1_Individual Outcomes

1_Individual Outcomes

1. Job Performance

   • Defined as the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment
     • Employees can control behavior, but the outcomes may not be in their control
   • Counterproductive Behavior
     • Defined as employee behaviors that intentionally hinder organizational goal accomplishments
     • Types of Counterproductive behaviors:
   • Employee activities that help the organization achieve its goals and objectives
     • Citizenship Behavior
       • defined as voluntary employee activities that may or may not be rewarded, but contribute to the organization by improving the overall quality of the setting in which the work takes place
       • Interpersonal citizenship behavior: assisting, developing, and supporting coworkers and other organizational members in a way that goes beyond normal job expectations
         • Helping
         • Courtesy
         • Sportsmanship
       • Organizational citizenship behavior: benefitting the larger organization by supporting and defending the company
         • Voice
         • Civic Virtue
         • Boosterism
     • Task Performance
       • Defined as employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces
       • Three categories:
         • Routine Task Performance: well-knownresponses to predictable demands or those that occur in a normal or routine manner
         • Adaptive Task Performance ("Adaptability"): responses to task demands that are novel, unusual, or unpredictable
         • Creative Task Performance: developing ideas or physical products that are both novel and useful

2. Organizational Commitment

   • Defined as the desire on the part of an employee to remain a member of the organization
   • Types of Organizational Commitment
     • Affective Commitment
       • Defined as the desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization
     • Continuance Commitment
       • Defined as the desire to remain a member of an organization because of an awareness of the costs associated with leaving it
     • Normative Commitment
       • Defined as the desire to remain a member of the organization due to a feeling of obligation
   • Withdrawal Behavior
     • Defined as a set of actions that employees perform to avoid the work situation
     • Physical Withdrawal (exit)
       • Long breaks
       • Tardiness
       • Absenteeism
       • Quitting
       • Missing meetings
     • By those not committed to the organization
     • Psychological Withdrawal (neglect)
       • Moonlighting
       • Cyberloafing
       • Daydreaming
       • Looking busy
       • Socializing

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