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25 Cards in this Set

  • Front
  • Back

Organizational commitment

Employees psychological attachment to an organization

Meyer and Allen’s three component organizational commitment

1. Affective commitment.

2. Continuance commitment.

3. Normative commitment

Normative commitment

Employees obligation to stay in the organization...think “repay the debt”

Affective commitment

Employees desire to stay within the organization...think “emotional attachment”

Continuance commitment

Employees need to stay within the organization...think “pay the bills vs no money to pay bills” “gain of staying vs loss of leaving”

Organizational alignment

When employees share the same vision/purpose as the company to achieve goals and succeed. Everyone on the same page

How to achieve organizational alignment?

1. Clear expectations / accountabilities set out during on boarding

2. Systems / procedures that drive the right behaviours. Clearly defined organizational goals help achieve personal goals

3. Capable leadership that empowers their people to do best work

4. Positive work environment and culture that recognizes good performance

Organizational identification

When employees have a sense of belonging within the organization

Employee engagement

Measure of an employees commitment to an organization

Engaged employees

Passionate about their job. Take more responsibilities, respond faster, highly motivated. Stronger connection to the organization. Put in extra effort

Non-engaged employee

Compliant and will only satisfy the minimum requirements. No extra effort

Actively disengaged employees

Unhappy. Go the extra mile to spread unhappiness. Gossipers

Indifferent employees

Dissatisfied, disappointed and/or disillusioned. Potential to become re-engaged if realized they have significant positive impact on organizational success

Three major models of emotional intelligence

1. The Mayer-solovey model

2. The Goleman model

3. The Bar-on model

The Mayer-Solovey model

defined as the ability to perceive, understand, manage and use emotions to think

The Goleman Model

Set of emotional and social competencies that allow managerial performance

Most easy model to understand

The Bar-on model

Same as Goleman where it considers emotional and social competencies plus skills and facilitators.

All four factors impact intelligent behaviour

The utrecht work engagement model (UWES)

Self report questionnaire developed to measure 3 dimensions of Schaufeli et al definition of employee engagement

Vigor, dedication and absorption

Opposite of burnout (Christina Maslach and Michael leiter)

Assessed by using Maslach burnout inventory (MBI). If low score in MBI then high scores in engagement

Job engagement scale (JES)

Measures engagement proposed by Khan: affective, cognitive and physical

Achieve all three dimensions when fully invested into the job role

Social exchange theory (SET)

Individuals choose behaviours that lead them to realizing their self interests in social situations

Job engagement and organizational engagement

Based on social exchange. Alan Saks describes employee engagement as two way relationship between employee and organization.

The more engaged employees are , the more they will use their cognitive/physical/emotional resources to perform the job

Q12 survey by Gallup

Asks questions that provide snapshot of work environment relating to employee engagement

12 questions rated on 5 point scale and belong to 4 categories:

Basic needs

Management support

Team work


Say, stay and strive model by Aon Hewitt

Identify the key drivers for three behaviours:

Employees SAY positive things about the organization

Employees display desire to STAY with the organization

Employees STRIVE towards achieving organizational goals

Towers Watson Model

Degree to which and employee is connected to the organization

3 elements:

1. Discretionary effort - commitment to achieving goals

2. Work experience that provides sense of well-being

3. Work environment that supports productivity

Balanced scorecard

Four components all come together in support of each other