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College notes Behavior and Communication in Organizations (S_BCO)
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Gedrag en communicatie inorganisaties - Hoorcolleges
Hoorcollege 2 - Attitudes, Personality & Behaviour 3
Job attitudes 3
Organizational commitment 3
Outcomes of Job 4
Organizational Citizenship Behaviour (OCB) 4
Counterproductive Work Behaviour (CWB) 6
The unique individual 6
Pygmalion and Golem effect 9
Sources of self-efficacy beliefs 9
Personality Frameworks: Myers-Briggs Type Indicator (MBTI) 10
Personality Frameworks: The Big Five Personality Model 11
The Big Five in work situations 11
Person-environment fit 13
Person-job fit 13
Person-organization fit 14
Person-group fit 14
Person-supervisor fit 14
Personality and Situations: Situation Strength Theory 15
Artificial Intelligence 15
Moods 17
Hoorcollege 3 - Leadership & structure 19
Mintzberg’s on structure 19
Decentralization 20
Coordinating mechanisms 20
Espoused and enacted leadership 21
Hoorcollege 4 - Decision making & work groups 22
Self esteem 22
Attribution 22
Hoorcollege 5 - Behaviour and Communication in Organizations 24
Stereotyping 24
Diversity management 25
Organizational Identification 27
Short-term and Long-term Reactions to Social Exclusion 28
Hoorcollege 6 - Organizational Change and Team Assignment 30
Individual sources 30
Organizational Sources 31
Kurt Lewin’s Change Model 31
Organizational Development (OD) 32
, The OD process 32
General guidelines team assignments: Medical Model 32
Hoorcollege 7 - Behaviour and Communication in Organizations 34
Categorization Motivation Theories 34
Skinner’s Operant Conditioning Model 35
Social Learning Theory (Contemporary) 36
Content theories 36
Maslow’s Need Hierarchy Theory 36
Alderfer’s ERG Theory 37
McClelland’s Need Theory 37
Herzberg’s Motivation-Hygiene Theory (Two-Factor Theory) 37
Self-Determination Theory (Contemporary) 38
Regulatory Focus Theory (Contemporary) 39
Job Engagement Theory (Contemporary) 40
Process theories 42
Vroom’s Expectancy Theory 42
Goalsetting 42
Self-efficacy 44
Hoorcollege 8 - Organizational Culture 45
Hoorcollege 9 - Communication 48
Perceptual process model of communication: 48
Media Richness Theory 48
Personal barriers 50
Physical barriers 50
Semantic barriers 50
Nonverbal interpersonal communication 52
Eye contact 52
Vertical communication 52
Horizontal communication 53
Hoorcollege 10 - Communication 55
Hoorcollege 11 - Conflict and Negotiation 56
,Hoorcollege 2 - Attitudes, Personality & Behaviour
Robbins & Judge: Chapters 3,4&5
Judgements or evaluative statements about
objects, people or events.
- Cognitive : The opinion or belief
segment of an attitude.
- Affective : The emotional or feeling of
an attitude.
- Behavioural : An intention to behave in
a certain way toward someone or
something.
Job attitudes
1. Organizational identification = De mate waarin werknemers zichzelf definiëren aan
de hand van dezelfde kenmerken die hun organisatie definiëren.
2. Organizational commitment = De mate waarin een werknemer zich identificeert
met een bepaalde organisatie en haar doelen en lid wil blijven van de organisatie.
- Affective commitment
- Normative commitment
- Continuance commitment
3. Job satisfaction = Een positief gevoel over iemands baan als gevolg van een
evaluatie van de kenmerken ervan.
Organizational commitment
Affective commitment (“desire”) = Employee’s emotional attachment to, identification with,
and involvement in the organization (De emotionele binding van de werknemer met, zijn
identificatie met en zijn betrokkenheid bij de organisatie)
● People feel that they want to be part of the organization
● This is the same as affective organizational identification
Normative commitment (“obligation”) = Reflects a feeling of obligation to continue
employment (weerspiegelt een gevoel van verplichting om te blijven werken)
● People feel that they ought to be part of the organization
● Related to psychological contract (see H6: page 165)
Continuance commitment (“cost/benefits”) = Awareness of the costs and benefits
associated with leaving the organization
● People feel that they need to be part of the organization
● “For-lack-of-better” commitment
, Outcomes of Job
1. Satisfaction
● Job performance
● Customer satisfaction
● Life satisfaction
● Organizational Citizenship Behaviour (OCB)
2. Dissatisfaction
● Exit-voice-loyalty-neglect framework
○ Exit response : Dissatisfaction expressed through behaviour directed
towards leaving the organization (Ontevredenheid die zich uit in
gedrag gericht op het verlaten van de organisatie)
○ Voice response : Dissatisfaction expressed through active and
constructive attempts to improve conditions (Ontevredenheid die tot
uiting komt in actieve en constructieve pogingen om de
omstandigheden te verbeteren)
○ Loyalty response : Dissatisfaction expressed by passively waiting for
conditions to improve (Ontevredenheid die tot uiting komt door passief
te wachten tot de omstandigheden verbeteren)
○ Neglect response : Dissatisfaction expressed through allowing
conditions to worsen (Ontevredenheid die tot uiting komt door de
omstandigheden te laten verslechteren)
● Counterproductive Work Behaviour (CWB)
Extra-role behaviours in organizations = Behaviours that are not part of the work-role or
job description but have important consequences for the functioning and performance of an
organization: (Gedragingen die geen deel uitmaken van de werkrol of functiebeschrijving,
maar die belangrijke gevolgen hebben voor het functioneren en de prestaties van een
organisatie:)
- Organizational Citizenship Behaviour (OCB) → Positive behaviours
- Counterproductive Work Behaviour (CWB) → Negative behaviours
Organizational Citizenship Behaviour (OCB)
Can be directed at other individuals = OCB-I
- For example : helping colleagues who are behind with their work because of illness
- Can also be online behaviour (see Ouwerkerk & Bartels, 2020)
Can be directed at the organization as a whole = OCB-O
- For example : making suggestions during meetings to improve processes in the
organization
- Can also be online behaviour (see Ouwerkerk & Bartels, 2020)
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