Across
- 5. Type of validity in which you look at whether a predictor (such as a test) has added predictive value
- 9. Information about the results of our (work) behavior; this itself can be motivating
- 14. Followers who adapt and do not resist, thus helping to enable destructive leadership
- 15. Man's best friend
- 17. The application at work of what you have learned in training
- 19. Training method in which the real work situation is realistically imitated
- 20. This occurs when it appears that the relationship between two variables depends on another variable
- 24. The English name for the personality trait that most strongly predicts work performance
- 25. Research method that allows valid causal conclusions to be drawn
- 27. English name for a requirement you have to meet in a selection process, and which you cannot compensate for with anything else
- 28. Acute emotional state with a clear trigger
- 31. The degree to which a measurement is consistent or stable
- 32. You can do this with your own job to make it more interesting and/or less taxing
- 33. One of the basic needs in Deci and Ryan's Self-Determination Theory
- 35. The abbreviation for a leadership theory that focuses on the quality of dyadic leader-follower relationships
- 36. One of the cultural dimensions in Hofstede's cultural model
- 38. Information you collect, for example in a selection procedure, about someone's past behavior, values, attitudes, etc.
- 40. Abbreviation for employees who provide information from their knowledge about the work in task or job analysis
- 41. The abbreviation for undesirable work behavior by which people annoy each other or the organization
- 43. Fairness rule that involves equal outcomes for equal effort
- 44. The attractiveness of a reward or outcome (in Vroom's motivation theory)
- 47. The abbreviation for work behaviors that people do not necessarily need to do, but which are useful or helpful
- 48. One of the three personality traits in the "Dark Triad
- 49. Assessment of a situation to determine whether it is threatening or not
- 51. Psychological movement that focused almost exclusively on learning processes and reinforcement
- 52. According to Hertzberg's 2-factor theory, this creates extra-high levels of job satisfaction and effort
- 53. The branch of the AOP that deals heavily with issues of employee recruitment, selection, and compensation
- 54. A random measurement error
Down
- 1. One of the three concepts in the ASA model
- 2. Large marsupial
- 3. Abbreviation for Holland's model in which different interests are plotted against each other
- 4. Feature (abbreviation) of many samples in psychology that limits generalizability
- 6. Systematically staying away from work
- 7. A systematic bias
- 8. Type of emotion you feel when you think ahead to something you are going to do or experience
- 10. The implicit theory that intelligence or other traits cannot be developed; you either have it or you don't
- 11. New behavior learned by imitation of another who exhibits the desired behavior
- 12. That which you are trying to predict (with a test or other measurement)
- 13. Name (abbreviation) of a widely used but not valid personality questionnaire that classifies people into types such as 'ISTJ' or 'ENTP'criterion
- 16. This type of justice refers to how a decision is reached
- 18. One of the three facets of burnout
- 21. The phenomenon of people leaving the organization and looking for other work
- 22. Has a trunk
- 23. The problem that a measurement of work behavior leaves out relevant components of that behavior
- 26. An example of a role stressor
- 27. The name of the famous effect in which people behave differently because attention is paid to them.
- 29. Type of learning outcome that relates to attitudes and feelings
- 30. Conflict management style with high concern for self and low concern for other
- 34. Flying mammal
- 37. Type of design (in a validity study) in which the predictor and outcome variable are measured simultaneously
- 39. Type of leadership that revolves primarily around intervening when something goes wrong and rewarding desired behavior
- 42. Type of interview with relatively high validity
- 45. The pre-training phase in which you consider exactly what people need to do to do their jobs well
- 46. Gives our behavior direction, intensity, quality, and persistence
- 50. Likes to chase mice