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81 Cards in this Set

  • Front
  • Back
Person's self-perception as a physical, social, spiritual being.
A person's knowledge, opinions, or beliefs.
One's overall self-evaluation.
Belief in one's ability to do a task.
Learned Helplessness
Debilitating lack of faith in one's ability to control the situation.
Observing one's own behavior and adapting it to the situation.
Organizational Identification
Organizational values or beliefs become part of one's self-identity.
Stable physical and mental characteristics responsible for a person's identity.
Proactive Personality
Action-oriented person who shows initiative and perseveres to change things.
Internal Locus of Control
Attributing outcomes to one's own actions.
External Locus of Control
Attributing outcomes to circumstances beyond one's control.
Considering the contributions of others and good fortune when gauging one's success.
Stable characteristic responsible for a person's maximum physical or mental performance.
Specific capacity to manipulate objects.
Capacity for constructive thinking reasoning, problem solving.
Complex human reactions to personal achievements and setbacks that may be felt and displayed.
Emotional Intelligence
Ability to manage oneself and interact with others in mature and constructive ways.
Value System
The organization of one's beliefs about preferred ways of behaving and desired end-states.
Terminal Values
Personally preferred end-states of existence.
Instrumental Values
Personally preferred ways of behaving.
Value congruence or person-culture fit
The similarity between personal values and organizational values.
Learned predisposition toward a given object.
Affective Component
The feelings or emotions one has about an object or situation.
Cognitive Component
The beliefs or ideas one has about an object or situation.
Behavioral Component
How one intends to act or behave toward someone or something.
Cognitive Dissonance
Psychological discomfort experienced when attitudes and behavioral are inconsistent.
Organizational Commitment
Extent to which an individual identifies with an organization and its goals.
Psychological Contract
An individual's perception about the terms and conditions of a reciprocal exchange with another party.
Job Involvement
Extent to which an individual is immersed in his or her present job.
Job Satisfaction
An affective or emotional response to one's job.
Met Expectations
The extent to which one receives what he/she expects from a job.
Value Attainment
The extent to which a job allows fulfillment of one's work values.
Organizational Citizenship Behaviors (OCBs)
Employee behaviors that exceed work-role requirements.
Withdrawal Cognitions
Overall thoughts and feelings about quitting a job.
Process of interpreting one's environment.
Being consciously aware of something or someone.
Cognitive Categories
Mental depositories for storing information.
Mental picture of an event or object.
Beliefs about the characteristics of a group.
Sex-Role Stereotype
Beliefs about appropriate roles for men and women.
Self-Fulfilling Prophecy
Someone's high expectations for another person result in high performance.
Galatea Effect
An individual's high self-expectations lead to high performance.
Golem Effect
Loss in performance due to low leader expectations.
Causal Attributions
Suspected or inferred causes of behavior.
Internal Factors
Personal characteristics that cause behavior.
External Factors
Environment characteristics that cause behavior.
Fundamental Attribution Bias
Ignoring environmental factors that affect behavior.
Self-Serving Bias
Talking more personal responsibility for success than failure.
Psychological processes that arouse and direct goal-directed behavior.
Content Theories of Motivation
Identify internal factors influencing motivation.
Process Theories of Motivatoin
Identify the process by which internal factors and cognitions influence motivation.
Physiological or psychological deficiencies that arouse behavior.
Need Hierarchy Theory
Five Basic Needs: Physiological, safety, love, esteem, and self-actualization influence behavior.
ERG Theory
Three basic needs: existence, relatedness, and growth-influence behavior.
Need for Achievement
Desire to accomplish something difficult.
Need for Affiliation
Desire to spend time in social relationships and activities.
Need for Power
Desire to influence, coach, teach, or encourage others to achieve.
Job characteristics associated with job satisfaction.
Hygiene Factor
Job characteristics associated with job dissatisfaction.
Equity Theory
Holds that motivation is a function of fairness in social exchanges.
Negative Inequity
Comparison in which another person receives greater outcomes for similar inputs.
Positive Inequity
Comparison in which another person receives lesser outcomes for similar inputs.
Equity Sensitivity
An individual's tolerance for negative and positive equity.
Distributive Justice
The perceived fairness of how resources and rewards are distributed.
Procedural Justice
The perceived fairness of the process and procedures used to make allocation decisions.
Interactional Justice
Extent to which people feel fairly treated when procedures are implemented.
Expectancy Theory
Holds that people are motivated to behave in ways that produce valued outcomes.
Belief that effort leads to a specific level of performance.
A performance - outcome perception.
The value of a reward or outcome.
What an individual is trying to accomplish.
Goal difficulty
The amount of effort required to meet a goal.
Goal Specificity
Quantifiablility of a goal.
Goal Commitment
Amount of commitment to achieving a goal.
Job Design
Changing the content or process of a specific job to increase job satisfaction and performance.
Scientific Management
Using research and experimentation to find the most efficient way to perform a job.
Job Enlargement
Putting more variety into a job.
Job Rotation
Moving employees from one specialized job to another.
Job Enrichment
Building achievement, recognition, stimulation work, responsibility, and advancement into a job.
Intrinsic Motivation
Motivation caused by positive internal feelings.
Core Job Dimensions
Job characteristics found to various degrees in all jobs.