Locus of Control

How people perceive the strength of the link between their own actions and the
outcomes of those actions.

Self-Esteem

Value one puts on the self

Job Satisfaction

A positive feeling about the job resulting from an evaluation of its characteristics

Job Involvement

Degree of psychological identification with the job where perceived performance is

important to self-worth

Psychological Empowerment

Belief in the degree of influence over the job, competence, job meaningfulness, and
autonomy

Organizational Commitment

Identifying with a particular organization and its goals, while wishing to maintain
membership in the organization.
Affective emotional attachment to organization
Continuance Commitment economic value of staying
Normative moral or ethical obligations

Perceived Organizational Support (POS)

Degree to which employees believe the organization values their contribution and
cares about their well-being.

Employee Engagement

The degree of involvement with, satisfaction with, and enthusiasm for the job.

Engaged employees are passionate about their work and company.

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 Emotional Dissonance:

Employees have to project one emotion while simultaneously feeling another

Emotional Intelligence:

A persons ability to be self-aware, recognizing own emotions when experienced,

detect emotions in others and manage emotional cues and information

Personality:

The sum total of ways in which an individual reacts and interacts with others, the
measurable traits a person exhibits

Agreeableness

Conscientiousness

Emotional Stability

Openness to Experience

Extroversion

Narcissism

An arrogant, entitled, self-important person who needs excessive admiration

Person-Job Fit:

Ones ability to do a specific job than in that persons flexibility.

Person-Organization Fit:

Ones ability to fit in a specific organization than in that persons flexibility.

Creativity

The ability to produce novel and useful ideas

Organizational Justice

Overall perception of what is fair in the workplace

Three types:
Distributive fairness of outcomes

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 Procedural fairness of process

Informational being treated fairly (with dignity and respect)
Interpersonal Mistreatment

Overall perception of individual about being treated discriminately.

Four types:
Incivility lack of manners
Harassment offensive behavior
Ostracism feeling of being ignored
Interpersonal Conflict- difference among individuals

Job Rotation

The shifting of an employee from one task to another with similar skill requirements.

Job Enrichment

The expansion of a job by increasing the degree to which the worker controls the
planning, execution, and evaluation of the work.

Deviant Workplace Behavior

Voluntary behavior that violates significant organizational norms and, in doing so,
threatens the well-being of the organization

Social Loafing

The tendency for individuals to expend less effort when working collectively than
when working individually

Trust
Psychological state that exists when you agree to make yourself vulnerable to
another because you have a positive expectation for how things are going to turn
out.
Power

The capacity that A has to influence the behavior of B so that B acts in accordance
with As wishes

Perceived Powerlessness
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The perception about lack of work control and job autonomy.

Political Behavior

Activities that are not required as part of ones formal role in the organization, but
that influence, or attempt to influence, the distribution of advantages or
disadvantages within the organization

Politics Perceptions

Negative consequences to the perception of politics seem to be fairly widespread

Workplace Spirituality

The recognition that people have an inner life that nourishes and is nourished by
meaningful work that takes place in the context of the community

Stress

A dynamic condition in which an individual is confronted with an opportunity,

constraint, or demand related to what he or she desires and for which the outcome is
perceived to be both uncertain and important

Role Perception

An individuals view of how he or she is supposed to act in a given situation received

by external stimuli

Role Expectations

How others believe a person should act in a given situation

Psychological Contract: an unwritten agreement that sets out mutual expectations of

management and employees

Role Conflict

A situation in which an individual is confronted by divergent role expectations

Conformity

Gaining acceptance by adjusting ones behavior to align with the norms of the group

Selective Perception

People selectively interpret what they see on the basis of their interests, background,
experience, and attitudes

Leadership
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The ability to influence a group toward the achievement of goals

Transformational Leadership

Inspire followers by transforming the followers behavior

Transactional Leadership

Induce followers to work by transactional view

Mentoring

Leading for the future.

Conflict

A process that begins when one party perceives that another party has negatively affected, or
is about to negatively affect, something that the first party cares about

Task Conflict

Conflicts over content and goals of the work

Low-to-moderate levels of this type are FUNCTIONAL

Relationship Conflict

Conflict based on interpersonal relationships

Almost always DYSFUNCTIONAL

Process Conflict

Conflict over how work gets done

Low levels of this type are FUNCTIONAL

Formalization

The degree to which jobs within the organization are standardized.

Organizational Culture

A common perception held by the organizations members; a system of shared

meaning

Legitimacy
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Congruence of organizational activities and social values.

Workplace Aggression
the term workplace aggression to encompass all forms of behavior by which
individuals attempt to harm others at work.
Workplace Violence
workplace violence as an instance involving direct physical assault
Organizational citizenship behavior
voluntary and discretionary behavior of individual organizational members that, in
the aggregate, is expected to promote overall organizational efficacy.
Narcissism.
reflects strong self-admiration and behavioral tendencies which may not be viewed
positively by others
organizational retaliatory behaviors
behavioral responses of disgruntled employees to perceived unfair treatment
ETHICAL CLIMATE
the shared perceptions of what is ethically correct behavior and how ethical issues should
be handled in the organization
Workplace Bullying
A person is bullied when he or she feels repeatedly subjected to negative acts in the
workplace, acts that the victim may find it difficult to defend themselves against.
Work-Family Conflict
a form of interrole conflict in which the demands of, time devoted to, and strain created
by the job interfere with performing family-related responsibilities
Negative affectivity
A negative dispositional trait across situations
Positive affectivity

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A positive dispositional trait across situations

Equity sensitivity
Explains Individual differences in reaction to inequity.
Workplace bullying
is the tendency of individuals or groups to use persistent aggressive or unreasonable
behavior against a co-worker or subordinate
Workplace cynicism
An attitude or state of mind characterized by a general distrust of others' apparent
motives or ambitions, or a general lack of faith or hope in the human race or in
individuals at workplace
Trait anger
An emotion related to one's psychological interpretation of having been offended,
wronged or denied.
Impulsivity
A tendency to act on a whim, displaying behavior characterized by little or no
forethought, reflection, or consideration of consequences
Open innovation
A paradigm that assumes that firms can and should use external ideas as well as
internal ideas, and internal and external paths to market, as the firms look to advance
their technology
Ethical ideology
A system of ethics used to make moral judgments, which often offers guidelines for
judging and resolving behavior that may be ethically questionable
psychological capital
Developmental state of an individual as characterized by high

1. self-efficacy
2. optimism
3. hope
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4. resilience
psychological contracts
The mutual beliefs, perceptions, and informal obligations between an employer and
an employee
self-efficacy
One's own perception of competence to complete tasks and reach goals
Burnout
A psychological term for the experience of long-term exhaustion and diminished
interest
Anxiety
The displeasing feeling of fear and concern.
Depression
State of low mood and aversion to activity that can have a negative effect on a
person's thoughts, behavior, feelings, world view and physical well-being
Strain
States that are harmful and usually have an adverse affect on the individuals
Extrinsic Motivation
Refers to the performance of an activity in order to attain an outcome
Intrinsic Motivation
Motivation that is driven by an interest or enjoyment in the task itself
Work/Life Balance
Concept including proper prioritizing between "work" and life
Turnover
Employees intent to quit organization.
Absenteeism

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A habitual pattern of absence from a duty or obligation

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