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Definition
| an interdisciplinary field dedicated to the study of how individuals and groups tend to act in organizations |
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| Organizational citizenship |
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Definition
| work behavior that goes beyond job requirements and contributes as needed to the organization's success |
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Definition
| a cognitive and affective evaluation that predisposes a person to act in a certain way |
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Definition
| a positive attitude toward one's job |
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| Organizational commitment |
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Definition
| loyalty to and heavy involvement in one's organization |
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Definition
| a condition in which two attitudes or a behavior and an attitude conflict |
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Definition
| the cognitive process people use to make sense out of the environment by selecting, organizing, and interpreting information |
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Definition
| the process by which individuals screen and select the various stimuli that vie for their attention |
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Definition
| errors in perceptual judgment that arise from inaccuracies in any part of the perceptual process |
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Definition
| the tendency to assign an individual to a group or brad category and then attribute generalizations about the group to the individual |
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Definition
| an overall impression of a person or situation based on one characteristic, either favorable or unfavorable |
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Definition
| the tendency to see one's own personal traits in other people |
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Definition
| the tendency of perceivers to protect themselves by disregarding ideas, objects, or people that are threatening to them |
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Definition
| judgments about what caused a person's behavior - either characteristics of the person or of the situation |
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Term
| Fundamental attribution error |
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Definition
| the tendency to underestimate the influence of external factors on another's behavior and to overestimate the influence of internal factors |
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Term
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Definition
| the tendency to overestimate the contribution of internal factors to one's successes and the contribution of external factors to one's failures |
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Term
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Definition
| the set of characteristics that underlies a relatively stable pattern of behavior in response to ideas, objects, or people in the environment |
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Term
| Big Five personality factors |
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Definition
| dimensions that describe an individual's extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience |
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Definition
| the tendency to place the primary responsibility for one's success or failure either within oneself (internally) or on outside forces (externally) |
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Definition
| the belief that power and status differences should exist within the organization |
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Definition
| the tendency to direct much of one's behavior toward the acquisition of power and the manipulation of other people for personal gain |
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Term
| Myers-Briggs Type Indicator (MBTI) |
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Definition
| personality test that measures a person's preference for introversion versus extroversion, sensation versus intuition, thinking versus feeling, and judging versus perceiving |
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Definition
| the extent to which a person's ability and personality match the requirements of a job |
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Definition
| a change in behavior or performance that occurs as the result of experience |
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Definition
| a physiological and emotional response to stimuli that place physical or psychological demands on an individual |
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Definition
| behavior pattern characterized by extreme competitiveness, impatience, aggressiveness, and devotion to work |
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Definition
| behavior pattern that lacks Type A characteristics and includes a more balanced, relaxed lifestyle |
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Definition
| uncertainty about what behaviors are expected of a person in a particular role |
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Definition
| incompatible demands of different roles |
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