Test 1 Textbook Review: Personality, Motivation, and Perception

Practice vocabulary flashcards covering the key concepts, theories, and models outlined in the Test 1 Textbook Review on Personality, Motivation, and Perception.

Personality

An individual psychological profile examined in textbook pages 387 to 393, 363, and 369 to 370, comprising the Big Five traits and five other identified traits that managers should understand.

Big Five Personality Traits

A foundational set of five major personality traits studied in organizational behavior, each associated with distinct work-related examples.

Attitude

A mental state or evaluation composed of three distinct components that make up how a person responds to their work and environment.

Cognitive Dissonance

A psychological state examined in connection with a person's attitude and the alignment of its components.

Job Satisfaction

A comprehensive work attitude that researchers identify as having a strong relationship with absenteeism, along with two other closely related concepts.

Absenteeism

A work-related behavior that researchers state shares a strong relationship with an employee's job satisfaction.

Individual Performance Equation

A formula stating that individual job performance equals $\text{Ability} \times \text{Support} \times \text{Effort}$.

Two-Factor Theory

A motivation theory structured around satisfier factors and hygiene factors, which advises managers to focus on satisfier factors rather than hygiene factors.

Satisfier and Hygiene Factors

The two categories of factors in the two-factor theory that managers assess to influence workplace motivation and job satisfaction.

Goal Setting Theory

A motivation theory focused on the purpose of goals, how goals can motivate others, and how goal processes integrate with Management by Objectives.

Locke

The theorist associated with Goal Setting Theory who defines the purpose of goals and how they can be utilized to motivate individuals.

Management by Objectives (MBO)

A management practice that aligns directly with the principles of Goal Setting Theory.

Perception

A cognitive process addressed on pages 455 and 386 that encompasses attribution theory, perceptual errors, biases, and the psychological contract.

Attribution Theory

A perceptual theory explaining how individuals determine the causes of behavior, including phenomena like the (fundamental) attribution error and self-serving bias.

(Fundamental) Attribution Error

A specific error identified in attribution theory regarding how observers explain the behavior of others.

Self-Serving Bias

A perceptual bias analyzed within attribution theory regarding how individuals perceive and explain their own outcomes.

Stereotype

A perceptual categorization mechanism for which the textbook identifies four different types.

Halo Effect

A perceptual distortion concept examined on textbook pages 455 and 386 where an impression influences overall judgment.

Selective Perception

A perceptual process and potential distortion studied alongside the halo effect and projection.

Projection

A perceptual tendency examined in the perception chapter alongside selective perception and the halo effect.

Psychological Contract

An organizational framework defining the mutual relationship and expectations between an individual and an organization in terms of contributions and inducements.

Contributions and Inducements

The two primary components exchanged between an employee and an organization according to the psychological contract.