Organizational Behavior Exam Two Review

Comprehensive vocabulary flashcards generated for Exam Two Review covering core concepts from Chapters 3, 4, and 5 of Organizational Behavior.

Cognitive Component of an Attitude

The component of an attitude consisting of an individual's beliefs.

Affective Component of an Attitude

The component of an attitude consisting of an individual's feelings.

Behavioral Component of an Attitude

The component of an attitude consisting of an intent to behave in a certain way.

Self-Efficacy

What we believe about our ability to do a particular task.

Self-Leadership

The process of influencing oneself to establish the self-direction and self-motivation needed to perform.

Beliefs and Assumptions (Cognitive Strategy)

The elimination or alteration of distorted individual beliefs that form the basis of dysfunctional thought processes.

Self-dialogue

What we covertly tell ourselves.

Mental Imagery

The creation and symbolic experience of imagined results of our behavior before we actually perform.

Job Satisfaction

A positive feeling about one's job resulting from an evaluation of its characteristics.

Job Involvement

The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.

Psychological Empowerment

Employees' belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and their perceived autonomy in their work.

Organizational Commitment

The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.

Affective Commitment

An emotional attachment to an organization and a belief in its values.

Continuance Commitment

The perceived economic value of remaining with an organization compared with leaving it.

Normative Commitment

An obligation to remain with an organization for moral or ethical reasons.

Perceived Organizational Support (POS)

The degree to which employees believe an organization values their contribution and cares about their well-being.

Cognitive Dissonance

Any incompatibility between two or more attitudes or between behavior and attitudes.

Affect

A broad range of feelings that people experience.

Emotions

Intense feelings that are directed at someone or something.

Moods

Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

Positive Affect

A mood dimension that consists of specific positive emotions such as excitement, self-assurance, and cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.

Negative Affect

A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and relaxation, tranquility, and poise at the low end.

Positive Offset

The tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on).

Affect Intensity

Individual differences in the strength with which individuals experience their emotions.

Illusory Correlation

The tendency of people to associate two events when in reality there is no connection.

Emotional Labor

A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work.

Emotional Dissonance

Inconsistencies between the emotions people feel and the emotions they project.

Felt Emotions

An individual's actual emotions.

Displayed Emotions

Emotions that are organizationally required and considered appropriate in a given job.

Surface Acting

Hiding one's inner feelings and forgoing emotional expressions in response to display rules.

Deep Acting

Trying to modify one's true inner feelings based on display rules.

Emotional Intelligence

The ability to detect and to manage emotional cues and information.

Self-Awareness (Emotional Intelligence)

The ability to perceive and understand the meaning of your own emotions.

Self-Management (Emotional Intelligence)

The ability to manage your own emotions.

Social Awareness (Emotional Intelligence)

The ability to perceive and understand the emotions of other people.

Relationship Management (Emotional Intelligence)

Managing other people's emotions.

Values

Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.

Value System

A hierarchy based on a ranking of an individual's values in terms of the intensity.

Terminal Values

Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.

Instrumental Values

Preferable modes of behavior or means of achieving one's terminal values.

Forgiveness (Biblical Definition)

The act of pardoning an offender, coming from a Greek word that literally means 'to let go'.

Personality

The sum total of ways in which an individual reacts to and interacts with others.

Personality Traits

Enduring characteristics that describe an individual's behavior.

Big Five Model

A personality assessment model that taps five basic dimensions: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience.

Extraversion

A personality dimension describing someone who is sociable, gregarious, and assertive.

Agreeableness

A personality dimension that describes someone who is good natured, cooperative, and trusting.

Conscientiousness

A personality dimension that describes someone who is responsible, dependable, persistent, and organized.

Emotional Stability

A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).

Openness to Experience

A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity.