11 Terms to Remember
Affective Commitment: Emotional attachment and identification with the organization.
Antecedents (of attitudes): Factors that precede and influence the formation of job attitudes.
Attitude Formation: The process by which attitudes develop through various psychological mechanisms including modeling, conditioning, and direct experience.
Behavioral Component: Action tendencies or behavioral intentions toward the attitude object.
Cognitive Component: Beliefs, knowledge, and thoughts about the attitude object.
Compensation Hypothesis: Theory that satisfaction in one area of life can compensate for dissatisfaction in another.
Counterproductive Behaviors: Any behaviors that bring, or are intended to bring, harm to an organization, its employees, or stakeholders.
Dysfunctional Turnover: The loss of productive workers.
Exposure Effects: Tendency for repeated contact with attitude objects to increase positive attitudes.
Feedback: The degree to which work activities provide clear information about performance effectiveness.
Functional Turnover: The loss of poor-performing workers.
James-Lange Theory: Theory proposing that emotional experiences result from physiological responses rather than causing them.
Job Descriptive Index (JDI): Widely used facet satisfaction measure assessing work, pay, promotion opportunities, supervision, and coworkers.
Job Involvement: The extent to which one is cognitively engaged in their job.
Knowledge Function: Attitudes that help organize and make sense of complex information.
Normative Commitment: Feelings of obligation to remain with the organization.
Organizational Citizenship Behaviors (OCBs): Voluntary behaviors that benefit organizations but aren’t formally required.
Organizational Identification: The degree to which a worker ties their identity to the organization they work for.
Organization-Based Self-Esteem (OBSE): A measure of how valuable employees view themselves as organization members.
Perceived Organizational Support (POS): Employee’s global beliefs about the extent to which the organization values their contributions and cares about their well-being.
Role Playing: Adopting new behavioral roles that initially feel artificial but gradually become internalized as genuine attitude change.
Skill Variety: The degree to which jobs require different skills and talents.
Subjective Norms: Individual perceptions of social pressures to perform particular behaviors.
Task Significance: The degree to which jobs have substantial impacts on other people’s lives or work.
Turnover: The rate at which employees leave an organization voluntarily.
Work Centrality: The importance work plays in one’s life relative to other life domains.