Documentos de Académico
Documentos de Profesional
Documentos de Cultura
How people perceive the strength of the link between their own actions and the
outcomes of those actions.
Self-Esteem
Job Satisfaction
A positive feeling about the job resulting from an evaluation of its characteristics
Job Involvement
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
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.
Page 1
Emotional Dissonance:
Emotional Intelligence:
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
Person-Job Fit:
Person-Organization Fit:
Creativity
Organizational Justice
Three types:
Distributive fairness of outcomes
Page 2
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.
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
Farooq Anwar Bajwa. Assistant Professor, Superior University, Lahore. Pakistan
Page 3
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
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
Role Perception
Role Expectations
Role Conflict
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
Farooq Anwar Bajwa. Assistant Professor, Superior University, Lahore. Pakistan
Page 4
Transformational Leadership
Transactional Leadership
Mentoring
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
Relationship Conflict
Process Conflict
Formalization
Organizational Culture
Legitimacy
Farooq Anwar Bajwa. Assistant Professor, Superior University, Lahore. Pakistan
Page 5
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
Page 6
1. self-efficacy
2. optimism
3. hope
Farooq Anwar Bajwa. Assistant Professor, Superior University, Lahore. Pakistan
Page 7
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
Page 8
Page 9