MGT 341-Ch.2
____ represent our feelings or opinions abut people, places and objects and range from positive to negative
Attitudes
Fortune listed ____ as the 70th best company to work for in 2015
Cisco
_____ represents the psychological discomfort a person experiences when simultaneously holding 2 or more conflicting cognitions (ideas, beliefs, values, or emotions)
Cognitive dissonance
_____ work behavior (CWB) harms other employees, the organization as a whole, and/or organizational stakeholders such as customers and shareholders
Counterproductive
_____ is the harnessing or organization members selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance
Employee engagement
____ theory builds on the notion that satisfaction rests on how "fairly" an individual is treated at work; monitor employees perceptions of fairness and interact with them so they feel fairly treated
Equity
____ is a policy of giving employees flexible work hours so they can come and go at different times, as long as they work a set number of hours
Flextime
____ is an affective or emotional response toward various facets of your job; essentially reflects the extent to which an individual likes their job
Job satisfaction
____ represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives
Met expectations
____ are physiological or psychological deficiencies that arouse behavior
Needs
____ programs help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics and clarifying work-role expectations and responsibilities
Onboarding
____ commitment reflects the extent to which an individual identifies with an organization and commits to its goals
Organizational
_____ citizenship behavior (OCB) is defined as 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
Organizational
______ (POS) reflects the extent to which employees believe their organization values their contributions and genuinely cares about their well-being
Perceived organizational support
*Person* factors of employee engagement: -Personality -____ psychological capital -Human and ___ capital
Positive; social
_____ contracts represent an individuals perception about the reciprocal exchange between him or herself and another party
Psychological
____ is related to absenteeism, turnover, coronary heart disease, and viral infections; it also has a strong negative relationship to job satisfaction and employee engagement
Stress
_____ are environmental characteristics that cause stress
Stressors
Determinants of Intention: *_____ norm* is a social factor representing the perceived social pressure for or against the behavior
Subjective
____ allows employees to do all or some of their work from home, using advanced telecommunications technology and internet tools to send work electronically from home to the office, and vice versa
Telecommuting
_____ are abstract ideals that guide our thinking and behavior across all situations
Values
_____ attitudes are an outcome of various OB-related processes, including leadership; attitudes that have resulted from the interaction of various individual, group, and organizational processes
Workplace
What are the 2 *organizational-level* outcomes that correlate to job satisfaction?
accounting/financial performance and customer service/satisfaction
The ____ component of an attitude contains our *feelings or emotions* about a given object or situation; *"I feel"*
affective
What are the 3 components that influence overall attitudes?
affective, cognitive, behavioral
Values and attitudes are a predictor of behavior and are therefore likely to ____
agree
In a work environment, the psychological contract represents an employee's ____ about what he or she is entitled to receive in return for what he or she provides to the organization
beliefs
The _____ component of an attitude reflects our beliefs or ideas about an object or situation; "*I believe"*
cognitive
Which is NOT a key workplace attitude managers track? A. cognitive dissonance B. organizational commitment C. employee engagement D. perceived organizational support
cognitive dissonance
Need ____ models propose that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfill his or her needs
fulfillment
Cognitive dissonance is a representation of:
psychological discomfort
People are engaged when their work contains ____ and when they receive timely feedback about performance
variety
OCBs are ____ and help work groups and the organization to effectively achieve goals
voluntary
We are more likely to reciprocate with hard work and dedication when our employer treats us fairly--but the favorable treatment must be ____, not imposed by external constraints such as government or union rules
voluntary
Most people go through a process of thinking about whether they should quit-- ____ cognitions capture this thought process by representing an individuals overall thoughts and feelings about quitting
withdrawal
An individuals overall thoughts and feelings about quitting and the though process that encapsulates this are called:
withdrawal cognitions
Managers can reduce employee ___ by trying to reduce the gap between an employees values and the values that support the organizations culture
turnover
To achieve ____, managers should structure work and its associated rewards to reinforce employee's values
value attainment
OB researchers define ____ as a force that binds an individual to a course of action of relevance to one or more targets
commitment
Savvy managers will track 4 key workplace attitudes: 1. Organizational ____ 2. Employee ____ 3. Perceived organizational ____ 4. ____ satisfaction
commitment; engagement; support; job
Individuals committed to an organization tend to display a: A. confusion about self sufficiency B. continuation of employment with the firm C. higher level of cognitive dissonance D. long list of subjective norms
continuation of employment with the firm
The fact that at work some coworkers remain satisfied in situations where others always seem dissatisfied is the idea behind: A. equity theory B. cognitive dissonance C. value attainment D. disposition/genetic components
disposition/genetic components
Employee engagement can be increased by: -Listening and communicating _____ -Offering career and developmental ____ for employees -Recognizing people for ____ work
effectively; opportunities; good
The concept of *equity* ties directly to how ____ a person is treated at work
fairly
Managers can foster positive POS by treating employees ____, avoid political behavior, provide job ____, empower employees, reduce ____ in the work environment, eliminate abusive supervision, and fulfill the psychological contract
fairly; security; stressors
*Values* represent ____ beliefs that influence behavior across *all* situations
global
Job ____ represents the extent to which an individual is personally engaged in his or her work role
involvement
Ways Edward Jones increases employee commitment: -Values ____ -Promotes close-knit ____ -Grants paid time off for employee ___ work
mentoring; culture; volunteer
A challenge for managers is that all employees have different ____ to be fulfilled
needs
People who have a ____ attitude about work will be more open to working longer hours
positive
Perceived organizational support (POS) is related to lower tendency to ___ among employees
quit
Determinants of Intention: *Attitude toward the _____* is the degree to which a person has a favorable or unfavorable evaluation of the behavior in question
behavior
We can reduce cognitive dissonance in 3 ways: 1. Change your attitude or ____ or both 2. Belittle the importance of the ____ behavior 3. Find consonant elements that ____ dissonant ones
behavior; inconsistent; outweigh
The ____ component refers to the way we *intend or expect* to act toward someone or something; *"I intend"*
behavioral
Determinants of Intention: *Perceived behavioral ____* is the perceived ease or difficulty of performing the behavior, assumed to reflect past experience and anticipate obstacles
control
Kahn described "the harnessing of organization members selves to their work roles" as:
employee engagement
When people express themselves physically, cognitively, and emotionally during a role performance, they are demonstrating:
employee engagement
Committed individuals are likely to continue their ____ with the organization and have a greater ____ toward pursuing organizational goals and decisions
employment; motivation
Researchers believe job satisfaction and performance ____ influence each other through a host of person factors and environmental characteristics contained in the Organizing Framework
indirectly
What are the 4 *behavioral* outcomes that correlate to job satisfaction
job performance, OCB (organizational citizenship behavior), CWB (counterproductive work behavior), turnover
Counterproductive work behavior (CWB) has a strong negative relationship with:
job satisfaction
There are 4 attitude and 4 behavior components found to correlate with:
job satisfaction
Job satisfaction and performance are ____ related
moderately
Employee ___ represents a psychological process that arouses our interest in doing something, and it directs and guides our behavior
motivation
What are the 4 *attitude* outcomes that correlate to job satisfaction?
motivation, job involvement, withdrawal cognitions, perceived stress
Our values are influenced by the values of our ____ and by the ____ we have as children
parents; experiences
Talking to team members working on a class project about solutions to obstacles can increase ____ and create positive intentions about doing work A. perceived behavioral control B. emotional resistance C. intentional ambiguity D. subjective norms
perceive behavioral control
The idea that good treatment inspires good work behavior is the basic premise of _____ support
perceived organizational
According to the Organizing Framework for Understanding and Applying OB, *human and social capital* is considered a ____ factor which aids in employee engagement at work
person
According to Azjen model, someones intention to engage in a given behavior is a strong ____ of that behavior
predictor
We are motivated by the norm of ____ to return the favor when someone treats us well
reciprocity
Low job satisfaction is believed to be one of the most ____ contributors to thoughts of quitting
significant
Personal attitudes relate only to behavior directed toward ____ objects, persons or situations
specific
Values are relatively ____ and can influence our behavior without our being aware of it
stable
What are the 4 feelings associated with employee engagement?
urgency, focus, intensity, enthusiasm
The idea underlying ____ is that satisfaction results from the perception that a job allows for fulfillment of an individuals important values
value attainment
Political consultants use poll results to draft messages meant to nudge the public's attitudes toward _____ results
desired
Management can boost job satisfaction by hiring employees with an appropriate ____
disposition
Organizational climate can range from positive and inspiring to negative and depleting; positive climates obviously foster ____
engagement
Research shows that an employer breach of the psychological contract is associated with ____ organizational commitment, job satisfaction, and performance with greater intentions to ___
lower; quit
According to Azjen, modeling desired behaviors is an effective way to impact the intentions of others and increase ____ norms about doing work
subjective
People are more engaged when their manger is ____ and maintains a positive, trusting relationship with them
supportive
In the workplace, managers conduct attitude ____ to monitor workplace attitudes like job satisfaction and employee engagement, and to identify the causes of employee turnover
surveys
