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31 Cards in this Set
- Front
- Back
Counterproductive |
A type of Job performance defined as employee behaviors that intentionally hinder organizational goal accomplishment. |
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Civic virtue |
A type of citizenship behavior which is defined as participating in the company's operations at a deeper than normal level. |
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Inimitable |
The extent to which the skills and talents can NOT be copied by other organizations. |
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Affective commitment |
A job related attitude refers to identification with, involvement in, and emotional attachment to the organization. |
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Personality |
A stable set of characteristics representing internal properties of an individual, which are reflected in behavioral tendencies across a variety of situations. |
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Conscientiousness |
A type of big five personality that has the characteristics of being dependable, organized, reliable, and ambitious. This personality trait has the biggest influence on job performance. |
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Agreeableness |
One of the characteristics of this big five trait is to avoid conflicts. |
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Extrovert |
A big five personality prioritize status striving, and is Outgoing. |
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Psychological Empowerment |
Meaningfulness, self determination, competence, impact. |
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Instrumentality |
The belief that successful performance will result in some outcome. |
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Valence |
Reflects the anticipated value of the outcomes associated with performance. It can be positive, negative, or zero. |
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Expectancy |
The belief that a specific amount of effort will result in a specific level of performance. |
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Distributive justice |
Percieved fairness of decision making outcomes. Employees decide if outcomes are allocated fairly using equity norms. |
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Informational Justice |
A type of justice reflects the perceived fairness of the communications provided to employees from authorities. |
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Moral Awareness Moral Judgment Moral Intent Ethical Behavior |
The four components of ethical decision making. |
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Ability |
The skills, competencies, and areas of expertise that enable an authority to be successful in some specific area. |
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Citizenship behavior |
Non-mandatory beneficial behaviors to the organization - it is part of job performance. |
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Normative commitment |
Commitment due to a feeling of obligation. |
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Voice |
A type of citizenship behavior which involves speaking up and offering constructive suggestions for change. |
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Continuance |
Commitment due to the costs of leaving the organization. |
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Openness to experience |
This personality has these characteristics: curious, imaginative, creative, complex, refined and sophisticated. |
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Growth need strength |
[This] captures whether employees have strong needs for personal accomplishment or developing themselves beyond where they currently are. |
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Identity |
The degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome is known as [this]. |
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Feedback |
The degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is preforming is known as [this] |
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Goal commitment |
The degree to which a person accepts a goal and is determined to try to reach it. |
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Feedback |
[This] consists of updates on employee progress toward goal attainment. It is one of the variables that specify when assigned goals will have stronger or weaker effects on task performance. |
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Intrinsic |
Motivation that is felt when task performance serves as its own reward is known as [This]. |
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Equity |
[This] theory argued that you compare your ratio of outcomes and inputs to the ratio of some comparison other. |
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Trust propensity |
[This] is most obvious in interactions with strangers, in which any acceptance of vulnerability would amount to "blind trust." |
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Moral intensity |
The degree to which an issue has ethical urgency, driven by if the potential for harm is perceived to be high. |
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Trust |
The willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions. |