GB 215 Chapters 1-4

affective organizational commitment

Individual's emotional attachment to, involvement in, and identification with an organization

Organizational Effectiveness

a broad concept represented by several perspectives, including the organization's fit with the external environment, internal subsystems configuration for high performance, emphasis on organizational learning, and ability to satisfy the needs of key stakeholders

power distance

a cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society

Collectivism

a cross-cultural value describing the degree to which people in a culture emphasize duty to groups to which they belong and to group harmony

individualism

a cross-cultural value describing the degree to which people in a culture emphasize independence and personal uniqueness

uncertainty avoidance

a cross-cultural value describing the degree to which people in a culture tolerate ambiguity (low uncertainty avoidance) or feel threatened by ambiguity and uncertainty (high uncertainty avoidance)

achievement-nurturing orientation

a cross-cultural value describing the degree to which people in a culture, emphasize competitive versus cooperative relations with other people

norm of reciprocity

a felt obligation and social expectation of helping or otherwise giving something of value to someone who has already helped or given something of value to you

Johari Window

a model of mutual understanding that encourages disclosure and feedback to increase our own open area and reduce the blind, hidden, and unknown areas

General Adaptation Syndrome

a model of the stress experience, consisting of three stages: alarm reaction, resistance, and exhaustion

recency effect

a perceptual error in which the most recent information dominates our perception of others

false consensus effect

a perceptual error in which we overestimate the extent to which others have beliefs and characteristics similar to our own

primacy effect

a perceptual error in which we quickly form an opinion of people based on the first information we receive about them

halo effect

a perceptual error whereby our general impression of a person, usually based on one prominent characteristic, colors our perception of other characteristics of that person

Moral sensitivity

a person's ability to recognize the presence of an ethical issue and determine its relative importance

self-efficacy

a person's belief that he or she has the ability, motivation, correct role perceptions, and favorable situation to complete a task successfully (MARS)

job satisfaction

a person's evaluation of his or her job and work context

self-enhancement

a person's inherent motivation to have a positive self-concept ( and to have others perceive them favorably), such as being competent, attractive, lucky, ethical, and important

empathy

a person's understanding of and sensitivity to the feelings, thoughts, and situations of others

psychopathy

a personality trait of people who ruthlessly dominate and manipulate others without empathy or any feelings of remorse or anxiety, use superficial charm, yet are social predators who engage in antisocial, impulsive, and often fraudulent thrill-seeking behavior

Open System

a perspective that holds that organizations depend on the external environment for resources, affect that environment through output, and consist of internal subsystems that transform inputs to outputs

emotional intelligence

a set of abilities to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others

service profit chain model

a theory explaining how employees' job satisfaction influences company profitability indirectly through service quality, customer loyalty, and related factors

social identity theory

a theory stating that people define themselves by the groups to which they belong or have an emotional attachment

contact hypothesis

a theory stating that the more we interact with someone, the less prejudiced or perceptually biased we will be against that person

stress

an adaptive response to a situation that is perceived as challenging or threatening to the person's well-being

cognitive dissonance

an emotional experience caused by a perception that our beliefs, feelings, and behavior are incongruent with one another

continuance commitment

an individual's calculative attachment to an organization

self-concept

an individual's self-beliefs and self-evaluations

stressors

any environmental conditions that place a physical or emotional demand on the person

dark triad

cluster of three socially undesirable (dark) personality traits: Machiavellianism, narcissism, and psychopathy

Work-Life Integration

degree that people are effectively engaged in their various work and nonwork roles and have a low degree of role conflict across those life domains

Role Perceptions

degree to which person understands the job duties assigned to or expected of them

Deep-Level Diversity

differences in psychological characteristics of employees, including personalities, beliefs, values, and attitudes

Motivation

forces within person that affect direction, intensity, and persistence of voluntary behavior

Organizations

groups of ppl who work interdependently toward some purpose

Stereotype threat

individual's concern about confirming a negative stereotype about his/her group

Task Performance

individual's voluntary goal-directed behaviors that contribute to organizational objectives

Stakeholders

individuals, groups, and other entities that affect, or are affected by, the organization's objectives and actions

Myers-Briggs Type Indicator (MBTI)

instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information

mental models

knowledge structures that we develop to describe, explain, and predict world around us

Human capital

knowledge, skills, abilities, creative thinking, and other valued resources that employees bring to the organization

Ability

learned capabilities and natural aptitudes required to successfully complete a task

MARS model

model depicting the four variables - motivation, ability, role perceptions, and situational factors - that directly influence an individuals voluntary behavior and performance

Surface-Level Diversity

observable demographic or physiological difference in ppl, such as race, ethnicity, gender, age, and physical disabilities

Corporate Social Responsibility (CSR)

organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations

categorical thinking

organizing people and objects into preconceived categories that are stored in our long-term memory

locus of control

person's general belief about amount of control he/she has over personal life events

Self-Verification

person's inherent motivation to confirm and maintain his or her existing self-concept

mindfulness

person's receptive and impartial attention to and awareness of present situation as well as to one's own thoughts and emotions in the moment

Conscientiousness

personality dimension describing people who are organized, dependable, goal focused, thorough, disciplined, methodical, and industrious

Openness to experience

personality dimension describing ppl who are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive

Extraversion

personality dimension describing ppl who are outgoing, talkative, sociable, and assertive

Agreeableness

personality dimension describing ppl who are trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible

Neuroticism

personality dimension describing ppl who tend to be anxious, insecure, self-conscious, depressed, and temperamental

Machiavvellianism

personality trait of ppl who demonstrate a strong motivation to achieve their own goals at the expense of others, who believe that deceit is a natural and acceptable way to achieve their goals, who take pleasure in outwitting and misleading others using crude influence tactics, and who have cynical disregard for morality

Narcissism

personality trait with grandiose, obsessive belief in their superiority and entitlement, a propensity to aggressively engage in attention-seeking behaviors, an intense envy of others, and tendency to exhibit arrogance, callousness, and exploitation of others for personal aggrandizement

emotions

physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness

trust

positive expectations one person has toward another person in situations involving risk

stereotyping

process of assigning traits to people based on their membership in a social category

selective attention

process of attending to some information received by our senses and ignoring other information

confirmation bias

process of screening out information that is contrary to our values and assumptions, and to more readily accept confirming information

Personality

relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics

values

relatively stable, evaluative beliefs that guide a person's preferences for outcomes or courses of action in a variety of situations

self-serving bias

tendency to attribute our favorable outcomes to internal factors and failures to external factors

fundamental attribution error

tendency to see person rather than the situation as the main cause of person's behavior

attitudes

the cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event

work-life integration

the degree that people are effectively engaged in their various work and nonwork roles and have a low degree of role conflict across those life domains

moral intensity

the degree to which an issue demands the application of ethical principles

emotional labor

the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions

Five Factor (Big Five) Model (FFM)

the five broad dimensions representing most personality traits: conscientiousness, emotional stability, openness to experience, agreeableness, and extraversion

exit-voice-loyalty-neglect (EVLN) model

the four ways, as indicated in the name, that employees respond to job dissatisfaction

self-fulfilling prophecy

the perceptual process in which our expectations about another person cause that person to act more consistently with those expectations

attribution process

the perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors

perception

the process of receiving information about and making sense of world around us

Organizational behavior

the study of what people think, feel, and do in and around organizations

organizational politics

use of influence tactics for personal gain at the perceived expense of others and the organization

Organizational citizenship behaviors (OCBs)

various forms of cooperation and helpfulness to others that support the organization's social and psychological context

counterproductive work behaviors

voluntary behaviors that have potential to directly or indirectly harm the organization

Inclusive workplace

workplace that values ppl of all identities and allows them to be fully themselves while contributing to the organization