Begrippenlijst Organisatiepsychologie BOEK
H1
Organizational behavior (OB) = the study of what people think, feel, and do in
and around organizations.
Organizations = groups of people who work interdependently toward some
purpose.
Organizational effectiveness = an ideal state in which an organization has a
good fit with its external environment, effectively transforms inputs to outputs
through human capital, and satisfies the needs of key stakeholders.
Human capital = the knowledge, skills, abilities, creative thinking, and other
valued resources that employees bring to the organization
Stakeholders = individuals, groups, and other entities that affect, or are
affected by, the organization’s objectives and actions
Values = relatively stable, evaluative beliefs that guide a person’s preferences
for outcomes or courses of action in a variety of situations
Corporate social responsibility (CSR) = organizational activities intended to
benefit society and the environment beyond the firm’s immediate financial
interests or legal obligations.
Evidence-based management = the practice of making decisions and taking
actions based on research evidence.
Inclusive workplace = a workplace that values people of all identities and
allows them to be fully themselves while contributing to the organization.
Surface-level diversity = the observable demographic or physiological
differences in people, such as their race, ethnicity, gender, age, and physical
disabilities.
Deep-level diversity = differences in the psychological characteristics of
employees, including personalities, beliefs, values, and attitudes
Work–life integration = the degree that people are effectively engaged in their
various work and nonwork roles and have a low degree of role conflict across
those life domains
, MARS model = a model depicting the four variables—motivation, ability, role
perceptions, and situational factors—that directly influence an individual’s
voluntary behavior and performance
Motivation = the forces within a person that affect his or her direction, intensity,
and persistence of voluntary behavior
Ability = the natural aptitudes and learned capabilities required to successfully
complete a task
Role perceptions = the degree to which a person understands the job duties
assigned to or expected of him or her
Task performance = the individual’s voluntary goal-directed behaviors that
contribute to organizational objectives
Organizational citizenship behaviors (OCBs) = various forms of cooperation
and helpfulness to others that support the organization’s social and psychological
context
Counterproductive work behaviors (CWBs) = voluntary behaviors that have
the potential to directly or indirectly harm the organization
H2
Personality = the relatively enduring pattern of thoughts, emotions, and
behaviors that characterize a person, along with the psychological processes
behind those characteristics.
Five-factor (Big Five) model = the five broad dimensions representing most
personality traits: conscientiousness, emotional stability, openness to experience,
agreeableness, and extraversion; also known as the “Big Five”.
Conscientiousness = a personality dimension describing people who are
organized, dependable, goal-focused, thorough, disciplined, methodical, and
industrious.
Agreeableness = a personality dimension describing people who are trusting,
helpful, good natured, considerate, tolerant, selfless, generous, and flexible.
Neuroticism = a personality dimension describing people who tend to be
anxious, insecure, self-conscious, depressed, and temperamental.
Openness to experience = a personality dimension describing people who are
imaginative, creative, unconventional, curious, nonconforming, autonomous, and
aesthetically perceptive.
Extraversion = a personality dimension describing people who are outgoing,
talkative, sociable, and assertive.
Dark triad = a cluster of three socially undesirable (dark) personality traits:
Machiavellianism, narcissism, and psychopathy.
Machiavellianism = a personality trait of people who demonstrate a strong
motivation to achieve their own goals at the expense of others, who believe that
deceit is a natural and acceptable way to achieve their goals, who take pleasure
in outwitting and misleading others using crude influence tactics, and who have a
cynical disregard for morality.
Narcissism = a personality trait of people with a grandiose, obsessive belief in
their superiority and entitlement, a propensity to aggressively engage in
attention-seeking behaviors, an intense envy of others, and tendency to exhibit
arrogance, callousness, and exploitation of others for personal aggrandizement.
Psychopathy = a personality trait of people who ruthlessly dominate and
manipulate others without empathy or any feelings of remorse or anxiety, use
superficial charm, yet are social predators who engage in antisocial, impulsive,
and often fraudulent thrill-seeking behavior.
H1
Organizational behavior (OB) = the study of what people think, feel, and do in
and around organizations.
Organizations = groups of people who work interdependently toward some
purpose.
Organizational effectiveness = an ideal state in which an organization has a
good fit with its external environment, effectively transforms inputs to outputs
through human capital, and satisfies the needs of key stakeholders.
Human capital = the knowledge, skills, abilities, creative thinking, and other
valued resources that employees bring to the organization
Stakeholders = individuals, groups, and other entities that affect, or are
affected by, the organization’s objectives and actions
Values = relatively stable, evaluative beliefs that guide a person’s preferences
for outcomes or courses of action in a variety of situations
Corporate social responsibility (CSR) = organizational activities intended to
benefit society and the environment beyond the firm’s immediate financial
interests or legal obligations.
Evidence-based management = the practice of making decisions and taking
actions based on research evidence.
Inclusive workplace = a workplace that values people of all identities and
allows them to be fully themselves while contributing to the organization.
Surface-level diversity = the observable demographic or physiological
differences in people, such as their race, ethnicity, gender, age, and physical
disabilities.
Deep-level diversity = differences in the psychological characteristics of
employees, including personalities, beliefs, values, and attitudes
Work–life integration = the degree that people are effectively engaged in their
various work and nonwork roles and have a low degree of role conflict across
those life domains
, MARS model = a model depicting the four variables—motivation, ability, role
perceptions, and situational factors—that directly influence an individual’s
voluntary behavior and performance
Motivation = the forces within a person that affect his or her direction, intensity,
and persistence of voluntary behavior
Ability = the natural aptitudes and learned capabilities required to successfully
complete a task
Role perceptions = the degree to which a person understands the job duties
assigned to or expected of him or her
Task performance = the individual’s voluntary goal-directed behaviors that
contribute to organizational objectives
Organizational citizenship behaviors (OCBs) = various forms of cooperation
and helpfulness to others that support the organization’s social and psychological
context
Counterproductive work behaviors (CWBs) = voluntary behaviors that have
the potential to directly or indirectly harm the organization
H2
Personality = the relatively enduring pattern of thoughts, emotions, and
behaviors that characterize a person, along with the psychological processes
behind those characteristics.
Five-factor (Big Five) model = the five broad dimensions representing most
personality traits: conscientiousness, emotional stability, openness to experience,
agreeableness, and extraversion; also known as the “Big Five”.
Conscientiousness = a personality dimension describing people who are
organized, dependable, goal-focused, thorough, disciplined, methodical, and
industrious.
Agreeableness = a personality dimension describing people who are trusting,
helpful, good natured, considerate, tolerant, selfless, generous, and flexible.
Neuroticism = a personality dimension describing people who tend to be
anxious, insecure, self-conscious, depressed, and temperamental.
Openness to experience = a personality dimension describing people who are
imaginative, creative, unconventional, curious, nonconforming, autonomous, and
aesthetically perceptive.
Extraversion = a personality dimension describing people who are outgoing,
talkative, sociable, and assertive.
Dark triad = a cluster of three socially undesirable (dark) personality traits:
Machiavellianism, narcissism, and psychopathy.
Machiavellianism = a personality trait of people who demonstrate a strong
motivation to achieve their own goals at the expense of others, who believe that
deceit is a natural and acceptable way to achieve their goals, who take pleasure
in outwitting and misleading others using crude influence tactics, and who have a
cynical disregard for morality.
Narcissism = a personality trait of people with a grandiose, obsessive belief in
their superiority and entitlement, a propensity to aggressively engage in
attention-seeking behaviors, an intense envy of others, and tendency to exhibit
arrogance, callousness, and exploitation of others for personal aggrandizement.
Psychopathy = a personality trait of people who ruthlessly dominate and
manipulate others without empathy or any feelings of remorse or anxiety, use
superficial charm, yet are social predators who engage in antisocial, impulsive,
and often fraudulent thrill-seeking behavior.
