附錄組織行為學(xué)專業(yè)術(shù)語(yǔ)對(duì)照表

1、附錄 組織行為學(xué)專業(yè)術(shù)語(yǔ)對(duì)照表 組織行為學(xué)專業(yè)術(shù)語(yǔ)對(duì)照表A abilitycellular organization能力蜂窩組織action learningcentralization 行動(dòng)學(xué)習(xí)集權(quán)化action researchcentrality行動(dòng)研究中心性adaptive cultureceremonies適應(yīng)性文化典禮affiliate networkchain of command親合網(wǎng)絡(luò)命令鏈agency theorychange agent代理理論變革代理人assessment centerscharismatic leadership 評(píng)價(jià)中心領(lǐng)袖魅力的

2、領(lǐng)導(dǎo)attitudescognitive component of an attitude態(tài)度態(tài)度的認(rèn)知成分attribution processcognitive learning歸因過程認(rèn)知學(xué)習(xí)attribution theorycoalition歸因理論聯(lián)盟autonomycodetermination自主性共同決定Bcoercive powerbehavior modification強(qiáng)制性權(quán)利行為改變cognitive dissonancebehavior theories認(rèn)知失調(diào)行為理論cohesivenessbenchmarking 凝聚力基準(zhǔn)communication“Big

3、Five" personality dimensions溝通“大五”人格維度communication networksbody language溝通網(wǎng)絡(luò)身體語(yǔ)言communication processboundless career溝通過程無(wú)邊界生涯competencebrainstorming 勝任頭腦風(fēng)暴compromisingbureaucracy妥協(xié)官僚機(jī)構(gòu)conflictC沖突careerconflict management職業(yè)沖突管理conscientiousnessdivisional structure覺悟性事業(yè)部制constructive controvers

4、ydominant culture建設(shè)性的爭(zhēng)議主導(dǎo)文化contingency leadership theorydysfunctional conflict領(lǐng)導(dǎo)權(quán)變理論功能失調(diào)沖突continuous reinforcementE持續(xù)性強(qiáng)化economic rationality modelcontingent work經(jīng)濟(jì)理性模型權(quán)變工作emotioncontrast effects情緒對(duì)比效應(yīng)emotional intelligencecounter power情商對(duì)應(yīng)權(quán)力emotional stabilitycore values情緒穩(wěn)定核心價(jià)值emotional dissonancec

5、reativity情緒失調(diào)創(chuàng)造力emotional laborcross-functional teams情緒勞動(dòng)者多功能型團(tuán)隊(duì)empathyculture difference同情文化差異empowerment D授權(quán)decision makingencoding決策解碼decision rationalityemployment stock ownership plan決策理性員工持股計(jì)劃decision roleequity theory決策角色公平理論decodingexchange leadership theories解碼領(lǐng)導(dǎo)的交換理論delegating styleethics授

6、權(quán)風(fēng)格倫理學(xué)Delphi techniqueexternal validity德菲爾技術(shù)外部效度departmentalizationexistence needs部門化生存需要diversityexpectancy theory多元化期望理論discrepancy theoryextroversion差異理論外向性divergent thinkingintroversion發(fā)散思維內(nèi)向性FHfeedbackhalo effect反饋暈輪效應(yīng)Fiedler's contingency modelHawthorne effect費(fèi)德勒的權(quán)變模型霍桑效應(yīng)field surveyhetero

7、geneous teams現(xiàn)場(chǎng)調(diào)查異質(zhì)團(tuán)隊(duì)Five-Factors Model (FEM)horizontal organization五因素模型扁平化組織fixed interval schedulehomogeneous teams固定間距日程安排同質(zhì)群體force field analysishuman capital力場(chǎng)分析人力資本formal networkhygiene factors正式組織保健因素frustration-regression processhypotheses挫折倒退過程假設(shè)functional structureI職能性結(jié)構(gòu)implicit learningf

8、unctional conflict隱性學(xué)習(xí)職能沖突impression managementfundamental attribution error印象管理基本歸因錯(cuò)誤incentiveG誘因gain sharing planincremental change收益分享計(jì)劃增量性變革general adaptation syndromeinformal networks一般適應(yīng)綜合癥非正式溝通網(wǎng)絡(luò)goal conflict information richness目標(biāo)沖突信息豐富性goal setting information overload目標(biāo)設(shè)定信息超載goal setting t

9、heoryinitiating structure目標(biāo)設(shè)定理論結(jié)構(gòu)維度grapevineinstrumental values謠言工具價(jià)值觀groupintellectual capital群體智力資本group polarizationInter-group mirroring群體極化群際鏡顯group thinkinteracting group群體思維互動(dòng)群體growth needsinterest group成長(zhǎng)需要利益群體interpersonal communicationleadership substitutes人際溝通領(lǐng)導(dǎo)替代interpersonal roleslearni

10、ng人際角色學(xué)習(xí)intrinsic motivationlegitimate power內(nèi)部激勵(lì)合法權(quán)力intuitionlocus of control直覺控制點(diǎn)Jloyalty jargon忠誠(chéng)度行話Mjob design MBO工作設(shè)計(jì)目標(biāo)管理job enlargementmatrix structure工作擴(kuò)大化矩陣結(jié)構(gòu)job enrichmentMIS工作豐富化管理信息系統(tǒng)job evaluationmanagerial communication model工作評(píng)價(jià)管理溝通模型job feedbackmechanistic structure工作反饋機(jī)械結(jié)構(gòu)job involvem

11、entmedia richness工作參與媒體豐富性job rotationmetal models工作輪換心理模型job satisfactionmoral development工作滿意道德發(fā)展job specificationmoral intensity工作規(guī)范道德強(qiáng)度job specializationmotivation工作專門化激勵(lì)KNknowledge managementneed需要知識(shí)管理 needs hierarchy theoryL需要層次理論laboratory managementnegative reinforcement實(shí)驗(yàn)室實(shí)驗(yàn)負(fù)強(qiáng)化law of e

12、ffectneglect效果律忽略leadernegotiation領(lǐng)導(dǎo)談判Leader Gridnegotiation skills領(lǐng)導(dǎo)方格談判技巧net workingperceptual defense網(wǎng)絡(luò)知覺防衛(wèi)networking structureperceptual grouping網(wǎng)絡(luò)結(jié)構(gòu)知覺性組合nonverbal communicationexpectancy非語(yǔ)言溝通期望normspersonality規(guī)范人格Opersuasive communicationopen system說(shuō)服性溝通開放系統(tǒng)positive reinforcementoperant conditi

13、oning正強(qiáng)化操作條件反射positivismorganization實(shí)證主義組織powerorganic structure權(quán)力有機(jī)結(jié)構(gòu)power distanceorganizational behavior權(quán)力距離組織行為學(xué)prejudiceorganizational citizenship behavior偏見組織的公民行為primacy effectorganizational commitment首因效應(yīng)組織承諾procedural fairnessorganizational culture程序公平性組織文化process lossesorganizational desig

14、n過程損耗組織設(shè)計(jì)process theories of motivationorganizational socialization過程激勵(lì)理論組織社會(huì)化profit sharingorganizational strategy利潤(rùn)分享組織戰(zhàn)略projection biasorganizational structure投射偏差組織結(jié)構(gòu)psychological contractP心理契約parallel learning structurepunishment平行學(xué)習(xí)結(jié)構(gòu)懲罰participating styleQ參與風(fēng)格qualityparticipative management質(zhì)量參

15、與式管理quality circlespath-goal leadership theory質(zhì)量圈路徑目標(biāo)理論quality of lifeperception生活質(zhì)量知覺Rrationalityself-leadership理性自我領(lǐng)導(dǎo)recognitionself-monitoring認(rèn)可自我監(jiān)控reengineeringsensitivity training 工程再造敏感性訓(xùn)練realistic job previewssexual harassment現(xiàn)實(shí)的職務(wù)預(yù)覽性騷擾reality shockshaping現(xiàn)實(shí)沖擊塑造recency effectskill variety近因效應(yīng)

16、技能多樣性referent powersocial identity theory參照性力量社會(huì)身份理論refreezing social learning theory再凍結(jié)社會(huì)學(xué)習(xí)理論relatedness needssocial loafing關(guān)系需要社會(huì)惰化representative samplingsocial responsibility代表性抽樣社會(huì)責(zé)任感reward powersocial technical design獎(jiǎng)賞權(quán)力社會(huì)技術(shù)設(shè)計(jì)ritualsspan of control儀式控制幅度rolestereotyping角色刻板印象role ambiguitystre

17、ss 角色模糊壓力role conflictstressor角色沖突壓力因素role perceptionssubstitutability角色知覺可替代性Ssynergyscientific management協(xié)同作用科學(xué)管理subculturescientific method亞文化科學(xué)方法Tsecurity motivetacit knowledge安全動(dòng)機(jī)隱性知識(shí)selective perceptiontask group選擇性知覺任務(wù)型群體self-efficacytask structure自我功效性任務(wù)結(jié)構(gòu)   task interdependen

18、ceU任務(wù)互依性u(píng)ncertainty avoidancetask performance不確定性回避任務(wù)績(jī)效unfreezingtask significance解凍任務(wù)重要性u(píng)tilitarianismteam building功利主義團(tuán)隊(duì)建設(shè)upward communicationteam cohesiveness上行溝通團(tuán)隊(duì)凝聚力Vteam effectivenessvalence團(tuán)隊(duì)有效性效價(jià)team structurevariable interval schedule團(tuán)隊(duì)結(jié)構(gòu)可變間隔日程安排terminal valuesvirtual teams終極價(jià)值觀虛擬團(tuán)隊(duì)transactional leadershipW交易型領(lǐng)導(dǎo)win-win orientationtransformational leadership雙贏取向改造型領(lǐng)導(dǎo)360-degree feedbacktrust360度反饋信任        參考文獻(xiàn)1 胡宇辰，葉清，莊凱組織行為學(xué)M北京