Organizational Attitudes In I/o Psychology

Front 1

Job Descriptive Index

Back 1

Five Areas of Work:
(1) work itself
(2) Supervision
(3) people
(4) pay
(5) Promotion

>>> Lengthy (e.g., 72 items)
>>> Deficiency within work category (e.g., creativity, variety, etc.)

Front 2

Minnesota Satisfaction Questionnaire

Back 2

Intrinsic: central aspects of job
Extrinsic: external aspects of job

Front 3

Consequences of Job Satisfaction

(Job Satisfaction Affects...)

Back 3

Performance
Tenure
Absences/tardiness

Front 4

Emotional Reactions to Work

Back 4

(1) Process- reaction that results from consideration of the tasks one is currently doing.
(2) Prospective- reaction that results from a consideration of the tasks one anticipates doing.
(3) Retrospective- reaction that results from a consideration of the tasks one has already completed

Front 5

Negative affectivity (NA)

Back 5

Prone to experience a diverse array of negative mood states (e.g., anxiety, depression, hostility, & guilt)

>Neuroticism

Front 6

Positive affectivity (PA)

Back 6

Prone to describe themselves as cheerful, enthusiastic, confident, active, & energetic

> Extraversion

Front 7

Organizational Commitment

Back 7

extent to which an employee feels a sense of allegiance to his or her employer

Front 8

Three Components of Organizational Commitment

Back 8

(1) Affective- emotional attachment to/identification with the organization
(2) Continuance- based on the costs that the employee associates with leaving the organization
(3) Normative- employee’s feelings of obligation to remain with the organization

Front 9

Occupational Commitment

Back 9

commitment to a particular occupational field, independent of organization

Front 10

Job Involvement

Back 10

Degree to which a person identifies psychologically with his or her work and the importance of work to one’s self-image

Front 11

Distributive Justice

Back 11

fairness with which the outcomes or results are distributed among members of an organization

Front 12

Three (3) Standards/Rules of Distributive Justice

Back 12

(1) Equity: Merit-based
(2) Need: Rewards in proportion to their needs
(3) Equality: Approximately equal rewards

Front 13

Procedural Justice

Back 13

fairness by which means are used to achieve results in an organization; policies & procedures

> Most important determinant is Voice

Front 14

Interactional Justice

Back 14

fairness with which people are treated within an organization and the timeliness, completeness, & accuracy of the information received in an organization

> Interpersonal
> Informational

** Best predictor of OCBs

Front 15

Organizational Citizenship Behaviors

Back 15

OCBs

contributions made by employees to the overall welfare of the organization that go beyond the required duties of their job

> Interpersonal support
> Organizational support
> Conscientious initiative

Front 16

5 Dimensions of OCBs

Back 16

(1) Altruism: willful helping behaviors
(2) Courtesy: basic consideration for others
(3) Sportsmanship: NOT engaging in certain forms of negative behaviors
(4) Conscientiousness: going beyond group norms, judiciously following rules, regulations, & procedures
(5) Civic virtue: responsible participation in the political life of the organization

Front 17

The Psychological Contract

Back 17

implied exchange relationship that exists between an employee and the organization

> Transactional: characterized by short time frames, specific obligations
> Relational: long-term relationships with diffuse obligations

Front 18

Types of Violations of the Psychological Contract

Back 18

(1) Training/development
(2) Compensation
(3) Promotion

Front 19

Antisocial Behavior

Back 19

Behavior that brings harm or is intended to bring harm to an organization or its member

Also referred to as organizational deviance & workplace incivility

Front 20

Types of Withdrawal

Back 20

(1) Work withdrawal: attempt to withdraw from work but maintain ties to the organization & the work role
>>> Tardiness & absenteeism
(2) Job withdrawal: willingness to sever ties to an organization & the work role
>>> Intentions to quit/retire
(3) Progression Hypothesis: progression of withdrawal behaviors