Chapter 10 PSYC 360

Attitude

The degree of positive or negative feeling or belief a person has toward a particular person, place, or thing.

Subjective Norm

An individual’s perception of the social pressures to perform or not perform a particular behavior.

Perceived Behavioral Control

An individual’s belief about how easy or difficult performance of a behavior is likely to be.

Job Satisfaction

A pleasurable, positive emotional state resulting from the cognitive appraisal of one’s job or job experiences.

Affective Disposition

The tendency to respond to classes of environmental stimuli in predetermined, affect-based ways.

Organization-Based self-esteem (OBSE)

A measure of how valuable employees view themselves as organization members.

Psychological Contract

Employees’ idiosyncratic beliefs about the terms and conditions of the reciprocal agreement with their employer.

Organizational Justice

The study of people’s perceptions of fairness in organizational contexts.

Counterproductive work behaviors (CWBs)

Any behaviors that bring, or are intended to bring, harm to an organization, its employees, or its stakeholders.

Presenteeism

Being present at work but not fully functioning due to illness or injury.

Organizational Commitment (OC)

The psychological attachment that binds an employee to the organization.

Affective Commitment

organization, characterized by a strong belief in and acceptance of the organization’s goals and values, a willingness to exert effort on behalf of the organization, and a strong desire to remain a part of the organization.

Continuance commitment

Attachment to an organization as a function of what the employee has invested in it; also called sunk-costs commitment.

Normative commitment

Attachment to an organization that reflects one’s obligation to continue employment with the organization; also called moral commitment

Job Involvement

The extent to which employees are cognitively engaged in their jobs.

Workaholics

An individual whose high drive to work and high job involvement become so intense that it results in work-life imbalance issues.

Work Centrality

The degree of importance that work holds in one’s life.

Work engagement

Positive, fulfilling state of mind characterized by vigor, dedication, and absorption.

Perceived organizational support (POS)

Employees’ global beliefs concerning the extent to which the organization values and cares about them.

Emotional Regulation

The ways in which individuals monitor their emotions and the expression of those emotions.

Emotional Labor

The effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions.