Organizational Behavior: Science and Correlations
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Questions and Answers

Which approach to understanding organizational behavior relies on data analysis and replication to validate hypotheses?

  • Experience
  • Science (correct)
  • Intuition
  • Authority

A study finds a correlation of -0.6 between employee stress levels and productivity. What does this correlation suggest?

  • There is no relationship between employee stress and productivity.
  • Decreased employee stress leads to decreased productivity.
  • Increased employee stress is associated with decreased productivity. (correct)
  • Increased employee stress leads to increased productivity.

To establish causation between employee training and job performance, what condition must be met in addition to demonstrating a relationship between the two?

  • The improvement in job performance must precede the training.
  • The training must occur before the improvement in job performance. (correct)
  • The training must be optional for employees.
  • There must be alternative explanations for the observed improvement.

Which of the following best describes 'citizenship behavior' in the context of job performance?

<p>Discretionary behaviors that contribute to the organizational environment but are not part of an employee's formal job requirements. (A)</p> Signup and view all the answers

An employee intentionally spreads false rumors about a colleague to undermine their reputation. Which type of counterproductive work behavior (CWB) does this exemplify?

<p>Political deviance (B)</p> Signup and view all the answers

A software developer writes and tests code for new features. Which type of task performance is the developer exhibiting?

<p>Routine task performance (B)</p> Signup and view all the answers

An employee consistently arrives late to work and takes extended breaks, significantly reducing their productivity. This is an example of which type of counterproductive work behavior?

<p>Production deviance (C)</p> Signup and view all the answers

During a period of significant organizational change, a team member quickly learns and applies new software and processes to maintain their performance level. This is an example of which type of task performance?

<p>Adaptive task performance (B)</p> Signup and view all the answers

An employee remains with a company because they believe leaving would mean forfeiting a significant, imminent promotion. This is an example of which type of organizational commitment?

<p>Continuance Commitment (D)</p> Signup and view all the answers

Which of the following actions would LEAST likely foster affective commitment among employees?

<p>Enforcing strict adherence to bureaucratic policies and procedures. (A)</p> Signup and view all the answers

An employee who consistently arrives late to work and spends a significant amount of time surfing the internet for personal use is demonstrating which type of behavior?

<p>Physical Withdrawal (A)</p> Signup and view all the answers

A company prides itself on promoting from within and invests heavily training and development programs for its employees. Which type of organizational commitment does this strategy primarily foster?

<p>Normative Commitment (B)</p> Signup and view all the answers

A manager notices an employee, usually punctual, has been late several times recently. According to the text, what form of withdrawal is the employee exhibiting?

<p>Physical Withdrawal (C)</p> Signup and view all the answers

Which of the following scenarios BEST exemplifies 'boosterism' as a form of citizenship behavior?

<p>An employee who actively promotes the company's products and services to friends and family. (C)</p> Signup and view all the answers

An employee states, "I feel a sense of loyalty to this company because they supported me through a personal crisis." Which type of organizational commitment does this statement reflect?

<p>Normative Commitment (B)</p> Signup and view all the answers

What is the critical distinction between global and facet approaches to measuring job satisfaction?

<p>Global satisfaction measures overall feelings about the job, while facet satisfaction examines specific aspects. (D)</p> Signup and view all the answers

What does research suggest regarding the correlation between different types of counterproductive work behaviors (CWBs)?

<p>There is a strong positive correlation, meaning engaging in one type of CWB increases the likelihood of engaging in others. (B)</p> Signup and view all the answers

In the context of talent management, what is a key consideration when dealing with 'high performers' who exhibit counterproductive work behaviors (CWBs)?

<p>Implement measures to address and correct their behavior, even if it means potentially impacting their task performance. (B)</p> Signup and view all the answers

Which of the following statements best reflects the principle of 'you are what you measure' in organizational behavior?

<p>The metrics an organization uses to evaluate performance heavily influence employee behavior and priorities. (C)</p> Signup and view all the answers

What is the primary purpose of a Behaviorally Anchored Rating Scale (BARS)?

<p>To offer a standardized and objective assessment of performance based on specific behavioral examples. (D)</p> Signup and view all the answers

According to the provided excerpt, what would be an attribute of someone rated 'Excellent (5)' on a BARS scale for 'Planning, Organizing, and Scheduling'?

<p>Develops comprehensive project plans and continuously charts progress, optimizing plans based on data. (A)</p> Signup and view all the answers

In Jack Welch's vitality curve, how are employees typically categorized?

<p>Ranked within their specific group or department and assigned grades (e.g., A, D) accordingly. (A)</p> Signup and view all the answers

Which of the following best describes 'Affective Commitment' in an organizational context?

<p>Commitment based on emotional attachment and identification with the organization. (C)</p> Signup and view all the answers

An employee states, 'My best friends work in my office.' Which type of organizational commitment does this statement BEST exemplify?

<p>Affective Commitment (A)</p> Signup and view all the answers

Flashcards

Organizational Behavior (OB)

The study of how individuals, groups, and organizational structure affect behavior within organizations.

Correlations

Characterizes the relationship between two variables, ranging from -1.0 to 1.0.

Job Performance

The value of employee behaviors that contribute either positively or negatively to organizational accomplishment.

Task Performance

Employee behaviors directly involved in transforming organizational resources into the goods or services an organization produces.

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Routine Task Performance

Behaviors that are normal duties of your job.

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Adaptive Task Performance

Employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.

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Creative Task Performance

The degree to which individuals develop ideas or physical outcomes that are both novel and useful.

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Citizenship Behavior

"Above and beyond" employee behaviors that aren't part of the job description but contribute to the organization.

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CWB Correlations

Counterproductive Work Behaviors are positively correlated; engaging in one increases the likelihood of engaging in others.

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Brilliant Jerk

An employee who delivers high performance while exhibiting negative behaviors.

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Behavioral Context

Behavior occurs for a reason, even if not immediately understood.

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Management Focus

What you measure and reward gets repeated; address negative behaviors.

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Compassionate Criticism

Balance constructive criticism with empathy; be mindful of the language used.

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BARS (Behaviorally Anchored Rating Scale)

A rating scale using behavioral examples to define performance levels.

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Vitality Curve

A performance evaluation strategy that forces a distribution, ranking employees.

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Affective Commitment

Emotional attachment and identification with the organization.

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Continuance Commitment (Cost-based)

Staying at a job because you NEED to, often due to costs of leaving.

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Normative Commitment (Obligation-based)

Staying at a job because you feel obligated or ought to.

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Psychological Withdrawal (Neglect)

Mentally disengaging from work, such as daydreaming or cyberloafing.

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Physical Withdrawal

Physically removing oneself from work, like being late or absent.

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Attitudes

Evaluative statements about objects, people, or events.

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Job Satisfaction

A positive or negative evaluation about one's job.

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Study Notes

  • Organizational Behavior (OB) operates at the individual, group/team, and organizational levels
  • The goals of OB are to understand, predict, and intervene in organizational situations

OB as a Science

  • Science relies on testable hypotheses and replication

Ways of Knowing

  • Experience: Consistent with past experiences and observations
  • Intuition: A "gut feeling" or obvious, self-evident answer
  • Authority: Relies on a particular source with agency, authority, or power
  • Science: Uses testable hypotheses and is capable of replication

Correlations

  • Characterizes the relationship between two variables
  • Range from -1.0 to 1.0, where Strong = +/-.5, Moderate = +/-.3, Weak = +/-.1
  • Positive correlation means both variables increase or one increases
  • Negative correlation means one variable decreases
  • Correlation does not equal causation; causation requires:
  • The relationship must exist between variables
  • Temporal progression
  • No alternative explanations

Job Performance

  • Job performance consists of employee behaviors that contribute positively or negatively to the organization

Task Performance

  • Behaviors are directly involved in transforming organizational resources into goods or services
  • Task performance is job-dependent and represents the core responsibilities of the job
  • Three types of task performance:
  • Routine
  • Adaptive
  • Creative

Citizenship Behavior

  • Behaviors not identified in the job description
  • Often described as "above and beyond" discretionary effort

Counterproductive Behaviors (CWBs)

  • Production Deviance: Includes wasting resources and substance abuse
  • Considered organizational and minor
  • Property Deviance: Includes sabotage and theft
  • Considered organizational and serious
  • Political Deviance: Includes gossiping and incivility
  • Considered interpersonal and minor
  • Personal Aggression: Includes harassment and abuse
  • Considered interpersonal and serious
  • CWBs are weakly related to task performance
  • Strong positive correlations exist between different types of CWBs

The "Brilliant Jerk"

  • Refers to individuals exhibiting counterproductive behavior with a strong negative correlation to citizenship behavior and weak relation to task performance
  • This raises questions about tolerating high performers who exhibit bad behavior

Talent Management ROEs

  • Behavior occurs within a context; people behave in certain ways for reasons
  • Awareness of fundamental attribution error and other biases are crucial
  • What you measure influences behavior; interventions should reward positive behaviors and address negative ones
  • Compassion and criticism are not mutually exclusive; praise should be public, and criticism should be private
  • HR/legal should be consulted when in doubt

Behaviorally Anchored Rating Scale (BARS)

  • Used for "Planning, Organizing, and Scheduling."

Performance Evaluation Strategy

  • Grading on rank within the group
  • The three groups you can be ranked in are top 10% (A), middle and bottom 10% (D)

Three Types of Organizational Commitment

  • Affective Commitment (emotion-based)
  • Employee stays because they want to
  • Continuance Commitment (cost-based)
  • Employee stays because they need to
  • Normative Commitment (obligation-based)
  • Employee stays because they ought to

Research Summary Regarding Commitment

  • Employees higher in affective commitment engage in more citizenship behaviors
  • Continuance commitment is unrelated to either citizenship behavior or any other type of job performance

Withdrawal Behavior

  • Psychological withdrawal (neglect): Looking busy, daydreaming, socializing, cyberloafing
  • Physical withdrawal: Tardiness

Building Organizational Commitment

  • An organization can build commitment by a significant driver of affective commitment in social life
  • Organizations must know their workforce which increase diversity and expectations of the social contract
  • Creating equitable and inclusive cultures and rewarding beneficial work conditions and minimizing the impact of politics helps to build commitment

Attitudes

  • Evaluative Statements: Either favorable or unfavorable concerning objects, people, or events

Job Satisfaction

  • Job satisfaction is a positive evaluation about a job
  • General/global vs. facet satisfaction:
  • Global: Thoughts about the job in general
  • Facet: Thoughts about specific aspects of the job (for example, enjoying coworkers)
  • Employees are generally more satisfied than dissatisfied, but has a decreasing trend
  • Satisfaction varies according to specific facets and culture
  • Research is needed beyond US and western Europe

Value-Percept Theory

  • Employees are satisfied when they perceive that their job provides the things they value
  • People evaluate job satisfaction according to specific "facets" of the job
  • Dissatisfaction = (Vwants - Vhave) * (Vimportance)
  • Vwant: Reflects how much of a value an employee wants
  • Vhave: Indicates how much of that value the job supplies
  • Vimportance: Reflects how important the value is to the employee

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Related Documents

Managing People in Organizations PDF

Description

This note covers the basics of Organizational Behavior (OB) at individual, group, and organizational levels, and its goals to understand, predict, and intervene in organizational situations. It also highlights OB as a science, ways of knowing, correlations, and requirements for causation.

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