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Summary Organizational Behavior for IBA
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Summary for Organizational Behavior for IBA Contains all the lectures slides and a lot of explanations from the lectures Covers all the chapters from the book.
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Organizational Behavior for IBAPersonality & ( work) values
Variables, relationships & Models
Independent variable/explanatory/exogenous +/-
Dependent variable/ response/endogenous
( dependent is being determined by the independent variable)
OB issues at 3 levels
Personality = “sum total of ways in which an individual react to and interacts with others”
Determinants:
- Heredity ( the genes, your parents)
- Environment
Can personality be “easily measured?”
- Measurement instruments often problematic ( vragen stellen aan mensen)
- Self-reports: mood, impression, attitude. Je krijgt niet dezelfde uitkomst als je het herhaald.
Mensen hebben verschillende meningen en deze veranderen ook dagelijks. Je kunt vandaag
iets vragen en morgen een ander antwoord krijgen.
Personality measurement : MBTI
Vragen stellen met alleen ja of nee als mogelijk antwoord.
- Extraverted individuals are outgoing, sociable and assertive. Introverts are quiet and shy
- Sensing types are practical, prefer routine and order, and focus on details. Intuitives rely on
unconscious processes and loot at the big picture
- Thinking types use reason and logic to handle problems. Feeling types rely on their personal
values and emotions
- Judging types want control and prefer order and structure. Perceiving types are flexible and
spontaneous.
, - Personality measurement: Big 5
- Extraversion dimensions captures our comfort level with relationships
- Agreeableness dimension refers to an individual’s propensity to defer to others. Highly
agreeable people are cooperative, warm and trusting. Low agreeable are cold, disagreeable
- Conscientiousness dimension is a measure of reliability. A highly conscientious person is
responsible, organized, dependable and persistent. Low conscientious are easily distracted,
disorganized and unreliable
- Emotional stability dimension taps a person’s ability to withstand stress. People with positive
emotional stability tend to be calm, self-confident and secure. Those with negative scores
tend to be nerves, anxious, depressed and insecure
- Openness to experience dimension addresses range of interests and fascination with novelty
( nieuwheid). Open people are creative, curious and artistically sensitive. Those not open are
conventional and find comfort in the familiar.
Other personality traits relevant for OB
- Mechiavellianism = ends justigy all means ( je wilt winnen en daar doe je alles aan)
o “If it works, use it”
- Narcissism = it’s all about me ( Donals Trump)
o Self-importance, arrogant.
- Psychopathy = lack of concern for others, lack of guilt or remorse
- Positive/negative core self-evaluations
o People with positive core self-evaluation like themselves and see themselves as
effective, capable and in control of their environment.
- Self-monitoring = degree of adjustment of behavior to external, situational factors ( if it
matters to you how other people see you)
- Proactive personality
o Identify opportunities, show initiative, take action and persevere until meaningful
change occurs.
Values
- What is right, good, desirable, preferable
- How important is it?
- Relatively stable and enduring
- Vary among groups
- Influence our perceptions
- Linked to personality ( different persons have different values)
,Instrumental values
- How will you accomplish your goals?
- working hard ( you try to accomplish your study by working hard)
Terminal values
- what would you like to accomplish?/goals goede baan
Door instrumental values bereik je terminal values
Person-Job Fit / Person-Organization Fit
If you are competitive and you are in an environment where you can use this, you are a fit
If you are competitive but your work doesn’t ask you to be competitive, you are a misfit
A cross-cultural perspective on Values: Hofstede’s dimensions (across countries)
- Power distance = inequality of power and wealth
o A high rating on power distance means that large inequalities of power and wealth
exist and are tolerated in the culture.
- Individualism/collectivism = act as individual or rather as member of a group
- Masculinity/femininity = separate or same role for men and women
- Uncertainty avoidance = acceptance or avoidance of ambiguity (dubbelzinnigheid)
o Degree to which people in a country prefer structured over unstructured situations.
Cultures with high uncertainty avoidance, people have an increased level of anxiety
and use laws and controls to reduce uncertainty
- Long-term / short term orientation
o Long-term orientation look to future and value thrigt, persistence and tradition
o Short-term orientation, people value the here and now, they accept change.
Job attitudes & motivation
Variables, relationships and models
Simple (1), mediation ( 2), moderation (3)
Independent variable = laptop use
Dependent variable = performance
Mediating variable = distraction ( by using the laptop)
Moderating variable = does not have an influence on one variable, gender for example. Is it different
between boys and girls
,Attitude is a psychological tendency that is expressed by evaluating a particular entity with some
degree of favor or disfavor.
Or evaluative statements about objects, people, event ect
Cognition
- You form a attitude to things you see or hear
- What do you see, hear, perceive, know?
- It’s about facts
- My supervisor gave a promotion to a co-worker who deserved it less than I do. My supervisor
is unfair
Affect
- People aren’t neutral. You already have a certain feeling about something
- How do you feel about this?
- I dislike my supervisor
Behavior
- What are the consequences of the things you see. How do you react
- What do you ( intend to ) act?
- I’m looking for other work; I’ve complained about my supervisor to anyone.
Job satisfaction: (= dependent variable) antecedents
- Content of the job – what do/can you do
- Social context – colleagues
- Pay
- Personality
- Corporate social responsibility – set of strategies
inside the operation that take care of also the
environment, not only the economic facts ( profit)
Job satisfaction ( independent variable) : consequences
- Exit (-) = pack and leave
- Voice = speak up, use your voice and try to make things better
- Loyalty = waiting for things to become better. Relying on the company
- Neglect = negative approach revenge ( stealing, calling in sick)
- performance = satisficed people work better
- org citizenship behavior = do extra things/work. Go behind the things you need to do
- customer satisfaction = become more friendly. Satisfied employees appear to increase
customer satisfaction and loyalty
- absenteeism = not being ill but still calling in sick
- employee turnover = number of employee that leave the organization. New employees need
to be hired that cost money
- beviant behavior = bad behavior of co-workers that make your job horrible. People disliking
each other
, The mediating role of job satisfaction
Motivation
The process that accounts for an individual’s
- direction ( what?)
- intensity ( how much?)
- persistence ( how long?)
of effort toward attaining a goal.
Job characteristics model
1) skill variety
the degree to which a job requires different activities using specialized skills
2) task identity
the degree to which a job requires completion of a whole and identifiable piece of work
3) task significance
the degree to which a job affects the lives or work of other people ( nursing)
4) autonomy
the degree to which a job provides the worker freedom, independence and discretion in
scheduling work and determining the procedures for carrying it out.
5) Feedback
The degree to which carrying out work activities generates direct and clear information
about your own performance.
Maslow’s hierarchy of needs
A lower need first need to be satisfied before going the a higher one.
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