Job Performance and Commitment (MGMT 300)

performance

employee behavior that contribute positively or negatively to an organization’s ability to achieve goals

in-role performance

perform prescribed roles and tasks in a reliable manner

extra-role performance

engage in spontaneous tasks beyond those that are prescribed

routine task performance

responses to demands that occur in a normal, routine, predictable way

adaptive task performance

flexible responses to demands that are unusual or unprecedented

creative task performance

develop ideas or outcomes that are novel and useful

extra-role performance

voluntary activities that are outside one’s job description

100-hours rule

spend 100 hours per year of volunteering activity (2 hours per week); help others but make sure it doesnt get in the way of your own work

voluntary turnover

an employee willingly chooses to leave their job (rather than being terminated)

organizational commitment

employee’s desire to remain a member of the organization

continuance commitment

staying in a job because you need to (weakest)

normative commitment

staying in a job because you ought to

affective commitment

staying in a job because you want to (strongest)

psychological withdrawal

present at work but not paying attention

physical withdrawal

not present at work