组织行为学02_Value, Attitude, Emotion.pptx

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,9/4/2011,Communication University of China,#,o r g a n i z a t i o n a l b e h a v i o r,组,织行为学,性格，价值观，态度 及情感,Organizational Behavior,MBA Program,Communication University of China,Contents,主要内容,性,格,Personality,价值,Value,态度,Attitude,情感,Emotion,Communication University of China,性格,Personality,性格,Personality,是指一个人的反应和与他人互动的方式的总和。,性格特质,Personality traits,是指描述一个人的行为的持久特性。,管理人员的性格特质会影响他们的行为和管理员工及资源的方式。,Communication University of China,“大五”人格维度,外向性,Extroversion,热情、社交、果断、活跃、冒险、乐观,随和性,Agreeableness,信任、直率、利他、依从、谦虚、移情,谨,慎性,Conscientiousness,胜任、条理、尽职、成就、自律、谨慎,情绪稳定性,Emotional Stability,焦虑、敌对、压抑、自我意识、冲动、脆弱,开放性,Openness to Experience,想象、审美、情感丰富、求异、智能,Communication University of China,控制,点,Locus of Control,控制点,个体在周围环境（包括心理环境）作用的过程中，认识到控制自己生活的力量，也就是每个人对自己的行为方式和行为结果的责任的认识和定向,内,控者,Internals,自己控制自己的命运。,外控,者,Externals,命运被外界力量左右,.,Communication University of China,马基雅维利主义,重视实效、克制情感、结果说明手段,。,Degree to which an individual is pragmatic,maintains emotional distance,and believes that ends can justify means.,Communication University of China,高马基雅维利主义者在以下几方面工作中取得较高的绩效,：,与,人直接交往时,情境中要求规则和限制少,情绪涉入与成功无关,自尊和自我监控,自尊,Self-Esteem(,SE,),自我喜爱或不喜爱的程度,Individuals degree of liking or disliking themselves,Self-Monitoring,指根据外部情境因素的变化而调整自己行为的个体能力,A personality trait that measures an individuals ability to adjust his or her behavior to external,situational factors.,Communication University of China,人格,-,职业匹配,人,格,-,职业匹配理论（霍兰德）,Personality-Job Fit Theory(Holland),员,工对工作的满意度和流动倾向，取决于个体的个性特点与职业环境的匹配程度。人格类型分为六种。,Communication University of China,人格类,型,实,际,型,Realistic,调研,型,Investigative,社会,型,Social,常规,型,Conventional,企业,型,Enterprising,艺术,型,Artistic,Communication University of China,劳动者类型与职业类型对应表,Communication University of China,六种类型内在关系,价值观,价值观,Value,引导我们在各种情境中做出结果偏好或行为解释的稳定的、持久的信念。,Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.,价值观系统,Value system,价值观的偏好层级,A hierarchy based on ranking of an individuals values in terms of their intensity,Communication University of China,价值的种类,终极价值观,Terminal Value,指一种期望存在的终极状态，是个体希望通过一生而实现的目标。,Desirable end-states of existence;the goals that a person would like to achieve during his or her lifetime.,工具价值,观,Instrumental,Value,指个体更喜欢的行为方式或实现终极价值的手段,Preferable modes of behavior or means of achieving ones terminal values.,Communication University of China,Communication University of China,Communication University of China,Communication University of China,高管、活动家和工会成员的价值观排行,态度,态度,Attitudes,关于客观事物、人和事件的评价性陈述。反映了一个人对某些事物的感受,。,Evaluative,statements or judgments concerning objects,people,or,events.,情感成,分,affective,component,:,态度的情感部,分,The emotional or feeling segment of an attitude,认,知成,分,cognitive,component:,态度的意见或主,张,The opinion or belief segment of an attitude,意,向成,分,behavioral,component:,行为的意向,性,An intention to behave in a certain way toward someone or something,Communication University of China,态度的类型,工作参与,度,Job Involvement,测,量个体在心理上对他的工作的认同程度，认为他的绩效水平对自我价值的重要程度。,(,高的工作参与程度与低缺勤率和低的辞职率正相关,),The,degree to which a person identifies with his or her job,actively participates in it,and considers his or her performance important to self-worth,组织承诺,Organizational Commitment,员,工对于特定组织及其目标的认同，并且希望维持组织成员身份的一种状态。,(,组织承诺与缺勤率和流动率呈负相关,),The,degree to which an employee identifies with a particular organization and its goals,and wish to maintain membership in the organization.,Communication University of China,工作满意度与绩效的关系,高工作满意度导致高工作绩效,高工作满意度导致低缺勤率,高工作满意度导致低流失率,企业培养高工作满意度员工、淘汰低满意度员工,Communication University of China,员工表达不满的方式,Communication University of China,主动的,被动的,破坏性的,建设性的,忽略,忠诚,退出,建议,员工表达不满的方式,退出,Exit,对工作的不满意直接表现在离开组织。,忽略,Neglect,消极地听任事态向更糟糕的方向发展。包括长期缺勤和迟到，降低努力程度，增加错误率。,建议,Voice,采取积极和建设性的态度试图改善目前的环境。,忠,诚,Loyalty,消极地但乐观地期待环境的改善。包括面临外部批评时为组织说话，相信组织及其管理层会作出正确的事。,Communication University of China,情绪,Communication University of China,心,情,Moods,强,度比情绪弱，通常缺少具体针对对,象,Feelings that tend to be less intense than emotions and that lack a contextual stimulus,.,情,绪,Emotions,指,向具体事务或人强烈感,觉,Intense feelings that are directed at someone or something.,情感,Affect,人们经历与体验的广泛情,绪,A broad range of emotions that people experience,.,感觉情绪与表现情绪,情绪感受,Felt Emotions,指个体的实际情绪,An individuals actual,emotions,表现情,绪,Displayed,Emotions,是那些组织要求并被视为符合特定工作的情绪,Emotions that are organizationally required and considered appropriate in a given jobCommunication University of China,性别和情绪,女性,显示更强烈的情绪表现,.,更强烈的情绪体验,.,更频繁的表达情绪,.,更自在的表达情绪,.,更好的解读别人的情绪,.,男性,认为表现情绪不符合男性应有的性格,天生不擅长解读别人的情绪,不那么需要去通过表达积极的情绪来获取社会认同,.,Communication University of China,情感事件理论,(,Affective Events Theory),Communication University of China,Source:,Based on N.M.Ashkanasy and CS.Daus,“Emotion in the Workplace:The New Challenge for Managers,”,Academy of Management Executive,February 2002,p.77.,情感事件理论,(,Affective Events Theory),情感是对工作环境事件积极或消极地反映,.,性格和情绪决定情感反应的强度,.,情感会广范围影响工作表现和决定工作满意度的因素,.,理论的含义,:,员工反映其情感回路,现在和以前的情绪影响工作满意度,.,情感波动因其工作满意度的变化,.,情感对工作表现的影响是短期的,.,积极和消极的情绪都会使员工分心，从而降低工作绩效,.,Communication University of China,情绪智,力,Emotional Intelligence,个体监控自己及他人的情绪和情感，并识别、利用这些信息指导自己的思想和行为的能力,.,An,assortment of,non-cognitive,skills,capabilities,and competencies that influence a persons ability to succeed in coping with environmental demands and pressures.,Communication University of China,情绪智力,(EI),自我了解,自我管理,自我激励,认识他人情绪,处理人际关系,研究表明,高情商而非高智商造就成功的管理者,.,Communication University of China,