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Ch 11

Absenteeism When an employee doesn’t show up for work
Affective Component of an attitude The feelings or emotions one has about a situation
Attitude A learned predisposition toward a given object; a mental position with regard to a fact, state or person
Behavior Actions and judgements
Behavioral Component of an Attitude Refers to how one intends or expects to behave toward a situation
Big Five Personality Dimensions 1. Extroversion, 2. Agreableness, 3. Conciousness, 4. Emotional stability and 5. openness to experience
Buffers Administrative changes that managers can make to reduce the stressors that lead to employee burnout
Burnout State of emotional, mental and even physical exhaustion
Causal Attribution The activity of inferring causes for observed behavior
Cognitive Component of an Attitude The beliefs and knowledge one has about a situation
Cognitive Dissonance Psychological discomfort a person experiences between what he or she already knows and new information or contradictory behavior, or by inconsistency among a person's beliefs, attitudes and actions
Counterproductive Work Behaviors (CWB) Tpes of behaviorthat harm employees and the organization as a whole
Employee Assistance Programs (EAPs) Host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related problems, family and marital issues and any general problems that negatively influence job performance
Emotional Intelligence The ability to cope, to empathize with others and to be self-motivated
Fundamental Attribution Bias Tendency whereby people attribute another person's behavior to his or her personal characteristics rather than to situational factors
Halo Effect An effect in which we form apositive impression of an individual based on a single trait
Holistic Wellness Program (!incomplete) Program that goes beyond stress reduction by encouraging employees to strive for a harmonious and productive balance of physical, mental and social well-being brought about by the acceptance of one's personal responsibility for developing and adhering to
Job Involvement The extent to which one is personally involved with one's job
Job Satisfaction The extent to which one feels positively or negatively about various aspects of one's work
Learned Helplessness The debilitating lack of faith in one's ability to control one's environment
Locus of Control Measure of how much people believe they control their fate through their own efforts
Organizational Behavior Behavior that is dedicated to better understanding and managing people at work
Organizational Citizenship Behaviors Employee behaviors that are not directly part of employees' job descriptions such as constructive statements about the department
Organizational Commitment Behavior that reflects the the extent to which an employee identifies with an organization and is committeed to its goals
Perception Awareness; interpreting and understanding one's environment
Personality The stable psychological traits and behavioral attributes that give a person his identity
Proactive Personality Someone who is apt to take initiative and persevere to influence the environment
Roles A socially determined expectation of how an individual should behave in a specific position
Selective Perception The tendency to filter out information that is discomforting, that seems irrelevant or that contradicts one's beliefs
Self-Efficacy Personal ability to do a task
Self-Esteem Self-respect
Self-Fulfilling Prophecy The phenomenon in which people's expectations of themselves or others leads them to behave in ways that make those expectations come true
Self-Monitoring Observing one's own behavior and adapting it to external situations
Self-Serving Bias The attributational tendency to take more personal responsibility for success than for failure
Stereotyping Mental picture resulting from oversimpified beliefs about a certain group of people
Stress 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 Source of stress
Turnover Movement of employes moving in and out of an organizationwhen they obtain and then leave their jobs
Type A Behavior Pattern Behavior describing people involved in in a chronic, determined struggle to accomplish more in less time
Values Abstract ideals that guide one's thinking and behavior across all situations
Created by: johnny1329