OB

What is Organizational citizenship behavior

- OCB at the organizational level is voice (telling the boss it will hurt the organization), civic virtue, boosterism.

What are the four performance management techniques used to guide performance appraisals?

1. (MBO) Management by objectives: a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals. 2. (BARS) Behaviorally Anchored Rating Scales: measure performance by directly assessing job performance behaviors. 3. 360º feedback: approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee's performance behaviors. 4. Forced Ranking: bell curve

Describe each of the 4 types of validities? How do we find evidence for each type of validity.

1. construct: whether a measurement tool really represents the thing we are interested in measuring. It's central to establishing the overall validity of a method. Can't be directly observed, but can be observed by observing others. (can be measured on a basis of a collection of symptoms and indicators.) 2. Content validity: asses whether a test is representative of all aspects of the construct. (if criteria is left out or does not pertain to the subject then the results will not be an accurate indication.) 3. Face validity: considers how suitable the content of a test seems to be on the surface. Face validity is more informal and more subjective assessment. than content.(on the surface the survey seems like a good representation of what you want to test, so you consider it to have high face validity.) 4. Criterion Validity: evaluates how closely the results of your test correspond to the results of a different test. (if outcomes are similar there is a high criterion validity)

What are the types of deviances in the workplace?

1. production deviance 2. property deviance 3. political deviance 4. personal deviance are behaviors that harm the organization's assets, possessions, and contracts.

With the increase in service jobs, explain implications for job performance.

1. the costs of bad task performance are more immediate and more obvious. 2. service work contexts place a greater premium on high levels of citizenship behavior and low levels of counter productive behavior.

The scientific method

1. theory 2. hypothesis 3. data 4. verification (this is how ideas are tested in OB, every theory must be followed up and tested by scientific data) [data, test, revise]

What are the different types of commitment?

Affective commitment is a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. Continuance Commitment is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it. Normative commitment is defined as a desire to remain a member of an organization due to a feeling of an organization due to a feeling of obligation.

What is a meta-analysis?

Combining multiple measures and multiple measures of intelligence. It takes all of the correlations found in the studies with large samples are weighted average (such that correlations found in studies with large samples are weighted more than correlations based on studies with small samples.) Offers more potential benefits of social recognition than the methods of experience, intuition, or authority could have provided.

How is it Different from HRM?

HRM takes the theories & principles studied in OB and explores the "nuts & bolts" applications of those principles.(OB is the subject and HRM is the in person trial) OB is a subfield of management science that predicts human behavior in organizations. HRM is another subfield of management science that deals more directly with the individual.

What are the characteristics of the various types of Study designs? (E.g., What are the characteristics of a True Experiment?).

In general, designs considered to be true experiments contain three key features: independent and dependent variables, pretesting and posttesting, and experimental and control groups.

What are their individual mechanisms in the integrative model of organizational behavior? Why is the study important?

Individual mechanisms such as; job satisfaction; feeling of work stress; psychological response to job demands that tax or exceed their capacities, motivation; captures the energetic forces drive the employee, justice & ethics; business is done with fairness, learning & decision making; how employees gain knowledge. These are important to study because the ultimately influence the individual outcomes (job performance & organizational commitment)

Why is it important to consider group mechanisms in OB?

It acknowledges that employees don't work alone. Typically work in one or more work teams led by some formal leader. They influence the outcomes of the individual mechanisms (job satisfaction, stress, motivation, justice, ethics, learning, and decision making.)

What is the resource-based view of an organization? Provide examples.

It is the what exaclty makes resources valuable that is, what makes them capable of creating long-erm profits for the firm. Firm's resources include financial: (revenue, equity, etc.), physical:(buildings, machines, technology), resources:(also related to OB knowledges, ability, wisdom, as well as the image, culture, and goodwill of the organization). Example: resource is more valuable when it's rare playing cards, diamonds, etc. Also that good employees are rare. Resource is more valuable when it can not be imitated.

When evaluating employee's performance what are the limitations of using a results focused approach?

It sometimes outside of employee control examples are sales, markets, equipment failures.

ID the outcomes central to OB. What factors influence these key outcomes? What is the integrative model of OB?

Job performance and Organizational behavior are the two individual outcomes of OB. Individual mechanisms such as (job satisfaction, stress, motivation, justice, ethics, learning, and decision making.) influence the individual mechanisms. And organizational mechanisms (organizational culture & structure) group mechanisms (leadership styles & behaviors, leadership power & negotiation, teams processes & communication, teams characteristics & diversity), and individual characteristics (ability , personality & cultural values) all affect the individual mechanisms. The integrative model of organizational behavior is the chain of reaction listed above. Should provide a road map for understanding OB.

What does a correlation describe? What types of information can you get from a correlation?

Normal distributions are defined by two parameters, the mean (μ) and the standard deviation (σ). 68% of the area of a normal distribution is within one standard deviation of the mean. Approximately 95% of the area of a normal distribution is within two standard deviations of the mean.

How is it similar?

OB and HRM strongly overlap in practice. (e.g. culture, recruitment, selection, and leadership are intertwined.)

What is interpersonal citizenship behavior?

OCB at the interpersonal level involves helping, good sportsmanship , courteous. - such behaviors involve; assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations.

What is Citizenship behavior? How does it benefit an organization?

OCB is voluntary activities that may or may not be rewarded but that contribute to the organization by improving the quality of the setting where work occurs. - the behaviors benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it.

Explain the rule of 1/8

One must bear in mind that one-half of organizations won't believe the connection between how they manage their people and the profits they earn. 1/2 of those who do see the connection will do what many organizations have done try to make a single change to solve their problems, not realizing that the effective management of people requires a more comprehensive and systematic approach. OF the firms that make comprehensive ally derive economic benefits. Because one-half times one-half equals one-eighth, at best 12 percent of organizations will actually do what is required to build profits by putting people first.

Describe the ways of knowing things. What are the pros and cons of each way?

PROS: - method of experience: people hold firmly to some belief because it is consistent with their own experience and observations. - method of intuition: people hold firmly to some belief because it "just stands to reason" it seems obvious or self-evident. -method of authority: people hold firmly to some belief because some respected official, agency, or source has said it is so. - method of science: people accept some because scientific studies have tended to replicate that result using a series of samples, settings, and methods. CONS: - the three methods might have led you to the opposite belief that providing social recognition has no impact on the performance and commitment of work units. It may be that public praise has always made you uncomfortable or embarrassed to the point that youv'e tried to hide especially effective behaviors to avoid being singled out by your boss.

What are the predictors of the different types of commitment?

Predictors of Affective Commitment: - organizational support (POS) (r=.6) - fairness/justice (r=.4) - role conflict (r=-.3) - role ambiguity (r=-.4)

What does statistical significance tell us?

Statistical significance is a determination about the null hypothesis, which hypothesizes that the results are due to chance alone. A data set provides statistical significance when the p-value is sufficiently small

What is the O*NET? What information can it provide us?

The Occupational Information Network (O*Net) is a comprehensive, interactive database developed by the US Department of Labor to identify and describe important information about occupations, worker characteristics, work skills and training requirements.

Why is its study so important to organizations?

This study is important because it helps organizations keep their employees and prevent turn over rates. We can also define how committed an employee is to their company, and if they are engaging in withdrawal behavior.

What are the three conditions to establishing casuality

To establish causality you need to show three things-that X came before Y, that the observed relationship between X and Y didn't happen by chance alone, and that there is nothing else that accounts for the X -> Y relationship. (John Stuart Mills; there is a random assignment)x

What is the social influence model?

a model that suggests that employees with direct linkages to coworkers who leave the organization will themselves become more likely to leave. If Tod has many friends, and these bonds are strong, Tod's choice to leave may now influence his friends to leave with him.

What are some examples of some common method biases?

common method bias, describes the measurement error that is compounded by the sociability of respondents who want to provide positive answers. Asking who stole the last cookie, there will obviously be a swayed answer since most will not tell on themselves. -inflates the relationship between two variables that use the same source.

Explain correlations

correlations(r) are the similarities between two ideas and/or objects. Correlation provides a number that expresses an answer to the "how often" question.

Null hypothesis test

given that the null hypothesis is true what is the probability of observing results as extreme as this. - what is the probability that what we found - assuming that nothing is going on what is the probability of seeing that extreme of a result.

What is adaptive performance?

involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.

What is routine performance? (task)

involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.

What is organizational commitment

is defined as the desire on the part of an employee to remain a member of the organization.

What is creative performance?

is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.

What is OB?

is the field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. interchange able with organizational psychology

What is the erosion model?

suggests that employees with fewer bonds will be most likely to quit the organization. If Tod has fewer connections to the rest of the company they will more than likely leave the organization due to their lack of personal connection.

How does task performance relate to counterproductive behavior?

task performance and counter productive behaviors are negatively or inversely correlated.