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43 Cards in this Set

  • Front
  • Back
Personality
the stable psycholological traits and behavioral attributes that give a person his or her identity
The Big Five personality dimensions
Extroversion, agreeableness, conscientiousness, emotional stability, openness to experience
Proactive personality
someone who is more apt to take initiative and persevere to influence the environment
locus of control
how much people believe they control their own fate through their efforts. Internal locus of control means you believe you're in control. External means you believe external forces control you
Self efficacy
belief in one's personal ability to do a task
learned helplessness
the debilitating lack of faith in one's ability to control ones's environment
Self esteem
the extent to which people like or dislike themselves; their overall self evaluation
Self monitoring
the extent to which people are able to observe their own behavior and adapt it to external situations
emotional intelligence
the ability to cope, to empathize with others, and to be self motivated
Organizational behavior (OB)
dedicated to better understanding and management of people at work. OB looks at two areas: Individual behavior and group behavior
value
abstract ideals that guide one's thinking and behavior across all situations
attitude
a learned predisposition toward a given object
Affective component of an attitude
the feelings or emotions one has about a situation
cognitive component of an attitude
the beliefs and knowledge one has about a situation
behavioral component of an attitude
also known as the intentional component, refers to how one intends or expects to behave toward a situation
cognitive dissonance
the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. How they deal with the discomfort depends on three factors: importance, control, rewards
Behavior
actions and judgments
Job involvement
the extent to which an individual is immersed in his or her present job
employee engagement
an individual's involvement, satisfaction, and enthusiasm for work
job satisfaction
the extent to which you feel positive or negative about various aspects of your work
job satisfaction
the extent to which you feel positive or negative about various aspects of your work
organizational commitment
the extent to which an employee identifies with an organization and is committed to its goals
absenteeism
when an employee doesn't show up for work
turnover
when employees leave their jobs
organizational citizenship behaviors
those employee behaviors that are not directly part of employee's job descriptions-that exceed their work role requirements
counterproductive work behaviors
types of behavior that harm employees and the organization as a whole
perception
the process of interpreting and understanding one's environment
selective perception
the tendency to filter out information that is discomforting, seems irrelevant, or contradicts one's beliefs
stereotyping
the tendency to attribute to an individual the characteristics one believe are typical of the grout to which the individual belongs
the halo effect
we form an impression of an individual based on a single trait
causal attribution
the activity of inferring causes for observed behavior
Fundamental attribution bias
people attribute another person's behavior to his or her personal characteristics rather than to situational factors
self serving bias
people tend to take more personal responsibility for success rather than for failure
stress
the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively
stressor
the source of stress
Type A behavior pattern
they are involved in a chronic, determined struggle to accomplish more in less time
Individual task demands
stress created by the job itself
individual role demands
the stress created by others expectations of you
Roles
sets of behaviors that people expect of occupants of a position
Burnout
a state of emotional, mental, and even physical exhaustion
Buffers
administrative changes that managers can make to reduce the stressors that lead to employee burnout
Employee assistance programs (EAPs)
host of programs aimed at helping employees cope with stress, burnout, substance abuse, health problems, family and marital problems, and any general problem that negatively influences job performance
Holistic wellness program
focuses on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness