GENERAL & RESEARCH
JOB PERFORMANCE & COMMITMENT
PERSONALITY & INDIVIDUAL DIFFERENCES
PERCEPTION & DECISION MAKING
EMOTIONS & STRESS
MOTIVATION
200
This field studies the attitudes and behaviors of individuals and groups in organizations but does not focus on high-level strategic decisions like mergers and acquisitions.
Organizational Behavior (OB)
200
Intentionally damaging equipment or spreading rumors to harm the organization reflects this type of behavior.
Counterproductive behavior
200
A person who scores high in this Big Five trait tends to avoid conflict to maintain social harmony.
Agreeableness
200
This decision-making model is a series of steps that maximizes the quality of the decision-maker's outcomes.
Rational decision-making model
200
This emotional labor strategy occurs when an employee puts on a fake smile during a challenging customer interaction while their true feelings remain unchanged.
Surface acting
200
The three core components of motivation are intensity, direction, and this.
Persistence
400
A survey that produces consistent results each time it is given is high in this.
Reliability
400
Producing ideas that are both novel and useful at work reflects this subtype of task performance.
Creative task performance
400
This Big Five trait best predicts job satisfaction.
Extraversion
400
This perception bias is the tendency to overemphasize personal characteristics and ignore situational factors in judging others' behavior.
Fundamental attribution error
400
The tendency for people to automatically pick up and mirror others’ emotions is known as this.
Emotional contagion
400
In expectancy theory, this factor depends on how desirable the outcome is to an individual.
Valence
600
A survey that does not measure what it is supposed to measure is low in this.
Validity
600
An employee constructively discusses dissatisfaction with management rather than quitting or withdrawing. This response to negative work events is called this.
Voice
600
Someone who is down-to-earth, conventional, finds comfort in predictable, structured environments scores low on this Big Five dimension.
Openness to Experience
600
Evaluating a candidate more harshly because they followed an exceptional applicant demonstrates this perception bias.
Contrast effect
600
This emotional labor strategy occurs when an employee genuinely tries to change how they feel in order to display required emotions.
Deep acting
600
According to McGregor, a manager who believes employees naturally dislike work, avoid responsibility whenever possible, must be closely supervised, and require strict rules and external control to perform effectively is following this theory.
Theory X
800
This image is depicting a target that is high in both of these.
Reliability and Validity
800
An employee remains at a company because leaving would be financially costly and there are few alternatives. This type of commitment explains their attachment.
Continuance commitment
800
This Big Five trait is the strongest overall predictor of job performance across occupations.
Conscientiousness
800
Continuing to invest in a failing project because significant resources have already been spent reflects this decision-making bias.
Escalation of commitment
800
This theory explains how daily workplace events trigger emotional reactions that influence job attitudes and behaviors.
Affect Events Theory
800
In Job Characteristics Theory, the degree to which a job has a substantial impact on the lives or work of other people reflects this core dimension.
Task significance
1000
This image is depicting a target that is high in this, but low in this.
High in reliability, low in validity
1000
This performance management system involves managers and employees jointly setting specific goals and evaluating progress toward those goals.
Management by Objectives (MBO)
1000
An employee who prefers solitary work environments and is less socially dominant would be described as what?
An introvert
1000
DOUBLE JEOPARDY:
According to Attribution Theory, when an individual responds to a situation in the same way that others do, they are high in this.
Consensus
1000
A long-lasting, diffuse positive feeling not tied to a specific event is classified as this type of affective state.
Mood
1000
According to Herzberg, salary, supervision quality, and working conditions fall under this category of factors.
Hygiene factors