonal relationships. |
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Term
| Cognitive evaluation theory |
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Definition
| A theory stating that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation. |
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Term
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Definition
| The degree to which a person's reasons for pursuing a goal is consistent with the person's interests and core values. |
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Definition
| The theory that specific and difficult goals, with feedback, lead to higher performance. |
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Term
| Management by objectives (MBO) |
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Definition
| A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress. |
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Definition
| behavior is a function of its consequences |
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Term
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Definition
| individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities |
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Term
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Definition
| The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. |
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Term
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Definition
an overall perception of what is fair in the workplace, comprised of: Distributive justice: perceived fairness of the amount and allocation of rewards among individuals Procedural justice: the perceived fairness of the process used to determine the distribution of rewards Interactional justice: perceived degree to which an individual is treated with dignity, concern, and respect |
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Term
| Job characteristics model (JCM) |
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Definition
5 core job dimensions: skill variety: degree the job requires variety of different activities task identity: completion of a whole and identifiable piece of work task significance: substantial impact on lives or work of people autonomy: freedom and discretion in scheduling and determining procedures to be used in carrying out tasks feedback: doing the job results in information about one's performance |
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Term
| Motivating potential score (MPS) |
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Definition
| A predictive index suggesting the motivating potential in a job. |
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Term
job enlargement vs job enrichment |
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Definition
job enlargement - increasing the number and variety of tasks that an individual performs results in jobs with more diversity. job enrichment - the vertical expansion of jobs, increasing the degree to which the worker controls the planning, execution, and evaluation of the work. |
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Term
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Definition
| refers to employees who do their work at home at least two days a week on a computer that is linked to their office. |
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Term
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Definition
| High levels of performance are partially a function of an absence of obstacles that constrain the employee. |
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Term
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Definition
| A participative process that uses the input of emplyees and is intended to increase emplyee commitment to the organization's success. |
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Term
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Definition
| A process in which subordinates share a significant degree of decision-making power with their immediate superiors. |
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Term
| representative participation |
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Definition
| workers participate in organizational decision making through a small group of representative employees |
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Term
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Definition
| a work group of emplyees who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions. |
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Term
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Definition
| a pay plan that bases a portion of an employee's pay on some individual and/or organizational measure of performance. |
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Term
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Definition
| a pay plan in which workers are paid a fixed sum for reach unit of production completed. |
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Term
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Definition
| A pay plan based on performance appraisal ratings. |
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Term
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Definition
| an organizationwide program that distributes compensation based on some estabilshed formula designed around a company's profitability. |
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Term
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Definition
| a formula-based group incentive plan. Improvements in group productivity determine the total amount of money that is to be allocated. |
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Definition
| a mood dimension consisting of specific positive emotions like excitement, self-assurance, and cheerfulness at the high end, and boredom, sluggishness, and tiredness at teh low end. |
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Term
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Definition
| a mood dimension consisting of nervousness, stress, and anxiety at the high end, and relaxation, tranquility, and poise at the low end. |
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Term
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Definition
| tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on). |
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Term
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Definition
| individual differences in the strength with which individuals experience their emotions |
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Term
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Definition
| the tendency of people to associate two events when in reality there is no connection. |
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Term
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Definition
| a situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work. |
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Term
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Definition
| inconsistencies between the emotions we feel and the emotions we project. |
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Term
surface acting display acting |
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Definition
surface acting: hiding one's inner feelings and forgoing emotional expressions in response to display rules. deep acting: trying to modify one's true inner feelings based on display rules. |
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Term
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Definition
| a model which suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors. |
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