Keyterm OB 9

A
Ability

Ability and job fit 15

Accessibility of attitude

19

Affect intensity of emotion and

mood 112
Affect

108

Affective commitment

20

Affective component

16

37

Benefits of flextime

95

Core-plus plans

104

Big five model

35

Creative potential

58

Biology of emotion

109

Creative-thinking skills

59

Board representatives

98

Creativity

119
58

Bonuses

101

Creativity

Boomers

43

Criticisms of the theory

72

Cultural differences

65

Cultural influences

115

Customer service

121

Anchoring bias

Caveat emptor

Applications of emotions and moods

to OB 118
Applications of motivation89

Assertiveness

46

28

15

Attribution Theory
Autonomy

16

Cognitive dissonance

17

Cognitive evaluation theory

75

90

Availability bias 61

45

Complexity pf equity theory

Assumptions of the model 57

Attitudes

86

53

Day of the week and time of the

day
112
Decision making

118

Deep acting

116

Deviant behavior

27

Deviant workplace behaviors 121

Common bias and errors 60

109

Attentional processes

117

Cognitive component

Collectivism

Arousal 80

Case against EI 117

Case for emotional intelligence

61

Aspects of emotions

59

Amont of education or
professionalism of moderating
variables
82

55

Core self-evaluation

Bounded rationality

94

Contrast effect
16

35

Alternative work Arrangements

29

Behavioral component

Age in emotion and mood 114

Agreeable

Continuous reinforcement

14

th

81

Dimensions of emotional
intelligence
116

Confirmation bias

61

Direct experience of attitude

Conscientiousness

35

Direction of motivation

69
116

Consensus

53

Displayed emotions

Consistency

53

Distinctiveness

Contemporary theories of
motivation
74

53

Distributive justice

Contemporary Work Cohorts

42

Continuance commitment

20

Dominant Work value

Drawing111

19

83
43

Establishing client relationships

ESTJ

E
Early theories of motivation

70

Effects of goal and self-efficacy on

performance
79

94

Ethics in decision making 66

Gain sharing

Evolutionary psychology 111

Gender differentiation

Exercise in emotion and mood 114

Gender in emotion and mood

Expanding jobs vertically 94

Gender of individual differences

64

Expectancy theory

Gender of moderating variables

81

Expertise

84

59

Effects of satisfied and dissatisfied

employees on the workplace
24

Explanations of procedural justice 83

Effort-performance relationship

Expression of the emotions in man

and animals
111

EI cant be measured

84

118

Extinction

EI is too vague a concept 117

Emotional contagion

121

Emotional dissonance

116

Emotional intelligence (EI)

35

Emotions make irrational 110

Emotions

108

Empathy of emotional
intelligence 117
Employee engagement

21

Employee involvement

97

34

76

Guidelines for enriching a job

93

Feedback

90

Halo effect

Felt emotions

116

Hierarchy of needs theory 70

Femininity

45

High power distance

55

Fixed-interval schedule

30

Hindsight bias

Fixed-ratio schedule

30

Historical precedents

45

62
65

Flexible benefits: developing a benefit

package 103

Hofstedes framework for assessing

cultures
45

Flexible-spending plans 104

Humance orientation

Formal natural work units

94

Employee stock ownership plan

(ESOP) 101

Formal regulation

65

Enactive mastery 80

Frequency and duration

Equity Theory

Functions served by emotions 111

80

82

Glode framework for assessing

cultures
46

Goal-setting theory

Flextime94

Employee recognition programs 104

114

Given payment by quantity of

production
82

Emotional labor 115

Emotional stability

35

Extroverted versus Introverted

116

46

Goal commitment of goal-setting

theory
77

29

Extroversion

EI predicts criteria that matter 117

101

Given payment by time

External constraints on Emotions 114

EI is biologically based 117

34

110

Escalation of commitment

62

Fundamental attribution error

Establishing a pay structure

99

Future orientation

46

I
Illusory correlation of weather in
emotion and mood
113
Importance of attitude

54

47

18

Improving creativity in decision

making
58
Individual differences

63

Individual making decision

56

Individualism collectivism

46

Individualism

45

In-group collectivism

46

Intellectual ability

15

Intensity of emotion

110

Intensity of motivation

69

Interactional justice

83

Job satisfaction and workplace

deviance
27
Job satisfaction

20, 22-24

Job sharing

95

Jod design

89

Justice 66

Narcissism

Leadership in emotion and moods 120

Learning

34
59

Long-term orientation

Intuitive decision making 63

Low power distance

J
90

92

Job rotation

92

Job satisfaction and absenteeism

45
45

26

Job satisfaction and job

performance
24
Job satisfaction and OCB

25

Job satisfaction and turnover

26

Neuroticism

35

Noncontingent

75

Normative commitment

20

Occupational commitment 21
Opening feedback channels
Needs

74

Merit-based pay plans

100

Model of organizational

justice 84

Moderating variables

Job satisfaction and customer

satisfaction
25

120

45

McClellands Theory of

Negotiation

29

Nexters 44

MBO programs 78

Job involvement 20
Job redesigned

Negative reinforcement

Machiavellianism37

Masculinity

74

Need of for achievement 74

Management by objectives77

Job enlargement 93

National culture of goal-setting

theory 77

Need for power 74

Job attitudes in emotion and mood 121

107

38

Need for affiliation

Locus of control 37

Intuitive appeal 117

Job enrichment

27

Level in the organization of

moderating variables
82

Intuition 63

28

120

Job characteristics model (JCM)

69

Myth of rationality

Length of tenure of moderating

variables
81

Intrinsic task motivation

Motivation

Myers-Briggs Type Indicator (MBTI)

34

Judging versus perceiving 34

Interval schedule 29
INTJ

119

Motor reproduction processes

Intermittent reinforcement 29
Interpersonal conflict

Motivation

18

Openness to experience

35

Operant conditioning

27

94

Organizational citizenship behavior

(OCB ) 25

Moderating variables

81

Organizational commitment

Modular plans

103

Organizational constraints 64

Moods 108

Organizational influences 114

Motivating potential score (MPS) 91

Organizational justice

83

20

Other inside of equity theory

81

Other outside of equity

81

Overconfidence bias

theory

Self-management of emotional
intelligence
116
Self-monitoring 38

60

Self-motivation of emotional
intelligence
117

Randomness error

62

Self-outside of equity theory

Participative management 97

Ratio schedules

29

Self-serving bias 54

Perceived organizational support

(POS )
21

Rational decision-making process 56

Sensing versus intuitive

Rational model

56

Shaping behavior 29

Reinforcement processes

28

Short-term orientation

Perceiver of perception
Perception

52

51

34

45

Performance evaluation

64

Reinforcement schedule and

behavior
30

Performance orientation

47

Representative bias

61

Six choices employees perceive

inequity
82

Situation of perception

Performance-reward relationship

84

Representative participation

97

Skill based pay

102

Persistence dimension

70

Retention processes

28

Skill variety

90

Person perception

53

Reward system

64

Skill-based pay in Price

52

103

Personality of emotion and mood 112

Rewarding employees

98

Sleep of emotion and mood

Personality of individual
differences
63

Rewarding individual employee

through variable-pay programs

99

Social activities of emotion and

mood
113

Personality traits 34

Rewards-personal goals
relationship
84

Personality

33

Personality-job fit theory 48

Person-organization fit

49

Piece-rate pay plans

100

Positive reinforcement

29

Process control of procedural

justice
83

Projection

Punishment

28

Social pressures of attitude

19

Social skills of emotional

intelligence
117
Sources of emotions and moods 111
Specificity of attitude

29

Stereotyping

18

55

Selection

118

Strategic rewards decisions

98

Selective perception

54

Strength of job rotation

92

Self- perception theory

19

Stress of emotion and mood

Self-efficacy Theory
20

113

Social learning theory

Surface acting

Self-esteem

79

37

Self-inside of equity theory

81

113

116

System-imposed time constraint

55

29

41

Self-awareness of emotional
intelligence
116

101

Psychological empowerment

Rokeach value survey

Schedules of reinforcement

83

Profit-sharing plans

38

Potential pluses for management of

telecommuting
96
Procedural justice

Risk taking

81

65

Two-factor theory

72

Variable-ratio schedule

Type a personality

39

Verbal persuasion80

Target

of perception

52

Task characteristics of goal-setting

theory
77
Task identity

45

Uncertainty avoidance

46

Utilitarianism

Telecommuting 96

Theory Y

71

Thinking versus feeling

66

W
Whistle-blowers 66
Works councils

Validity of EI is suspect 118

Value across cultures
Value
34

80

Weather of emotion and mood 113

Task significance 90

71

Vicarious modeling

Uncertainty avoidance

90

Theory X

Vererans 43

30

45

41

Variable-interval schedule 30

98

Xers

44