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psychological contract
the overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return.
What the individual provides to the organization.
what the organization provides to the individual
Individual differences
personal attributes that vary from one person to another.
the relatively permanent set of psychological and behavioral attributes that distinguish one person from another.
big five personality traits
a popular personality framework based on five key traits
a person's ability to get along with others.
the number of goals on which a person focuses
negative emotionality
extent to which a person is poised, calm, resilent, and secure.
a person's comfort level with relationships
a person's rigidty of beliefs and range of interest.
locus of control
the degree to which an individual believes that his or her behavior has a direct impact on the consequences of that behavior
an individual's beliefs about her or his capabilities to perform a task.
the extent to which an individual believes that power and status differences are appropriate within hierarchial social systems like organizations
behavior directed at gaining power and controlling the behavior of others.
self -esteem
the extent to which aq person believes that he or she is a worthwhile and deserving individual
risk propensity
the degree to which an individual is willing to take chances and make risky decisions
emotional intelligence EQ
the extent to which people are silf - aware, mange their emotions, motivate themselves, express empathy for others, and possess social skills.
complexes of beliefs and feelings that people have about specific ideas, situations, and other people.
cognitive dissonance
caused when an individual has conflicting attitudes
job satisfaction or dissatisfaction
an attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work.
organizational commitment
an attitude that reflects an individual's identification with and attachment to the organization itself.
positive affectivity
a tendency to be relatively upbeat and optimistic, have an overall sense of well-being, see things in a positive light, and seem to be in a good mood
negative affectivity
a tendency to be generally downbeat and pessmistic, see things in a negative way, and seem to be in a bad mood.
the set of processes by which an individual becomes aware of and interprets information about the environment.
selective perception
the process of screening out information that we are uncomfortable with or that contradicts our beliefs.
the process of categorizing or labeling people on the basis of a single attribute
the process of observing behavior and attributing causes to it
an individual's response to a strong stimulus which is called a stressor
general adaptation syndrome GAS
general cycle of the stress process
type A
individuals who are extremely conpetitive, very devoted to work, and have a strong sense of time urgency.
type B
individuals who are less competitive, less devoted to work, and have a weaker sense of time urgency.
a feeling of exhaustion that may develop when someone experiences too much stress for an extended period of time
the ability of an individual to generate new ideas or to concieve of new persepectives on exisiting ideas.
workplace behavior
a pattern of action by the members of an organization that directly or indirectly influences organizational effectiveness
performance behaviors
the total set of work-related behaviors that the organization expects the individual to display
when an individual does not show up for work
when people quit their jobs
organizational citizenship
the behavior of individuals that makes a positive overall contribution to the organization
dysfunctional behaviors
those that detract from , rather than contribute to, organizational performance

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