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40 Cards in this Set

  • Front
  • Back
Area of job freedom
Area of discretion after all restraints have been applied
Government-mandated worker representation on the board of directors of a firm.
Employee ownership
Program in which employees provide the capital to purchase control of an existing operation.
Process that provides greater autonomy to employees through the sharing of relevant information and the provision of control over factors affecting the job performance.
Ethical imperative
Belief that participation ought to be used by managers for moral reasons.
Industrial democrary
Government-mandated worker participation at various levels of the organizations with regard to decisions that affect workers.
Leader-member exchange model
Idea that leaders and their followers exchange information, resources, and role expectations that determine the quality of their interpersonal relationships
Condition in which employees have more participation than they want.
Mental and emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them.
Participative Management
Use of programs that develop a substantial sense of empowerment among employees.
Quality Circles
Voluntary groups that receive training in statistical techniques and problem-solving skills and then meet to produce ideas for improving productivity and working conditions.
Self Managing Teams
Natuarl work groups that are given a large degree of decision-making autonomy and expected to control their own behavior and results. Also known as self-directing teams, socitechnical teams, or semi-autonomous work groups.
Suggestion programs
Formal plans to encourage individual employees to recommend work improvements. A monetary award frequently is offered for acceptable suggestions.
Total Quality Management (TQM)
Process of getting every employee involved in the task of searching for continuous improvements in their operations.
Condition in which employees want more participation than they have.
Employees who fail to show up for work as scheduled.
Feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intended actions, and ultimately behave.
Behavior intentions
Employee plans and predispositions to act in a certain way (e.g. arrive late, skip work, slow down, be creative, or resign).
Closed-end questions
Those questions presented in an interview or survey format which direct the respondent to simply select and mark the answers that best represent his or her own feelings.
job involvement
Degree of which employees immerse themselves in their jobs, invest time and energy in them, and view work as a central part of their overall lives.
job satisfaction
Set of favorable or unfavorable feelings with which employees view their work.
Job satisfaction survey
Procedure by which employees report their feelings twoard their jobs and work environment.
Level of job satisfaction within a group.
Negative affectivity
A personal characteristic of employees that inclines them to be predisposed to be dissatisfied at work
Open-ended questions
Those questions presented in an interview or survey format in which employees respond in their own words in their own words to express their feelings, thoughts, and intentions.
Organizational citizenship behaviors
Discretionary actions that promote the organization's success.
Organizational commitment
Degree to which an employee identifies with the organization and wants to continue actively participating in it.
Performance satisfaction effort loop
Flow model that shows the directional relationship between performance, satisfaction, and effort.
Physical withdrawal
Unauthorized absences, early departures, extended breaks, work slowdowns, or acts of aggression and retaliation.
Positive affectivity
A personal characteristic of employees that inclines them to be predisposed to be satisfied at work.
Psychological withdrawal
Emotional detachment from one's job, such as engaging in daydreaming
Capacity of a survey instrument to produce consistent results
Social desirability bias
Modifying one's responses to a survey or an interviewer based on what the respondent thinks that society values.
Spillover effect
Impact of job satisfaction on life satisfaction, and visa verse.
Arriving late for work
Unauthorized removal of compay resources by an employee
Rate at which employees leave an organization
Capacity of a survey instrument to measure what it claims to measure
Various forms of verbal or physical aggression at work
Work Moods
Emplyee feelings about their jobs that can change within a day, hour, or minute.