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
