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Io chap 4 - notes
Industrial Psychology
University of San Carlos
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are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh
- Attitudes are complexes of beliefs and feelings that people have about specific ideas, situations, or other people.
- Cognition The knowledge a person presumes to have about something
- Affect A person's feeling towards something
- Intention Guides a person's behavior
- Cognitive dissonance is an incompatibility or conflict be- tween behavior and an attitude or be- tween two different attitudes.
- Your perception of the importance of the elements that are creating the dissonance
- The amount of influence you feel you have over these elements
- The rewards involved in the disso- nance Why don't people try to reduce their cognitive dissonance? (3)
- Job Satisfaction reflects our attitudes and feelings about our job.
- The work itself
- Personality
- Attitudes
- Values What are the influences on job satis- faction? (4)
- Organizational commitment reflects the degree to which an em- ployee identifies with the organization and its goals and wants to stay with the organization
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh 10. Affective commitment positive emotional attachment to the organization and strong identification with its values and goals leads employees to stay with an orga- nization because they want to and is related to higher performance 11. Normative commitment feeling obliged to stay with an organi- zation for moral or ethical reasons related to higher performance and leads employees to stay with an organization because they feel they should. 12. Continuance commitment staying with an organization because of perceived high economic (i., tak- ing another job would mean losing valuable stock options) and/or social costs (i., friendships with coworkers) involved with leaving leads employees to stay with an or- ganization because they feel that they have to. 13. Employee engagement is a heightened emotional and intel- lectual connection that an employee has for his/her job, organization, man- ager, or coworkers that, in turn, influ- ences him/her to apply additional dis- cretionary effort to his/her work. 14. • Have clear goals.
- Have the resources needed to do Engagement is enhanced when em- ployees (8)
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh 22. Individual-organization value con- flict an employee's values can conflict with the values of the organization 23. (1) traditional/secular-rational val- ues (2) survival/self-expression values The 2 Major Dimensions in varying ba- sic values 24. traditional values emphasize the importance of religion, parent-child ties, deference to authori- ty and traditional family values. People who embrace these values also reject divorce, abortion, euthanasia and sui- cide. These societies have high levels of national pride and a nationalistic outlook 25. secular-rational values Widely held social beliefs that empha- size the importance of individualism, science, and critique 26. Survival values - emphasis on physical and economic security -ethnocentric world view and low lev- els of interpersonal trust and tolerance 27. Self-expression values emphasize subjective well-being, self-expression, and quality of life, giv- ing high priority to environmental pro- tection, diversity tolerance, and partic- ipation in decision making 28. Emotions Intense, short-term physiological, be- havioral, and psychological reactions to a specific object, person, or event that prepare us to respond to it 29. - Emotions are short events or episodes The Elements of Emotions (4)
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh
- Emotions are directed at some- thing or someone
- Emotions are experienced
- Emotions create a state of phys- ical readiness through physiologi- cal reactions
- Moods are short-term emotional states that are not directed toward anything in particular
- Affectivity represents our tendency to experience a particular mood or to react to things with certain emotions
- Positive Affect Negative Affect The two dominant dimensions of mood
- positive affect reflects a combination of high energy and positive evaluation characterized by emotions like elation
- negative affect comprises feelings of being upset, fearful, and distressed
- Perception The set of processes by which an in- dividual becomes aware of and inter- prets information about the environ- ment
- Selective perception is the process of screening out infor- mation that we are uncomfortable with or that contradicts our beliefs.
- Stereotyping is categorizing or labeling people on the basis of a single attribute
- The halo effect
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh addresses the fairness of the proce- dures used to generate the outcome (e., what rules were followed, whether people had the op- portunity to express opinions and in- fluence the outcome, etc). 47. Interactional fairness is whether the amount of information about the decision and the process was adequate, and the perceived fair- ness of the interpersonal treatment and explanations received during the decision-making process. 48. Interpersonal fairness and Informa- tional fairness Interactional fairness describes two specific types of interpersonal treat- ment, these are? 49. Interpersonal fairness reflects the degree to which people are treated with politeness, dignity, and re- spect by authorities or third parties in- volved in executing procedures or de- termining outcomes 50. Informational fairness focuses on the extent to which employ- ees receive adequate information and explanations about decisions affecting their working lives 51. Trust is the expectation that another person will not act to take advantage of us regardless of our ability to monitor or control him or her. 52. Stress a person's adaptive response to a stimulus that places excessive psy-
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh chological or physical demands on him or her 53. Adaptation Role of the Stimulus Stressors can be either psycholog- ical or physical The demands stressors place on the individual must be excessive The components of stress (4) 54. General Adaptation Syndrome (GAS) According to this model, each of us has a normal level of resistance to stressful events. Some of us can toler- ate a great deal of stress and others much less, but we all have a threshold at which stress starts to affect us. 55. Stage 1: Alarm Stage 2: Resistance Stage 3: Exhaustion What are the 3 stages of Selye's GAS? In order. 56. Stage 1: Alarm At this point, the person may feel some degree of panic and begin to wonder how to cope. May also have to resolve a fight or flight question. 57. Stage 2: Resistance individual is actively resisting the ef- fects of the stressor 58. Stage 3: Exhaustion prolonged exposure to stress causes an individual to give up 59. Eustress The pleasurable stress that accompa- nies positive events 60. Distress
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh it has both formal (i., job-related and explicit) and informal (i., social and implicit) requirements 69. Ambiguity Conflict What are the components of Role De- mands? (2) 70. Interpersonal Demands stressors associated with relation- ships in the organization 71. Role Demands relate to pressures placed on a person as a function of the particular role he or she plays in the organization. 72. Group Pressures Leadership Interpersonal Conflict What are the 3 Interpersonal De- mands? 73. Individual Consequences of Stress are the outcomes that mainly affect the individual. The organization also may suffer, either directly or indirectly, but it is the individual who pays the real price 74. Behavioral Psychological Medical What are the 3 Individual Conse- quences of Stress? 75. Organization Consequences of Stress
- Absenteeism -Lower productivity -Increased turnover -Dissatisfaction -Lower motivation
- Burnout is a general feeling of exhaustion that develops when a person simultaneously experi-
are complexes of beliefs and feelings that people have about specific ideas situations, or other people. Study online at quizlet/_dtwsyh ences too much pressure and has too few sources of satisfaction. 77. Institutional programs managing stress are undertaken through established organizational mechanisms 78. Collateral stress program an organizational program specifically created to help employees deal with stress. 79. Work-life relationships then, include any relationships be- tween dimensions of the person's work life and the person's personal life
Io chap 4 - 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
