Class notes

BMGT364 Notes up Until Midterm

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Course
BMGT 364 (BMGT364)

Institution
University Of Maryland - College Park

These are meticulously written, detailed, and comprehensive notes for every topic that was covered for the Midterm. It includes all lectures and textbook information combined. These notes are easy to understand, and earned me an A+ on the exam.

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Uploaded on January 16, 2025
Number of pages 24
Written in 2024/2025
Type Class notes
Professor(s) Aneesh rai
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Know the Difference
Validity- the degree to which a measure captures what it is intended to measure
Reliability- the consistency of measurement

Ch. 1 & Ch. 4 Textbook
What is OB?
Organizational behavior: all about understanding factors at the individual, group, and or
organizational level that help or hinder individual and organizational interactions and
effectiveness

Three levels of analysis in OB: the individual, the group (society), the organization
Ex - To understand boss’ personality, we use individual level of analysis.
- If we want to know abt how our manager’s personality affects team, we are examining
things at team or group level
- If we want to understand how our organization’s culture affects organizational
performance, we would be interested in organizational level of analysis
-
What work attitudes do we consider when attempting to determine organizational
outcomes?
Attitudes: our opinions, beliefs, and feelings about aspects of our environment
- Job satisfaction- the feelings people have toward their job
- Organizational commitment- the emotional attachment people have toward the
company they work for
- Job engagement- the investment of one’s mental, emotional, and physical energies into
work (reflects employees’ enthusiasm, involvement, and satisfaction with their work)

What factors contribute to positive job attitudes?:
Several aspects of their work environment: personality, person-environment fit, job
characteristics, psychological contract, organizational justice, work relationships, stress, and
work-life balance

Personality- Job satisfaction is not purely environmental, partially due to personality.
-Some people who have positive affective disposition (those who have tendency to
experience positive moods more often than negative moods) tend to be more satisfied w/
their jobs/more committed to their companies
Negative disposition- less satisfied and less committed
-People who have positive core self-evaluations (those w/ high generalized self-efficacy, high
self-esteem, internal locus of control, and low levels of neuroticism) tend to have more positive
job attitudes
Self-efficacy-
Internal locus of control-
Neuroticism-

,Person-environment fit- person job fit & person organization fit positively related to job
satisfaction & commitment
Person-organization fit: the degree to which a person’s personality, values, goals, and other
characteristics match those of the organization
Person-job fit: the degree to which a person’s knowledge, skills, abilities, and other
characteristics match the job demands
*When abilities of individuals match those of the job demands and company values, they tend to
be more satisfied w/ job and more committed to company
Job characteristics- presence of certain characteristics on the job seems to make employees
more satisfied & committed (ex. Using variety of complex skills, having empowerment at work,
receiving feedback on job, performing significant task)
Psychological contract- an unwritten understanding about what employee will bring to work
environment & what company will provide in exchange
- When there’s psychological contract breach, which is when people don’t get what
they expect/are told, there is low job satisfaction and commitment
Organizational justice- how fairly we are treated indicates our satisfaction level. People pay
attention to fairness of company policies & procedures, treatment from supervisors, pay/other
rewards they receive from company
Work relationships- people we interact w/, their degree of compassion, our level of social
acceptance in work group, whether we are treated w/ respect- all important factors surrounding
happiness at work
-relationship w/ manager, how considerate manager is, whether we build trust-based
relationship w/ manager→ important for job attitudes
*Perceived organizational support- degree to which employees feel that organization cares
about their well being, values them, fulfills their needs is an important influence over job
attitudes
Stress- role ambiguity, role conflict, organizational politics, worrying abt security of job→
DISSATISFACTION
- Not all stress is bad, though. Some make us happier (ex. Working under time pressure,
having high degree of responsibility)
Work-life balance- when work interferes w/ family life→ stressed & unhappy w/ jobs

What are the consequences of positive job attitudes?
- Work attitudes are often good predictors of work behavior, such as performance,
- citizenship behaviors (behaviors not part of job but valuable to the workplace- ex.
Helping new employees/voluntary overtime)
- Absenteeism (unscheduled absences from work) (less, meaning absent less
frequently)
- Turnover (rate employees leave the company. Lower turnover (stay at company longer)
if employee is satisfied and committed

, What factors have the strongest influence over key work behaviors (job performance,
citizenship, counterproductive work behaviors, absenteeism, turnover)?
- Job satisfaction, organizational citizenship behaviors, counterproductive work behaviors
(intentional employee behaviors that harm that organization), absenteeism, turnover
- Absenteeism: reasons are health reasons, work life balance, and poor work
attitudes

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