组织行为学个人行为的基础

1、Class2 Foundations of Individual BehaviorI.Biographical Characteristics II.AbilityIII.PersonalityIV.LearningDependent Variable Productivity -(job performance) Absenteeism Turnover Job satisfactionI.Biographical Characteristics 1.AgeAge-Turnover:The older you get,the less likely you are to quit your

2、job. Absenteeism:Inversely related? Older - higher rates of unavoidable absence Productivity declines with age? UnrelatedSatisfaction:Most-positive association;U-Shaped.Professionals:continually increase; Nonprofessionals:falls during middle age ,-riseI. 2.GenderThere is no significant difference in

3、 job Productivity between males and females.No evidence indicates gender affects Job satisfaction Absenteeism,women have higher rates of-. Family ,Time bound?Turnover,mixed evidence.Some found females to have higher-;no difference I. 3.Marital StatusNo enough studies on- Productivity Married employe

4、es have fewer Absences, less Turnover,more Job satisfaction?Question of causation, ?Other statuses besides single or married,divorced or widow.I. 4.Number of dependentsNo enough studies on- ProductivityPositively correlated with Absence,esp. F.; Job satisfactionTurnover:mixed result.Some indicate th

5、at children increase turnover;other lower.I. 5.TenureProductivity,seniority isnt a good predictor, past perf. related to output in new positionnegatively related to Absenteeism (frequency,days off), Turnover satisfaction: are positively related. More consistent and stable predictor that age. II.Abil

6、ity1. Intellectual Ability dimensionsNumber aptitude-speedy accurate arithmeticVerbal Comprehension-read,heard,wordsPerceptual speed-Fire investigatorInductive reasoningDeductive reasoningSpacial visualization-interior decoratorMemory-Salesperson:names of II.Ability2. Physical Ability factorsStrengt

7、h-Dynamic,trunk,static,explosiveFlexibility-extent, DynamicOther-body coordination,balance,StaminaIII.Personality1.The sum total of ways in witch an individual reacts and interacts with others2.Determinants Heredity Environment Situation III.3.Personality traitsSource(primary) traitsThe Myers-Briggs

8、 Type Indicator(MBTI) Extrovert vs. I, Sensing (S,N)Intuition, Thinking or Felling,Perceiving or Judging The Big 5 Model- Extroversion, Agreeableness,Conscientiousness, Emotional stability, Openness to experience III.4.Personality Attributes in OBLocus of control-Internal,EMachiavellianismSelf-estee

9、mSelf-monitoringpropensity for Risk-takingType A personalityIII.5.Personality-job FitHollands personality-occupations typologyRealisticInvestigativeConventionalSocialEnterprisingArtistic IV. Learning 1. Theories of LearningAny relatively permanent in behavior that occurs as a result of experience. C

10、hange, permanent, behavior,experienceClassical conditioning-Ivan Pavlov:A type of conditioning where an individual responds to some stimulus that would not invariably produce such a response. Unconditioned stimulus-Unconditioned resp Conditioned (artificial) -IV. Theories of LearningOperant conditio

11、ning-B.F.Skinner-A type of conditioning where desired voluntary behavior leads to a reward or prevent a punishment. Reinforcement of the consequences by a behaviorSocial-learning(extension)-Learn through observation and direct experience. Perception-the influential process of model: 4 Attention, Ret

12、ention,Motor reproduction, Reinforcement IV. Learning 2. Shaping:A Managerial ToolShaping behavior:systematically reinforcing each successive step that moves an individual closer to the desired responseMethods of Shaping-positive,negative reinforcement,punishment,extinction Reinforcement has an impr

13、essive record (type, type of rewards,speed and permanence)IV. Learning 2. Shaping:A Managerial ToolSchedules of reinforcement Continuous-A desired behavior is reinforced each & every time it is demonstrated Intermittent-reinforced often enough to make the behavior worth repeating,but not every time

14、it is demonstrated Intermittent(varied form) tends to promote more resistance to extinction than does the continuous form.IV. Learning 2. Shaping:A Managerial ToolIntermittent reinforcement Ratio schedules-how many responses the subject makes(a certain number of specific types of behavior) Fixed-Rat

15、io: rewards are initiated after a fixed number of responses given Interval schedules-how much time has passed since the last reinforcement Fixed-internal:rewards are spaced at uniform time intervals, Variable-internal IV. Learning 2. Shaping:A Managerial ToolReinforcement Schedules and behavior Cont

16、inuous reinforcement-early satiation, weaken rapidly when reinforcers are withheld. Appropriate for newly emitted,unstable,or low-frequenency responses Intermittent-stable,or high-frequenency Variable schedule-higher performance Variable-interval generate high rates of response and more stable and c

17、onsistent behaviorIV. Learning 3. Specific applicationsUsing lotteries to reduce absenteeism the name of all those employees with no absence are placed in a drum.4000(7500); The 1st 10:$200 bond,The next 20:$100 bond,70 a paid day off. Follows a variable-ratio schedule -21%Well pay vs. Sick pay Paid

18、 sick leave program, twice absenteeism. Paid a bonus to employees with no absence & paid for sick leave after the 1st 8 hours of absence IV. Learning 3. Specific applicationsEmployee discipline Act immediately to correct the problem, match the severity of the punishment to that of the “crime” , ensure the employee see