MGMT 311 - Chapter 2

Values

abstract ideals that guide one's thinking and behavior across all situations. Influenced by religious and spiritual beliefs, etc etc

Self-enhancement

concern for the welfare and interests of other

Job satisfaction

effective or emotional response to ward various facets of one's job

Withdrawal cognitions

encapsulate this thought process by representing an individual's overall thoughts and feelings about quitting

Employee engagement

harnessing of organization members selves to their work roles, people employ and express themselves physically, cognitively, and emotionally

Openness to change

independence of thought action and feelings of readiness for change

OCB

individual behavior that is discretionary not directly or explicitly, recognized by the formal reward system and that in the aggregate promotes the effective functioning of the organization

Dispositional components

job satisfactions remains partly a function of both personal traits and genetic factors

Conservation

order, self-restriction, preservation of past, resistance to change

Workplace attitudes

outcome of various OB-related processes including leadership

Perceived stress

positively related to absenteeism, turnover, etc. strong negative relationship with job satisfaction

Cognitive dissonance

psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions

Motivation

psychological process that arouses our interest in doing something and it directs and guides our behavior

Self-transcendence

pursuit of one's own interests and relative success over others

Organizational commitment

reflects the extent to which an individual identifies with an organization and commits to a goal. Likely continuation of their employment with organization, greater motivation toward pursuing organizational goals and decisions

Perceived organizational support

reflects the extent to which employees believe their organization values their contributions and genuinely cares about their well-being

Attitudes

represent feelings, opinions, about people places and objects

Met expectations

represent the difference between what an individual expects to receive from a job, and what he or she actually receives

Job involvement

represents the extent to which an individual is personally involved with his or her work role

Need fulfillment

satisfaction is determines by the extent to which the characteristics of a job allow an individual to fulfill his or her needs

Value attainment

satisfaction resulted from perception that a job allows for fulfillment of an individual's important values

Equity

satisfaction ties to how fairly an individual is treated at work

Schwartz Value Theory

values are motivational in that they represent broad goals that apply across context and time