Organizational Psychology

• Organizational Psychology: Applies theories and research to improve employee-

• well-being, workplace efficiency, and overall organizational success. 

Critical Thinking in Organizational Psychology

List what that includes:

1. Being Open-Minded

2. Being Skeptical

3. Being Logical

Critical Thinking in Organizational Psychology

1. Being Open-Minded

   • Avoid _________ thinking on complex topics.

   • Examine ____ available evidence before forming conclusions.

• black-and-white

• all

Critical Thinking in Organizational Psychology

2. Being Skeptical

• Separate _____ from ______

• facts from opinions.

Critical Thinking in Organizational Psychology

2. Being Skeptical

• Separate facts from opinions.

• Ask: _____ collected the data? _____ provided it? What conclusions are _____?

• Who

• Who

• Valid

Critical Thinking in Organizational Psychology

3. Being Logical

• Ensure conclusions _______ from the evidence.

• logically follow

Critical Thinking in Organizational Psychology

3. Being Logical

• Ensure conclusions logically follow from the evidence.

• Identify ________ and ______.

• biases & assumptions

Critical Thinking in Organizational Psychology

Critical Thinking Exercise

• Ex: "Eating Ice Cream Increases Murder Rates."

  • Be Open-Minded

  • Be Skeptical

  • Be Logical

• Be Open-Minded – Consider if there’s a real link.

• Be Skeptical – Is correlation mistaken for causation?

• Be Logical – Look for a third factor (e.g., hot weather).

Critical Thinking in Organizational Psychology

What is a Theory?

• Definition:

• A statement of relationships among concepts within a defined context.

Critical Thinking in Organizational Psychology

What is a Theory?

• Definition: A statement of ________ among ________ within a defined ________.

• A statement of relationships among concepts within a defined context.

Critical Thinking in Organizational Psychology

What is a Theory?

• Quote: “There is nothing so _______ as a good theory” – Kurt Lewin.

• practical

Critical Thinking in Organizational Psychology

Purpose of Theory

• Explains _______, ______, & __________ phenomena occur.

• how, when, and why

Critical Thinking in Organizational Psychology

Purpose of Theory

• Does not describe “____” happens (that’s classification/taxonomy).

• what

Critical Thinking in Organizational Psychology

Evaluating Theories

• Utility –

• Does it predict and explain behavior?

Critical Thinking in Organizational Psychology

Evaluating Theories

• Falsifiability –

• Can it be proven wrong with evidence?

Critical Thinking in Organizational Psychology

Evaluating Theories

• Example: Is it a good theory?

  • “Introverts perform better in school because they study more.”→

  • “After we die, we are reincarnated as spirit animals.” →

• “Introverts perform better in school because they study more.” → ✅ Testable and falsifiable.

• “After we die, we are reincarnated as spirit animals.” → ❌ Not falsifiable.

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • ______ different types of work behaviors.

  • Understand ______ (impact on organizations).

• Classify different types of work behaviors.

  • What employees do (behavior)

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • Understand ______ (impact on organizations).

• Understand outcomes (impact on organizations).

  • What results occur (outcomes)

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • Identify ______ (predictors of behavior).

• Identify antecedents (predictors of behavior).

  • Why they do it (antecedents)

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • Identify antecedents (predictors of behavior).

    • Antecedents:

are the causes or influences before behavior happens.

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • Identify antecedents (predictors of behavior).

    • Antecedents: are the causes or influences before behavior happens.

    • Key Antecedents:

      • Person:

      • Situation:

• Person: factors related to the person that make a behavior more or less likely

• Situation: external factors in the environment that make a behavior more or less likely

Work Behaviors in Organizational Psychology

• Purpose of Study:

  • Identify antecedents (predictors of behavior).

    • Antecedents (_____ X _____): are the causes or influences before behavior happens.

• Antecedents (Person X Situation)

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

2. Counterproductive Work Behaviors (CWB)

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • List the types:

• Task Performance

• Contextual Performance

• Adaptive Performance

• Innovation

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance:

• Core job responsibilities.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance: ______ responsibilities (measured in job analysis and performance management).

• Job-specific

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance: Core job responsibilities.

     • Two Types:

• Typical Performance

• Maximum Performance

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance: Core job responsibilities.

     • Typical Performance:

• Daily work behavior.

  • Day-to-day effort

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance: Core job responsibilities.

     • Maximum Performance:

• When employees put in their best effort (e.g., during evaluations).

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Task Performance: Core job responsibilities.

     • Antecedents of Task Performance→

       • Person Factors -

       • Situation Factors -

• Person Factors -

  • Ability→ Can the employee do the job?

  • Motivation→ Do they want to do the job?

• Situation Factors -

  • Work environment, job design

    • Ex: Even talented workers perform poorly with broken equipment.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance:

• Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that improve the work environment but are _____ part of job descriptions.

• not

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs:

• Altruism:

• Sportsmanship:

• Courtesy:

• Conscientiousness:

• Civic Virtue:

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs→ Altruism:

Helping others

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs→ Sportsmanship:

• Not complaining about minor inconveniences.

  • Ex: An employee keeps a positive attitude even when the printer breaks.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs→ Courtesy:

• Being considerate & respecting others

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs→ Conscientiousness:

• Following rules diligently.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

     • Types of OCBs→ Civic Virtue:

• Participating in organizational affairs.

  • ~It reflects commitment to the organization as a whole.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

   • Antecedents of Contextual Performance→

     • Person Factors -

     • Situation Factors -

• Person Factors -

  • Personality (agreeableness, conscientiousness) = show more OCBs

  • Motivation (genuine vs. self-serving).

• Situation Factors -

  • Job design (autonomy).

    • Because people feel trusted & respected.

  • Organizational culture.

    • Supportive cultures encourage helping and cooperation.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Contextual Performance: Behaviors that support the work environment (Organizational Citizenship Behaviors or OCBs).

   • Antecedents of Contextual Performance→ They are affected by the ____________.

• person and the work environment

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Adaptive Performance:

• Adjusting to change.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Adaptive Performance: Ability to handle ______, ______, & ______

• emergencies, stress, and change.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Adaptive Performance: Adjusting to change.

     • Antecedents of Adaptive Performance→

       • Person Factors -

       • Situation Factors -

• Person Factors -

  • Cognitive ability

  • Experience

  • Personality

    • Smart, experienced, and flexible people usually adapt better

• Situation Factors -

  • Changing technology

  • Globalization

  • Organizational change

    • The environment can force adaptation.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Innovation:

Developing new ideas or processes.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Innovation: Employees ______ new products, services, or processes.

• create

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Innovation: Developing new ideas or processes.

     • Innovation helps organizations survive and ____.

     • Without innovation, companies become ____.

• Innovation helps organizations survive and compete.

• Without innovation, companies become outdated.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

1. Productive Work Behaviors

   • Innovation: Developing new ideas or processes.

     • Antecedents of Task Performance→

       • Person Factors -

       • Situation Factors -

• Person Factors -

  • Task-related knowledge

  • Creativity

  • Motivation

• Situation Factors -

  • Organizational support

  • Communication

  • Job specialization

    • Even creative employees may not innovate if the organization does not support new ideas.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB):

CWB refers to behavior that harms the organization or its people.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB): CWB refers to behavior that harms the organization or its people.

   • CWB does not assume _______.

• intention

  • A behavior can be harmful even if the person did not mean harm.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • List the types:

• Interpersonal Deviance:

• Organizational Deviance:

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Interpersonal Deviance:

• Harm directed at other people.

• Gossip, harassment, bullying, workplace violence.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Interpersonal Deviance: Gossip, harassment, bullying, workplace violence.

     • Sexual Harassment:

• Quid Pro Quo:

• Hostile Work Environment:

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Interpersonal Deviance: Gossip, harassment, bullying, workplace violence.

     • Sexual Harassment: Quid Pro Quo:

• Job benefits in exchange for favors.

  • This for that.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Interpersonal Deviance: Gossip, harassment, bullying, workplace violence.

     • Sexual Harassment: Hostile Work Environment:

• Inappropriate comments, jokes, gestures.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Interpersonal Deviance: Gossip, harassment, bullying, workplace violence.

     • Antecedents:

• Weak policies, inconsistent enforcement.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance:

• Theft, sabotage, policy violations.

• Harm directed at the organization itself.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Types:

• Property Deviance

• Production Deviance

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Property Deviance:

• Theft, sabotage, destroying company property.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance:

• Absenteeism, tardiness, turnover, substance abuse.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Substance Abuse:

       • Leads to ____ absenteeism, workplace accidents, and ____ productivity.

• higher

• lower

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Absenteeism: Influenced by _____ vs. ______ to attend work.

• ability (can’t) vs desire (don’t wanna)

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Absenteeism: Antecedents:

• Employee attitudes, policies, organizational culture.

  • If people dislike the job or feel unvalued, they may miss work more often.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Turnover types:

• Voluntary (chooses) vs. Involuntary (removed)

• Optimal (YAY) vs. Dysfunctional (Booo)

• Avoidable (preventable) vs. Unavoidable (circumstances idk)

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Turnover→ Key Antecedents:

• Job satisfaction, stress, commitment.

• Organizational climate and job market conditions.

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Production Deviance→ Turnover→ Key Antecedents: "Turnover ____" – Employees leave when peers leave.

• Contagion

Work Behaviors in Organizational Psychology

Types of Work Behaviors List them:

2. Counterproductive Work Behaviors (CWB)

   • Organizational Deviance: Theft, sabotage, policy violations.

     • Key Antecedents:

• Stress, poor work climate.

What is an Attitude?

• Definition:

• Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• 3 Components (ABC Model):

1. Affective

2. Behavioral

3. Cognitive

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• 3 Components (ABC Model): 1. Affective –

• Feelings or emotions about work.

  • “I enjoy my job.”

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• 3 Components (ABC Model): 2. Behavioral –

• Intentions to act a certain way.

  • “I stay late & help.”

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• 3 Components (ABC Model): 3. Cognitive –

• Beliefs about the job or workplace.

  • “My manager is fair.”

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• Why Do Work Attitudes Matter?

  • Humanistic Perspective:

• Work should be satisfying and provide growth.

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

• Why Do Work Attitudes Matter?

  • Predicting Behavior:

• Attitudes influence work performance and engagement.

  • A common exam idea is that attitudes are not just “feelings.”→ They can influence real outcomes.

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

List Key Theories around Attitude:

• Cognitive Dissonance

• Theory of Planned Behavior (TPB)

• Psychological Contract

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Cognitive Dissonance:

• Psychological discomfort from conflicting attitudes and behaviors.

  • An employee believes honesty matters but lies at work.

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Cognitive Dissonance: Psychological discomfort from conflicting attitudes and behaviors.

  • People adjust behavior or attitudes to ______ _______.

• reduce dissonance

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Cognitive Dissonance: Psychological discomfort from conflicting attitudes and behaviors.

  • People want ______ between beliefs and actions.

• consistency

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Cognitive Dissonance: Psychological discomfort from conflicting attitudes and behaviors.

  • Someone changes their _______ after acting differently

• belief

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)→ Behavior is influenced by:

1. Attitude toward the behavior (positive or negative).

2. Subjective norms (how others perceive it).

3. Perceived behavioral control (difficulty level).

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)→ Behavior is influenced by: 1. Attitude toward the behavior (positive or negative). asks~~

Do I think this action is good or bad?

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)→ Behavior is influenced by: 2. Subjective norms (how others perceive it). asks~~

Do people important to me approve of it?

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)→ Behavior is influenced by: 3. Perceived behavioral control (difficulty level). asks~~

Can I actually do it?

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)→ Once behavior is influenced by those 3 (Attitude toward the behavior, Subjective norms, & Perceived behavioral control) it then leads into _________ → ________

Intention (Want to do it)→ Behavior (Actually doing it)

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Theory of Planned Behavior (TPB)

  • Implications: To _____ behavior, adjust attitudes, norms, or perceived control.

• change

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Psychological Contract:

• The implied agreement between employer and employee.

• It is not a legal contract.

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Psychological Contract: The implied agreement between employer and employee.

  • 2 types:

• Transactional

• Relational

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Psychological Contract: The implied agreement between employer and employee.

  • Transactional –

• Short-term, specific obligations.

  • “I work, you pay me.”

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Psychological Contract: The implied agreement between employer and employee.

  • Relational –

• Long-term, broad expectations.

  • “I work hard, and you support my growth and future.”

What is an Attitude?: Enduring evaluations about work-related aspects (e.g., job, organization, boss, coworkers).

Key Theories around Attitude:

• Psychological Contract: The implied agreement between employer and employee.

  • Common Violations:

• Lack of training, compensation, promotion, job security, or feedback.

  • Violations often reduce commitment and increase turnover.

Job Satisfaction

• Definition:

• Positive feelings about one's job.

Job Satisfaction

• Influencing Factors:

• Job Characteristics Model:

• Range of Affect Theory (1976)

• Personality & Disposition:

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model:

1. Skill Variety

2. Task Identity

3. Task Significance

4. Autonomy

5. Feedback

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model: 1. Skill Variety –

• Using multiple skills.

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model: Task Identity –

• Completing whole projects

  • Identifiable piece of work.

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model: Task Significance –

• Feeling work is meaningful.

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model: Autonomy –

• Control over decisions.

Job Satisfaction

• Influencing Factors:

  • Job Characteristics Model: Feedback –

• Clear performance information.

Job Satisfaction

• Influencing Factors:

  • Range of Affect Theory (1976) –

•  Facets of work are differentially weighted when assessing job satisfaction.

  • That means one person may care most about pay, while another cares most about coworkers.

  • This theory explains why job satisfaction is subjective.

Job Satisfaction

• Influencing Factors:

  • Personality & Disposition:

    • Some people are ______ more satisfied regardless of job.

• naturally

  • Some of it comes from stable personality traits.

Job Satisfaction

• Influencing Factors:

  • Personality & Disposition:

    • _______ factors (e.g., twin studies) suggest job satisfaction is partly inherited.

• Genetic