Organizational Behavior and Job Performance

Study Notes

Organizational Behavior

Focuses on understanding how individuals and groups behave within organizations.
Utilizes meta-analysis to evaluate data from multiple studies for stronger conclusions.
Correlational studies help establish relationships between different variables or outcomes.
Hypotheses are formed to predict relationships and inform research design.
Theories provide frameworks for understanding employee behavior and organizational dynamics.
Primary outcomes of organizational behavior include job satisfaction, performance, and turnover.
Resource-based view emphasizes the importance of unique resources in gaining competitive advantage.
Socially complex resources such as culture and interpersonal relationships are vital for performance.
Knowledge acquisition in organizational behavior can stem from various methods, including intuition and scientific methods.

Job Performance

Job performance is crucial for organizational effectiveness and employee evaluation.
Task performance can be divided into:
- Routine task performance, handling regular responsibilities.
- Adaptive task performance, adjusting to new demands and changes.
Job analysis tools like O*NET provide insight into occupational requirements and job functions.
Voice refers to the expression of constructive ideas for change within an organization.
Boosterism is the enthusiastic promotion of one’s organization, enhancing its image.
Counterproductive behavior can hinder organizational goals, including various forms of production deviance.
Types of production deviance encompass behaviors that violate organizational norms, impacting performance negatively.
Forced ranking systems compare employee performance against peers, fostering competition.
Social networking systems facilitate communication and collaboration among employees.

Motivation

Motivation is a critical factor influencing job performance and satisfaction.
Expectancy theory posits that individual effort leads to performance which results in outcomes.
Self-efficacy reflects one’s belief in their capabilities to achieve tasks successfully.
Three beliefs that determine work effort include:
- Past accomplishments, shaping the perception of ability.
- Vicarious experiences, learning from others' successes.
Merit pay links performance with compensation, incentivizing higher effort.
SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) clarify targets for employees.
Equity theory focuses on fairness in the workplace, comparing inputs and outcomes among peers.
Psychological empowerment emphasizes four beliefs: meaning, competence, self-determination, and impact, fostering intrinsic motivation.

General Exam Notes

The exam consists of 50 multiple-choice questions.
Options for taking the exam: #2 pencil or pen with a white-out dispenser.
Familiarize with definitions and applications of key concepts.
Writing on test packets is prohibited.

Description

Explore the key concepts from the first two chapters on Organizational Behavior and Job Performance. This quiz covers important terms such as meta-analysis, hypothesis, and types of task performance. Test your understanding of the primary outcomes and theories presented in these chapters.