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Ability
The natural aptitudes and learned capabilities required to successfully complete a task.
Corporate Social Responsibility (CSR)
Organizational activities intended to benefit society and the environment beyond the
firm's immediate financial interests or legal obligations.
Counterproductive Work Behaviors (CWBs)
Voluntary behaviors that have the potential to directly or indirectly harm the organization
deep-level diversity — differences in the psychological characteristics of employees,
including personalities, beliefs, values, and attitudes.
Evidence-based Management
The practice of making decisions and taking actions based on research evidence.
Human Capital
The knowledge, skills, abilities, creative thinking, and other valued resources that
employees bring to the organization.
Inclusive Workplace
A workplace that values people of all identities and allows them to be fully themselves
while contributing to the organization.
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
effort for voluntary behavior.
Open Systems
The view that organizations depend on the external environment for resources, affect
that environment through their output, and consist of internal subsystems that transform
inputs to outputs.
Organizational Behavior
The study of what people think, feel, and do in and around organizations.
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.
Oraganizations
Groups of people who work interdependently toward some purpose.
Role Perceptions
The degree to which a person understands the job duties assigned to or expected of
him or her.
Stakeholders
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Individuals, organizations, or other entities who affect, or are affected by, the
organization's objectives and actions.
Surface-level Diversity
The observable demographic or physiological differences in people, such as their race,
ethnicity, gender, age, and physical disabilities.
Task Performance
The individual's voluntary goal directed behaviors that contribute to organizational
objectives.
Values
Relatively stable, evaluative beliefs that guide a person's preferences for outcomes or
courses of action in a variety of situations.
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.
Achievement-nurturing Orientation
A cross-cultural value describing the degree to which people in a culture emphasize
competitive versus cooperative relations with other people.
Agreeableness
A personality dimension describing people who are trusting, helpful, good-natured,
considerate, tolerant, selfless, generous, and flexible.
(Part of the Big Five)
Collectiveness
A cross-cultural value describing the degree to which people in a culture emphasize
duty to groups to which they belong and to group harmony.
Conscientiousness
A personality dimension describing people who are organized, dependable,
goal-focused, thorough, disciplined, methodical, and industrious.
(Part of the Big Five)
Counterproductive Work Behaviors
Voluntary behaviors that have the potential to directly or indirectly harm the
organization.
Dark Triad
A cluster of three socially undesirable (dark) personality traits: Machiavellianism,
narcissism, and psychopathy.
Extraversion
A personality dimension describing people who are outgoing, talkative, sociable, and
assertive.
(Part of the Big Five)
Five Factor Model
(Big 5)
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The five broad dimensions representing most personality traits: conscientiousness,
emotional stability, openness to experience, agreeableness, and extraversion; also
known as the "Big Five".
Individualism
A cross-cultural value describing the degree to which people in a culture emphasize
independence and personal uniqueness.
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.
Mindfulness
A person's receptive and impartial attention to and awareness of the present situation
as well as to one's own thoughts and emotions in that moment.
Moral Intensity
The degree to which an issue demands the application of ethical principles.
Moral Sensitivity
A person's ability to recognize the presence of an ethical issue and determine its
relative importance.
Myers-Briggs Type Indicator (MBTI)
An instrument designed to measure the elements of Jungian personality theory,
particularly preferences regarding perceiving and judging information.
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.
