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63 Cards in this Set
- Front
- Back
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stress
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psych. response to demand where there is something at stake at person is taxed or their resources are exceeded
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stressors
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demands caused by stress
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strains
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physical or emotional effects caused by stress
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challenge stressors
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work complexity, time pressure, work respsonsibility, family time demands, personal development, positive life events
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hindrance stressors
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role ambiguity, conflict, overlaod; daily hassels, work-family conflicts, negative life events
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hardiness
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some cope better with stress
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how stress is correlated with jobs
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strains negatively, moderately correlated with job performance
strains negative, strongly correlated with org. committment |
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how organizations can attack stressors
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change the job or working environment
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how organizations can attack stress/strain side
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provide wellness and flexibility programs
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wellness programs
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help combat stress and help to deal with strains
employee assistance programs, on-site exercise facilities, healthcare memberships, and reducing health insurance for participating in such programs |
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flexibility programs
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help to combat stress
flextime, telecommuting, compressed work week, on-site childcare and convenience services, vacation time |
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how to personally combat stress
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find ways to manage stressors and work-life balance
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how to personally combat stress/strains
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improve hardiness and social network
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trust
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willingness to be vulnerable to authority based on pos. expectations about their intentions and actions
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risk of trust
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truly becoming vulnerable
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trust propensity
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gen. expectations that words, promises, and statements of people and groups can be relied upon
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trustworthiness
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characteristics of a trustee that inspire trust:
competence character benevolence |
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justice
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justice-relevant acts can serve as behavioral evidence of trustworthiness
distributive interpersonal procedural informational |
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distributive justice rules
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equity vs. equality vs. need
are rewards allocated the right way? |
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procedural justice rules
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voice: do employees get input on procedures?
correctability: is it possible to makes appeals? consistency: are procedures always consistent? bias supression: are procedures nuetral and unbaised? representativeness: do procedures consider everyone's needs? accuracy: are procedures based on accurate info? |
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interpersonal justice rules
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respect: does mgmt. treat employees sincerely?
propriety: does mgmt. refrain from inappropriate remarks? |
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informational justice rules
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justification: do employers explain procedures thoroughly?
truthfulness: are these explanations honest? |
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ethics
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degree to which behaviors of authority are in accordance with gen. accepted moral norms?
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four component model of ethics:
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moral awareness -- moral judgement -- moral intent -- ethical behavior
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corporate social repsonsibility
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perspective that acknowledges that business encompasses the econ., legal, ethical, and citizenship expectations of society
more than just maximizing profits |
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how important is trust?
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moderately correlated job performance
strongly correlated with organizational committment |
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personality
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structures and propensities of a person that explain characteristic patterns of thought, behaviors, and emotions
constitutes person's social standing |
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5 dimensions of personality
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concientiousness
agreeableness nueroticism extraversion openness to experience |
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concientiousness
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dependable, organized, reliable, hardworking, ambitious, etc.
positively correlated to job satisfaction, job performance, motivation, organizational commitment negatively correlated to stress overall, moderately correlated with org. comittment and job performance |
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agreeableness
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kind, cooperative, sympathetic, warm, helpful, courteous, etc.
positively correlated with job satisfaction |
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nueroticism
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nervous, moody, emotional, insecure, jealous, etc.
positively correlated only to stress negatively correlated with job satisfaction, motivation, job performance and org. comittment |
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extraversion
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social, passionate, talkative, assertive, bold, dominant, etc.
positively correlated to job satisfaction and motivation |
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openness to experience
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curious, imaginative, creative, complex, refined, sophisticated
not related correlated to any of the characteristics related jobs |
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measuring honest or integrity with big 5
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high concientiousness, low neuroticism, high agreeableness
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clear purpose integrity test
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asks questions directly about stealing, etc.
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veiled purpose
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rating statments that do not directly seems to linked to stealing dishonesty
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integrity test study from slides
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111 convenience store workers surveyed in FL
over 2 yr. period, employees filled out PSI or SEAI over 3 yrs. 54 employees were terminated for mishandling cash, stealing, etc. mathed sample of 57 others gathered for comparison integrity tests work |
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impact of faking on integrity tests
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faking does not change size of correlations, just changes benchmarks, ranges, etc. so using these tests are still viable
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strong situation
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structured, strict rules, task demands that limit behavior, tight standards, norms
true personality less likely to come out |
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weak situation
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loose, few rules, low structure
personality more likely to reveal itself |
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motivation
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energetic forces that originate within and outside person that initiates work related effort and determines direction, intensity, and persistence of it
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theories of motivation
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expectancy
goal setting equity psych. empowerment |
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expectancy theory
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motivation is caused by employee believing 3 things:
1. effort will result in performance 2. performance will result in outcomes 3. outcomes will be valuable steps: effots -- expectancy: if i exert a lot of effort will i perform well? -- performance -- instrumentality: if i perform well, will i receive outcomes? -- outcomes -- valence: will the outcome be satisfying? motivation = (E-->P) * sum[(P-->O)*V] |
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why pay has high valence
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see p. 187
acheivement, respect, power |
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goal setting theory
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motivation fostered when people are given specific and hard goals (instead of easy goals, no goal, or "do your best")
can be used in workplace by mgmt. through objectives |
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mgmt. by objectives
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if some mgrs. use it while others don't, there will not be many positive outcomes
in companies with high commitment to MBO, 56% increase in productivity in 1st yrs., while companies with low commitment had only had a 6% increase |
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equity theory
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motivation maximized by ratio of outputs to inputs matches that of some "comparison other"
motivation also depends on the outcomes received by other employees underreward inequality: your outcomes are less than others overreward inequality: your outcomes are more than others people differ in their equity sensitivity output examples: pay, promotions, praise, etc. input examples: job performance, effort, seniority, training, skills, etc. |
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psychological empowerment
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intrinsic form of motivation caused by believing efforts lead to a greater purpose
4 beliefs: meaningfulness self-determination competence feed-back |
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importance of motivation
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strongly correlated to job performance
moderately correlated to org, comittment |
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ability
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strongest predictor of job performance
3 types: 1. physical 2. cognitive (g) 3. emotional |
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cognitive ability
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related to acquistion and application of knowledge in problem solving
types: verbal, quantative, reasoning, spatial, perceptual |
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wonderlic test
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most widely used IQ test
50 questions in 12 min most do not finish 10 indicated you are literate used by NFL |
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how is gen. mental ablility related to job?
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directly postively correlated with job performance
also postively correlated to decision making and learning strongest predictor of task peformance (r = .45-.6) depending on complexity |
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importace of ability
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cognitive ability strongly correlated with job performance, esp. with more complex jobs
weakly correlated to org. commitment |
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does SAT score predict performance?
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strongest predictor of graduation for A students
not predictive of college graduation for students with low GPAs |
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emotional intellegence
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captures social functioning
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self-awareness
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ability of a person to underatand emotions that they are experiencing, willingness to acknowledge them, and how to express them well
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other awareness
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ability of a person to recognize and understand the emotions of others
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emotional regulation
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how to quickly recover from emotional experiences and control feelings
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use of emotions
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ability of a person to harness their emotions and use them improve success
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airforce and EI
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recruiters with high emotional intellegence more likely to meet recruiting quotas
caused turnover to go from 25% to 2%, saving $3 million now all of armed forces go by this |
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ability vs. personality
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gen. intellegence --> what someone CAN do
big 5 and gen. intellegence --> what someone WILL do |
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MBTI
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introversion vs. extraversion
sensing vs. intuition judging vs. perceiving thinking vs. feeling |
