Man 5246 Uf

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Organizational Behavior

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A field of study devoted to understanding explaining and ultimately improving the attitudes and behaviors of individuals and groups in organizations

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Resource-Based View

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a perspective that describes what exactly makes resources valuable and therefore capable of creating long-term profits for the firm

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Inimitable

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something that cannot be imitated by a competing firm

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history

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a collective pool of experience, wisdom, and knowledge that benefits the organization

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socially complex resources

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resources whose development is not clearly understood, such as culture, trust, reputation

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rule of one-eighth

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a rule that explains why so few organizations are truly effective at how they manage their people

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theory

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a collection of assertions- both verbal and symbolic- that specify how and why the variables are related as well as the conditions in which they should and should not be related

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hypotheses

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written predictions that specify relationships between variables

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correlation

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describes the statistical relationship between two variables

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meta-analysis

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takes all of the correlations found in studies of a particular relationship and calculates a weighted-average

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Job performance

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the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment

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Organizational Commitment

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the desire on the part of an employee to remain a member of the organization

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task performance

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employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces

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routine task performance

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involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way

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adaptive task peformance

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involves employee responses to task demands that are novel, unusual, or at the very least unpredictable

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job analysis

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a process used to identify the sets of behaviors that represent "task performance" for different jobs

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occupational information network

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an online database that includes the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills and abilities

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citizenship behavior

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

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interpersonal citizenship behavior

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voluntary behaviors that benefit coworkers and colleagues such as helping, courtesy, and sportsmanship

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organizational citizenship behavior

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voluntary behaviors that benefit the larger organization such as voice, civic virtue, and boosterism

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counterproductive behavior

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behaviors that intentionally hinder organizational goal accomplishment

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property deviance

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behaviors that intentionally reduce the efficiency of work outputs such as wasting resources and substance abuse

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political deviance

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behaviors that intentionally disadvantage other employees such as gossiping and incivility

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personal aggression

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hostile verbal and physical actions directed toward other employees such as harassment and abuse

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withdrawal behavior

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a set of actions that employees perform to avoid the work situation

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affective commitment

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a desire to remain a member of an organization due to an emotional attachment to, and involvement with that organization

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continuance commitment

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a desire to remain a member of an organization because of awareness of the costs associated with leaving it

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normative commitment

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a desire to remain a member of an organization due to a feeling of obligation

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focus of commitment

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the various people, places, and things that can inspire a desire to remain a member of that organization

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Erosion model

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a theory that suggests that employees with fewer bonds will be most likely to quit that organization

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social influence model

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a theory that suggests that employees who have direct ties with "leavers" will themselves become more likely to leave

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exit-voice-loyalty-neglect

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a framework that captures most of the possible responses to a negative work event

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stars

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high commitment high task performance

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citizens

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high organizational commitment low task performance

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lone wolves

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low organizational commitment high task performance

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apathetics

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low organizational commitment low task performance

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psychological withdrawal

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actions that provide a mental escape from the work envoironment

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physical withdrawals

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actions that provide a physical escape whether short or long term, from the work environment

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independent forms model

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a model that argues that the various withdrawal behaviors are uncorrelated with one another

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compensatory forms model

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a model that argues that the various withdrawal behaviors are negatively correlated with each other

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progression model

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a model that argues that eh various withdrawal behaviors are positively correlated with one another (most proven)

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job satisfaction

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a pleasurable emotional state resulting from the appraisal of one's job or job experiences

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values

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things that people consciously or sub-consciously want to seek or attain

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value-percept theory

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a theory that argues that job satisfaction depends on whether you perceive that your job supplies the things that you value

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job characteristics theory

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a theory that describes the central characteristics of intrinsically satisfying jobs

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variety

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the degree to which the job requires a number of different activities that involve a number of different skills and talents

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identity

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the degree to which the job requires completing a whole identifiable piece of work from beginning to end with a visible outcome

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Significance

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the degree to which the job has a substantial impact on the lives of other people particularly people in the world at large

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autonomy

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the degree to which the job provides freedom, independence, and discretion to the individual performing the work

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moods

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states of feeling that are often mild in intensity and last for an extended period of time and are not explicitly directed at or caused by anything

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emotions

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states of feeling that are often intense last for only a few minutes and are clearly directed at someone or some circumstance

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emotional labor

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the need to manage emotions to complete job duties successfully

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emotional contagion

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a process whereby one person can catch or be infected by the emotions of another person

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life satisfaction

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the degree to which employees feel a sense of happiness with their lives

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motivation

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a set of energetic forces that originate both within and outside an employee initiate work related effort, and determine its direction intensity and persistence

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expectancy theory

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a theory that describes the cognitive process that employees go through to make choices among different voluntary responses

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expectancy

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the belief that exerting a high level of effort will result in the successful performance of some task

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self-efficacy

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the belief that a person has the capabilities needed to execute the behaviors required for task success

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instrumentality

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the belief that successful performance will result in some outcome

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valence

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the anticipated value of the outcomes associated with performance

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Intrinsic motivation

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motivation that is felt when task performance serves as its own reward

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meaning of money

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the degree to which people view money as having symbolic not just economic value

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goal-setting theory

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a theory that views specific and difficult goals as the primary drivers of intensity and persistence of effort

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goal commitment

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the degree to which a person accepts a goal and is determined to try to reach it

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equity theory

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a theory that suggests that motivation and performance depend on how one's own ratio of outcomes to inputs compares to the ratio of a comparison other

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equity distress

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an internal tension that can only be alleviated by restoring balance to the outcome/input ratio

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psychological empowerment

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an energy rooted in the belief that work tasks contribute to some larger purpose

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meaningfulness

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the value of a work goal or purpose relative to a persons own ideals and passions

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self determination

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a sense of choice in the initiation and continuation of work tasks

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competence

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a persons belief in his or her capability to perform work tasks successfully

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impact

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the sense that a person's actions make a difference