Buccheri - Exam 2 Study Guide

Stress

A psychological response to demands that possess certain

stakes for the person and that tax or exceed the person's

capacity or resources

Three types of Strain

Physiological

Psychological

Behavioral

Ways people cope with stress & focuses

Behavioral

Cognitive

Problem focused

Emotion Focused

Behavioral - Problem-Focused responses

Working harder

Seeking assistance

Getting additional resources

Behavioral - Emotion-Focused responses

Engaging in alternative activities

Seeking support

Venting anger

Cognitive - Problem-Focused responses

strategizing, self-motivating, changing priorities

Cognitive - emotion-focused responses

Avoiding, distancing, ignoring

Looking for the positive in the negative

Reappraising

Type A Behavior Pattern

strong time urgency, tend to be impatient, driven, competitive, controlling, aggressive, and hostile at times

Can influence an individual's level of stressors, stress and strain

Motivation

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

* How hard you work on smth

* How long you work on smth

Expectancy Theory

Motivation is fostered when the employee believes:

Effort results in performance (Expectancy)

Performance will result in outcomes ( Instrumentality)

Outcomes will be valuable (Valence)

Expectancy

Effort = Performance

Belief that high lvl of effort will lead to successful performance of a task

Instrumentality

Performance = Outcomes

Belief that successful perf will result in certain outcomes

Valence

Anticipated value of outcomes

Pos: prefer having the outcome (salary, bonuses)

Neg: prefer not having outcome (disciplinary action, termination)

Zero: No interest in outcome (bored)

Goal Setting Theory

Views goals as the primary drivers of intensity and persistence of effort

Motivation is fostered when employees are given specific and dif goals rather than no, easy, or "do your best" goals

Equity Theory

Motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other ppl

Employees create mental ledger of the outcomes they get from their jobs (pay, status, perks) as well as inputs they put in (effort, perf, edu, exp)

Psychological Empowerment

intrinsic form of motivation derived from the belief that one's work tasks are contributing to some larger purpose

Four Beliefs:

* Meaningfulness

* Self-Determination

* Competence

* Impact

Truth

The willingness to be vulnerable to a trustee based on

positive expectations about the trustee's actions and intentions

trust: willing to be vulnerable

risk: actually becoming vulnerable

Justice

Perceived fairness of an authority's decision making

Ethics

Degree to which the behaviors of an authority are in accordance with generally accepted moral norms

Trust rooted in three factors:

Disposition-based

Cognitive-based

Affect-based

Dispositon-Based Trust

Your personality has a general trust propensity towards others

Believe general expectations that the words, promises, stmts of indy's and groups can be relied upon

Cognition-Based Trust

Based on our cognitions or experiences with an authority to determine their overall trustworthiness

Gauge authority's trustworthiness based on their characteristics or attributes that inspire trust

Ability: do they have the skills/knowledge/competency

Benevolence: they don't do things for selfish or profit-centered reasons

Integrity: adhere to morals and values that we finds acceptable

Affect-Based Trust

Based in emotion rather than reason

Four types of justice

Distributive

Procedural

Interpersonal

Informational

Distributive Justice

Equity vs equality vs need - allocation to proper norm

Procedural justice Rules

voice, correctability, consistency, bias suppression, representativeness, accuracy

Interpersonal Justice Rules

Respect: Do authorities treat employees with sincerity

Propreity: Do authorities refrain from improper remarks

Informational Justice Rules

justification and truthfulness

Personality

structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior.

Cultural value

shared beliefs about desirable end states or modes of conduct in a given culture

Big Five Taxonomy

1. Conscientiousness

2. Agreeableness

3. Neuroticism

4. Openness to experience

5. Extraversion

Conscientiousness

Dependable, organized, reliable, ambitious, hardworking, persevering

prioritize accomplishment striving - strong desire to accomplish task-related goals

Agreeableness

cooperative

prioritize communion striving - desire to obtain acceptance in personal relationships

Beneficial in service-based jobs

Extraversion

Status striving - strong desire to obtain power and influence within a social structure

high positivity affectivity - dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, elation

Neuroticism

nervous, moody, emotional

Negative affectivity - tendency to experience unpleasant moods such as hostility, nervousness, annoyance

locus of control - ppl attribute the causes of events to themselves or the external environment

Openness to Experience

curious, creative

Beneficial in some jobs but not others; not related to job perf across all occupations

Good at finding good/better approaches

Other personality taxonomies

1: Extraversion vs Introversion

2: Sensing vs Intuition

3: Thinking vs Feeling

4: Judge vs Perceiving

RIASEC Model

Realistic

Investigate

Artistic

Social

Enterprising

Conventional