OBHR 330 Exam 2 (Purdue)

Emotion Focused Cognitive Coping Methods

-Avoiding/ignoring -Looking for the positive in the negative -Reappraising

Affect-Based Trust

-Based on feelings -Highly related to how much you like an individual -Usually a supplement to the other two

Retributive Justice

-Based on principle of punishment -Intent is to dissuade further wrong-doing (you took my pay so I stole from you so you know not to take my pay again) -Looks like revenge -Like Greenberg study

Cognition-Based Trust

-Based on rational assessment -Time-laden process -Develops only after you have enough knowledge about trustworthiness of other person

Greenberg (1990)

-Dealt with informational justice in the workplace -Found that decreased informational justice led to higher theft (amongst other counterproductive behaviors)

Restorative Justice

-Employee seeks restitution -Often employe seeks an apology or other positive outcome -Much more positive because it works to restore order and good feelings -Looks like voice

Emotion Focused Behavioral Coping Methods

-Engaging in new activities -Seeking support -Venting anger

Challenge-Nonwork Stressors

-Family-Time Demands -Personal Development -Positive Life Events

What can organizations do?

-Increase psychological empowerment -Increase meaningfulness -Employ self-determined individuals with high self-efficacy and self-esteem -Increase impact

Informational Justice

-Perceived fairness of communication to employees (like adequate and clear explanations given, transparency) -2 rules

Distributive Justice

-Perceived fairness of decision making OUTCOMES (Ex. Are they fair when determining promotions?) -Heavily predicated on values -Can be based on groups (gender, race, etc.) -Has 3 norms/rules

Hinderance-Work Stressors

-Role Conflict -Role Ambiguity -Role Overload -Daily Hassles

Problem Focused Cognitive Coping Methods

-Strategizing -Self-motivating -Changing priorities

Other motivational factors

-Technology -Individual differences -Group dynamics -Organizational variables

Challenge-Work Stressors

-Time Pressure -Work Complexity -Work Responsibility

Dispositional-Based Trust

-Trust propensity - more trusting than others, general expectation that others are honest. -Affected by upbringing (nurturing parents and living in the USA)

Hinderance-Nonwork Stressors

-Work-Family Conflict -Negative Life Events -Financial Uncertainty

Problem Focused Behavioral Coping Methods

-Working harder -Seeking help -Getting new resources

Process Norms of Procedural Justice (4)

1. Consistency 2. Bias Suppression (subjective feelings shouldn't factor in) 3. Representativeness 4. Accuracy

How to increase motivation

1. Define work outcomes clearly (rewards/costs) 2. Define relationship between performance reward clearly 3. Make sure it's within reach

3 types of justice perceptions

1. Distributive Justice 2. Procedural Justice 3. Interactional Justice

Norms/rules of distributive justice (3)

1. Equity: Seen as fairest. More outcomes for those with more inputs (ex. more schooling = higher salary) 2. Equality: All team members receive same amount of outcomes, regardless of work. Seen as fair only in groups 3. Need: Certain groups are protected/given more resources (ex. giving new employees more help or a lighter load during on-boarding)

Rules of informational justice

1. Justification - decision-making procedures explained in a comprehensive and reasonable manner 2. Truthfulness - communications are honest and candid

Moral Awareness Factors

1. Moral Attentiveness - individual factor where you pay more attention to issues of morality 2. Moral Intensity - situational factor with how much ethical urgency exists in a situation. Based on consequences

What are the stages of the 4 component model?

1. Moral awareness 2. Moral judgement 3. Moral intent 4. Ethical behavior

Kohlberg's 3 Main Stages

1. Preconventional 2. Conventional 3. Postconventional

Rules of interpersonal justice

1. Respect - treated with dignity in a sincere manner 2. Propriety - No improper or offensive remarks made

Employee Justice Seeking Responses

1. Retributive Justice 2. Restorative Justice

Employee Norms of Procedural Justice (2)

1. Voice - giving an employee a chance to express their opinions during the process 2. Correctability - giving employees a chance to appeal if new process ineffective

What is the sequence of motivation?

1. choice 2. instrumental behaviors 3. satisfy motive

Coping strategies

1. cognitive restructuring 2. exercise and healthy eating 3. relaxation techniques 4. time management courses 5. removal from situation

Work-Family Conflict

A form of role conflict in which the demands of a work role hinder the fulfillment of the demands in a family role (or vice versa)

Stress

A psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources

Motivation

A set of energetic forces that determine the direction, intensity, and persistence of an employee's work effort

Engagement

A term commonly used in the contemporary workplace to summarize motivation levels

Expectancy Theory (VIE Theory)

A theory that describes the 3 core cognitive process employees go through to make choices among different voluntary responses (Valence, Instrumentality, Expectancy)

Transactional Theory of Stress

A theory that explains how stressful demands are perceived and appraised, as well as how people respond to the perceptions and appraisals. First go through primary appraisal, then secondary appraisal. If missing one of the appraisals, no stress in response

What are the 3 dimensions of trustworthiness?

Ability, Benevolence, and Integrity

Integrity

Adheres to similar morals and values

Behavioral Strains

Alcohol/drug use, compulsive behaviors, overeating, grinding teeth

Psychological Empowerment

An energy rooted in the belief that tasks are contributing to some larger purpose

Punishment

An event that decreases the behavior that it follows

Negative life events

An extreme event that is perceived as a universal stressor associated with negative emotions (divorce, death, etc.)

Self Efficacy

An individual's belief of ability to achieve goals and related to a sense of self as competence and effective

Locus of control

An individual's belief that what happens to them is under their control (lower stress levels for people who have internal vs external)

Extrinsic Motivation

Behavior motivated by external rewards (doing something for the rewards or to avoid punishments)

Intrinsic Motivation

Behavior motivated by internal rewards (do something for the love of doing it)

What are the methods of coping with stressors?

Behavioral coping and Cognitive coping

Benevolence

Belief that good motivates the behavior of the actor

Goal Setting Theory

Built on the idea that goals are the objective/aim of an action; they are the primary drivers of effort. Has 3 basic tenets: 1. Individuals must set self-set work goals 2. Goals must be clear, specific, challenging, attainable, and qualitative (SMART) 3. Feedback, task complexity, and goal commitment are important

Meaningfulness

Captures the value of a work goal or purpose, relative to a person's own ideals and passions

Abusive Supervision

Comes from lack of interpersonal justice Rare (1.5%), but very harmful

External Comparison

Comparing oneself to someone in a different company

Internal Comparison

Comparing oneself to someone in the same company

Financial Uncertainty

Concern/uncertainty about ability to have money to pay expenses (now or in the future)

Organization commitment related to...

Counterproductive behaviors

Psychological Strains

Depression, anxiety, irritability, forgetfulness, burnout, lack of confidence

Direction

Directs behavior

Needs Theory

Emphasize role that individual differences play Interaction between needs and drives to satisfy those needs motivation is the result of a person's attempt at fulfilling five basic needs: physiological, safety, social, esteem and self-actualization.

Justice Perceptions

Employee judgements about whether their work situation is fair. Note, they are perceptions, not facts so can be biased.

Intensity

Energizes behavior

Stress is felt the same by everyone. True or False and why?

False, people differ in the ways they perceive and evaluate stressors and how they cope with them. Therefore, two different people could be faced with the same situation and yet experience different stress levels

Underpayment

Fewer outcomes from job in ratio to incomes, results in anger

Behavior-Based Theory

Focus on behavioral outcomes Behavior-based theory believes motivating factors influence behavior towards work. Other view is Needs Theory

Reputation matters to clients/employees?

For clients: want to support the best orgs For employees: want to work for best orgs

Physiological Strains

Illness, high blood pressure, back pain, headaches, stomaches

Karasek's Demand-Control Model

In Karasek's model, workplace stress is a function of how demanding a person's job is and how much control the person has over their own responsibilities. This creates four kinds of jobs: passive, active, low strain and high strain.

Feedback

In goal setting theory, it refers to progress updates on work goals

What are some stress responses?

Increased heart rate, increased respiration, blood goes to muscle tissues, eyes dilate

What are the three motivation functions?

Intensity, direction, persistence

What are the types of motivation?

Intrinsic and extrinsic

Daily Hassles

Minor day-to-day demands that interfere with work accomplishment

Relationship between equity and organizational commitment

Moderate positive effect

Relationship between challenge stressors and organizational committment

Moderate positive relationship

Motivation = Competence?

NO! Motivation and competence are different factors, and any behavior is a mixture of both motivation and competence

3 Big Needs

Need for achievement, Need for power, and Need for affiliation

Strain

Negative consequences that occur because of stress

Personal Development

Participation in extra-curricular activities to foster personal growth (outside of home and work, like sports or music lessons)

Ethics

People behaving in a manner consistent with generally accepted norms of morality

Interpersonal Justice

Perceived fairness in the treatment of employees (treated with dignity and respect?) 2 rules

Interactional Justice

Perceived fairness of decision making PROCESS (emphasis on interactions) 2 components: interpersonal and informational justice

Procedural Justice

Perceived fairness of decision making PROCESS (emphasis on structural components - are the rules being followed correctly?) -Has employee and process norms

Type A behavior pattern

Person described by competitiveness/ time urgency, achievement striving, impatient, hostility, and related to heart disease

Positive Life Events

Positive changes that add to responsibilities and the positive emotions that are associated with it (marriage, birth, etc.)

Primary & Secondary Appraisals

Primary: Is this stressful? Secondary: How do I cope?

What are the two focuses of coping?

Problem focused coping and Emotion focused coping

Overpayment

Receiving greater outcomes than your average inputs, supposed to result in guilt, but doesn't always

Moral awareness

Recognition that a moral issue exists or an ethical code is relevant Can be very subtle and difficult to acknowledge Has 2 factors

Rewards called...

Reinforcement because it reinforces the behavior for the future

Work stress

Response to stimuli on the job that lead to negative consequences, physical or psychological, to the other people who are exposed to them

Job performance related to...

Self perceptions

Behavioral Coping

Set of physical activities that are used to deal with a stress reaction

Stressor

Situations that cause stress

Ability

Skills and experience

SMART Goals

Specific Measurable Achievable Results-based Time-sensitive

What are one of the biggest threats of mental health?

Stress

Challenge Stressors

Stressors that tend to be appraised as opportunities for growth and achievement

Hinderance Stressors

Stressors that tend to be appraised as thwarting progress toward growth and achievement

Relationship between hinderance stressors and organizational commitment

Strong negative relationship

Relationship between motivation and job performance

Strong positive relationship

Persistence

Sustains behavior

Problem focused coping

Tackle the stressor head on and usually occurs when optimistic and believe we can achieve our goals

Competence

The capability to perform work tasks successfully

Goal Commitment

The degree to which a person accepts a goal and is determined to reach it

Work Complexity

The degree to which job requirements tax or just exceed employee capabilities

Task Complexity

The degree to which the information and actions needed to complete a task are complicated

Valence

The desirability of an outcome, based on needs, usually expressed as a value from 1-10

Burnout

The emotional, mental, and physical exhaustion from coping with stressful demands on a continuing basis

Emotional support

The empathy and understanding that people receive from others that can be used to alleviate emotional distress from stressful demands

Instrumental support

The help people receive from others that can be used to address a stressful demand directly

Social support

The help people receive from others when they are confronted with stressful demands

Work Responsibility

The number and importance of the obligations that an employee has to others

Equity Theory of Motivation

The only theory that focuses on the importance of others when determining motivation. Says workers are motivated by the desire to be treated fairly. 4 parts: 1. Person (you) 2. Comparison Other (Coworker, friend, etc. who is similar to you) 3. Inputs 4. Outputs The you compare and contrast inputs and outputs between both people Theory doesn't cover long-term effects

Instrumentality

The perceived relationship between behavior and likelihood outcome will occur (If I do Y amount of work I will get *insert what you want*)

Expectancy

The perceived relationship between effort and performance of behavior (If I expend X amount of effort, I will complete Y amount of work)

Impact

The sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose

Time Pressure

The sense that the amount of time allotted to do a job is not quite enough

Reinforcement Theory

Thorndike's law effect- if a response is followed by something good, you'll be more likely to respond that way again in the future and if a response is followed by something bad, you'll be less likely to respond that way again in the future

Family Time Demand

Time that a person commits to participating in family activities

What is key when reinforcing or punishing?

Timing

Cognitive/Rational Theories

View workers as rational beings They rationally assess costs and benefits before taking action

Relationship between hinderance stressors and work performance

Weak negative relationship

Relationship between challenge stressors and work performance

Weak positive relationship

Role Overload

When an employee has too many demands to work effectively

Role Ambiguity

When an individual has a lack of direction and information about what needs to be done

Role Conflict

When others have conflicting expectations of what an individual needs to do

Equity Distress

When there is inequity, distress is felt (anger and guilt. Can reduce it by changing inputs, outcomes, quitting, mentally distorting inputs and outputs of self or other, or changing comparison other.

Job satisfaction related to...

Withdrawal behaviors

Is a motivated worker a productive worker?

Yes! Job performance is predicted by self-efficacy, difficulty of goals, perceptions of equity, and reinforcements of VIE

Are unethical behaviors common?

Yes! Unethical behaviors are crimes (even small ones like jaywalking or speeding), counterproductive behaviors, and ignoring people in need

fixed interval

amount of time does not change between effects (Example: get paid every 2 weeks)

Self report measures

asking individuals to rate their own stress usually done through surveys (measures two facets: organizational conditions and psychological and physical states)

classical conditioning

associative learning (acquisition of new knowledge)

negative reinforcement

bad is taken out of the environment

interval schedules

based on time

Yerkes-Dodson Curve

best performance occurs when you're a little bit anxious

social exchange

broad relationships, repayment expectations, and obligations are longer-term and less expected (high in trust, justice, and ethic)

operant conditioning

contingency based learning (reinforcements and punishments)

Moral intent

degree of commitment to the moral action

Ethical behavior

descisions at each of these stages determines behavior outcome

Need for achievement

desire to excel and succeed in jobs

goal orientation

dispositional learning styles

3 Sources of Trust

dispositional-based trust, cognition-based trust, affect-based trust

3 phases of burnout

emotional exhaustion, depersonalization, low-personal accomplishment

Emotional Exhaustion

employees feel emotionally drained

Low-personal accomplishment

employees feel they cannot deal with problems and feel helpless

Preconventional stage

focus on self-concerns and consequences (generally here before age 9)

Conventional stage

focus on social order and rules (most adults)

Post conventional stage

focuses on abstract ethics, moral principles (only 20% of people reach this)

positive punishment

get something unpleasant

positive reinforcement

good is added to the environment

Depersonalization

hardened by job and treat clients like objects

ratio schedules

how often and when the effect occurs

schedule of reinforcement

how often and when the effect occurs

Descriptive norms

how we actually act (actual behavior)

Prescriptive norms

how we ought to act (expectations for behavior)

Organizational coping strategies

improve person-environment fit, employee training and orientation programs, increase employee sense of control, provide a supportive environment, and improve communication

tacit knowledge

information that is learned through personal or vicarious experience(specific to the job or situation)

explicit knowledge

information that is learned through written or verbal communication (often general information)

expertise

knowledge and skills that differentiate and separates individuals based on ability levels

social cognitive theory

learning cognitive learning through observation

conditioning

learning through association

Measurement of common stressful events

measure amount of life changes or stress individuals experience (or perceive they will experience) to certain life events

Physiological measures

measure biological responses to stress in environment which includes blood pressure monitoring, EKGs, blood tests, and hormone tests

economic exchange

narrow relationships, do what I have to for pay and benefits (low trust, justice and ethics)

variable ratio

number of responses changes (Example: on average must make about 100 widgets to get a paycheck)

fixed ratio

number of responses does not change

3 ways to measure stress

physiological measures, self-report measures, measurement of common stressful events

Moral judgement

process people use to determine whether a particular action is ethical or unethical Usually using Kohlberg's Theory

Need for affiliation

seek harmony in relations with others

Need for power

seek to direct others and control other people's activities

Cognitive Coping

set of thoughts that are used to deal with a stress reaction

negative punishment

something good taken away

continuous schedule

the effect always follows the behavior

Emotion focused coping

try to place a more positive outlook on emotions and engage in behaviors to reduce painful emotions