- Shuffle
Toggle OnToggle Off
- Alphabetize
Toggle OnToggle Off
- Front First
Toggle OnToggle Off
- Both Sides
Toggle OnToggle Off
Front
How to study your flashcards.
Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key
Up/Down arrow keys: Flip the card between the front and back.down keyup key
H key: Show hint (3rd side).h key
PLAY BUTTON
PLAY BUTTON
43 Cards in this Set
- Front
- Back
|
Personality
|
the stable psycholological traits and behavioral attributes that give a person his or her identity
|
|
The Big Five personality dimensions
|
Extroversion, agreeableness, conscientiousness, emotional stability, openness to experience
|
|
Proactive personality
|
someone who is more apt to take initiative and persevere to influence the environment
|
|
locus of control
|
how much people believe they control their own fate through their efforts. Internal locus of control means you believe you're in control. External means you believe external forces control you
|
|
Self efficacy
|
belief in one's personal ability to do a task
|
|
learned helplessness
|
the debilitating lack of faith in one's ability to control ones's environment
|
|
Self esteem
|
the extent to which people like or dislike themselves; their overall self evaluation
|
|
Self monitoring
|
the extent to which people are able to observe their own behavior and adapt it to external situations
|
|
emotional intelligence
|
the ability to cope, to empathize with others, and to be self motivated
|
|
Organizational behavior (OB)
|
dedicated to better understanding and management of people at work. OB looks at two areas: Individual behavior and group behavior
|
|
value
|
abstract ideals that guide one's thinking and behavior across all situations
|
|
attitude
|
a learned predisposition toward a given object
|
|
Affective component of an attitude
|
the feelings or emotions one has about a situation
|
|
cognitive component of an attitude
|
the beliefs and knowledge one has about a situation
|
|
behavioral component of an attitude
|
also known as the intentional component, refers to how one intends or expects to behave toward a situation
|
|
cognitive dissonance
|
the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. How they deal with the discomfort depends on three factors: importance, control, rewards
|
|
Behavior
|
actions and judgments
|
|
Job involvement
|
the extent to which an individual is immersed in his or her present job
|
|
employee engagement
|
an individual's involvement, satisfaction, and enthusiasm for work
|
|
job satisfaction
|
the extent to which you feel positive or negative about various aspects of your work
|
|
job satisfaction
|
the extent to which you feel positive or negative about various aspects of your work
|
|
organizational commitment
|
the extent to which an employee identifies with an organization and is committed to its goals
|
|
absenteeism
|
when an employee doesn't show up for work
|
|
turnover
|
when employees leave their jobs
|
|
organizational citizenship behaviors
|
those employee behaviors that are not directly part of employee's job descriptions-that exceed their work role requirements
|
|
counterproductive work behaviors
|
types of behavior that harm employees and the organization as a whole
|
|
perception
|
the process of interpreting and understanding one's environment
|
|
selective perception
|
the tendency to filter out information that is discomforting, seems irrelevant, or contradicts one's beliefs
|
|
stereotyping
|
the tendency to attribute to an individual the characteristics one believe are typical of the grout to which the individual belongs
|
|
the halo effect
|
we form an impression of an individual based on a single trait
|
|
causal attribution
|
the activity of inferring causes for observed behavior
|
|
Fundamental attribution bias
|
people attribute another person's behavior to his or her personal characteristics rather than to situational factors
|
|
self serving bias
|
people tend to take more personal responsibility for success rather than for failure
|
|
stress
|
the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively
|
|
stressor
|
the source of stress
|
|
Type A behavior pattern
|
they are involved in a chronic, determined struggle to accomplish more in less time
|
|
Individual task demands
|
stress created by the job itself
|
|
individual role demands
|
the stress created by others expectations of you
|
|
Roles
|
sets of behaviors that people expect of occupants of a position
|
|
Burnout
|
a state of emotional, mental, and even physical exhaustion
|
|
Buffers
|
administrative changes that managers can make to reduce the stressors that lead to employee burnout
|
|
Employee assistance programs (EAPs)
|
host of programs aimed at helping employees cope with stress, burnout, substance abuse, health problems, family and marital problems, and any general problem that negatively influences job performance
|
|
Holistic wellness program
|
focuses on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness
|
