| Glossary
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| Chapter 5
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| affective commitment
| Positive emotional attachment to the organization and strong identification with its values and goals
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| affectivity
| A general tendency of an individual to experience a particular mood or to react to things in a particular way or with certain emotions
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| attitude
| Expresses our values, beliefs, and feelings toward something, and inclines us to act or react in a certain way toward it
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| behavioral intentions
| Reflect your motivation to do something with respect to the object of the attitude
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| beliefs
| Your judgments about the object of the attitude that result from your values, past experiences, and reasoning
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| burnout
| Exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration
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| cognitive dissonance
| An incompatibility between behavior and an attitude or between two different attitudes
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| continuance commitment
| Staying with an organization because of perceived high economic and/or social costs involved with leaving
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| display rules
| Shared expectations about which emotions ought to be expressed and which ought to be disguised
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| dysfunctional stress
| An overload of stress from a situation of either under- or overarousal that continues for too long
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| emotional contagion
| One person’s expressed emotion causes others to express the same emotion
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| emotional labor
| Displaying the appropriate emotion regardless of the emotion actually felt
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| emotions
| Transient physiological, behavioral, and psychological episodes experienced toward an object, person, or event that prepare us to respond to it
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| employee engagement
| A heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work
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| extrinsic work values
| Values related to the outcomes of the work
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| feelings
| Reflect your evaluations and overall liking of the object of the attitude, and can be positive or negative
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| functional stress
| Manageable levels of stress for reasonable periods of time that generate positive emotions including satisfaction, excitement, and enjoyment
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| individual-organization value conflict
| When an employee’s values conflict with the values of the organization
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| instrumental values
| Our preferred means of achieving our terminal values or our preferred ways of behaving
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| interpersonal value conflicts
| When two different people hold conflicting values
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| intrapersonal value conflict
| When highly ranked instrumental and terminal values conflict
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| intrinsic work values
| Values related to the work itself
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| job satisfaction
| Reflects our attitudes and feelings about our job
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| moods
| Short-term emotional states not directed toward anything in particular
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| negative affect
| Comprises feelings of being upset, fearful, and distressed
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| normative commitment
| Feeling obliged to stay with an organization for moral or ethical reasons
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| organizational citizenship behaviors
| Discretionary behaviors (e.g., helping others) that benefit the organization but that are not formally rewarded or required
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| organizational commitment
| The degree to which an employee identifies with the organization and its goals and wants to stay with the organization
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| positive affect
| Reflects a combination of high energy and positive evaluation characterized in such emotions as elation
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| terminal values
| Long-term personal life goals
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| values
| Ways of behaving or end-states desirable to a person or to a group
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