Organizational Behavior Theories and Concepts (Power point slides)
Ahmed_Arafat
Example2OBSchematic.pptx
Creativity
Individual differences
OCBs
Customer Service Behavior
Engagement
Identification
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Voice
Justice Perceptions
Negative Workplace Behavior
Motivation
Unethical Behavior
Emotions
MISSING THEORY:
If found, please contact: Chris Chow
Theory missing. Any information on known whereabouts will be appreciated.
Reward: One publishable paper
The Black Box of OB
1
Conservation of Resources
“People retain, protect, and build resources, including energy, by striving to create social circumstances that help secure these resources” (Owens et al., 2016)
Individuals may seek to maintain or replenish resources such as energy through other individuals.
Energy to be a scarce resource, such that it must be replenished when depleted
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Self-Determination Theory
Fulfillment of three psychological needs lead to positive life and work outcomes
Extrinsically motivated factors like material rewards or threats can diminish these outcomes
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“Situations that support individuals’ needs for competence, autonomy, and relatedness increase intrinsic motivation” (Zacher & Frese, 2018).
Action Identification Theory
“Any task can be identified psychologically at different levels of analysis” (Menges et al., 2017)
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Moral Foundations Theory
People have an intuitive desire to venerate and cherish purity and protect from desecration the symbols that signify purity (Desai & Kouchaki, et al. 2017)
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Moral Utility Theory
A framework that outlines the motivational roots of unethical acts by using the principle of expected utility maximization (Hirsch et al. 2018).
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Social Identity Theory
The sense of identification with social groups that can guide attitudes and behaviors as individuals draw upon these held identities to help them make sense of their world (Burris et al., 2017)
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Regulatory Focus Theory
“When goal pursuit is relevant, individuals adopt a promotion focus, which reflects a need for growth and advancement, or a prevention focus, which reflects a need for security and protection from harm.” (Chamberlin et al., 2017)
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Moral Licensing Theory
“An individual’s current moral behavior unfolds in the context of past moral behavior such that past good deeds can license future bad deeds” (Yam et al., 2016)
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Trait Activation Theory
“Trait activation is the process by which individuals express their traits when presented with trait-relevant situational cues.” (Judge & Zapata, 2015)
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Equity Theory
“Whenever he perceives that the ratio of his outcomes to his inputs and the ratio of Other’s outcomes to Other’s inputs are unequal” (Gilliland, 2018)
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Social Exchange Theory
“Individuals help people who help them, and harm people who harm them” (Skarlicki et al., 2016)
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Ego Depletion Theory
“According to ego depletion theory, greater self- control and attentional resources are needed in complex and ambiguous social environments, such as ones in which the activities of others are less predictable, motives are obscured or hidden, and intentionality is difficult to discern” (Rosen et al., 2016)
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Motivation
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“An umbrella term meant to capture the dense network of concepts and their interrelations that underlie observable changes in the initiation, direction, intensity, and persistence of voluntary action” (Kanfer et al., 2017)
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Engagement
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”Employee engagement (i.e., positive motivational state at work) has become a popular construct characterized by high emotion and energy, and focused attention.” (Byrne et al., 2016)
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Emotions
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Emotional Labor is described as showing socially expected emotions during interpersonal situations at work. (Zacher & Frese, 2018)
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Individual Differences
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Self concept refers to all the knowledge that a person holds about her or his self. (Johnson et al., 2018)
Justice Perceptions
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“Individuals’ and groups’ perceptions of the fairness of treatment (including, but not limited to, allocations) received from organizations and their behavioral reactions to such perceptions” (Gilliland, 2018)
Identification
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”The extent to which employees define themselves in terms of their work organization” (Blader et al., 2017)
Organizational Citizenship Behaviors
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“OCB refers to employee behavior that contributes to the effective social and psychological functioning of the organization but is often discretionary and not rewarded relative to in-role job performance.” (Yam et al. 2016)
Creativity
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“Creativity is the generation of novel and useful ideas or solutions to problems” (Amabile, 1983)
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Voice
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“Speaking up more frequently about problems and improvement- oriented suggestions to superiors with the perceived power to take action” (Burris et al., 2017)
Customer Service Behavior
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Negative Workplace Behavior
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Unethical Behavior
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