Management Review
Counterproductive Work Behaviors
are voluntary behaviors that have the potential to harm the organization directly or indirectly
Personality Traits
broad concepts about people that allow us to label and understand individual differences
Extraversion
characterizes people who are outgoing, talkative, energetic, sociable, and assertive; get their energy from the outer world (people and things around them)
Introversion
characterizes those who are quiet, cautious, and less interactive with others; get their energy from the internal world, such as personal refection on concepts and ideas
Organizational Citizenship Behaviors
consist of various forms of cooperation and helpfulness to others that support the organization's social and psychological context
Situational Factors
include conditions beyond the employee's immediate control that constrain or facilitate behavior and performance
Ability
includes both the natural aptitudes and the learned capabilities required to complete a task successfully
Maintaining Work Attendance
includes minimizing absenteeism when capable of working and avoiding scheduled work when not fit
Sensing
involves perceiving information directly through the five senses; it relies on an organized structure to acquire factual and preferably quantitative goals (the here and now)
Distributive Justice
principle that suggests that people who are similar to one another should receive similar benefits and burdens; those who are dissimilar should receive different benefits and burdens in proportion to their dissimilarity
Joining and Staying with an Organization
refers to agreeing to become an organizational member and remaining with the organization
Task Performance
refers to goal-directed behaviors under the individual's control that support organizational objectives
Values Congruence
refers to how similar a person's values hierarchy is to the values hierarchy of another source (organization, person, etc..)
Ethics
refers to the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad
Intuition
relies more on insight and subjective experience to see relationships among variables (focuses on future possibilities)
Feeling Orientation
rely on their emotional responses to the options presented, as well as how those choices affect others
Thinking Orientation
relys on rational cause-and-effect logic and systematic data collection to make decisions
Motivation
represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior
Values
stable, evaluative beliefs that guide our preferences for outcome or courses of action in a variety of situations
Role Perceptions
the extent to which people understand the job duties (roles) assigned to them or expected of them
Personality
the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics
Perceiving Orienation
(people) are open, curious, and flexible; prefer to adapt spontaneously to events as they unfold; and prefer order to keep their options open
Judging Types
prefer order and structure and want to resolve problems quickly
Utilitarianism
principle that advises us to seek the greatest good for the greatest number of people; we should choose the option that provides the highest degree of satisfaction to those affected
Individual Rights
principle that reflects the belief that everyone has entitlements, that let her or him to act in a certain way; includes more than legal rights (includes human rights- that everyone is granted as a moral norm of society)