MGMT Chapter 3
Job satisfaction and job performance (three views)
Job satisfaction causes job performance; job performance causes job satisfaction; the job satisfaction-job performance relationship is moderated by other variables such as rewards
Emotions
A state of physiological arousal accompanied by changes in facial expressions, gestures, posture, or subjective feelings
Mood
A long-lasting state of emotion
Cognitive dissonance
A mental state of anxiety that occurs when there is a conflict among an individual's various cognitions (ex. attitudes and beliefs) after a decision has been made
Personality
A relatively stable set of feelings and behaviors that have been significantly formed by genetic and environmental factors
Primary (stable) dimensions of diversity (6)
Age, ethnicity, gender, physical attributes, race, sexual/affectional orientation
Job satisfaction
An attitude people have about their job
Self-efficacy
Designates a person's belief that he or she has the competency to complete a job successfully
Secondary (changeable) dimensions of diversity (5)
Educational background, marital status, religious beliefs, health, and work experience
Benefits of diversity and inclusion
Enhanced decision quality; better connection with customers; more creative innovation; higher financial performance
Other types of diversity
Generational diversity, disability diversity
Attitudes
Mental states of readiness learned and organized through experience
Agreeableness
One of the Big Five dimensions; it is the tendency to be courteous, forgiving, tolerant, trusting, and softhearted
Extroversion
One of the Big Five personality dimensions; it is a trait that indicates a person's outgoing, sociable behavior
Emotional stability
One of the Big Five personality dimensions; it is the ability to be calm, relaxed, and secure
Conscientiousness
One of the Big Five personality dimensions; it is the tendency to be dependable, organized, thorough, and responsible
Openness to experience
One of the Big Five personality dimensions; it reflect the extent to which an individual is broad-minded, creative, curious, and intelligent
Factors of job satisfaction
Pay, promotion opportunities, supervision, co-workers, working conditions, and job security
Creativity
Personality trait that involves the ability to break away from habit-bound thinking and produce novel and useful ideas
Diversity
Refers to attributes that make people different from one another
Mental ability
Refers to one's level of intelligence and can be divided into subcategories, including verbal fluency and comprehension, inductive and deductive reasoning, associative memory, and spatial orientation
Self-efficacy managerial and organizational implications
Selection decisions; training programs; goal setting and performance
Emotional intelligence dimensions
Self-awareness, social awareness, self-management, relationship management
Locus of Control
Specifies a person's belief that he or she does not master his or her fate
Emotional intelligence (EI)
The ability to manage one's own and others' emotions in order to guide one's behavior and achieve goals
Emotional labor
The effort and work to manage your emotions to keep them under control
Affect
The emotional component of an attitude; often learned from parents, teachers, and peer group members
Mood (or emotional) contagion
The transfer of mood or emotions from one individual to others
Tacit knowledge
The work-related practical know-how that employees acquire through observation and direct experience on the job
Cognition
This is basically what individuals know about themselves and their environment. Cognition implies a conscious process of acquiring knowledge
Ability
a person's talent to perform a mental or physical task
