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JDJOBChap3Def
OB Chapter 3 Definitions
| Question | Answer |
|---|---|
| Organizational Commitment | defined as the desire on the part of an employee to remain a member of the organization. |
| Withdrawal Behavior | defined as a set of actions that employees perform to avoid the work situation |
| Affective Commitment | Want to Stay - Emotion Based |
| Continuance Commitment | Need to Stay - Cost Based |
| Normative Commitment | Ought to Stay - Obligation Based |
| Focus of Commitment | Refers to the various people places and things that can inspire a desire to remain a member of an organization |
| Erosion Model | This model suggest that employees with fewer bonds will be most likely to quit. |
| Social influence Model | Employees who have direct linkages with "leavers" will themselves become more likely to leave. |
| Embeddedness | summarizes employees links to their organization and community their sense of fir with their organization and community and what they would have to sacrifice to change a job |
| Exit | Exit refers to leaving the organization, transferring to another work unit, or at least trying to exit the dissatisfying situation |
| Voice | Voice refers to any attempt to change, rather than escape from, the dissatisfying situation. |
| Loyalty | Grin and Bear it! Maintaining your effort level despite your unhappiness. |
| Neglect | Neglect includes reducing work efforts, paying less attention to quality, and increasing absenteeism and lateness. It is generally considered a passive activity that has negative consequences for the organization. |
| Stars | High Affective Commitment - High Job Involvement |
| Citizens | High Affective Commitment - Low Job Involvement |
| Lone wolves | Low Affective Commitment - High Job Involvement |
| Apathetics | Low Affective Commitment - Low Job Involvement |
| Psychological Withdrawal | consists of actions that provide a mental escape from the work environment |
| Daydreaming | Being distracted while you appear to be working |
| Socializing | Verbal chatting about non work topics |
| Looking busy | intentional desire to look like you're working when you're not performing work tasks |
| Moonlighting | using work time and resources to complete something other than their job duties such as assignment for another job |
| Cyberloafing | Using the internet for personal enjoyment rather than work duties |
| Physical Withdrawal | consists of actions that provide a physical escape whether short term or long term from the work environment |
| Tardiness | Tendency to arrive late to work |
| Long breaks | Taking longer than usual breaks |
| Missing meetings | neglecting important work functions while away from the office |
| Absenteeism | Missing an entire day of work |
| Quitting | Quitting |
| Independent Forms model | Argues that the carious withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees. |
| Compensatory Model | Argues that the various withdrawal negatively correlate with one another, that doing one means you're less likely to do another |
| Progression Model | Argues that the various withdrawal behaviors are positively correlated. The tendency to daydream or socialize leads to the tendency to come in late or take long breaks |
| Psychological contracts | employees beliefs about what they owe the organization and what the organization owes them |
| Transactional contracts | based on a narrow set of specific monetary obligations (the employee owes attendance and protection of proprietary information, org owes pay and advancement opportunities. |
| Relational Contracts | employee owes loyalty and willingness to go above and beyond, employer owes job security development and support |
| Perceived organizational support | Reflects the degree to which employees believe that the org values their contributions and cares about their well being |
Created by:
jeremy092288