104: Exam 1

Front 1

What are the origins of organizational behavior?

Back 1

Has roots in psychology, sociology, and anthropology.

Front 2

Define organizational behavior

Back 2

Field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.

Hint 2

Definition.

Front 3

Describe why human capitals can create a competitive advantage?

Back 3

Good people are...

Rare

Inimitable

Valuable

Hint 3

RIV

Front 4

Human capital...

Back 4

Create socially complex resources, make numerous small decisions, and create a history.

Hint 4

List three things

Front 5

Identify the individual mechanisms that influence the two primary OB outcomes.

Back 5

Job satisfaction

Stress

Motivation

Trust

Justice

Ethics

Hint 5

List 6 factors.

Front 6

Identify the factors that influence the two primary OB outcomes.

Back 6

Organizational Mechanisms

Group mechanisms

Individual Characteristics

Hint 6

List three things

Front 7

What is job performance?

Back 7

task performance

citizenship behavior

counterproductive behavior

Hint 7

List 3 things.

Front 8

What is task performance?

Back 8

Employee behaviors that are directly involved in the transformation of organizational resources into the goods and services that the organization produces.

Hint 8

Definition.

Front 9

What is citizenship behavior?

Back 9

Voluntary employee activities that may or may not be rewarded, but contribute to the organization by improving the overall quality of the setting or context in which work takes place.

Hint 9

Definition.

Front 10

What is counterproductive behavior?

Back 10

Intentional employee behaviors that hinder organizational goal accomplishment.

Front 11

What are the three types of organizational commitment?

Back 11

Affective commitment

Continuance commitment

Normative commitment

Hint 11

List 3 things.

Front 12

Describe affective commitment.

Back 12

You stay because you want to (emotional attachment)

Hint 12

Definition.

Front 13

Describe continuance commitment.

Back 13

You stay because you need to (too risky or expensive to leave)

Hint 13

Definition.

Front 14

Describe normative commitment.

Back 14

You stay because you ought to (feeling of debt / obligation)

Hint 14

Definition.

Front 15

Define job satisfaction.

Back 15

How you feel about your job and what you think about your job.

Hint 15

Definition.

Front 16

Identify job satisfaction by facets.

Back 16

Pay satisfaction

Promotion satisfaction

Supervision satisfaction

Coworker satisfaction

Satisfaction with the work itself.

Hint 16

5 facets listed.

Front 17

Identify the consequences of job satisfaction.

Back 17

Job performance and organizational commitment

Hint 17

Two things.

Front 18

Identify job characteristics that create a sense of satisfaction with the work itself

Back 18

Variety

Identity

Significance

Autonomy

Feedback

Hint 18

Visit Island Sofia And Fish

Front 19

How does job satisfaction affect job performance?

Back 19

Satisfied employees do a better job of fulfilling work duties, and can pull attention away from distractions and back to work.

Front 20

How does job satisfaction affect organizational commitment?

Back 20

Satisfied employees are more likely to want to stay with the organization.

Front 21

How does job satisfaction affect life satisfaction?

Back 21

People feel better about thier lives when they feel better about their jobs.

Front 22

Define personality.

Back 22

What people are like.

Front 23

Explain the factors that determine an individual’s personality

Back 23

The structures and propensities inside people that explain thier characteristic patterns of thought, emotion, and behaviors.

Front 24

Identify the key traits in the Big Five personality model.

Back 24

Consciousness

Agreeableness

Neuroticism

Openness

Extraverison

Hint 24

Canoe

Front 25

Demonstrate how the Big Five traits predict behavior at work.

Back 25

Most important trait for work = conscientiousnes

2nd Most important trait for work = neuroticism

Front 26

What is the definition of motivation?

Back 26

A set of energetic forces that originates both within and outside an employee, initiates work related effort, and determines its direction, intensity, and persistence.

Hint 26

Definition.

Front 27

Describe Expectancy Theory

Back 27

Expectancy (more effort = better Performance?)

Instrumentality (better Performance = outcomes)

Valence (satisfying outcomes?)

Hint 27

EPO Picture

Front 28

What may shape a person’s self-efficacy and how will self-efficacy affect the person’s motivation?

Back 28

Past accomplishments - if they've succeeded or failed in the past.

Vicarious experience - observations / discussions with people who have done the task.

Verbal persuasion - others persuade them to get the job done.

Emotional cues - feelings can create doubt or boost confidence.

Hint 28

List 4 things and explain

Front 29

What is the difference between extrinsic and intrinsic motivation?

Back 29

Extrinsic - motivation controlled by some contingency that depends on task performance.

intrinsic - motivation felt when task performance is the reward.

Hint 29

Define both.

Front 30

What is goal setting theory?

Back 30

Views goals as the primary driver of the intensity and persistence of effort.

Hint 30

Definition.

Front 31

What qualities make goals strong predictors of task performance? Why?

Back 31

Specific and Difficult goals. Gives people a measuring stick for how hard / long they should be working.

Hint 31

Don't forget the why!

Front 32

Describe equity theory.

Back 32

Suggests that employees create a mental ledger of the outcomes they receive for thier job inputs relative to thier job duties.

Hint 32

Definition.

Front 33

What does it mean to be equitably treated?

Back 33

The ratio of outcomes to inputs is balanced between you and your comparison other.

Front 34

How do employees respond when they feel a sense of inequity?

Back 34

Any imbalance in the ratio creates equity distress, an internal tension that can only be alleviated by restoring balance to the ratios.

Front 35

Describe psychological empowerment.

Back 35

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

Front 36

What beliefs determine how empowered employees feel?

Back 36

Meaningfulness

Impact

Self-determination

Competence

Hint 36

MISC

Front 37

What is the definition of trust?

Back 37

The willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions.

Hint 37

Definition.

Front 38

Describe the three types of trust

Back 38

Disposition-based trust: personality (think predisposed, genetic)

Cognition-based trust: rooted in rational assessment.

Affect-based trust: based on feeling. (Blind trust)

Hint 38

Describe not list.

Front 39

What is the definition of trust propensity?

Back 39

A general expectation that the words, promises, and statements of individuals and groups can be relied upon.

Front 40

What shapes trust propensity?

Back 40

Genetics and life experiences

Front 41

Describe the dimensions of trustworthiness.

Back 41

Ability- skills / competence/ expertise

Benevolence- belief that authority wants to do good for the trustor

Integrity- belief that authority adheres to an acceptable set of values

Front 42

What is the definition of justice?

Back 42

The perceived fairness of an authority's decision making.

Front 43

Describe the four dimensions of justice.

Back 43

Distributive justice: perceived fairness of outcomes.

Procedural justice: perceived fairness of decision making process.

Interpersonal justice: perceived fairness of employee treatment by authorities.

Informational justice: perceived fairness of communication provided to employees from authorities.

Front 44

Procedure justice Vs. distributive justice (outcomes)

Back 44

Without procedure justice there cannot be distributive justice. They influence each other.

Front 45

What is the definition of ethics?

Back 45

The degree to which behaviors of an authority are in accordance with generally accepted moral norms.

Front 46

What is the four component model of ethical decision making.

Back 46

Hint 46

Pic M(aji)EB

Front 47

What is moral awareness?

Back 47

When an authority recognizes that a moral issue exists in a situation.

Hint 47

Definition.

Front 48

Describe the dimensions of ethical intensity.

Back 48

Moral intensity is high when:

- there is a high potential for harm.

- there is social pressure surrounding an act.

Front 49

What is moral judgment?

Back 49

When an authority can accurately identify the "right" course of action.

Hint 49

Definition.

Front 50

Describe the theory of cognitive moral development.

Back 50

As people age and mature they move through several states of moral development, each more mature than the prior one.

Hint 50

Definition.

Front 51

Describe the principles for moral judgment.

Back 51

Consequentialist principles - judges morality based on outcome.

Nonconsequentialist principles - judges morality based on its intrinsic desirability.

Hint 51

2 principles

Front 52

What is moral intent?

Back 52

An authority's degree of commitment to the moral course of action.

Hint 52

Definition.

Front 53

What is the role moral identity plays in morality and behavior?

Back 53

People with strong moral identities volunteer and donate to charities more.

Hint 53

Charity example.