io 10

24問 • 1年前

valerie

通報

問題一覧

attitude employees have toward their jobs.

job satisfaction

extent to which an employee identifies with and is involved with an organization.

organizational commitment

strong, consistent beliefs about their level of job satisfaction.

affective-cognitive consistency

employee wants to remain with an organization and cares about the organization.

affective commitment

employees believe they must remain with an organization due to the time, expense, and effort they have already put into the organization.

continuance commitment

employees feel an obligation to remain with an organization.

normative commitment

postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does.

individual difference theory

extent to which people believe that they are responsible for and in control of their success or failure in life.

internal locus of control

perceived ability to master their environment.

self-efficacy

states that employees model their levels of satisfaction and motivation from other employees.

social learning theory

theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees.

equity theory

theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.

organizational justice

perceived fairness of the decisions made in an organization.

distributive justice

perceived fairness of the methods used by an organization to make decisions.

procedural justice

perceived fairness of the interpersonal treatment that employees receive in an organization.

interactional justice

system in which employees are given the opportunity to perform several different jobs in an organization.

job rotation

system in which employees are given more tasks to perform at the same time.

job enlargement

system in which employees are given more responsibility over the tasks and decisions related to their job.

job enrichment

employees are allowed to make more complex decisions.

knowledge enlargement

they are given more tasks of the same difficulty level to perform.

task enlargement

theory suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.

job characteristics theory

measure of the extent to which a job provides opportunities for growth, autonomy, and meaning.

Job Diagnostic Survey (JDS)

employee groups that meet to propose changes that will improve productivity and the quality of work life.

quality circles

measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.

faces scale

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

100問 • 2年前

valerie

AB PSY CHAP 4 ANXIETY

valerie · 71問 · 2年前

AB PSY CHAP 4 ANXIETY

ITC PERSON-CENTERED

ITC PERSON-CENTERED

itc

itc

io 2

io 2

psy ass 3

psy ass 3

C3 PSYASS

C3 PSYASS

io 5

io 5

psyass 4

psyass 4

psyass 5

psyass 5

psyass 6&7

psyass 6&7

psyass 6&7 pt2

psyass 6&7 pt2

io 7

io 7

io 6

io 6

io 8

io 8

io 9

io 9

io 9.2

io 9.2

DMH 1

DMH 1

io 10.2

io 10.2

io 11

io 11

DMH 2

DMH 2

io 11.2

io 11.2

io 12

io 12

psyass 11

psyass 11

io 13

io 13

io 13.2

io 13.2

io 14

io 14

14.2

14.2

PFA

PFA

AUDIT 1

AUDIT 1

audit 2

audit 2

audit 3

audit 3

問題一覧

attitude employees have toward their jobs.

job satisfaction

extent to which an employee identifies with and is involved with an organization.

organizational commitment

strong, consistent beliefs about their level of job satisfaction.

affective-cognitive consistency

employee wants to remain with an organization and cares about the organization.

affective commitment

employees believe they must remain with an organization due to the time, expense, and effort they have already put into the organization.

continuance commitment

employees feel an obligation to remain with an organization.

normative commitment

postulates that some variability in job satisfaction is due to an individual’s personal tendency across situations to enjoy what she does.

individual difference theory

extent to which people believe that they are responsible for and in control of their success or failure in life.

internal locus of control

perceived ability to master their environment.

self-efficacy

states that employees model their levels of satisfaction and motivation from other employees.

social learning theory

theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees.

equity theory

theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.

organizational justice

perceived fairness of the decisions made in an organization.

distributive justice

perceived fairness of the methods used by an organization to make decisions.

procedural justice

perceived fairness of the interpersonal treatment that employees receive in an organization.

interactional justice

system in which employees are given the opportunity to perform several different jobs in an organization.

job rotation

system in which employees are given more tasks to perform at the same time.

job enlargement

system in which employees are given more responsibility over the tasks and decisions related to their job.

job enrichment

employees are allowed to make more complex decisions.

knowledge enlargement

they are given more tasks of the same difficulty level to perform.

task enlargement

theory suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.

job characteristics theory

measure of the extent to which a job provides opportunities for growth, autonomy, and meaning.

Job Diagnostic Survey (JDS)

employee groups that meet to propose changes that will improve productivity and the quality of work life.

quality circles

measure of job satisfaction in which raters place a mark under a facial expression that is most similar to the way they feel about their jobs.

faces scale