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Io chap 3 part 1 - notes
Industrial Psychology
University of San Carlos
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- Psychological Contract A person's overall set of expectations re- garding what he or she will contribute to the organization and what the organization, in re- turn, will provide to the individual
- Individuals contribute effort, skills, ability, time, loyalty -Organizations provide inducements in the form of tangible/intangible rewards What can individuals contribute to an or- ganization? And what can the organization give back in return?
- Person-job fit the fit between a per- son's abilities and the demands of the job and the fit between a person's desires and motivations and the at- tributes and rewards of a job
- Individual differences personal attributes that vary from one per- son to another
- Person-Job Fit Person-Group Fit Person-Organization Fit Person-Vocation Fit Types of Fit (4)
- Person-Job Fit Possible Dimensions Include: Intelligence Job-related skills Job knowledge Previous work experi-
Study online at quizlet/_dpyeyn ence Personality related to performing job tasks 7. Person-Job Fit the extent to which the contributions made by the individual match the inducements of- fered by the organiza- tion 8. Person-Group Fit Possible Dimensions Include: Teamwork skills Knowledge and ability relative to other team members Conflict management style Preference for team- work Communication skills Personality related to working well with oth- ers 9. Person-Group Fit The extent to which an individual fits with the workgroup's and su- pervisor's work styles, skills, and goals 10. Person-Organization Fit Possible Dimensions Include: Alignment between personal motivations and the organization's culture, mission, and purpose
Study online at quizlet/_dpyeyn 17. Agreeableness refers to a person's ability to get along with others 18. Conscientiousness refers to the extent to which a person can be counted on to get things done. 19. Neuroticism Characterized by a person's tendency to experience unpleas- ant emotions such as anger, anxiety, depres- sion, and feelings of vulnerability 20. Extraversion reflects a person's comfort level with rela- tionships. 21. Introversion The tendency to be less comfortable in relationships and so- cial situations 22. Openness The capacity to enter- tain new ideas and to change as a result of new information 23. The Myers-Briggs framework A personality frame- work based upon Carl Jung's work on psy- chological types and measured by the My- ers-Briggs Type Indicator (MBTI) 24. Extroverts
Study online at quizlet/_dpyeyn are energized by things and people they are interactors and "on the fly" thinkers whose motto is "ready, fire, aim." 25. Introverts find energy in ideas, concepts, and abstrac- tions. they can be social but also need quiet time to recharge their batter- ies. They are reflective thinkers whose motto is "ready, aim, aim." 26. Sensing detail oriented and they want and trust facts. 27. Intuitive seek out patterns and relationships among the facts that they have learned. they trust this and look for the "big picture." 28. Thinkers value fairness and de- cide things imperson- ally based on objective criteria and logic. 29. Feelers value harmony and fo- cus on human val- ues and needs as
Study online at quizlet/_dpyeyn People who think that forces beyond their control dictate what happens to them. 36. Authoritarianism The belief that power and status differences are appropriate within hierarchical social sys- tems such as organi- zations 37. 1. Internals are generally more satisfied with their job, pay, supervisor, and coworkers. 2. Internals are more committed and have lower absenteeism. 3. Internals have greater task motivation, job in- volvement, and self-confidence than do externals. 4. Internals tend to have higher job performance than externals. 5. Internals tend to earn a higher salary than do externals. 6. Internals report lower role conflict, work-family conflict, burnout, and stress than do externals 7. Internals tend to be more socially integrated at work and report more favorable relationships with their supervisors Discuss and Con- trast Internals and Ex- ternals in the fol- lowing Organizational Outcomes:
- Job satisfaction
- Commitment
- Job motivation
- Job performance
- Career success
- Conflict and stress
- Social integration
- Machiavellianism A trait causing a per- son to behave in ways to gain power and con- trol the behavior of oth- ers.
- Tolerance for Risk or Risk Propensity The degree to which a person is comfortable with risk and is willing to take chances and make risky decisions
Study online at quizlet/_dpyeyn 40. Tolerance for Ambiguity Reflects the tendency to view ambiguous situations as either threatening or desir- able 41. Type A personality Impatient, competitive, ambitious, and uptight 42. Type B personality More relaxed and easygoing and less overtly competitive 43. Workplace Bullying Repeated mistreat- ment of another em- ployee through verbal abuse; conduct that is threatening, humil- iating, or intimidating; or sabotage that inter- feres with the other person's work 44. General Mental Ability The capacity to rapidly and fluidly acquire, process, and apply in- formation 45. Information Processing Capacity Involves the way indi- viduals process and organize information 46. Multiple Intelligences Suggests that there are several distinct forms of intelligence that everyone possesses in varying degrees
Study online at quizlet/_dpyeyn one's relationship to others and to the world; relates to emo- tional intelligence Related to success in almost all careers They learn best through self-reflection, self-discovery 51. Linguistic verbal and written lan- guage; explaining and interpreting ideas and information Are usually authors, speakers, lawyers, TV and radio hosts, trans- lators They learn best through verbal and written words and lan- guage 52. Logical-Mathematical logic and pattern detection; analytical; problem solving; ex- cels at math Are usually engineers, directors, scientists, researchers, accoun- tants, statisticians
Study online at quizlet/_dpyeyn They learn best through logic and numbers 53. Musical recognition of rhythm and tonal patterns; musical ability; high awareness and use of sound Are usually musicians, DJs, music teachers, acoustic engineers, music producers, composers They learn best through music, sounds, rhythm 54. Spatial-Visual creation and interpre- tation of visual images; visual and spacial per- ception Are usually artists, engineers, photog- raphers, inventors, beauty consultants They learn best through pictures, shapes, visually
Io chap 3 part 1 - notes
Course: Industrial Psychology
University: University of San Carlos
- Discover more from:Industrial PsychologyUniversity of San Carlos35 Documents
- More from:Industrial PsychologyUniversity of San Carlos35 Documents
