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Flashcards in I/O Psychology Deck (336)
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301

Maximizing

Calling for high quantity of product as opposed to high quality

302

Locke: Highest performance for goal-setting:

goals self-set with no monetary reward

303

Goal setting and need for achievement

High need for achievement enhances goal-setting

304

Type D personality

Defined as "distressed" and indicated negative affect and social inhibition that affect health.

305

Types of work-family conflict

Time-based; strain -based (strain from one role effects performance of another); behaviorally-based (conflict due to incompatible bx between two competing roles)

306

How does path-goal theory recommend leadership style is chosen?

Consider the situational variables (task and employee characteristics)

307

Herzberg's low hygiene + low motivation

The worst work situation, resulting in unmotivated employees with multiple complaints

308

Herzberg's high hygiene + low motivation

Employees with few complaints, but aren't highly motivated. Work is seen simply as a paycheck

309

Job satisfaction and age

Older workers show higher level of satisfaction, younger workers more concerned with intrinsic factors (job challenge) vs extrinsic (security, salary)

310

Employee tenure

related to satisfaction; workers should be matched with jobs suited to skills and individual needs

311

Pay and job satisfaction

Related to perception that one is being fairly paid, vs. the actual amount paid

312

Overall job satisfaction correlated with:

physical health, psychological health, and longevity

313

Job facet satisfaction

satisfaction/dissatisfaction with particular aspects of the job (salary, supervisor, workspace)

314

Herzberg's motivator needs

social, esteem, and actualization

315

Which work shift has greatest negative impact on social relationships?

Swing

316

Which work shifts causes problems with sleep loss?

Night and swing

317

Telecommuting

A work arrangement in which employees can work from home anywhere from one day a week to every day

318

Correlates with job turnover

Length of time on the job, and expressed interest in staying

319

How much does turnover cost an organization?

1.5 times worker's salary

320

Ostroff, Kinicki, and Tamkins' 3 layers of Organizational Culture

Observable artifacts (drawing meaning and interpretation from surface level actions like symbols and language); expoused values (beliefs or concepts endorsed by mgmt or the organization); basic assumptions (unobservable, but at the core of the organization)

321

Executive coaching

Focuses on the development of leadership qualities in the executive.

322

Who sets that ethical and professional standards for executive coaches?

International Coach Federation (ICF)

323

McGregor's Theory Z assumes

Workers are motivated, but still need informal, implicit supervision

324

McGregor's Theory Y

Workers are intrinsically motivated and self-directed and need little direct supervision; emphasizes the importance of Maslow's higher needs; emphasizes worker freedom and autonomy, and how these interact with organizational demands; more effective than Theory X

325

Expectancy Theory

Worker's are motivated to perform better if they believe that a particular work behavior leads to particular outcomes, such as a raise (part of Vroom's theory)

326

Hackman and Oldman's GNS

Individual Growth Need Strength; individual differences to which workers desire personal growth and development from work. High GNS respond more strongly and benefit more from jobs with five core characteristics

327

Task significance

how meaningful worker feels task is to organization

328

Skill variety

capacity for employees to use a wide range of skills

329

Vroom and Yetton's Qs to assess 8 situational variables

Quality requirement, commitment requirement, leader's information, problem structure, commitment probability, goal congruence, subordinate conflict, and subordinate information

330

Vroom and Yetton's C11

Leader asks subordinates as a collective group for their views and then makes a decision alone