GB 215 Chapters 1-4
affective organizational commitment
Individual's emotional attachment to, involvement in, and identification with an organization
Organizational Effectiveness
a broad concept represented by several perspectives, including the organization's fit with the external environment, internal subsystems configuration for high performance, emphasis on organizational learning, and ability to satisfy the needs of key stakeholders
power distance
a cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society
Collectivism
a cross-cultural value describing the degree to which people in a culture emphasize duty to groups to which they belong and to group harmony
individualism
a cross-cultural value describing the degree to which people in a culture emphasize independence and personal uniqueness
uncertainty avoidance
a cross-cultural value describing the degree to which people in a culture tolerate ambiguity (low uncertainty avoidance) or feel threatened by ambiguity and uncertainty (high uncertainty avoidance)
achievement-nurturing orientation
a cross-cultural value describing the degree to which people in a culture, emphasize competitive versus cooperative relations with other people
norm of reciprocity
a felt obligation and social expectation of helping or otherwise giving something of value to someone who has already helped or given something of value to you
Johari Window
a model of mutual understanding that encourages disclosure and feedback to increase our own open area and reduce the blind, hidden, and unknown areas
General Adaptation Syndrome
a model of the stress experience, consisting of three stages: alarm reaction, resistance, and exhaustion
recency effect
a perceptual error in which the most recent information dominates our perception of others
false consensus effect
a perceptual error in which we overestimate the extent to which others have beliefs and characteristics similar to our own
primacy effect
a perceptual error in which we quickly form an opinion of people based on the first information we receive about them
halo effect
a perceptual error whereby our general impression of a person, usually based on one prominent characteristic, colors our perception of other characteristics of that person
Moral sensitivity
a person's ability to recognize the presence of an ethical issue and determine its relative importance
self-efficacy
a person's belief that he or she has the ability, motivation, correct role perceptions, and favorable situation to complete a task successfully (MARS)
job satisfaction
a person's evaluation of his or her job and work context
self-enhancement
a person's inherent motivation to have a positive self-concept ( and to have others perceive them favorably), such as being competent, attractive, lucky, ethical, and important
empathy
a person's understanding of and sensitivity to the feelings, thoughts, and situations of others
psychopathy
a personality trait of people who ruthlessly dominate and manipulate others without empathy or any feelings of remorse or anxiety, use superficial charm, yet are social predators who engage in antisocial, impulsive, and often fraudulent thrill-seeking behavior
Open System
a perspective that holds that organizations depend on the external environment for resources, affect that environment through output, and consist of internal subsystems that transform inputs to outputs
emotional intelligence
a set of abilities to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others
service profit chain model
a theory explaining how employees' job satisfaction influences company profitability indirectly through service quality, customer loyalty, and related factors
social identity theory
a theory stating that people define themselves by the groups to which they belong or have an emotional attachment
contact hypothesis
a theory stating that the more we interact with someone, the less prejudiced or perceptually biased we will be against that person
stress
an adaptive response to a situation that is perceived as challenging or threatening to the person's well-being
cognitive dissonance
an emotional experience caused by a perception that our beliefs, feelings, and behavior are incongruent with one another
continuance commitment
an individual's calculative attachment to an organization
self-concept
an individual's self-beliefs and self-evaluations
stressors
any environmental conditions that place a physical or emotional demand on the person
dark triad
cluster of three socially undesirable (dark) personality traits: Machiavellianism, narcissism, and psychopathy
Work-Life Integration
degree that people are effectively engaged in their various work and nonwork roles and have a low degree of role conflict across those life domains
Role Perceptions
degree to which person understands the job duties assigned to or expected of them
Deep-Level Diversity
differences in psychological characteristics of employees, including personalities, beliefs, values, and attitudes
Motivation
forces within person that affect direction, intensity, and persistence of voluntary behavior
Organizations
groups of ppl who work interdependently toward some purpose
Stereotype threat
individual's concern about confirming a negative stereotype about his/her group
Task Performance
individual's voluntary goal-directed behaviors that contribute to organizational objectives
Stakeholders
individuals, groups, and other entities that affect, or are affected by, the organization's objectives and actions
Myers-Briggs Type Indicator (MBTI)
instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information
mental models
knowledge structures that we develop to describe, explain, and predict world around us
Human capital
knowledge, skills, abilities, creative thinking, and other valued resources that employees bring to the organization
Ability
learned capabilities and natural aptitudes required to successfully complete a task
MARS model
model depicting the four variables - motivation, ability, role perceptions, and situational factors - that directly influence an individuals voluntary behavior and performance
Surface-Level Diversity
observable demographic or physiological difference in ppl, such as race, ethnicity, gender, age, and physical disabilities
Corporate Social Responsibility (CSR)
organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations
categorical thinking
organizing people and objects into preconceived categories that are stored in our long-term memory
locus of control
person's general belief about amount of control he/she has over personal life events
Self-Verification
person's inherent motivation to confirm and maintain his or her existing self-concept
mindfulness
person's receptive and impartial attention to and awareness of present situation as well as to one's own thoughts and emotions in the moment
Conscientiousness
personality dimension describing people who are organized, dependable, goal focused, thorough, disciplined, methodical, and industrious
Openness to experience
personality dimension describing ppl who are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive
Extraversion
personality dimension describing ppl who are outgoing, talkative, sociable, and assertive
Agreeableness
personality dimension describing ppl who are trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible
Neuroticism
personality dimension describing ppl who tend to be anxious, insecure, self-conscious, depressed, and temperamental
Machiavvellianism
personality trait of ppl who demonstrate a strong motivation to achieve their own goals at the expense of others, who believe that deceit is a natural and acceptable way to achieve their goals, who take pleasure in outwitting and misleading others using crude influence tactics, and who have cynical disregard for morality
Narcissism
personality trait with grandiose, obsessive belief in their superiority and entitlement, a propensity to aggressively engage in attention-seeking behaviors, an intense envy of others, and tendency to exhibit arrogance, callousness, and exploitation of others for personal aggrandizement
emotions
physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness
trust
positive expectations one person has toward another person in situations involving risk
stereotyping
process of assigning traits to people based on their membership in a social category
selective attention
process of attending to some information received by our senses and ignoring other information
confirmation bias
process of screening out information that is contrary to our values and assumptions, and to more readily accept confirming information
Personality
relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics
values
relatively stable, evaluative beliefs that guide a person's preferences for outcomes or courses of action in a variety of situations
self-serving bias
tendency to attribute our favorable outcomes to internal factors and failures to external factors
fundamental attribution error
tendency to see person rather than the situation as the main cause of person's behavior
attitudes
the cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event
work-life integration
the degree that people are effectively engaged in their various work and nonwork roles and have a low degree of role conflict across those life domains
moral intensity
the degree to which an issue demands the application of ethical principles
emotional labor
the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions
Five Factor (Big Five) Model (FFM)
the five broad dimensions representing most personality traits: conscientiousness, emotional stability, openness to experience, agreeableness, and extraversion
exit-voice-loyalty-neglect (EVLN) model
the four ways, as indicated in the name, that employees respond to job dissatisfaction
self-fulfilling prophecy
the perceptual process in which our expectations about another person cause that person to act more consistently with those expectations
attribution process
the perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors
perception
the process of receiving information about and making sense of world around us
Organizational behavior
the study of what people think, feel, and do in and around organizations
organizational politics
use of influence tactics for personal gain at the perceived expense of others and the organization
Organizational citizenship behaviors (OCBs)
various forms of cooperation and helpfulness to others that support the organization's social and psychological context
counterproductive work behaviors
voluntary behaviors that have potential to directly or indirectly harm the organization
Inclusive workplace
workplace that values ppl of all identities and allows them to be fully themselves while contributing to the organization