Samenvatting
Summary Organizational Psychology
- Instelling
- Tilburg University (UVT)
in depth summary of the course Organizational Psychology book chapters, lectures and articles except for the last artcile that I was not able to find
[Meer zien]Voorbeeld 4 van de 51 pagina's
Voorbeeld 4 van de 51 pagina's
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Door: atkok • 8 maanden geleden
It is overall a good summary if you do not have the book or access to the slides. However, if you do, then it is just the same things repeated, and no extra information for example, what the lecturer said on top of what's written on the slides. It would be expected to be this way since it is stated it is an in-depth summary.
Voorbeeld van de inhoud
Organizational PsychologyLecture 1
-an organization is a group of people that regularly work together to achieve a common goal
Three levels of study
-individuals
-groups (teams)
-organizations
Difference with organizational behavior
-investigates the impact that individuals , groups and structure have on behavior wing
organizations
-goal is to improve performance of organization in terms of effectiveness and efficiency
Central place of work
-work centrality-the degree of importance that work plays in somebody’s life
*human mind and behavior are not random , they have predictable patterns
*helps with managing as we can direct peopleś mind and behavior to achieve define goals
Evidence based management
-decisions should be based on a combination of critical thinking and evidence based research
Book chapter 3
Attitude-3 components (affective/cognitive/ behavioral)
,-job satisfaction A positive feeling about
one’s job resulting from an evaluation of its
characteristics.
-job involvement The degree to which
a person identifies with a job, actively
participates in it, and considers performance
important to self-worth.
-organizational commitment The degree to
which an employee identifies with a particular organization and its goals and wishes to
maintain membership in the organization.
-Generally, interesting jobs that provide training, variety, independence, and
control satisfy most employees
-People who have a positive core self-evaluation (CSE)—who
believe in their inner worth and basic competence—are more satisfied with
their jobs than people with negative CSEs.
-In sum, CSR (doing positive humanitarian actions like donations or volunteering from
companies ) is a needed, positive trend of accountability and serving. It can
also contribute significantly to increased employee job satisfaction when managed well.
Lecture 2
,Attitudes are objective statements about people, events , objects
-they can be favorable or unfavorable and the underlying reasons can be complex
*The Hawthrone studies suggested a link between workers attitudes and their performance
Hawthorne studies
-the initial goal -examine the relationship between physical working conditions and productivity
-the unexpected results was that productivity increased despite the worsening or bettering of the
conditions
-the reason was because the workers were given more attention which increased their satisfaction
and thus their productivity
-thus the hawthorne effects where workers perform better when they feel singled out or are given
extra attention
Job satisfaction
-an appraisal or evaluation of one’s job / a single overall rating of one's job
*Facet satisfaction-the rating of each subface like coworkers / pay/tasks/supervisors
-in general pay has a small effect on job satisfaction and in some cases eben a negative
correlation / in general there is a stronger positive association at lower pay levels
-managers tend to overestimate how satisfied the employees are which is why surveys should be
performed regularly
Work engagement
-more effective than job satisfaction
-positive , fulfilling state of mind , characterized by vigor , dedication and absorption
-mediator -explanatory mechanism , intervening variable
-moderator - buffer or amplifier
*work engagement predict performance about as strong as job satisfaction does
Lecture 3
Emotions at work
-affect is an umbrella term for both emotions and moods
, -emotions are specific events followed by specific reactions /brief , last for seconds or minutes
/very specific /action oriented
-moods are more spontaneous and can be longer like hours or days /more general/differentiated
based on positive or negative effects /cognitive in nature
*six basic emotions by Ekman
Problems with Ekman studies
• Some (fundamental) emotions are too complex to be represented on
faces (e.g., love).
• Display rules: cultures differ in norms of emotional expressions (e.g.,
smile in U.S. vs. Middle East)
• Study: Japanese and U.S. American participants, sad movie, either alone or in a
group (of their fellow country-men)
Basic moods
• Positive vs. negative
• Most people are in a positive mood most of the time./Positivity offset
• Negative emotions lead to negative moods.
• Negativity bias - negative events have a stronger impact than positive events, when
of similar intensity.
Sources of emotions and moods
-positive moods peak during the middle part of the day
-negative moods show very little variation during the day
-negative moods are highest on sunday and monday and decrease throughout the week
-positive moods are the highest at the end of the week
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