IDUSTRIAL PSYCHOLOGY FINALS REVIEWER

What managerial implications does Equity Theory have?

a. Managers should strive for fairness in reward distribution. b. Regularly assess and adjust the input-output balance. c. Address any perceived inequities among team members. d. Foster a collaborative and team-oriented work environment.

What happens when an employee's inputs are greater than the outputs, according to Equity Theory?

a. Works less hard. b. Becomes more selfish. c. Has lower job satisfaction.

what key components of Self-Determination Theory is being stated: need to feel capable and effective in one's actions

competence

a person who expects to fail at some task or finds something too demanding is likely to experience certain physiological symptoms

emotional cues

Basic material requirements for living, including physiological needs and safety-related needs

existence needs in ERG Theory

a holistic sensation which employees experience when they are totally involved in their work.

flow concept

Genetic factors, like negative affectivity traits, impact how individuals experience and react to their work environment.

genetic predispositions

Intrinsic desire for personal development, aligning with Maslow's esteem-related needs and self-actualization needs

growth needs in ERG Theory

people being focused on approval versus disapproval in their jobs and from their leaders

introjected regulation

Need for affiliation

keen to please others, fit in and value relationships with their peers.

What can happen if the "Need for Power" is overemphasized?

may become overly controlling, potentially leading to micromanagement, strained relationships, and a lack of collaboration

Need for power

motivated to exert influence over others and be in control

What can happen if the "Need for Achievement" is overemphasized?

potentially leading to stress, burnout, or a disregard for collaborative efforts

What is motivation?

refers to the factors that drive individuals to perform their job duties effectively and strive to achieve organizational goals.

Maintaining interpersonal relationships, including love/belonging-related needs and esteem-related needs

relatedness needs in ERG Theory

limitations of the Expectancy Theory

seen as idealistic; Its application is limited

a person's belief in their ability to successfully perform a specific task, akin to self-confidence or task-specific self-esteem

self-efficacy

What is extrinsic Motivation in SDT?

the least-autonomous; stems from external rewards or pressures, seen as less effective in fostering long-term motivation and satisfaction.

Need for achievement

they are motivated to do better and are focused on winning at any cost.

Who theorized self-efficacy?

Albert Bandura

what key components of Self-Determination Theory is being stated: need to feel in control and to have a sense of choice in one's actions

Autonomy

According to Timothy Judge, Edwin Locke, and Cathy Durham, what personality variables influence job satisfaction?

Emotional stability, self-esteem, self-efficacy (perceived ability to master the environment), and external locus of control (perceived ability to control the environment).

being psychologically present when occupying and performing and organizational role.

Employee Engagement

According to Victor Vroom, how do employees decide whether to perform a job or not?

Employees, consciously decide whether to perform a job based on their motivation level, which depends on three factors: expectancy, valence, and instrumentality.

What is the focus of Equity Theory in terms of motivation?

Equity Theory centers on the balance between an individual's perceived contributions and the rewards they receive, affecting their motivation levels.

How does Equity Theory address the importance of equality and fairness?

Equity Theory emphasizes the significance of equality and fairness in the distribution of rewards, highlighting the impact of comparing oneself to others in the workplace.

What are the three core needs in ERG Theory?

Existence (E), Relatedness (R), and Growth (G)

the faith that better efforts will result in better performance. It is influenced by factors such as possessing the right skills, having the necessary resources, access to crucial information, and getting support to complete the job.

Expectancy

state some methods for measuring job satisfaction

Face Scale, Job Descriptive Scale, Minnesota Satisfaction Questionnaire (MSQ), Job in General (JIG) Scale

What is the Expectancy Theory

It focuses on outcomes rather than needs, emphasizing the relationship between effort, performance, and rewards.

Who proposed Equity Theory?

J. Stacey Adams

perceived performance levels important to their self-worth

Job Involvement

The attitude employees have toward their jobs.

Job Satisfaction

who coined Employee Engagement?

Khan

what dimension is being stated? (level of task difficulty believed to be attainable)

Magnitude

Founder of positive psychology that coined the flow concept

Mihaly Csikszentmihaly

What are Motivators?

Motivators are internal factors such as recognition, achievement, responsibility, and the nature of the work itself.

The extent to which an employee identifies with, and it's involved with an organization.

Organizational Commitment

According to Bandura, what is the most crucial source of self-efficacy?

Past performance is the most important source

According to Edwin Locke (1976), what are some facets influencing job satisfaction?

Pay, promotions, co-workers, supervision, work itself, recognition, working conditions, company, and management.

The degree to which employees believe the organization values their contributions and cares about their well-being

Perceived Organizational Support

Belief that a good performance appraisal leads to organizational rewards.

Performance-reward relationship

Attitudes serve as frame of reference

Productive Attitudes

Employees' belief regarding the degree to which they influence their work environment, their competencies, the meaningfulness of their job, and their perceived autonomy.

Psychological Empowerment

Example of Motivators

Recognition for achievements is an example of a Motivator. Other examples include opportunities for personal and professional growth, challenging work, and a sense of responsibility.

What are the components of the Job Characteristics Model by Richard Hackman and Greg Oldham (1980)?

Task identity, task significance, skill variety, autonomy, and feedback.

example of a Hygiene Factor?

Working conditions serve as an example of a Hygiene Factor. Poor working conditions can cause dissatisfaction, but improving them alone may not necessarily lead to increased job satisfaction.

What is Equity Theory?

a process model of motivation that suggests our motivation is influenced by the perceived fairness of the rewards we receive compared to our contributions.

What is McClelland's Theory of Needs?

a psychological theory that identifies three emotional needs in humans: achievement, affiliation, and power. It suggests that individuals can have a mix of these needs, influencing their motivations.

What is Intrinsic Motivation in SDT?

a specific type of autonomous motivation; the motivation lies in the behavior itself

What are the three dimensions of self-efficacy?

The three dimensions are magnitude, strength, and generality

a. Is less likely to be persuaded by underpaid peers. b. Does not feel guilty. c. Works harder. d. Becomes more team-oriented.

These are the outcomes when an employee's outputs are greater than the inputs, as per Equity Theory

What, according to Herzberg, constitutes true motivation?

True motivation, according to Herzberg, comes from factors such as recognition for achievements, opportunities for personal and professional growth, challenging work, and a sense of responsibility.

the significance an individual places on the expected outcome. It represents the expected satisfaction an employee anticipates after achieving goals, rather than the actual satisfaction.

Valence

According to the Expectancy Theory, what factors influence an employee's motivation?

Valence, Expectancy, Instrumentality

what Theory asserts that employees' values play a crucial role in determining their level of job satisfaction or dissatisfaction with their jobs?

Value-Precept Theory

What is the third source of self-efficacy, and how is it achieved?

Verbal persuasion is the third source, achieved through convincing people of their ability to succeed.

What is another source of self-efficacy besides past performance?

Vicarious experience is another source. Observing a coworker succeed at a task, especially if they are similar to you, can boost your self-efficacy.

who proposed Expectancy Theory?

Victor Vroom

What do interactive theories propose about job satisfaction?

Interactive theories suggest that job satisfaction results from the interplay between an individual's personality and the specific job situation.

Who foundered hierarchy of needs?

Abraham Maslow

Seek greater output. Reduce inputs. Change the ratios of other employees. Rationalize the input/output differences.

According to Equity Theory, these are the ways to make the ratio of inputs to outputs equal

Who theorized Self-Determination Theory (SDT)

Edward L Deci & Richard M. Ryan

advantages of the Expectancy Theory?

Based on self-interest for maximum satisfaction and minimum dissatisfaction; Focuses on expectations and perceptions; Emphasizes rewards and pay-offs; Focuses on psychological aspects

who suggest that goal-setting theory and self-efficacy theory complement each other?

Edwin Locke and Gary Latham

Likelihood that an individual's effort will be recognized in performance appraisal.

Effort-performance relationship

what is Cognitive Evaluation Theory (CET)

CET emphasizes how the introduction of external factors, such as rewards or controls, can influence an individual's intrinsic motivation.

Who developed the ERG Theory?

Clayton Paul Alderfer

A theory that is derived from Self-Determination Theory

Cognitive Evaluation Theory (CET) aka Social Learning Theory

State the 3 Key components of Self-Determination Theory

Competence, Autonomy, & Relatedness

What relationships does the Expectancy Theory concentrate on?

Effort-performance relationship; Performance-reward relationship; Rewards-personal goals relationship

who theorized McClelland's Theory of Needs?

David McClelland

who developed Positive and Negative Affect Schedule or (PANAS) scale?

David Watson, Lee Anna Clark, and Auke Tellegen

What characterizes Negative Affectivity

Distress, unpleasant engagement, nervousness.

A.M. : Safety needs

E.E. : Autonomy vs. Shame and Doubt

A.M. : Self-actualization needs

E.E. : Generativity vs. Stagnation

A.M. : Cognitive needs

E.E. : Identity vs. Role Confusion

A.M. : Self-esteem needs

E.E. : Industry vs. Inferiority

A.M. : Love and Belonging needs

E.E. : Initiative vs. Guilt

A.M. : Self-transcendence needs

E.E. : Integrity vs. Despair

A.M. : Aesthetic needs

E.E. : Intimacy vs. Isolation

A.M. : Physiological needs

E.E. : Trust vs. Mistrust

Who developed the Herzberg Two Factor Theory?

Frederick Herzberg

what dimension is being stated? (degree to which the expectation is generalized across situations).

Generality

what are the two sets of factors identified by Herzberg that impact employee motivation and job satisfaction?

Herzberg identified Hygiene Factors (Maintenance Factors) and Motivators (Satisfiers).

What are the components of Positive Affectivity

High energy, enthusiasm, pleasant engagement.

What are Hygiene Factors?

Hygiene Factors are external factors like working conditions, salary, company policies, and interpersonal relationships.

How does the Pygmalion effect apply in the workplace?

In the workplace, the Pygmalion effect suggests that when managers believe in their subordinates' abilities, the subordinates perform at a higher level. The leader's credibility, previous relationship, and influence in the organization impact the power of persuasion.

A personal predisposition to be satisfied.

Individual Differences Theory

How does Equity Theory suggest individuals react when they perceive inequity in their input-output ratio?

Individuals may take actions such as working less, becoming more selfish, or experiencing lower job satisfaction when they perceive their inputs are greater than the outputs.

the faith that performing well will lead to a valid outcome or reward. It is affected by factors such as belief in those deciding outcomes, simplicity of the decision process, and clarity in the relationship between performance and outcomes

Instrumentality

what key components of Self-Determination Theory is being stated: need for connections and meaningful relationships with others

Relatedness

Why should we value employee attitude?

Research suggests that satisfied and committed employees exhibit favorable behaviors such as consistent attendance, long-term retention, punctuality, high performance, and a tendency to engage in activities beneficial to the organization.

Attractiveness or appeal of potential rewards to the individual.

Rewards-personal goals relationship

what theory highlights the significance of intrinsic motivation and extrinsic motivation?

Self-Determination Theory (SDT)

what theories propose that job satisfaction is influenced by the nature of the job or other aspects of the work environment?

Situational Theories

what dimension is being stated? (conviction in magnitude as strong or weak)

Strength

a self-fulfilling prophecy, where believing in someone's abilities can make them true.

The Pygmalion effect

what is the relationship between the absence of Hygiene Factors and job satisfaction?

The absence of Hygiene Factors can lead to dissatisfaction, but their presence does not necessarily lead to satisfaction. They are necessary to prevent dissatisfaction but are not strong motivators.

What can happen if the "Need for Affiliation" is overemphasized?

avoid necessary confrontations to maintain positive relationships