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30 Cards in this Set
- Front
- Back
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Organizational behavior |
A field of study devoted to understanding, explaining, and improving the attitudes and behaviors of individuals and groups in organizations |
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How is OB distinct from other areas of business related research? |
-OB study: explore relationship between learning and job performance -HR study: examine the best ways to structure training programs to promote employee learning fabahbfb -strategy study: examine relationship between firm diversification (expanding product segment) and firm profitability |
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What topics has OB borrowed from other research domains? |
Industrial/ Organizational Psychology- job performance and individual characteristic research Social psychology- research on satisfaction, emotions, team processes Sociology- team characteristics and organizational structure Anthropology- inform study of organizational culture Economics- understand motivation, learning, and decision making |
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2 primary outcomes in studies of OB |
Job performance and organizational commitment |
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What type of resources do firms who are good at OB have? |
Financial, physical, OB resources such as knowledge, ability, wisdom, image, culture, goodwill. |
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Components of scientific method |
(1) theory - collection of assertions that specify how variables are related (2) hypothesis - predictions (3) data (4) verification |
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How are correlations interpreted? |
The DIRECTION (positive or negative) and the STRENGTH |
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What is meta-analysis and how is it more advantageous than single correlation? |
When the correlation of multiple studies get averaged together. Offers more compelling support from numerous studies |
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Evidence based management |
Argues that scientific findings should form the foundation for management education. |
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Job performance |
Employee behaviors that contribute either positively or negatively to the accomplishment of organizational goals |
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Task performance |
Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces |
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How do organizations identify what constitutes job performance? |
Task performance, citizenship behavior, and counterproductive behavior |
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How do routine, adaptive, and creative performance differ? |
Routine- habitual responses to predictable task demands Adaptive- thoughtful response to unique or unusual task demand Creative- degree to which individual develop ideas or physical outcomes that are useful |
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Citizenship Behavior |
Voluntary employee behaviors that contribute to organizational goals by improving the context in which work takes place |
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Difference between interpersonal citizenship behavior vs organizational citizenship behavior |
Organizational- voice, civic virtue, boosterism Interpersonal- helping, courtesy, sportsmanship |
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Counterproductive work behavior |
Behaviors that intentionally hinder organizational goal accomplishment |
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Four quadrants of counterproductive work behavior |
Production Deviance- wasting resources and substance abuse Property Deviance - sabotage, theft Political Deviance - gossiping, incivility Personal Aggression - harassment, abuse |
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How can we use information from performance to manage employees? |
Management by Objectives - base employee evaluations of whether specific performance goals have been met Behaviorally Anchored Rating Scales- use of examples of critical incidents to evaluate an employees job performance behaviors directly 360 Degree Feedback - uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves Forced Ranking- rank employees into top 20, vital 70, and bottom 10 Social Networking Systems - requires post weekly/ quarterly goals |
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Organizational commitment |
An employees desire to remain a part of an organization |
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Strategies for coping with stress |
Behavioral- physical activities Cognitive- thoughts Problem-focused- behaviors and cognition to manage situation Emotion-focused - behaviors and cognitions that help manage emotional reactions |
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How can organizations manage employee stress? |
Stress audit, reduce stressors, provide resources, reduce strains |
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Three types of organizational commitment |
Affective commitment - emotional attachment Continuance- feeling like you have to (cost of leaving is too high) Normative - obligation, you ought to |
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What are 4 primary responses to negative events at work? |
Exit Voice Loyalty Neglect |
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Types of employees based on commitment |
Stars- high commitment, role models Citizens - high commitment and low task performance Lone wolves- low commitment and high task performance levels Apathetic- low commitment and low task performance |
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Job satisfaction |
Pay, promotion, supervision, coworkers, and satisfaction with work itself |
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Three psychological states associated with satisfaction with the work itself? |
Meaningfulness of work Responsibility for outcomes Knowledge of results |
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What are job characteristics that create satisfaction with the work itself? |
Variety Identity Significance Autonomy Feedback |
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Difference between mood and emotions |
Mood- lasts for a given period, not directed at anything Emotion- intense feelings for short duration, directed at something specific |
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Differentiate between stress, stressors and strains |
Stress-psychological response to demands Stressors- demands that cause stress response Strains- negative consequences of stress response |
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Types of work stressors |
Work Challenge- time pressure, work complexity, work responsibility Work hindrance - role conflict |
