Term
Workplace
psychological health |
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Definition
A broad-based concept
that refers to the
mental, emotional, and
physical well-being of
employees in relation
to the conduct of their
work. |
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Term
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Definition
book in 1965
entitled Mental Health of the Industrial Worker. |
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Term
Occupational Safety
and Health Act |
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Definition
laws designed to reduce the frequency and severity of workplace accidents and illnesses by creating enforceable
health and safety standards |
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Term
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Definition
a person who
is pathologically addicted to performing work |
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Term
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Definition
death by
overwork, and it is estimated 10,000 individuals each year in Japan die from overwork |
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Term
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Definition
The study of the factors
and conditions in life
that lead to pleasurable
and satisfying outcomes
for individuals. |
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Term
| Environmental Influences on Psychological Health |
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Definition
1. Opportunity for control.
2. Opportunity for skill use.
3. Externally generated goals.
4. Environmental variety.
5. Environmental clarity.
6. Availability of money.
7. Physical security.
8. Opportunity for interpersonal contact.
9. Valued social position. |
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Term
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Definition
pattern of ex-convicts
committing new crimes and being sentenced to additional prison terms, believed to be caused by lack of 9 environmental influences on psychological health |
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Term
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Definition
| psychological well-being has two dimensions: pleasure and activation |
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Term
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Definition
The competent person has adequate psychological
resources to deal with life’s problems |
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Term
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Definition
| he freedom to choose the path of one’s own behavior. |
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Term
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Definition
A psychologically healthy person is always striving to achieve
a more desirable outcome |
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Term
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Definition
“Integrated
functioning concerns the person as a whole. People who are mentally
healthy exhibit several forms of balance, harmony, and inner relatedness” |
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Term
| 5 components of psychological health |
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Definition
1. Affective well-being.
2. Competence.
3. Autonomy.
4. Aspiration.
5. Integrated functioning. |
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Term
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Definition
The dilemma of trying to
balance the conflicting
demands of work and
family responsibilities. |
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Term
targets of research in work/
family conflict |
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Definition
The effect of work on family.
The effect of family on work.
The family–work interaction. |
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Term
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Definition
there is similarity between what
occurs in the work environment and what occurs in the family environment
a person’s work experiences influence what he or she does away from
work.
attitudes at work become ingrained and carried over into home life, |
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Term
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Definition
proposes an inverse relationship between work and family
individuals make diff erential investments of themselves in the two
settings so that what is provided by one makes up for what is missing in the other. |
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Term
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Definition
the work and nonwork
spheres are distinct so that an individual can be successful in one without any influence on the other
The two spheres exist side by side and for all practical purposes are separated. |
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Term
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Definition
(1) the suggestion that work and family affect each other had emerged by the 1930s; (2) the pervasive assumption during the 1950s
was that work and family were independent; (3) by the 1970s the assumption was that work and family roles were intertwined; and (4) today there is considerable empirical evidence attesting to the overlap between work and family for most individuals. |
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Term
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Definition
any location, as one’s home, a café where work
can be performed |
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Term
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Definition
A schedule of work
hours that permits
employees flexibility in
when they arrive at and
leave work. |
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Term
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Definition
A schedule of work
hours that typically
involves more hours per
day and fewer days per
week. |
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Term
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Definition
A non-traditional work
pattern in which an
operation functions
24 hours per day. |
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Term
latent consequences
of employment |
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Definition
(1) imposition of a time structure on the waking day, (2) regular shared experiences and contacts with people outside the nuclear family, (3) the
linking of individuals to goals and purposes, (4) the definition of aspects of personal status and identity, and (5) the enforcement of activity |
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Term
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Definition
The pattern of compelling children under the age of 15 throughout the world to perform labor that is
harmful to their overall health and psychological
well-being. |
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Term
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Definition
a set of energetic forces that originate both within as well as
beyond an individual’s being, to initiate work-related behavior, and to determine its form, direction, intensity, and duration |
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Term
| components to Work motivation |
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Definition
direction: addresses the choice of activities we make in expending effort
intensity: implies we have the potential to exert various levels of effort
persistence: reflects duration of motivation over time |
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Term
| Five Critical Concepts in Motivation |
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Definition
Behavior
Performance
Ability
Situational factors
Motivation |
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Term
Expectancy theory of
motivation |
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Definition
A theory of motivation based on the perceived
degree of relationship between how much effort a person expends and the performance that results from that effort.
five major parts: job outcomes, valence, instrumentality, expectancy, and force. |
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Term
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Definition
the results an employee can experience by working for
the organization, such as pay, promotions, and vacation time |
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Term
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Definition
the employee’s feelings about the outcomes and are usually
defined in terms of attractiveness or anticipated satisfaction |
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Term
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Definition
the perceived degree of relationship between
performance and outcome attainment |
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Term
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Definition
| the perceived relationship between effort and performance |
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Term
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Definition
| the amount of effort or pressure within the employee to be motivated |
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Term
Goal-setting theory
of motivation |
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Definition
A theory of motivation
based on directing
one’s effort toward the
attainment of specific goals that have been set or established. |
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Term
Self-regulation
theory of motivation |
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Definition
A theory of motivation
based on the setting of
goals and the receipt of
accurate feedback that
is monitored to enhance
the likelihood of goal
attainment. |
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Term
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Definition
A sense of personal
control and being
able to master one’s
environment. |
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Term
| learning goal orientation |
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Definition
one in which the individual is committed to acquiring new skills and
mastering new situations |
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Term
| performance goal orientation |
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Definition
one in which the individual
is committed to demonstrating his or her competence by seeking favorable judgments from others |
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Term
Work design theory
of motivation |
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Definition
A theory of motivation
based on the presence
of dimensions or
characteristics of
jobs that foster the
expenditure of effort. |
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Term
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Definition
The process of designing
work so as to enhance
individual motivation to
perform the work. |
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Term
| job characteristics model |
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Definition
1. Skill variety—the number of different activities, skills, and talents the job requires;
2. Task identity—the degree to which a job requires completion of a whole, identifiable piece of work
3. Task significance—the job’s impact on the lives or work of other people
4. Autonomy—the degree of freedom, independence, and discretion in scheduling work and determining procedures that the job provides;
5. Task feedback—the degree to which carrying out the activities required results in direct and clear information about the effectiveness of performance. |
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Term
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Definition
A conception of motivation whereby individuals are
psychically immersed in emotionally and intellectually fulfilling work. |
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Term
| three dimensions of work engagement |
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Definition
vigor: a sense of personal energy for work
Dedication: involves experiencing a sense of pride in one’s
work and challenge from it
absorption: the capacity to be engrossed in work and experiencing a sense of fl ow |
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Term
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Definition
characterized by feelings of apathy, cynicism, and detachment
from work |
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Term
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Definition
| pertains to how we regulate ourselves in pursuit of a single goal |
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Term
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Definition
| how we allocate our time and effort in pursuing multiple goals |
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Term
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Definition
| The degree of pleasure an employee derives from his or her job. |
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Term
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Definition
refers to a fundamental diff erence in how people view
life, their general disposition, and attitude |
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Term
| Five categories of human emotions |
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Definition
1. Positive: Happiness Love Pride
2. Negative: Sadness Hopelessness Despair
3. Existential: Anxiety Guilt Shame
4. “Nasty”: Anger Envy Jealousy
5. Empathetic: Gratitude Compassion
Sympathy |
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Term
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Definition
reflect the employee withdrawing from a noxious employment condition, either temporarily
(absence) or permanently (turnover). |
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Term
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Definition
The degree to which a person identifies
psychologically with his or her work and the
importance of work to one’s self-image. |
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Term
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Definition
The extent to which an
employee feels a sense
of allegiance to his or
her work. |
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Term
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Definition
The theoretical concept
pertaining to the fair
treatment of people in
organizations. The three
types of organizational
justice are distributive,
procedural, and
interactional. |
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Term
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Definition
The fairness with
which the outcomes or
results are distributed
among members of an
organization. |
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Term
| 3 rules for distributive justice |
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Definition
Equity: people should receive rewards
that are consistent with the contributions they make
Equality: all individuals should have an
equal chance of receiving the outcome or reward
Need: rewards should be distributed on the
basis of individual need |
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Term
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Definition
The fairness by which
means are used to
achieve results in an
organization. |
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Term
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Definition
The fairness with which
people are treated
within an organization
and the timeliness,
completeness, and
accuracy of the
information received in
an organization. |
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Term
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Definition
showing concern for individuals
and respecting them as people who have dignity. |
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Term
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Definition
providing knowledge about procedures that
demonstrate regard for people’s concerns |
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Term
Organizational
citizenship behavior |
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Definition
The contributions that
employees make to the
overall welfare of the
organization that go
beyond the required
duties of their job.
also referred to as prosocial behavior, extra-role behavior, and contextual behavior |
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Term
| Five dimensions to citizenship behavior |
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Definition
1. Altruism reflects willfully helping specific
people with an organizationally relevant task or problem.
2. Conscientiousness refers to being punctual, having attendance better than the group norm, and judiciously following company rules, regulations, and
procedures.
3. Courtesy is being mindful and respectful of other people’s rights.
4. Sportsmanship refers to avoiding complaints, petty grievances, gossiping, and falsely magnifying problems.
5. Civic virtue is responsible participation in the political life of the organization. |
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Term
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Definition
The implied exchange
relationship that exists
between an employee
and the organization. |
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Term
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Definition
| characterized by short time frames and specific obligations |
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Term
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Definition
| characterized by long-term relationships with diffuse obligations |
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Term
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Definition
Behavior exhibited
within organizations by
employees that is driven
by self-interest. |
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Term
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Definition
Behaviors exhibited
within a work context
that are harmful to
other employees or
the organization (also
called deviant workplace
behavior). |
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Term
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Definition
Hostile or aggressive
behavior at the
workplace that occurs
through electronic
media. |
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