Organizational Behavior: Commitment, Satisfaction, Stress & Motivation

What is organizational commitment?

The desire of an employee to remain a member of the organization.

What are the three types of organizational commitment?

Affective, normative, and continuance commitment.

What is affective commitment?

Staying with an organization because you want to.

What is the erosion model?

Employees with fewer bonds are more likely to quit the organization.

What is continuance commitment?

Staying because of the costs associated with leaving. "You stay because you need to."

What is normative commitment?

Staying because of a feeling of obligation. "You stay because you ought to."

What are the four withdrawal behaviors?

Exit, voice, loyalty, and neglect.

What are the four types of employees?

Stars, citizens, lone wolves, and apathetics.

What is physiological withdrawal?

Actions that provide a mental escape from work, such as daydreaming, socializing, looking busy, moonlighting, and cyberloafing.

What is the independent forms model?

Withdrawal behaviors are uncorrelated, happen for different reasons, and fulfill different needs.

What is the compensatory forms model?

Withdrawal behaviors are negatively correlated; doing one makes someone less likely to do another.

What is the progression model?

Withdrawal behaviors are positively correlated; one behavior increases the tendency to exhibit others.

What is survivor syndrome?

Feelings among employees who remain after downsizing, including anger, depression, fear, distrust, and guilt.

What is job satisfaction?

A pleasurable emotional state resulting from the appraisal of one's job or job experiences.

What are the commonly assessed work values?

Pay, promotions, supervision, coworkers, work itself, altruism, status, and environment.

What is value-percept theory?

Job satisfaction depends on whether you perceive that your job supplies the things you value.

What are the five facets of value-percept theory?

Pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction with the work itself.

What are the three critical psychological states in job characteristics theory?

Meaningfulness of work, responsibility for outcomes, and knowledge of results.

What are the five job characteristics?

Variety, identity, significance, autonomy, and feedback.

What is skill variety?

The extent to which a job requires different activities involving different skills and talents.

What is task identity?

The degree to which a job allows an employee to complete a whole, identifiable piece of work.

What is task significance?

The degree to which a job affects the lives of other people.

What is autonomy?

The freedom, independence, and discretion a person has when performing work.

What is feedback in job characteristics theory?

Clear information provided by the job about how well someone is performing.

What are moods?

Feelings that are mild in intensity, last for an extended period, and are not explicitly directed at or caused by anything.

How are moods categorized?

Pleasantness (good or bad) and activation (how aroused or activated you feel).

What are the six positive emotions listed in the guide?

Joy, pride, relief, hope, love, and compassion.

What is emotional labor?

Actively managing emotions to fulfill job duties, such as suppressing negative emotions or amplifying positive ones.

What is emotional contagion?

When one person catches another person's emotions.

What is life satisfaction?

The degree to which people feel a sense of happiness with their lives.

What is stress?

A psychological response to demands that matter to a person and tax or exceed their capacity or resources.

What is the difference between stressors and strains?

Stressors are demands that cause stress. Strains are negative consequences when demands exceed or tax one's capacity or resources.

What is the transactional theory of stress?

It describes how people appraise stressors. Primary appraisal evaluates the significance and meaning of a stressor.

What are benign job demands?

Job demands that are not considered stressful.

What are work hindrance stressors?

Work-related stressors perceived as hindering progress toward goals.

What are role conflict, role ambiguity, and role overload?

Role conflict: conflicting expectations. Role ambiguity: lack of information about what to do. Role overload: too many roles to perform effectively.

What are daily hassles?

Relatively minor day-to-day demands that get in the way of accomplishing goals.

What are work challenge stressors?

Work-related stressors that can lead to development and growth.

What are the three work challenge stressors?

Time pressure, work complexity, and work responsibility.

What are nonwork hindrance stressors?

Nonwork demands that hinder progress toward goals: work-family conflict, negative life events, and financial uncertainty.

What is coping?

Behaviors and thoughts used to manage stressful demands and the emotions associated with them.

What is behavioral coping versus cognitive coping?

Behavioral coping uses physical activities. Cognitive coping uses thoughts to deal with a stressful situation.

What is problem-focused versus emotion-focused coping?

Problem-focused coping manages the stressful situation itself. Emotion-focused coping manages emotional reactions to stress.

What are the three types of strains?

Physiological, psychological, and behavioral strains.

What is social support, and what are its two types?

It buffers the effects of stress. Instrumental support helps address the demand directly; emotional support helps with emotional distress.

What is motivation?

Energetic forces from within and outside an employee that initiate work effort and determine its direction, intensity, and persistence.

What is expectancy theory?

A cognitive process used to choose among voluntary responses. Motivation is fostered when employees believe effort can lead to performance and performance can lead to valued outcomes.

What are expectancy, instrumentality, and valence?

Expectancy: effort leads to successful performance. Instrumentality: performance leads to outcomes. Valence: the outcomes are valuable.

What are positive, negative, and zero valence?

Positive: wanting an outcome. Negative: preferring not to have an outcome. Zero: having no interest either way.

What are examples of commonly studied needs?

Existence, safety, relatedness, belongingness, love, control, autonomy, responsibility, esteem, self-regard, growth, meaning, and self-actualization.

What is the difference between extrinsic and intrinsic outcomes?

Extrinsic outcomes come from outside the work itself, such as pay, bonuses, promotions, and benefits. Intrinsic outcomes come from the experience of work, such as enjoyment, accomplishment, knowledge, and skill development.

What are the moderators of goal-setting theory?

Feedback, task complexity, and goal commitment.

What is goal commitment?

The extent to which a person accepts a goal and is determined to try to reach it.

What is equity theory?

Employees mentally compare their job inputs and outcomes with those of a comparison other to judge fairness.

How does equity theory describe underreward inequity?

People try to increase outcomes or reduce inputs.

How does equity theory describe overreward inequity?

People try to reduce outcomes or increase inputs.

What is psychological empowerment?

Energy rooted in the belief that work contributes to a larger purpose.

What are the four beliefs behind psychological empowerment?

Meaningfulness, self-determination, competence, and impact.