MGMT 3710 Exam 2 ISU

Organizational Commitment

the desire on the part of an employee to remain a member of the organization

Affective Commitment

a desire on the part of an employee to remain a member of an organization due to an emotional attachment to, and involvement with, that organization

Erosion Model

suggests that employees with fewer bonds will be most likely to quit the organization

Social influence model

suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave

Continuance Commitment

a desire to remain a member of an organization because of an awareness of the costs associated with leaving it

Normative Commitment

a desire to remain a member of an organization due to a feeling of obligation

Withdrawal Behavior

the set of actions employees take to avoid the work situation

Employees response to work events

Exit, Voice, Loyalty, Neglect

Exit

an active, destructive response by which an individual either ends or restricts organizational membership

Voice

an active, constructive response in which individuals attempt to improve the situation

Loyalty

a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement

Neglect

a passive, destructive response, leading to a reduced interest and effort on the job

Four types of employees

Stars, Citizens, Lone Wolves, Apathetics

Stars

high commitment and high performance. Responds to negative events with voice

Citizens

high commitment, low performance. Respond to negative events with loyalty

Lone Wolves

low commitment, high performance. respond to negative events with exit

Apathetics

low commitment, low performance. Respond to negative events with neglect

Psychological Withdrawal (Neglect)

actions that provide a mental escape from the work environment

Physical Withdrawal (Exit)

Actions that provide physical escape, short or long term, from work

independent forms model of withdrawal

argues that the various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees

compensatory forms model of withdrawal

argues that the various withdrawal behaviors negatively correlate with one another - that doing one means you're less likely to do another

progression model of withdrawal

argues that the various withdrawal behaviors are positively correlated with each other, exhibiting one behavior increases the tendency of exhibiting other behaviors

job satisfaction

a pleasurable emotional state resulting from the appraisal of one's job or job experiences. Based on how you think about your job and how you feel about your job

Value-Percept Theory

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

Job Characteristics Theory

Work is more satisfying when it provides three "critical psychological states:"

-meaningfulness of work

-responsibility for outcomes

-knowledge of results

Core Job Characteristics

variety, identity, significance, autonomy, feedback

Job enrichment

occurs when the duties associated with a job are expanded to create higher levels of the core job characteristics

Job Crafting

when employees shape or mold their jobs to make them more enriching

Moods

States of feeling that are mild in intensity, last for an extended period of time, and are not directed at or caused by anything.

Pleasantness

Is the mood good or bad?

Activation

To what extent does the mood cause you to feel activated and aroused?

Flow Results

Creates a total immersion in the task at hand, with individuals sometimes losing track of the time that's passed

Emotions

states of feeling that are often intense, last for only a few minutes, and are clearly directed at (and caused by) someone or some circumstance

Emotional Labor

required when emotions need to be actively managed to fulfill one's duties

emotional contagion

can occur when one person "catches" the emotions of another person

Life Satisfaction

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

Stress

a psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources

Stressors

the particular demands that cause people to experience stress

Strains

negative consequences that occur when demands tax or exceed a person's capacity or resources

Physiological Strains

Reactions from stressors that harm the human body

Psychological strains

Negative psychological reactions from stressors such as depression, anxiety, and anger

behavioral strains

alcohol and drug use, teeth grinding, compulsive behaviors, overeating

Transactional Theory of Stress

describes how stressors are appraised. When people first encounter stressors, primary appraisal, or the evaluation of the significance and meaning of those stressors, is triggered

benign job demands

job demands that are not considered stressful

Work Hindrance Stressors

work-related stressors that people perceive as hindering their progress toward goals

role conflict

conflict expectations that other people have of us

role ambiguity

lack of information about what needs to be done in a role

role overload

when the number of roles a person holds is so high that some of the roles are performed less effectively, or not at all

Work Challenge Stressors

work-related stressors that can lead toward development and growth

Time Pressure

the sense that the amount of time allotted to do a job is not quite enough

work complexity

the degree to which the requirements of the work tax or exceed the capabilities of the person doing the work

work responsibility

the nature of the obligations that a person has toward others

non-work hindrance stressors

non-work-related stressors that hinder progress toward goals

work-family conflict

when the demands of the family role hinder the demands of the work role and vice-versa

Negative Life Events

specific life events, such as the death of a spouse, that are perceived as stressful

Financial Uncertainty

a general uncertainty about loss of livelihood, savings, or the ability to pay expenses

Non-Work Challenge Stressors

non-work-related stressors that are opportunities for growth and development

Family time demands

the time that a person commits to participate in an array of family activities and responsibilities

personal development

participation in activities associated with personal development, such as music lessons or sports activities

Positive life events

specific life events such as pregnancy or the birth of a child, which, although positive, can still be perceived as stressful

Coping

refers to the behaviors and thoughts that people use to manage both the stressful demands they face and the emotions associated with those stressful demands

behavioral coping

the set of physical activities that are used to deal with a stressful situation

cognitive coping

the thoughts that are involved in trying to deal with a stressful situation

problem-focused coping

refers to behaviors and cognitions intended to manage the stressful situation itself

emotion-focused coping

refers to the various ways in which people manage their own emotional reactions to stressful demands

Social Support

can help to mitigate reactions to stress, by providing a buffer between stresses and strains

instrumental support

the help people receive that can be used to address the stressful demand directly

Emotional Support

the help people receive in addressing the emotional distress that accompanies stressful demands

Motivation

a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence

Expectancy Theory

the cognitive process that employees go through to make choices among different voluntary responses

Expectancy theory Beliefs

expectancy, instrumentality, valence

expectancy

effort will result in successful performance

Instrumentality

That performance will result in outcomes

valence

outcomes will be valuable

self-efficacy

The belief that a person has the capabilities needed to perform the behaviors required on some task.

past accomplishments

the degree to which they have succeeded or failed in similar sorts of tasks in the past

Vicarious Experiences

observations of and discussions with others who have performed same kind of tasks

Verbal Persuasion

supportive comments from friends, coworkers, etc. which indicate that an employee can "get the job done"

Emotional Cues

positive or negative feelings that can help or hinder task accomplishment.

Motivational Force equation

Motivational Force = Expectancy x Instrumentality x Valence

Goal Setting Theory

A theory that views goals as the primary drivers of the intensity and persistence of effort.

SMART goals

Acronym that stands for Specific, Measurable, Achievable, Results-Based, Time-Sensitive goals.

Feedback

refers to the degree to which the job itself provides information about how well the job holder is doing. In goal setting theory, it refers to progress updates on work goals.

Task Complexity

The degree to which the information and actions needed to complete a task are complicated.

Goal Commitment

Performance is influenced by the extent to which a person accepts the goal and is determined to try to reach it

Equity Theory

Suggests that employees create a "mental ledger" that tallies their contributions to the job with the rewards they get from the job

under-reward inequity

an individual perceives that rewards received are less than what is fair for work inputs

over-reward inequity

an individual perceives that rewards are more than what is fair

Psychological Empowerment

An energy rooted in the belief that tasks are contributing to some larger purpose

psychological empowerment beliefs

meaningfulness, self-determination, competence, impact

Meaningfulness

an importance relevant to one's ideals and passions

Self-determination

a choice about the imitation and continuation of work

competence

a belief that the person is able to perform the work successfully

impact

the sense that a person's actions made a difference in fulfilling a larger purpose