组织行为学中英文词汇对照
组织行为学词汇
组织行为学(Organizational Behavior) 本部分词汇包括以下内容：1、个体心理与行为2、人际关系与群体行为3、领导行为与领导理论4、激励理论5、组织行为理论6、组织变革与发展affiliated manager关系型管理者affiliation need归属需要action research行为研究action skill行为技巧action training行为培训action learning行为教育activity analysis行为分析activity chart行为图activity learning行为教育activity teaching行为培训attainment test成就性测验attitude scales态度等级authoritarian theory权威领导理论autocratic control专利控制autonomous work group独立工作小组abnormal behavior变态行为behavior contrast行为差异behavior objective行为目标bargaining range谈判范围behaviorism行为主义behavior criterion行为标准behavior determinant关键行为behavior dynamic行为驱动力behavior extrinsic外显行为behavior field行为范围behavior genetics行为遗传学behavior intrinsic内在行为behavior method行为方法behavior molar行为束behavior object行为分子behavior overt行为目标behavior pattern公开行为behavior rating行为模式behavior repertoires行为情节behavior sampling行为抽样behavior segment行为成分behavior shaping行为塑造behavior space行为空间behavior spontaneous自然行为behavior stream行为流behavior therapy行为疗法behavior verbal语言行为behavior disorders行为紊乱collective bargaining集体谈判conformer服从者consultative management咨询型管理dissatisfeters不满意因素expectancy theory期望理论expectancy chart期望图group dynamic集体驱动力group incentive集体激励group problem-solving集体商议group decision-making集体决策Hezzberg`s theory赫茨伯格的双因素理论hygiene保健因素integrated manager整合型管理者individual psychology个体心理学individual response个体反应individual test个别测验individuality graphic笔迹个性indifferent stimulus差异性刺激ink plot test墨迹测验job spoiler破坏工作者maintenance factor保健因素Maslow`s theory of needs马斯洛需求理论motivator激励因素role conflict角色冲突role perception角色知觉satisfiers满意因素shared value共同价值观support leadship支持型领导sub-culture亚文化task-based participation工作参与Aability能力absenteeism旷工、缺勤acceptance theory of authority 权威接受论accommodating肯通融的achievement motivation成就动机achievement need成就需要achievement/power theory成就/权力理论action research行为研究affective component of an attitude态度的情感成分affiliation need亲和需要alarm stage恐慌阶段alienation离异allocative values分配价值arbitrator仲裁者assertive communication style果断的沟通风格assessment center评价中心attitude态度attitude survey态度调查attribution归因attribution theory of leadership领导的归因理论attributional bias归因偏见attributional model归因模型authority 权威、权力autocratic model专制型autonomy自主权avoiding回避Bbehavior modeling行为模型behavior modification行为校正behavioral bias行为偏差behavioral component of an attitude态度的行为成分behavior theories of leadership领导的行为理论behaviorally anchored rating scales行为定位评定量表benevolent autocrat仁慈的独裁者bias-free organization无偏见组织bias-reduction training降低偏见训练biofeedback生物反馈biographical characteristics生物特征board representatives董事会代表body language体态语言boundary roles边界角色boundary spanners跨边界者boundaryless organization无边界组织brainstorming头脑风暴法；脑力激荡bureaucracy科层结构burnout身心崩溃bystander effect旁观者效应Ccafeteria benefits自助餐式福利career职业career anchors职业定位career stage职业阶段career success职业成功centralization集权chain of command指挥链chain-reaction effect连锁反应效应change变革change agent变革代理人channel渠道channel richness渠道丰富化charisma领导魅力；领导者的超凡魅力charismatic leadership具有超凡魅力的领导者chief executive officer(CEO)首席执行官classical conditioning经典条件反射cliques小集团closed-end questions封闭式问题cluster chain群族链clusters群族coalitions联合体coercive power强制权codetermination共同决定cognitive component of an attitude态度的认知成分cognitive conflict认知冲突cognitive decision style model认知决策方式模型cognitive dissonance认知不协调；认知失调cognitive evaluation theory认知评价理论cognitive resource theory认知资源理论cognitive theories of motivation激励的认知理论cohesiveness内聚力；凝聚力collaborating合作collectivism集体主义collegial model学院模型command group指挥小组；命令群体committee委员会communication沟通communication climate沟通气氛communication loop沟通环communication media沟通媒介communication overload沟通超负荷communication process沟通过程communication networks沟通网络comparable worth比较价值competence技能complementary transaction互补的行为交易complete pay program完整的报酬方案compromising妥协conceptual skills概念分析技能conciliator调停者conflict冲突conflict management冲突管理conflict process冲突过程conflict reaction style冲突反应方式conflict resolution冲突的解决conflict stage冲突阶段conformity从众consideration体贴constraint抑制力；限制consultant as negotiator作为谈判者的顾问consultative management顾问管理content theories of motivation激励的内容理论contingency approach to O.B组织行为学的权变趋向；思路contingency model of leadership领导的权变模型contingency organizational design权变的组织设计contrast effects对比效应controlling控制cooptation合并；吞并core dimensions of jobs工作的核心纬度core values核心价值观corrective discipline修正性惩罚cost-benefit analysis成本－收益分析cost-minimization strategy成本削减战略cost-reward comparison成本－报酬比较counseling咨询credibility gap信度差距critical incidents关键事件cross-communication交叉沟通cross-cultural communication跨文化沟通cross-function teams跨部门团队crossed transaction交叉交流cultural distance文化差异cultural diversity文化多样性cultural empathy文化移入cultural separatism文化隔离主义cultural shook文化冲击culture文化custodial m管理模型Ddecentralization分权decisions决策decoding译码；解码defensive behaviors自卫行为deferred judgement延迟的判断delegating style授权方式delegation授权dephi group德尔菲小组dephi technique德尔菲法demands需要departmentalism部门化dependency从属；依赖dependent variables因变量development level发展水平development-oriented leader以发展为导向的领导dialectic decision method辨证的决策方法dictionary technique字典式方法directive counseling指导性咨询discharge解雇；释放discipline惩罚；训导discrimination歧视distinctive competencies区别性技能distributive bargaining分配谈判distributive justice分配公平dominant culture主流文化double-loop learning双环学习downward communication下行沟通downward feedback下行反馈dual-career couples双职工夫妇driving forces推动力dysfunctional conflict功能失常性冲突Eencoding编码encounter group 交朋友小组encounter stage正视阶段enriched sociotechnical work system 丰富化的社会技术工作环境environment环境Equal Employment Opportunity(EEO)平等工作机会Equal Employment OpportunityCommission(EEOC) 平等工作机会委员会equal employment opportunity laws平等工作机会法equity sensitivity公平敏感性equity theory公平理论ERG theory ERG理论esteem needs尊重需要ethical dilemma道德困境ethical imperative道德规范ethical leadership道德领导ethnocentrism种族中心主义exchange theory交换理论exhaustion stage疲惫阶段existence needs生存需要expectancy期望expert manager期望理论expert power专家管理者external locus of control专家权力externals外控者Fface-to-face communication面对面的沟通family-friendly organizations家庭式友好组织feedback反馈feedback loop反馈环feedback-seeking behavior寻求反馈行为Fiedler contingency model费德勒权变模型filtering过滤first-order change第一层次变革fixed-interval reinforcement固定间隔强化fixed-ratio reinforcement固定比率强化formal group正式群体formal network正式网络formalization 正规化formalization stage正规化阶段forming形成four-step decision-making process四步决策过程friendship group友谊群体frustration挫折full-disclosure information systems完全开放的信息系统functional action功能性行为functional conflict功能性冲突functionally illiterate半文盲fundamental attribution error基本的归因错误Ggainshareing收益分享gainshareing plan收益分享计划garbage can model垃圾箱模型gender-biased attribution性别偏见归因genetic testing遗传测试geocentric organization全球性组织goal目标goal displacement改变目标goal setting目标设置goal-setting theory目标设置理论goals of organizational behavior组织行为的目标Good Enough Theory of Promotion晋升的足够好理论graphic rating scales图表评价量表grid OD组织发展方格图group群体group decision support system群体决策支持系统group demography群体人口统计group dynamics群体动力group order ranking群体排序groupthink群体思维growth need成长需要growth phase成长阶段Hhalo effect晕轮效应hawthorne effect霍桑效应hierarchy of needs theory需要层次理论High Involvement Organizations(HIOs)高参与组织higher-order needs高层次需要homeostasis自动平衡honesty tests诚实测验horizontal cliques水平团体horizontal conflict水平冲突horizontal distribution of authority权利的水平分配hot-stove rule热炉规则human relations人际关系human relations view of conflict冲突的人际关系观点human skills人际技能humanistic values人本主义价值观hygiene factors保健因素Iillegitimate political behavior非法的政治行为imitation strategy模拟战略implicit favorite model隐含、内隐偏好模型implicit personality theory人格理论impression management印象管理incentives刺激；诱因independent variables自变量individual differences个体差异individual ranking个体排序法individualism个人主义individualization使具个人特色；个体化industrial psychology工业心理学industrial subculture工业亚文化informal group非正式群体informal leaders非正式领导informal network非正式网络informal organization非正式组织information-based power信息权information technology信息技术innovation创新；革新institutional power制度化权利institutional team制度化团队institutionalization制度化instrumental values工具性价值观integrative bargaining综合谈判Integrative Decision Method(IDM) 综合决策法integrity正直intellectual ability智能interaction相互作用interacting groups相互作用群体interactionist view of conflict冲突的相互作用观点interest group利益群体intergroup conflict群体间冲突intergroup development群体间发展intermittent reinforcement间断强化internal locus of control内部控制点internals内控者interorganizational conflict组织间冲突interpersonal conflict个人间冲突intersender role conflict发送者之间的角色冲突intragroup conflict群体内冲突intramanagement communication管理集团内沟通intraorganizational conflict组织内冲突intrapersonal conflict个人内部冲突intuitive decision making直觉决策isolates离异者Llabor union工会laboratory training实验室培训laissez-faire leadership放任自流的领导latent conflict潜在冲突lateral communication横向沟通law of diminishing returns边际效益递减规律law of effect效果律Leadership Effectiveness AndDescription(LEAD)领导有效性与说明Leader-Member exchange(LME) theory领导－员工交流理论leader-member relations领导－员工关系leader-participation model领导参与模型leader-position power领导的职位权力leadership领导leadership style领导方式leading领导learning学习learning organization学习组织learning theory学习理论Least-Preferred Co-worker(LPC) questionnaire最难共事者问卷legitimate political合法的政治行为legitimate power合法权利leniency error宽松错误leveling effect水平效应liaisons联络者linking pin连接点locus of control控制点loose rate标准宽松lower-order needs低层次需要MMachiavellianism马基雅维里主义Management By Objectives(MBO)目标管理Management By Walking Around(MBWA)走动式管理managerial grid管理方格图managerial philosophies管理哲学managers管理者；经理manifest conflict显性冲突matrix organization矩阵组织matrix structure矩阵结构Meclelland`s theory of needs麦克利兰的需求理论mechanistic model机械模型mechanistic organizations机械组织meditation调停mediator调停者mentor指导者message信息metamorphosis stage质变阶段middle management communication中层管理委员会models of organizational behavior组织行为模型morale士气；精神Motivating Potential Score(MPS)激励的潜在分数motivation激励；动机motivation-hygiene theory激励－保健理论Motivation/Results(M/R) model激励/成果模型motivational factors激励因素motivational patterns激励类型multinational corporations跨文化管理矩阵multiple choice多项选择multiple management多层管理multiprofessional employees多专业员工mutual interest互利Nnatural work team自然工作组need需要needs theories需求理论negative leadership消极领导negative performance attribution消极绩效归因negative reinforcement负强化neglect忽视；疏忽negotiation谈判；协商network网络neurotic organization机能不健全组织neurotic personalities不健全人格nominal group名义群体Nominal Group Technique(NGT)名义群体法nondirective counseling非指导性咨询nonverbal communication非言语沟通norm常规；规范；定额；平均数norming规范化norms of reciprocity交流规则objective career success客观的职业成功ombudsperson信息搜集员one-way communication单向沟通open-end questions开放式问题open self开放的自我open system开放系统openness开放operant conditioning操作性条件反射optimizing model最优化模型organic organizations有机组织organization组织organizational environment model组织/环境模型Organizational Behavior(OB)组织行为Organizational Behavior Modification(OB Mod)组织行为校正organization-based influence组织影响力organizational culture组织文化organizational citizens组织公民organizational design组织设计organizational development组织发展organizational entry组织进入Organizational Fairness Questionnaire组织公平性调查问卷organizational learning curve for change组织变革的学习曲线organizational politics组织政治organizational socialization组织社会化organizational structure组织结构organizational life cycle组织生命周期organizing组织overparticipation过度参与overt behavior公开行为Ppaired comparison成对比较法paper-and-pencil tests纸笔测验participation参与participative counseling参与式咨询participative leader参与式领导者participative management参与式管理path-goal theory途径－目标理论perceived conflict可觉察的冲突perceived control可觉察的控制perception知觉perceptual biases知觉偏见perceptual error知觉错误performance appraisal绩效评估performance feedback绩效反馈performance monitoring绩效监控performance-outcome expectancies绩效－产出期望performance-satisfaction-effort loop绩效－满意－努力环performing运作personal-based influence个人影响力personal power个人权力personality个性；人格personality-job fit theory个性－工作适应论personality traits人格特质philosophy of O.B.组织行为的哲学physical ability体能physical withdrawal身体退缩piece rate计件工价piece-rate pay plans计件工资计划piecework system计件工作系统planned change有计划的变革polarization两极分化political behavior政治行为political power政治权利politics政治polygraph测谎器positive leadership积极的领导positive reinforcement正强化position power职位权力power权力power distance 权力距离power need权力需要power tactics权力策略prearrival stage提前进入阶段prejudice偏见；成见preventive discipline预防措施problem-solving teams问题解决小组procedural justice程序公正性procedure程序process consultation过程咨询process value analysis过程价值分析production-oriented leader以生产导向的领导productivity生产力profit-sharing plan利润分享计划projection投射protected group被保护群体protege被保护者psychological career success心理的职业成功psychological costs心理成本；精神成本psychological contract心理契约psychological distance心理距离psychological reactions心理反应psychological stress evaluator心理压力测量器psychological support心理支持psychological withdrawal心理退缩punishment power惩罚权Punctuated-Equilibrium model间断－平衡模型Qquality circles质量环qualify of life生活质量Qualify of Work Life(QWL)工作生活质量qualify of work performance工作绩效质量quantity of life生活数量Rrandom cliques随机团体rationality合理化reactive反应的realistic job previews实际的工作预演reference group参照群体reciprocal interdependence互惠的相互依赖reengineering再造工程；重整refreezing重新冻结referent power参照权reinforcement强化reinforcement theory强化理论reinforcement schedule强化程序relatedness need相互关系需要reliability信度research研究；调查resistance to change变革阻力restraining force抑制力retraining再培训reverse cultural shock反向的文化冲击reward power奖励权rights of privacy隐私权risky shift冒险的转变rituals惯例robotics机器人学role角色role ambiguity角色不清role conflict角色冲突role expectations角色期望role identity角色一致role models角色模型role playing角色扮演role pressure角色压力role set角色群role perceptions角色知觉role overload角色超荷Sscalar process分级过程scanlon plan史甘农计划second-order change第二层次的变革selective perception选择性知觉self-actualization自我实现self-appraisal自我评估self-censorship自我调查self-efficacy自我效能self-esteem自尊self-fulfilling prophecy自我实现预言self-leadership自我领导self-managing teams自我管理小组self-monitoring自我监控self-perception theory自我知觉理论self-serving bias利己偏见semantic barriers语义障碍semantics语义学sensitivity training敏感性训练sensor-type personality传感器型个性sequential interdependence顺序的相互依赖sexual harassment性骚扰shaping behavior行为塑造shared value共同价值观similarity error相似形错误simple structure简单结构simulations模拟single-loop learning单环学习situational leadership theory领导的情境理论skill-based pay技能工资skill variety技能多样化social comparison theory社会比较论social cues社会暗示social equilibrium社会平衡social facilitation社会促进social information-processing model社会信息加工模型social leader社会领导者social-learning theory社会学习理论social network社会网络social network analysis社会网络分析Social Readjustment Rating Scale社会再适应评估量表social responsibility社会责任social structure社会结构social support社会支持social system社会系统socialization社会化socioeconomic model of decision making决策的社会经济模型sociogram社会成员关系图sociometry社会测量学sociotechnical systems社会技术系统span of control控制幅度specification分工；规范。
(完整word版)名组织行为学名词解释
组织行为学名词解释第一章绪论组织（organization）是由一定的人群构成，通过专业化分工协作来实现组织目标的开放性社会技术系统。
组织行为（organizational behavior）组织内部的个人和群体所产生的行为，以及组织与外部环境之间的交互作用和自身的运行状态。
组织环境（organizational environment）任何组织的生存与发展依赖于特定的客观物质基础和社会条件，存在于组织之外并对组织产生一定影响作用的外部环境和现象就构成了组织环境。
利益相关者（party interested）组织与环境的相互作用具体表现为组织环境中的各种要素、其他组织与个人的相互作用，这些与组织直接作用的其他组织和各人称为利益相关者。
是组织外部环境中受组织决策和行动影响的任何相关者。
技术技能（technical skill）技术技能包括专门知识和技能水平。
是指管理者对业务领域相关专业知识和方法的掌握程度。
人际技能（interpersonal skill）是指与人共事、理解别人、激励别人的能力。
概念技能（conception skill）管理者必须具备心智能力去分析和诊断复杂的情况。
是指管理者面对纷繁复杂的环境，通过分析、判断、抽象和概括，洞察事物，分辨各种因素的作用，认清主要矛盾，抓住问题实质，形成正确的概念，从而做出正确的判断。
组织行为学（organization behavior）是研究一定组织体系中人的心理和行为表现及其规律，提高管理人员预测、引导和控制人的行为的能力，以实现组织目标的能力。
需要（need）是个体对生理和社会客观需求在人脑中的反映。
它是指客观刺激作用于人的大脑所引起的个体缺乏某种东西时产生的一种心理状态。
动机（motivation）是一种驱使人们进行活动，从而满足需要、达到目标的内部动力。
对个体而言，动机往往是一以愿望、兴趣、意图、信念、理想等形式表现出来的是激励人们行动的主要因素，是推动人们行为的直接原因。
组织行为学词汇
完全工资方案 ( Complete pay program) 一种综合的报酬体系，它给完成不同的目标制定不同的工资报酬基数 ( 例如，提留、生产、团队合作)。
心力交瘁 ( Burnout) 雇员精神惫倦、对工作不感趣、并在追求目标的过程中感到无依无靠的情形。
连锁反应效应 ( Chain-reaction effect) 直接影响一人或几人的变革 ( 或别的条件)因为他人与之相关的共同利益而可能会引起很多人，甚至成百上千人的反应。
变革顾问 ( Change agents) 在系统之内而又保持独立的人，其职责是激励、促进、和协调变革。
魔鬼代言人 ( Devil's advocate) 为了提高群体决策的质量，专门质疑别人的观点，推究那些支持的事实，提供建设性的批评意见，和对推理的逻辑提出质疑。
辩证决策法 ( Dialectic decision method( DDM)) 提出两个或两个以上的可选建议，确认其潜在的假设，审查各分组的拥护情况并制定整个群体的决策。
边缘角色 ( Boundary roles) 需要与不同群体打交道的能力以确保项目成功的职位。
边界人员 ( Boundary spanners) 与自己部门之内和其它单位的人，经常也与外部社区有着紧密交流联系的雇员。
头脑风暴法 ( Brainstorming) 不急于对所产生的观念作出判断以鼓励创造性思维的群体结构。
教练 ( Coach) 一种领导职能，要求他进行准备、引导、帮助、促进和指导团队，但自己并不参与比赛。
协同决定 ( Codetermination) 在企业的董事会中政府委任的员工代表。
组织行为学中英文词汇对照
组织行为学中英文词汇对照组织行为学中英文词汇对照 A ability [?’b?l?ti]能力achievement [?’t?ivm?nt] 成就动机achievement need 成就需要affiliation need [?,f?l?’e??n]归属需要arbitrator [‘ɑ?b?tre?t?] 仲裁人assessment centers [?’s?sm?nt] [‘s?nt?z] 评价中心attitude [‘?t?t?d]态度attribution 归因attribution theory 归因理论attribution theory of leadership 领导的归因理论 B behavioral theories of leadership 领导的行为理论behaviorism theories 行为主义理论Big Five personality traits \大五\人格特质body language 身体语言bounded rationally 有限理性brainstorming 脑力激荡法bureaucracy 官僚结构 C career 职业centralization 集权化chain of command 命令链charismatic leadership 领袖魅力的领导charismatic leadership theories 魅力领导理论classical conditioning 经典条件反射cliques 小集团cognitive component of an attitude 态度的认知成分cognitive learning 认知学习cognitive theories 认知理论cohesiveness 凝聚力collaborating 协作command group 命令型群体communication 沟通communication apprehension 沟通焦虑communication networks 沟通网络communication process 沟通过程competence 能力competing 竞争compromising 折中conciliator 和解人conflict 冲突conflict management 冲突管理conflict process 冲突过程conformity 从众问题conscientiousness 责任心consideration 关怀维度consistency 一贯contingency approaches to management 管理的权变途径contingency leadership theory 领导权变理论continuous reinforcement 连续强化contrast effects 对比效应control theory 控制理论controlling 控制core values 核心价值观creativity 创造力cross-functional teams 多功能型团队cultural differences 文化差异 D decision making 决策decision rationality 决策理性decision role 决策角色decision-making style 决策风格decisions 决策decoding 解码delegating style 授权风格Delphi technique 德尔菲技术Departmentalization 部门化dispositional attributions 个性归因distributive bargaining 分配谈判distributive justice 分配公平diversity 多元化dominant culture 主导文化downward communication 下行沟通Dynamics of Synergy 协力优势dysfunctional conflict 功能失调的冲突 E economic rationality model 经济理性模型emotion 情绪emotional intelligence 情绪智力emotional stability 情绪稳定性mployee involvement 员工参与employee-oriented leader 员工导向的领导者empowerment 授权encoding 编码encounter stage 碰撞阶段engagement 卷入environment 环境equity theory 公平理论equity theory of work motivation 工作动机的公平理论ERG theory ERG理论exchange leadership theories 领导的交换理论expectancy theory 期望理论export power 专家性权力external validity 外部效度externals 外控者extraversion 外向性extrinsic motive 外源性动机extrinsic rewards 外部报酬 F feedback 反馈Fiedler contingency model 费德勒的权变模型filtering 过滤Five-Factor Model(FFM) 五因素模型flexible benefits 灵活福利formal group 正式群体formal networks 正式沟通网络formal organization 正式组织function conflict 功能正常的冲突functional analysis 功能性分析fundamental attribution error 基本归因偏差G general mental ability(GMA) 一般心理能力goal conflict 目标冲突goal setting 目标设定goal sharing 目标共享goal-setting theory 目标设置理论group 群体group decision making 群体决策group leadership theories 领导的群体理论group stressors 群体压力源group shift 群体转移groupthink 群体思维H halo effect 晕轮效应Hawthorne effect 霍桑效应Herzberg’s Two-Factor Theory of Motivation 赫茨伯格的动机双因素理论horizontal organization 扁平化组织human capital 人力资本human relations views of conflict 冲突的人际关系观点hygiene factors 保健因素I incentives 诱因informal groups 非正式群体informal network 非正式沟通网络information richness 信息丰富性initiating structure 结构维度instrumental values 工具价值观integrative bargaining 综合谈判intergroup dynamics 组间动力integrity 正直intellectual ability 心理能力intelligence activity 智力活动interacting groups 互动群体interactional view of conflict 冲突的相互作用观点interest group 利益型群体internal validity 内部效度internals 内控者interpersonal communication 人际沟通interpersonal roles 人际角色intrinsic motive 内源性动机intrinsic rewards 内部报酬intuition 直觉J job design 工作设计job enlargement 工作扩大化job enrichment 工作丰富化job involvement 工作参与job rotation 工作轮换job satisfaction 工作满意度job specification 工作规范K knowledge management 知识管理Lleader role 领导角色leader-member exchange (LMX) theory 领导者—成员交换理论leader-member relations 领导者—成员关系leadership 领导eadership skill 领导技能learned helplessness 习得性无助learning 学习learning organization 学习型组织least preferred coworker (LPC) questionnaire 最难共事者问卷life-cycle approach 生命周期理论lower-order needs 较低层次的需要loyalty 忠诚M management by objectives (MBO) 目标管理Management Information System(MIS) 管理信息系统managerial communication model 管理沟通模型managerial grid 管理方格论managerial grid style 管理方格风格managers 管理者Maslow’s hierarchy of needs 马斯洛的需要层次理论means-ends chain 途径—目标链monitor 监控者mood 心情motivation 激励multicultural organization 多元文化型组织N need 需要negative reinforcement 负性强化neglect 忽略negotiation 谈判negotiation skills 谈判技巧nominal group technique 名义群体技术nonverbal communication 非语言沟通normative commitment 规范承诺norms 规范O operant conditioning 操作条件反射organization 组织organizational behavior (OB) 组织行为学Organizational Citizenship Behaviors(OCBs) 组织的公民行为organizational commitment 组织承诺organizational culture 组织文化organizational development 组织发展Organizational Hierarchies 组织层级organizational structure 组织结构P participating style 参与风格participative management 参与式管理path-goal leadership theory 路径—目标领导理论pay for performance 绩效奖金perception 知觉perceptual context 知觉背景personality 人格personality traits 人格特质Porter Lawler motivation model 波特—劳勒动机模型position power 职位权力positive reinforcement 正性强化power 权力power motive 权力动机power need 权力需要problem-solving teams 问题解决型团队production-oriented leader 生产导向的领导者productivity 生产率profit sharing 利润共享projection 投射psychological contract 心理契约Q quality of life 生活质量quality of work life(QWL) 工作生活质量R rationality 理性recognition 认可reengineering 再造工程reinforcement theory 强化理论reinforcers 强化物risky shift phenomenon 风险偏移现象role 角色role ambiguity 角色模糊role conflict角色冲突role expectations 角色期待role identity 角色同一性role perception 角色知觉S security motive 安全动机selective perception 选择性知觉self-actualization 自我实现self-esteem 自尊self-managed teams 自我管理团队selling style 推销风格sensitivity training 敏感性训练similarity 相似性Simmon’s Bounded Rationality Model 西蒙的有限理性模型situational attributions 情景归因situational leadership 情境领导理论small groups 小群体social cognition theory 社会认知理论social learning 社会学习social loafing 社会惰化social perception 社会知觉social recognition 社会认可socialization process 社会化过程social-learning theory 社会学习理论status 地位status motive 地位动机stereotyping 刻板印象storming 震荡stress 压力strongculture 强文化subculture 亚文化synergy 协同效应T task group 任务型群体task structure 任务结构team 团队team building 团队建设team structure 团队结构terminal values 终极价值观Thematic Apperception Test(TAT) 主题统觉测验theory X X理论theory Y Y理论traditional view of conflict冲突的传统观点trait theories of leadership 领导的特质理论transactional leadership 交易型领导者transformational leadership trust 信任turnover 流动type A personality A型人格U upward communication 上行沟通V values 价值观virtual organization 虚拟组织virtual teams 虚拟团队W work group 工作群体work specialization 工作专门化变革型领导者专业词汇 1. desejos 愿望 2. valores opostos,相反的价值观 3. Diferentes sistemas de valores不同的价值体系 4. negativamente afetado 负面影响 5. tem que ser percebido 被感知 6. forma de oposi??o 反对的形式7. solu??o ganho-ganho 双赢的方案8. interesses利益。
领导力、组织行为学、SWOT英文翻译
领导力、组织行为学、SWOT英文翻译领导力（Leadership）就是指在管辖的范围内充分的利用人力和客观条件在以最小的成本办成所需的事提高整个团体的办事效率。
Leadership is the accomplishment of a goal at minimum cost by making the best use of human resources and objective conditions in one’s jurisdiction, which improves the efficiency of a team.组织行为学（Organizational Behavioural Science ）所谓组织行为学是研究在组织中以及组织与环境相互作用中，人们从事工作的心理活动和行为的反应规律性的科学。
组织行为学综合运用了心理学、社会学、文化人类学、生理学、生物学，还有经济学、政治学等学科有关人的行为的知识与理论，来研究一定组织中的人的行为规律。
近年来出版了很多与组织行为学有关并以此命名的书籍。
Organizational Behavioural Science is an academic discipline concerned with researching the reaction regularity of people's psychology and behaviour in an organisation or in the interaction between organisation and environment. Many academic disciplines related to human behaviour (including psychology, sociology, cultural anthropology, physiology, biology, economics and politics) are synthetically used in organizational behavioural science to research the reaction regularity in a certain organisation. In recent years, many publications related to organizational behavioural science appeared.SWOT是一种分析方法，用来确定企业本身的竞争优势，竞争劣势，机会和威胁，从而将公司的战略与公司内部资源、外部环境有机结合。
(组织设计)组织行为学词汇
组织行为学(Organizational Behavior) 本部分词汇包括以下内容：1、个体心理与行为2、人际关系与群体行为3、领导行为与领导理论4、激励理论5、组织行为理论6、组织变革与发展affiliated manager关系型管理者affiliation need归属需要action research行为研究action skill行为技巧action training行为培训action learning行为教育activity analysis行为分析activity chart行为图activity learning行为教育activity teaching行为培训attainment test成就性测验attitude scales态度等级authoritarian theory权威领导理论autocratic control专利控制autonomous work group独立工作小组abnormal behavior变态行为behavior contrast行为差异behavior objective行为目标bargaining range谈判范围behaviorism行为主义behavior criterion行为标准behavior determinant关键行为behavior dynamic行为驱动力behavior extrinsic外显行为behavior field行为范围behavior genetics行为遗传学behavior intrinsic内在行为behavior method行为方法behavior molar行为束behavior object行为分子behavior overt行为目标behavior pattern公开行为behavior rating行为模式behavior repertoires行为情节behavior sampling行为抽样behavior segment行为成分behavior shaping行为塑造behavior space行为空间behavior spontaneous自然行为behavior stream行为流behavior therapy行为疗法behavior verbal语言行为behavior disorders行为紊乱collective bargaining集体谈判conformer服从者consultative management咨询型管理dissatisfeters不满意因素expectancy theory期望理论expectancy chart期望图group dynamic集体驱动力group incentive集体激励group problem-solving集体商议group decision-making集体决策Hezzberg`s theory赫茨伯格的双因素理论hygiene保健因素integrated manager整合型管理者individual psychology个体心理学individual response个体反应individual test个别测验individuality graphic笔迹个性indifferent stimulus差异性刺激ink plot test墨迹测验job spoiler破坏工作者maintenance factor保健因素Maslow`s theory of needs马斯洛需求理论motivator激励因素role conflict角色冲突role perception角色知觉satisfiers满意因素shared value共同价值观support leadship支持型领导sub-culture亚文化task-based participation工作参与Aability能力absenteeism旷工、缺勤acceptance theory of authority 权威接受论accommodating肯通融的achievement motivation成就动机achievement need成就需要achievement/power theory成就/权力理论action research行为研究affective component of an attitude态度的情感成分affiliation need亲和需要alarm stage恐慌阶段alienation离异allocative values分配价值arbitrator仲裁者assertive communication style果断的沟通风格assessment center评价中心attitude态度attitude survey态度调查attribution归因attribution theory of leadership领导的归因理论attributional bias归因偏见attributional model归因模型authority 权威、权力autocratic model专制型autonomy自主权avoiding回避Bbehavior modeling行为模型behavior modification行为校正behavioral bias行为偏差behavioral component of an attitude态度的行为成分behavior theories of leadership领导的行为理论behaviorally anchored rating scales行为定位评定量表benevolent autocrat仁慈的独裁者bias-free organization无偏见组织bias-reduction training降低偏见训练biofeedback生物反馈biographical characteristics生物特征board representatives董事会代表body language体态语言boundary roles边界角色boundary spanners跨边界者boundaryless organization无边界组织brainstorming头脑风暴法；脑力激荡bureaucracy科层结构burnout身心崩溃bystander effect旁观者效应Ccafeteria benefits自助餐式福利career职业career anchors职业定位career stage职业阶段career success职业成功centralization集权chain of command指挥链chain-reaction effect连锁反应效应change变革change agent变革代理人channel渠道channel richness渠道丰富化charisma领导魅力；领导者的超凡魅力charismatic leadership具有超凡魅力的领导者chief executive officer(CEO)首席执行官classical conditioning经典条件反射cliques小集团closed-end questions封闭式问题cluster chain群族链clusters群族coalitions联合体coercive power强制权codetermination共同决定cognitive component of an attitude态度的认知成分cognitive conflict认知冲突cognitive decision style model认知决策方式模型cognitive dissonance认知不协调；认知失调cognitive evaluation theory认知评价理论cognitive resource theory认知资源理论cognitive theories of motivation激励的认知理论cohesiveness内聚力；凝聚力collaborating合作collectivism集体主义collegial model学院模型command group指挥小组；命令群体committee委员会communication沟通communication climate沟通气氛communication loop沟通环communication media沟通媒介communication overload沟通超负荷communication process沟通过程communication networks沟通网络comparable worth比较价值competence技能complementary transaction互补的行为交易complete pay program完整的报酬方案compromising妥协conceptual skills概念分析技能conciliator调停者conflict冲突conflict management冲突管理conflict process冲突过程conflict reaction style冲突反应方式conflict resolution冲突的解决conflict stage冲突阶段conformity从众consideration体贴constraint抑制力；限制consultant as negotiator作为谈判者的顾问consultative management顾问管理content theories of motivation激励的内容理论contingency approach to O.B组织行为学的权变趋向；思路contingency model of leadership领导的权变模型contingency organizational design权变的组织设计contrast effects对比效应controlling控制cooptation合并；吞并core dimensions of jobs工作的核心纬度core values核心价值观corrective discipline修正性惩罚cost-benefit analysis成本－收益分析cost-minimization strategy成本削减战略cost-reward comparison成本－报酬比较counseling咨询credibility gap信度差距critical incidents关键事件cross-communication交叉沟通cross-cultural communication跨文化沟通cross-function teams跨部门团队crossed transaction交叉交流cultural distance文化差异cultural diversity文化多样性cultural empathy文化移入cultural separatism文化隔离主义cultural shook文化冲击culture文化custodial m管理模型D decentralization分权decisions决策decoding译码；解码defensive behaviors自卫行为deferred judgement延迟的判断delegating style授权方式delegation授权dephi group德尔菲小组dephi technique德尔菲法demands需要departmentalism部门化dependency从属；依赖dependent variables因变量development level发展水平development-oriented leader以发展为导向的领导dialectic decision method辨证的决策方法dictionary technique字典式方法directive counseling指导性咨询discharge解雇；释放discipline惩罚；训导discrimination歧视distinctive competencies区别性技能distributive bargaining分配谈判distributive justice分配公平dominant culture主流文化double-loop learning双环学习downward communication下行沟通downward feedback下行反馈dual-career couples双职工夫妇driving forces推动力dysfunctional conflict功能失常性冲突Eencoding编码encounter group 交朋友小组encounter stage正视阶段enriched sociotechnical work system 丰富化的社会技术工作环境environment环境Equal Employment Opportunity(EEO)平等工作机会Equal Employment OpportunityCommission(EEOC) 平等工作机会委员会equal employment opportunity laws平等工作机会法equity sensitivity公平敏感性equity theory公平理论ERG theory ERG理论esteem needs尊重需要ethical dilemma道德困境ethical imperative道德规范ethical leadership道德领导ethnocentrism种族中心主义exchange theory交换理论exhaustion stage疲惫阶段existence needs生存需要expectancy期望expert manager期望理论expert power专家管理者external locus of control专家权力externals外控者Fface-to-face communication面对面的沟通family-friendly organizations家庭式友好组织feedback反馈feedback loop反馈环feedback-seeking behavior寻求反馈行为Fiedler contingency model费德勒权变模型filtering过滤first-order change第一层次变革fixed-interval reinforcement固定间隔强化fixed-ratio reinforcement固定比率强化formal group正式群体formal network正式网络formalization 正规化formalization stage正规化阶段forming形成four-step decision-making process四步决策过程friendship group友谊群体frustration挫折full-disclosure information systems完全开放的信息系统functional action功能性行为functional conflict功能性冲突functionally illiterate半文盲fundamental attribution error基本的归因错误G gainshareing收益分享gainshareing plan收益分享计划garbage can model垃圾箱模型gender-biased attribution性别偏见归因genetic testing遗传测试geocentric organization全球性组织goal目标goal displacement改变目标goal setting目标设置goal-setting theory目标设置理论goals of organizational behavior组织行为的目标Good Enough Theory of Promotion晋升的足够好理论graphic rating scales图表评价量表grid OD组织发展方格图group群体group decision support system群体决策支持系统group demography群体人口统计group dynamics群体动力group order ranking群体排序groupthink群体思维growth need成长需要growth phase成长阶段Hhalo effect晕轮效应hawthorne effect霍桑效应hierarchy of needs theory需要层次理论High Involvement Organizations(HIOs)高参与组织higher-order needs高层次需要homeostasis自动平衡honesty tests诚实测验horizontal cliques水平团体horizontal conflict水平冲突horizontal distribution of authority权利的水平分配hot-stove rule热炉规则human relations人际关系human relations view of conflict冲突的人际关系观点human skills人际技能humanistic values人本主义价值观hygiene factors保健因素Iillegitimate political behavior非法的政治行为imitation strategy模拟战略implicit favorite model隐含、内隐偏好模型implicit personality theory人格理论impression management印象管理incentives刺激；诱因independent variables自变量individual differences个体差异individual ranking个体排序法individualism个人主义individualization使具个人特色；个体化industrial psychology工业心理学industrial subculture工业亚文化informal group非正式群体informal leaders非正式领导informal network非正式网络informal organization非正式组织information-based power信息权information technology信息技术innovation创新；革新institutional power制度化权利institutional team制度化团队institutionalization制度化instrumental values工具性价值观integrative bargaining综合谈判Integrative Decision Method(IDM) 综合决策法integrity正直intellectual ability智能interaction相互作用interacting groups相互作用群体interactionist view of conflict冲突的相互作用观点interest group利益群体intergroup conflict群体间冲突intergroup development群体间发展intermittent reinforcement间断强化internal locus of control内部控制点internals内控者interorganizational conflict组织间冲突interpersonal conflict个人间冲突intersender role conflict发送者之间的角色冲突intragroup conflict群体内冲突intramanagement communication管理集团内沟通intraorganizational conflict组织内冲突intrapersonal conflict个人内部冲突intuitive decision making直觉决策isolates离异者Llabor union工会laboratory training实验室培训laissez-faire leadership放任自流的领导latent conflict潜在冲突lateral communication横向沟通law of diminishing returns边际效益递减规律law of effect效果律Leadership Effectiveness AndDescription(LEAD)领导有效性与说明Leader-Member exchange(LME) theory领导－员工交流理论leader-member relations领导－员工关系leader-participation model领导参与模型leader-position power领导的职位权力leadership领导leadership style领导方式leading领导learning学习learning organization学习组织learning theory学习理论Least-Preferred Co-worker(LPC) questionnaire最难共事者问卷legitimate political合法的政治行为legitimate power合法权利leniency error宽松错误leveling effect水平效应liaisons联络者linking pin连接点locus of control控制点loose rate标准宽松lower-order needs低层次需要MMachiavellianism马基雅维里主义Management By Objectives(MBO)目标管理Management By Walking Around(MBWA)走动式管理managerial grid管理方格图managerial philosophies管理哲学managers管理者；经理manifest conflict显性冲突matrix organization矩阵组织matrix structure矩阵结构Meclelland`s theory of needs麦克利兰的需求理论mechanistic model机械模型mechanistic organizations机械组织meditation调停mediator调停者mentor指导者message信息metamorphosis stage质变阶段middle management communication中层管理委员会models of organizational behavior组织行为模型morale士气；精神Motivating Potential Score(MPS)激励的潜在分数motivation激励；动机motivation-hygiene theory激励－保健理论Motivation/Results(M/R) model激励/成果模型motivational factors激励因素motivational patterns激励类型multinational corporations跨文化管理矩阵multiple choice多项选择multiple management多层管理multiprofessional employees多专业员工mutual interest互利Nnatural work team自然工作组need需要needs theories需求理论negative leadership消极领导negative performance attribution消极绩效归因negative reinforcement负强化neglect忽视；疏忽negotiation谈判；协商network网络neurotic organization机能不健全组织neurotic personalities不健全人格nominal group名义群体Nominal Group Technique(NGT)名义群体法nondirective counseling非指导性咨询nonverbal communication非言语沟通norm常规；规范；定额；平均数norming规范化norms of reciprocity交流规则objective career success客观的职业成功ombudsperson信息搜集员one-way communication单向沟通open-end questions开放式问题open self开放的自我open system开放系统openness开放operant conditioning操作性条件反射optimizing model最优化模型organic organizations有机组织organization组织organizational environment model组织/环境模型Organizational Behavior(OB)组织行为Organizational Behavior Modification(OB Mod)组织行为校正organization-based influence组织影响力organizational culture组织文化organizational citizens组织公民organizational design组织设计organizational development组织发展organizational entry组织进入Organizational Fairness Questionnaire组织公平性调查问卷organizational learning curve for change组织变革的学习曲线organizational politics组织政治organizational socialization组织社会化organizational structure组织结构organizational life cycle组织生命周期organizing组织overparticipation过度参与overt behavior公开行为Ppaired comparison成对比较法paper-and-pencil tests纸笔测验participation参与participative counseling参与式咨询participative leader参与式领导者participative management参与式管理path-goal theory途径－目标理论perceived conflict可觉察的冲突perceived control可觉察的控制perception知觉perceptual biases知觉偏见perceptual error知觉错误performance appraisal绩效评估performance feedback绩效反馈performance monitoring绩效监控performance-outcome expectancies绩效－产出期望performance-satisfaction-effort loop绩效－满意－努力环performing运作personal-based influence个人影响力personal power个人权力personality个性；人格personality-job fit theory个性－工作适应论personality traits人格特质philosophy of O.B.组织行为的哲学physical ability体能physical withdrawal身体退缩piece rate计件工价piece-rate pay plans计件工资计划piecework system计件工作系统planned change有计划的变革polarization两极分化political behavior政治行为political power政治权利politics政治polygraph测谎器positive leadership积极的领导positive reinforcement正强化position power职位权力power权力power distance 权力距离power need权力需要power tactics权力策略prearrival stage提前进入阶段prejudice偏见；成见preventive discipline预防措施problem-solving teams问题解决小组procedural justice程序公正性procedure程序process consultation过程咨询process value analysis过程价值分析production-oriented leader以生产导向的领导productivity生产力profit-sharing plan利润分享计划projection投射protected group被保护群体protege被保护者psychological career success心理的职业成功psychological costs心理成本；精神成本psychological contract心理契约psychological distance心理距离psychological reactions心理反应psychological stress evaluator心理压力测量器psychological support心理支持psychological withdrawal心理退缩punishment power惩罚权Punctuated-Equilibrium model间断－平衡模型Q quality circles质量环qualify of life生活质量Qualify of Work Life(QWL)工作生活质量qualify of work performance工作绩效质量quantity of life生活数量R random cliques随机团体rationality合理化reactive反应的realistic job previews实际的工作预演reference group参照群体reciprocal interdependence互惠的相互依赖reengineering再造工程；重整refreezing重新冻结referent power参照权reinforcement强化reinforcement theory强化理论reinforcement schedule强化程序relatedness need相互关系需要reliability信度research研究；调查resistance to change变革阻力restraining force抑制力retraining再培训reverse cultural shock反向的文化冲击reward power奖励权rights of privacy隐私权risky shift冒险的转变rituals惯例robotics机器人学role角色role ambiguity角色不清role conflict角色冲突role expectations角色期望role identity角色一致role models角色模型role playing角色扮演role pressure角色压力role set角色群role perceptions角色知觉role overload角色超荷S scalar process分级过程scanlon plan史甘农计划second-order change第二层次的变革selective perception选择性知觉self-actualization自我实现self-appraisal自我评估self-censorship自我调查self-efficacy自我效能self-esteem自尊self-fulfilling prophecy自我实现预言self-leadership自我领导self-managing teams自我管理小组self-monitoring自我监控self-perception theory自我知觉理论self-serving bias利己偏见semantic barriers语义障碍semantics语义学sensitivity training敏感性训练sensor-type personality传感器型个性sequential interdependence顺序的相互依赖sexual harassment性骚扰shaping behavior行为塑造shared value共同价值观similarity error相似形错误simple structure简单结构simulations模拟single-loop learning单环学习situational leadership theory领导的情境理论skill-based pay技能工资skill variety技能多样化social comparison theory社会比较论social cues社会暗示social equilibrium社会平衡social facilitation社会促进social information-processing model社会信息加工模型social leader社会领导者social-learning theory社会学习理论social network社会网络social network analysis社会网络分析Social Readjustment Rating Scale社会再适应评估量表social responsibility社会责任social structure社会结构social support社会支持social system社会系统socialization社会化socioeconomic model of decision making决策的社会经济模型sociogram社会成员关系图sociometry社会测量学sociotechnical systems社会技术系统span of control控制幅度specification分工；规范stages of moral development道德发展阶段stages of team development团队发展阶段stability phase稳定阶段stars明星人物status地位status deprivation 地位剥夺status symbols地位象征stereotyping刻板印象storming风暴阶段stress压力stress threshold压力阀限stressors施压者substitutes for leadership领导的替代物suggestion programs建议给偿计划super leaders超级领导者super ordinate goal超级目标supportive approach to O.B.组织行为学的支持趋向supportive model支持模型surface agenda正式日程surveillance devices监视装置survey feedback调查反馈synergy协同作用systematic study系统研究Ttardiness迟到task group任务群体task leader任务主管task significance任务重要性task structure任务结构task team任务小组；任务团队task uncertainty任务不确定性team building团队建设team structure团队结构team work配合；团队工作technical skills技术技能technology技术technophobia技术恐慌traditional view of conflict冲突的传统观点training multiplier effect培训的乘数效应traits theories of leadership领导特质理论Transactional Analysis(TA)社会交往分析transactional leaders社会交往领导transcultural employees多文化适应型员工transfer of training培训迁移triple-reward system三级奖励制度trust信任two-factor model of motivation奖励的双因素理论type A people A型人type B people B型人two-way communication双向沟通U uncertain avoidance不确定性避免under participation过少参与unfreezing解冻unity of command统一指挥upward feedback上行反馈upward communication上行沟通Vvalence效价validity效度value premises价值基础value system价值体系values价值观variable-pay programs可变报酬计划variable-interval reinforcement可变间隔强化variable-ratio reinforcement可变比率强化vertical cliques垂直团体vertical conflict垂直冲突vertical distribution of authority权力的垂直分配Wwage incentive工资激励work change工作变换work councils工作委员会work ethic工作伦理work force diversity劳动力的多样化work group工作群体work specialization工作专业化written communication书面沟通whistle-blowers打口哨者；发泄不满者X “X” chart “X”图。
(完整word版)组织行为学主要概念中英文对照
组织行为学主要概念中英文对照ability 能力absenteeism 缺勤率achievement motivation 成就动机achievement need成就需要achievement/power theory 成就/权力理论affective component of an attitude 态度的情感成分affiliation need 亲和需要arbitrator 仲裁者attitude 态度attribution 归因attributional bias 归因偏见attributional model 归因模型authority 权威、权力behavioral component of an attitude 态度的行为成分behavior theories of leadership 领导的行为理论boundaryless organization 无边界组织brainstorming 头脑风暴法bureaucracy 官僚结构centralization 集权chain of command 指挥链change 变革change agent 变革代理人channel 渠道,通道channel richness 通道丰富性charisma 领导魅力；领导者的超凡魅力charismatic leadership 具有超凡魅力的领导者chief executive officer(CEO) 首席执行官classical conditioning 经典条件反射coercive power 强制权cognitive component of an attitude 态度的认知成分cognitive conflict 认知冲突cognitive dissonance 认知不协调；认知失调cognitive evaluation theory 认知评价理论cohesiveness 内聚力；凝聚力collaborating 合作collectivism 集体主义collegial model 学院模型command group 命令群体communication 沟通communication media 沟通媒介communication process 沟通过程communication networks 沟通网络compromising 妥协conceptual skills 概念分析技能conciliator 调停者conflict 冲突conflict management 冲突管理conflict process 冲突过程conformity 从众content theories of motivation 内容型激励理论contingency model of leadership 领导的权变模型contrast effects 对比效应core dimensions of jobs 工作的核心纬度core values 核心价值观counseling 咨询cross-cultural communication 跨文化沟通cross-function teams 跨职能团队culture 文化decentralization 分权decisions 决策decoding 译码；解码delegation 授权Delphi technique 德尔菲法departmentalism 部门化dependent variables 因变量distributive bargaining 分配谈判distributive justice 分配公平downward communication 下行沟通dysfunctional conflict 功能失常性冲突employee stock ownership plans（ESOPs）员工持股计划encoding 编码environment 环境equity theory 公平理论ERG theory ERG理论esteem needs 尊重需要existence needs 生存需要expectancy 期望expectancy theory 期望理论expert power 专家权力face-to-face communication 面对面的沟通Fiedler contingency model 费德勒权变模型formal group 正式群体formalization 正规化formalization stage 正规化阶段forming 形成functional conflict 功能正常性冲突fundamental attribution error 基本归因错误Gain sharing plan 收益分享计划goal setting 目标设置goal-setting theory 目标设置理论group 群体groupthink 群体思维growth need 成长需要halo effect 晕轮效应Hawthorne experiment 霍桑效应hierarchy of needs theory 需要层次理论higher-order needs 高层次需要horizontal conflict 横向冲突human relations 人际关系human skills 人际技能hygiene factors 保健因素illegitimate political behavior 非法的政治行为incentives 刺激；诱因independent variables 自变量individual differences 个体差异individualism 个人主义informal group 非正式群体informal leaders 非正式领导informal network 非正式网络informal organization 非正式组织information-based power 信息权information technology 信息技术instrumental values 工具性价值观integrative bargaining 整合谈判intergroup conflict 群体间冲突internal locus of control 内部控制点internals 内控者interorganizational conflict 组织间冲突interpersonal conflict 人际冲突intragroup conflict 群体内冲突intraorganizational conflict 组织内冲突intrapersonal conflict 个人内部冲突intuitive decision making 直觉决策lateral communication 横向沟通Leader-Member exchange(LMX) theory 领导－员工交换理论leader-participation model 领导参与模型leadership 领导leadership style 领导方式leading 领导learning 学习learning organization 学习型组织learning theory 学习理论Least-Preferred Co-worker(LPC) questionnaire 最难共事者问卷legitimate political behavior 合法的政治行为legitimate power 合法权利locus of control 控制点lower-order needs 低层次需要Maslow`s theory of needs 马斯洛需求理论Machiavellianism 马基雅维里主义maintenance factor 保健因素Management By Objectives(MBO) 目标管理Management By Walking Around(MBWA) 走动式管理managerial grid 管理方格图managers 管理者；经理matrix organization 矩阵组织matrix structure 矩阵结构Meclelland`s theory of needs 麦克利兰的需求理论mechanistic organizations 机械组织meditation 调停mediator 调停者models of organizational behavior 组织行为模型Motivating Potential Score(MPS) 激励的潜在分数Motivation 激励；动机motivation-hygiene theory 激励－保健理论motivational factors 激励因素motivational patterns 激励类型Need 需要needs theories 需要理论negative reinforcement 负强化neglect 忽略；疏忽negotiation 谈判；协商network 网络nominal group 名义群体Nominal Group Technique(NGT) 名义群体法nonverbal communication 非言语沟通norm 常规；规范；定额；平均数norming 规范化operant conditioning 操作性条件反射organic organizations 有机组织organization 组织Organizational Behavior(OB) 组织行为organizational culture 组织文化organizational citizens 组织公民organizational design 组织设计organizational development 组织发展organizational politics 组织政治organizational socialization 组织社会化organizational structure 组织结构organizational life cycle 组织生命周期organizing 组织Participation 参与participative counseling 参与式咨询participative leader 参与式领导者participative management 参与式管理path-goal theory 途径－目标理论perception 知觉perceptual biases 知觉偏见perceptual error 知觉错误performance-outcome expectancies 绩效－产出期望performance-satisfaction-effort loop 绩效－满意－努力环personal-based influence 个人影响力personal power 个人权力personality 个性；人格personality-job fit theory 个性－工作匹配理论personality traits 人格特质piece rate 计件工资piece-rate pay plans 计件工资计划piecework system 计件工作系统planned change 有计划的变革polarization 极化political behavior 政治行为political power 政治权利politics 政治positive reinforcement 正强化position power 职位权力power 权力power distance 权力距离power need 权力需要power tactics 权力战术，权术prejudice 偏见；成见problem-solving teams 问题解决小组procedural justice 程序公正性procedure 程序process consultation 过程咨询production-oriented leader 以生产导向的领导productivity 生产力profit-sharing plan 利润分享计划projection 投射psychological success 心理成功psychological costs 心理成本psychological contract 心理契约psychological distance 心理距离punishment power 惩罚性权力quality circles 质量圈qualify of life 生活质量Qualify of Work Life(QWL) 工作生活质量quantity of life 生活数量rationality 理性realistic job previews 实际工作预览reference group 参照群体reciprocal interdependence 互惠的相互依赖reengineering 工程再造refreezing 重新冻结referent power 参照性权力reinforcement 强化reinforcement theory 强化理论reinforcement schedule 强化程序relatedness need 相互关系需要reliability 信度resistance to change 变革阻力reward power 奖励权role 角色selective perception 选择性知觉self-actualization 自我实现self-efficacy 自我效能self-esteem 自尊self-managing teams 自我管理小组self-serving bias 自我服务偏见sensitivity training 敏感性训练shared value 共同价值观situational leadership theory 领导的情境理论skill-based pay 技能工资skill variety 技能多样化social comparison theory 社会比较论social-learning theory 社会学习理论Social Readjustment Rating Scale 社会再适应评估量表Socialization 社会化span of control 控制幅度specification 专业化stereotyping 刻板印象storming 风暴阶段stress 压力stressors 施压源substitutes for leadership 领导的替代物survey feedback 调查反馈synergy 协同作用task significance 任务重要性task structure 任务结构task team 任务小组；任务团队task uncertainty 任务不确定性team building 团队建设technical skills 技术技能technology 技术total quality management(TQM) 全面质量管理traits theories of leadership 领导特质理论transactional leaders 交易型领导turnover 离职率two-factor model of motivation 双因素激励理论type A personality A型人格type B personality B型人格uncertain avoidance 不确定性规避unity of command 统一指挥upward feedback 上行反馈upward communication 上行沟通valence 效价validity 效度value system 价值观体系values 价值观variable-pay programs 可变报酬计划vertical conflict 纵向冲突work force diversity 劳动力多元化work group 工作群体work specialization 工作专业化written communication 书面沟通。
组织行为学中英文词汇对照
组织行为学中英文词汇对照Aability[ə'bɪləti]能力achievement [ə'tʃivmənt]成就动机achievement need 成就需要affiliation need [ə,fɪlɪ'eʃən]归属需要arbitrator ['ɑːbɪtreɪtə]仲裁人assessment centers[ə'sɛsmənt]['sɛntɚz]评价中心attitude ['ætɪtʊd]态度attribution归因attribution theory归因理论attribution theory of leadership领导的归因理论Bbehavioral theories of leadership 领导的行为理论behaviorism theories 行为主义理论Big Five personality traits "大五"人格特质body language身体语言bounded rationally有限理性brainstorming脑力激荡法bureaucracy 官僚结构Ccareer 职业centralization集权化chain of command命令链charismatic leadership 领袖魅力的领导charismatic leadership theories魅力领导理论classical conditioning 经典条件反射cliques 小集团cognitive component of an attitude 态度的认知成分cognitive learning 认知学习cognitive theories 认知理论cohesiveness凝聚力collaborating协作command group命令型群体communication沟通communication apprehension沟通焦虑communication networks 沟通网络communication process沟通过程competence 能力competing 竞争compromising 折中conciliator 和解人conflict冲突conflict management冲突管理conflict process 冲突过程conformity 从众问题conscientiousness 责任心consideration 关怀维度consistency 一贯contingency approaches to management 管理的权变途径contingency leadership theory领导权变理论continuous reinforcement 连续强化contrast effects对比效应control theory控制理论controlling 控制core values核心价值观creativity创造力cross-functional teams多功能型团队cultural differences 文化差异Ddecision making决策decision rationality 决策理性decision role决策角色decision-making style 决策风格decisions 决策decoding 解码delegating style 授权风格Delphi technique 德尔菲技术Departmentalization部门化dispositional attributions 个性归因distributive bargaining分配谈判distributive justice 分配公平diversity 多元化dominant culture 主导文化downward communication下行沟通Dynamics of Synergy 协力优势dysfunctional conflict 功能失调的冲突Eeconomic rationality model 经济理性模型emotion 情绪emotional intelligence情绪智力emotional stability 情绪稳定性mployee involvement 员工参与employee-oriented leader 员工导向的领导者empowerment授权encoding 编码encounter stage 碰撞阶段engagement 卷入environment 环境equity theory公平理论equity theory of work motivation 工作动机的公平理论ERG theory ERG理论exchange leadership theories 领导的交换理论expectancy theory期望理论export power专家性权力external validity 外部效度externals 外控者extraversion 外向性extrinsic motive 外源性动机extrinsic rewards 外部报酬Ffeedback 反馈Fiedler contingency model 费德勒的权变模型filtering 过滤Five-Factor Model(FFM) 五因素模型flexible benefits灵活福利formal group 正式群体formal networks 正式沟通网络formal organization正式组织function conflict 功能正常的冲突functional analysis 功能性分析fundamental attribution error 基本归因偏差Ggeneral mental ability(GMA) 一般心理能力goal conflict目标冲突goal setting 目标设定goal sharing 目标共享goal-setting theory目标设置理论group 群体group decision making群体决策group leadership theories领导的群体理论group stressors群体压力源group shift群体转移groupthink群体思维Hhalo effect晕轮效应Hawthorne effect霍桑效应Herzberg's Two-Factor Theory of Motivation赫茨伯格的动机双因素理论horizontal organization扁平化组织human capital人力资本human relations views of conflict 冲突的人际关系观点hygiene factors 保健因素Iincentives 诱因informal groups非正式群体informal network 非正式沟通网络information richness 信息丰富性initiating structure 结构维度instrumental values 工具价值观integrative bargaining 综合谈判intergroup dynamics 组间动力integrity 正直intellectual ability心理能力intelligence activity 智力活动interacting groups 互动群体interactional view of conflict 冲突的相互作用观点interest group 利益型群体internal validity 内部效度internals 内控者interpersonal communication人际沟通interpersonal roles人际角色intrinsic motive 内源性动机intrinsic rewards 内部报酬intuition 直觉Jjob design工作设计job enlargement工作扩大化job enrichment工作丰富化job involvement 工作参与job rotation工作轮换job satisfaction工作满意度job specification 工作规范Kknowledge management知识管理Lleader role 领导角色leader-member exchange (LMX) theory 领导者—成员交换理论leader-member relations 领导者—成员关系leadership 领导eadership skill 领导技能learned helplessness习得性无助learning 学习learning organization学习型组织least preferred coworker (LPC) questionnaire 最难共事者问卷life-cycle approach生命周期理论lower-order needs 较低层次的需要loyalty 忠诚Mmanagement by objectives (MBO) 目标管理Management Information System(MIS) 管理信息系统managerial communication model 管理沟通模型managerial grid管理方格论managerial grid style 管理方格风格managers管理者Maslow's hierarchy of needs 马斯洛的需要层次理论means-ends chain途径—目标链monitor 监控者mood 心情motivation 激励multicultural organization 多元文化型组织Nneed 需要negative reinforcement负性强化neglect 忽略negotiation谈判negotiation skills 谈判技巧nominal group technique名义群体技术nonverbal communication非语言沟通normative commitment 规范承诺norms 规范Ooperant conditioning 操作条件反射organization 组织organizational behavior (OB) 组织行为学Organizational Citizenship Behaviors(OCBs) 组织的公民行为organizational commitment组织承诺organizational culture组织文化organizational development组织发展Organizational Hierarchies 组织层级organizational structure组织结构Pparticipating style 参与风格participative management参与式管理path-goal leadership theory路径—目标领导理论pay for performance绩效奖金perception 知觉perceptual context 知觉背景personality 人格personality traits 人格特质Porter Lawler motivation model波特—劳勒动机模型position power职位权力positive reinforcement正性强化power权力power motive权力动机power need 权力需要problem-solving teams问题解决型团队production-oriented leader 生产导向的领导者productivity 生产率profit sharing 利润共享projection投射psychological contract心理契约Qquality of life 生活质量quality of work life(QWL) 工作生活质量Rrationality 理性recognition 认可reengineering再造工程reinforcement theory强化理论reinforcers 强化物risky shift phenomenon 风险偏移现象role 角色role ambiguity角色模糊role conflict角色冲突role expectations角色期待role identity 角色同一性role perception角色知觉Ssecurity motive 安全动机selective perception选择性知觉self-actualization 自我实现self-esteem 自尊self-managed teams自我管理团队selling style 推销风格sensitivity training敏感性训练similarity 相似性Simmon's Bounded Rationality Model西蒙的有限理性模型situational attributions 情景归因situational leadership情境领导理论small groups 小群体social cognition theory 社会认知理论social learning 社会学习social loafing社会惰化social perception社会知觉social recognition 社会认可socialization process 社会化过程social-learning theory社会学习理论status 地位status motive 地位动机stereotyping刻板印象storming 震荡stress 压力strong culture 强文化subculture亚文化synergy 协同效应Ttask group任务型群体task structure 任务结构team团队team building团队建设team structure 团队结构terminal values 终极价值观Thematic Apperception Test(TAT) 主题统觉测验theory X X理论theory Y Y理论traditional view of conflict冲突的传统观点trait theories of leadership领导的特质理论transactional leadership交易型领导者transformational leadership变革型领导者trust 信任turnover 流动type A personality A型人格Uupward communication上行沟通Vvalues 价值观virtual organization虚拟组织virtual teams虚拟团队Wwork group工作群体work specialization工作专门化专业词汇（葡语）1. desejos 愿望2. valores opostos,相反的价值观3. Diferentes sistemas de valores不同的价值体系4. negativamente afetado 负面影响5. tem que ser percebido 被感知6. forma de oposição 反对的形式7. solução ganho-ganho 双赢的方案8. interesses利益。
《组织行为学》英汉双语教学课程复习资料
《组织行为学》英汉双语教学课程复习资料组织行为学复习大纲题型说明一、名词解释job satisfaction self-efficacy leadership emotion expression norm organizational commitment group cohesiveness attitude motivation social loafing conflict organizational culturejob satisfaction：一般意义上的工作满意度，通常是指某个人在组织内进行工作的过程中，对工作本身及其有关方面（包括工作环境、工作状态、工作方式、工作压力、挑战性、工作中的人际关系等等）有良性感受的心理状态。
比较流行和广泛使用的是美国著名人力资源管理公司Monster提出的六条价值标准：成功、独立、认同、支持、工作条件、人际关系。
综合性定义对工作满意度作一般性的解释，认为工作满意度是一个单一的概念，是对工作本身及有关环境所持的一种态度或看法，是对其工作角色的整体情感反应，不涉及工作满意度的面向、形成的原因与过程self-efficacy ：自我效能（self-efficacy）指人对自己是否能够成功地进行某一成就行为的主观判断，它与自我能力感是同义的。
一般来说，成功经验会增强自我效能，反复的失败会降低自我效能。
自我效能(self-efficacy)：指一个人在特定情景中从事某种行为并取得预期结果的能力，它在很大程度上指个体自己对自我有关能力的感觉。
自我效能也是指人们对自己实现特定领域行为目标所需能力的信心或信念，简单来说就是个体对自己能够取得成功的信念，即“我能行”。
“自我效能”由美国斯坦福大学(Stanford University)心理学家阿尔伯特·班杜拉(Albert Bandura)在20世纪70年代首次提出，20世纪末已经成为教育界的一个关键理念，正在被广泛应用于医疗保健、管理、运动以及诸如发展中国家的艾滋病(AIDS)等看起来极为棘手的社会问题等领域。
组织行为学术语表
能力（ability）：个体能够成功完成工作中各项任务的可能性。
缺勤率（absenteeism）：员工没来上班的现象。
迁就（accommodating）：冲突中一方愿意把对方的利益放在自己的利益之上。
行动研究（action research）：首先系统地收集信息，然后在信息分析的基础上选定变革行为。
解体阶段（adjourning stage）：群体发展的最后阶段，人们关注如何做好善后工作，而不是任务业绩。
情感（affect）：一种对人们体验到的所有的感情的统称。
情感强度（affect intensity）：不同个体在体验自己的情感时表现出来的强度差异。
情感承诺（affect commitment）：对某个组织的情感归属以及对该组织所持价值观的信奉。
情感成分（affective component）：态度中的情绪或感受的一部分。
情感事件理论（affective events theory，AET）：一个认为工作场所中的事件能够影响员工的情感反应进而影响工作场所中的态度和行为的模型。
随和性：（agreeableness）：一种人格维度，描述个体是合作的、热情的和信赖他人的。
锚定偏见（anchoring bias）：人的一种倾向，指的是人们往往以最初获得的信息为基点，从而难以根据后面获得的信息做出合理的调整。
人类学（anthropology）：用于了解人类及其活动的社会研究。
价值探索（appreciative inquiry，AI）：致力于确定一个组织的独特品质和特殊优势，这些因素可以成为员工改善工作绩效的基础。
仲裁人（arbitrator）：运用权威来达成协议的第三方。
评价中心（assessment centers）：使用一套绩效模拟测验来评估求职者的管理潜能。
态度（attitude）：关于物体、人物和事件的评价性陈述。
归因理论：（attribution theory）：当我们观察某一个体行为时，总是试图判断它是由内部原因还是外部原因的。
附录组织行为学专业术语对照表
附录组织行为学专业术语对照表组织行为学专业术语对照表Aability cellular organization能力蜂窝组织action learning centralization行动学习集权化action research centrality行动研究中心性adaptive culture ceremonies适应性文化典礼affiliate network chain of command亲合网络命令链agency theory change agent代理理论变革代理人assessment centers charismatic leadership评价中心领袖魅力的领导attitudes cognitive component of an attitude 态度态度的认知成分attribution process cognitive learning归因过程认知学习attribution theory coalition归因理论联盟autonomy codetermination自主性共同决定B coercive powerbehavior modification 强制性权利行为改变cognitive dissonancebehavior theories 认知失调行为理论cohesivenessbenchmarking 凝聚力基准communication“Big Five" personality dimensions沟通“大五”人格维度communication networksbody language 沟通网络身体语言communication processboundless career 沟通过程无边界生涯competencebrainstorming 胜任头脑风暴compromisingbureaucracy 妥协官僚机构conflictC冲突career conflict management职业冲突管理conscientiousness divisional structure觉悟性事业部制constructive controversy dominant culture建设性的争议主导文化contingency leadership theory dysfunctional conflict领导权变理论功能失调冲突continuous reinforcement E持续性强化economic rationality model contingent work 经济理性模型权变工作emotioncontrast effects 情绪对比效应emotional intelligencecounter power 情商对应权力emotional stabilitycore values 情绪稳定核心价值emotional dissonancecreativity 情绪失调创造力emotional laborcross-functional teams 情绪劳动者多功能型团队empathyculture difference 同情文化差异empowermentD授权decision making encoding决策解码decision rationality employment stock ownership plan 决策理性员工持股计划decision role equity theory决策角色公平理论decoding exchange leadership theories解码领导的交换理论delegating style ethics授权风格伦理学Delphi technique external validity德菲尔技术外部效度departmentalization existence needs部门化生存需要diversity expectancy theory多元化期望理论discrepancy theory extroversion差异理论外向性divergent thinking introversion发散思维内向性F H feedback halo effect反馈晕轮效应Fiedler's contingency model Hawthorne effect费德勒的权变模型霍桑效应field survey heterogeneous teams现场调查异质团队Five-Factors Model (FEM) horizontal organization 五因素模型扁平化组织fixed interval schedule homogeneous teams固定间距日程安排同质群体force field analysis human capital力场分析人力资本formal network hygiene factors正式组织保健因素frustration-regression process hypotheses挫折－倒退过程假设functional structure I 职能性结构implicit learning functional conflict 隐性学习职能冲突impression management fundamental attribution error 印象管理基本归因错误incentiveG诱因gain sharing plan incremental change收益分享计划增量性变革general adaptation syndrome informal networks一般适应综合症非正式沟通网络goal conflict information richness目标冲突信息丰富性goal setting information overload目标设定信息超载goal setting theory initiating structure目标设定理论结构维度grapevine instrumental values谣言工具价值观group intellectual capital群体智力资本group polarization Inter-group mirroring 群体极化群际镜显group think interacting group群体思维互动群体growth needs interest group成长需要利益群体interpersonal communication leadership substitutes人际沟通领导替代interpersonal roles learning人际角色学习intrinsic motivation legitimate power内部激励合法权力intuition locus of control直觉控制点J loyaltyjargon 忠诚度行话Mjob design MBO工作设计目标管理job enlargement matrix structure工作扩大化矩阵结构job enrichment MIS工作丰富化管理信息系统job evaluation managerial communication model 工作评价管理沟通模型job feedback mechanistic structure工作反馈机械结构job involvement media richness工作参与媒体丰富性job rotation metal models工作轮换心理模型job satisfaction moral development工作满意道德发展job specification moral intensity工作规范道德强度job specialization motivation工作专门化激励K Nknowledge management need 需要知识管理needs hierarchy theoryL需要层次理论laboratory management negative reinforcement 实验室实验负强化law of effect neglect效果律忽略leader negotiation领导谈判Leader Grid negotiation skills领导方格谈判技巧net working perceptual defense网络知觉防卫networking structure perceptual grouping网络结构知觉性组合nonverbal communication expectancy非语言沟通期望norms personality规范人格O persuasive communicationopen system 说服性沟通开放系统positive reinforcementoperant conditioning 正强化操作条件反射positivismorganization 实证主义组织powerorganic structure 权力有机结构power distanceorganizational behavior 权力距离组织行为学prejudiceorganizational citizenship behavior 偏见组织的公民行为primacy effectorganizational commitment 首因效应组织承诺procedural fairness organizational culture 程序公平性组织文化process lossesorganizational design 过程损耗组织设计process theories of motivation organizational socialization 过程激励理论组织社会化profit sharingorganizational strategy 利润分享组织战略projection biasorganizational structure 投射偏差组织结构psychological contractP心理契约parallel learning structure punishment平行学习结构惩罚participating style Q参与风格qualityparticipative management 质量参与式管理quality circlespath-goal leadership theory 质量圈路径目标理论quality of lifeperception 生活质量知觉R rationality self-leadership理性自我领导recognition self-monitoring认可自我监控reengineering sensitivity training 工程再造敏感性训练realistic job previews sexual harassment现实的职务预览性骚扰reality shock shaping现实冲击塑造recency effect skill variety近因效应技能多样性referent power social identity theory 参照性力量社会身份理论refreezing social learning theory 再冻结社会学习理论relatedness needs social loafing关系需要社会惰化representative sampling social responsibility 代表性抽样社会责任感reward power social technical design 奖赏权力社会技术设计rituals span of control仪式控制幅度role stereotyping角色刻板印象role ambiguity stress角色模糊压力role conflict stressor角色冲突压力因素role perceptions substitutability角色知觉可替代性S synergyscientific management 协同作用科学管理subculturescientific method 亚文化科学方法T security motive tacit knowledge安全动机隐性知识selective perception task group选择性知觉任务型群体self-efficacy task structure自我功效性任务结构task interdependence U任务互依性uncertainty avoidancetask performance 不确定性回避任务绩效unfreezingtask significance 解冻任务重要性utilitarianismteam building 功利主义团队建设upward communicationteam cohesiveness 上行沟通团队凝聚力Vteam effectiveness valence团队有效性效价team structure variable interval schedule团队结构可变间隔日程安排terminal values virtual teams终极价值观虚拟团队transactional leadership W交易型领导win-win orientationtransformational leadership 双赢取向改造型领导360-degree feedbacktrust 360度反馈信任参考文献［1］胡宇辰，叶清，庄凯组织行为学［M］北京：经济管理出版社，2002.［2］刘正周，段万春组织行为学［M］昆明：云南科技出版社，2002.［3］龚敏组织行为学［M］上海：上海财经大学出版社，2002.［4］丁茂生管理心理学［M］北京：中国科学技术大学出版社，2001.［5］郭毅等组织行为学［M］北京：高等教育出版社，2001.［6］余凯成，陈维政，张丽化组织行为学·人力资源管理案例与练习［M］大连：大连理工大学出版社，2001. ［7］孙成志组织行为学［M］北京：中国广播电视大学出版社，2001.［8］张德组织行为学［M］北京：高等教育出版社，1999.［9］李剑锋中国人民大学工商管理MBA案例——组织行为学卷［M］北京：中国人民大学出版社，1999. ［10］夏洛尔EQ自测［M］北京：中国城市出版社，1998.［11］斯蒂芬·P·罗宾斯组织行为学［M］第七版北京：中国人民大学出版社，1997.［12］段万春跨世纪领导形象设计，经济问题探索［M］1997.［13］卢盛忠，余凯成，徐昶，钱冰鸿组织行为学——理论与实践［M］杭州：浙江教育出版社，1993. ［14］唐·赫尔雷格尔，小约翰·瓦·斯洛克姆［美］组织行为学［M］北京：中国社会科学出版社，1989. ［15］吴玉管理行为的调查与量度［M］北京：中国经济出版社，1987.［16］任宝崇组织管理心理学［M］北京：华夏出版社，1987.［17］杨锡山西方组织行为学［M］北京：中国展望出版社，1986.［18］孙彤组织行为学［M］北京：中国物资出版社，1986.。
管理学专业术语(中英文对照)
1.管理与组织导论管理者:(manager)基层管理者:(first-line managers)中层管理者:(middle managers)高层管理者:(top managers)管理:(management)效率:(efficiency)效果:(effectiveness)计划:(planning)组织:(organizing)领导:(leading)控制:(controlling)管理角色:(management roles)人际关系角色:(interpersonal roles)信息传递角色:(informational roles)决策制定角色:(descisional roles)技术技能:(technical skills)人际技能:(human skills)概念技能:(conceptual skills)管理的普遍性:(universality of management)2.管理的历史劳动分工:(division of labor)工作专业化:(job specialization)工业革命:(industrific revolution)科学管理:(scientific management)一般行政管理理论:(general administrative theory) 管理原则:(principles of management)官僚行政组织:(bureaucracy)定量方法:(quantitative approach)组织行为:(organizational behavior)霍桑研究系统:(Hawthorne studies systems)封闭系统:(closed systems)开放系统:(open systems)权变理论:(contingency approach)劳动力多元化:(workforce diversity)电子企业:(e-business)电子商务:(e-commerce)内部网:(intranet)学习型组织:(learning organization)知识管理:(knowledge management)质量管理:(quality management)3.组织文化与环境管理万能论:(omnipotent view of management) 管理象征论:(symbolil view of management)组织文化:(organization culture)强文化:(strong cultures)社会化:(socialization)工作场所精神境界:(workplace spirituality)外部环境:(external environment)具体环境:(specific environment)一般环境:(general environment)环境的不确定性:(environment uncertainty)环境的复杂性:(environment complexity)利益相关群体:(stakholders)4.全球环境中的管理狭隘主义:(parochialism)民族中心论:(ethnocentric attitude)多国中心论:(polycentric attitude)全球中心论:(geocentric attitude)跨国公司:(multinational corporation)多国公司:(multidomestic corporation)全球公司:(global company)跨国或无边界组织:(transnational or boredrless organization) 初始全球化组织:(born globals)全球外购:(global sourcing)出口:(exporting)进口:(importing)许可证经营:(licensing)许可经营:(franchising)战略同盟:(strategic alliance)合资企业:(joint venture)外国子公司:(foreign subsidiary)市场经济:(market economy)计划经济:(command economy)民族文化:(national culture)5.社会责任与管理道德古典观点:(classical view)社会经济学观点:(socioeconomic view)社会义务:(social obligation)社会响应:(social responsiveness)社会责任:(social responsinility)社会屏障筛选:(social screening)管理的绿色化:(gerrning of management)以价值观为基础的管理:(values-based management) 道德:(ethics)自我强度控制点:(ego strength locus of control)道德准则:(code of ethics)社会企业家:(social entrepreneur)社会影响管理:(social impact management)6.制定决策决策:(decisions)决策制定过程:(decision-making process)决策标准问题:(decision criteria problem)理性的:(rational)有限理性:(bounded rationality)满意的承诺升级:(satisfied escalation of commitment) 直觉决策:(intuitive decision making)结构良好问题:(structured problems)程序化决策:(programmed decision)程序:(procedure)规则:(rule)政策:(policy)结构不良问题:(unstructured problems)非程序化决策:(nonprogrammed decisions) 确定性:(certainty)风险性:(risk)命令型风格:(directive style)分析型风格:(analytic style)概念型风格:(conceptual style)行为型风格:(behavioral style)启发法:(heuristics)7.计划的基础陈述目标:(stated goals)真实目标:(real goals)战略计划:(strategic plans)运营计划:(operational plans)长期计划:(long-term plans)短期计划:(short-term plans)具体计划:(specific plans)方向性计划:(directional plans)一次性计划:(single-used plans)持续性计划:(standing plans)传统目标:(traditional goal setting)手段-目标链:(means-ends chain)目标管理:(management by objectives)使命:(mission)承诺概念:(commitment concept)正式计划部门:(formal planning department) 8.战略管理战略管理:(strategic management)组织战略商业模式:(strategies business model ) 战略管理过程:(strategic management process) 机会:(opportunities)威胁:(threats)资源:(resources)能力:(capabilities)核心竞争力:(core competencies)SWOT分析法:(SWOT analysis)公司层战略:(corporate strategy)增长战略:(growth strategy)相关多元化:(related diversification)非相关多元化:(unrelated diversification) 稳定性战略:(stability strategy)更新战略:(renewal strategies)紧缩战略:(retrenchment strategy)扭转战略:(turnaround strategy)BCG矩阵:(BCG matrix)业务层战略:(business strategy)战略业务单元:(strategic business units) 竞争优势:(competitive advantage)成本领先战略:(cost leadership strategy) 遵循差异化战略:(differentiation strategy) 聚焦战略:(focus strategy)徘徊其间:(stuck in the middle)战略灵活性:(strategic flexibility)市场先入者:(first mover)9.计划的工具技术环境扫描:(environment scanning)竞争对手情报:(competitor intelligence) 预测:(forecasts)定量预测:(quantitative forecasting)定性预测:(qualitative forecasting)标杆比较:(benchmarking)资源:(resources)预算:(budget)甘特图:(Gantt chart)负荷图:(load chart)事件:(events)计划评审技术:(the program evaluation and review technique) 活动:(activities)松弛时间:(slack time)关键路径:(critical path)盈亏平衡分析:(breakeven analysis)线性规划:(linear programming)项目管理:(project management)脚本:(scenario)10.组织结构与设计组织结构设计:(organazational structure design)工作专门化:(work specialization)职能部门化:(functional departmentalization)产品部门化:(product departmentalization)地区部门化:(geographical departmentalization) 过程部门化:(process departmentalization)顾客部门化:(customer departmentalization)跨职能团队:(cross-functional teams)指挥链:(chain of command)职权:(authority)职责:(responsibility)统一指挥:(unity of command)管理跨度:(span of control)集权化:(centralization)分权化:(decentralization)员工授权:(employee empowerment)正规化:(formalization)机械式组织:(mechanistic organization)有机式组织:(organic organization)单件生产:(unit production)大批量生产:(mass production)连续生产:(process production)简单结构:(simple structure)职能型结构:(flanctional structure)事业部型结构:(divisional structure)团队结构:(team structure)矩阵型结构:(matrix structure)项目型结构:(project structure)无边界组织:(boundaryless organization) 虚拟组织:(virtual organization)学习型组织:(learning organization)组织结构图:(organizational charts) 11.沟通与信息技术沟通:(communication)人际沟通:(interpersonal communication) 组织沟通:(organizational communication) 信息:(message)编码:(encoding)解码:(decoding)沟通过程:(communication process)噪声:(noise)非语言沟通:(nonverbal communication) 体态语言:(body language)语调:(verbal intonation)过滤:(filtering)信息超载:(information overload)积极倾听:(active listening)正式沟通:(formal communication)非正式沟通:(informal communication)下行沟通:(upward communication)横向沟通:(lateral communication)斜向沟通:(diagonal communication)沟通网络:( communication networks)小道消息:(grape-vine)电子邮件:(e-mail)即时消息:(instant messaging)音频邮件:(voice-mail)电子数据交换:(electrinic data interchange) 电话会议:(teleconferencing)可视会议:(videoconferencing)网络会议:(webconferencing)内部互联网:(intranet)外部互联网:(Extranet)实践社区:(communities practive)12.人力资源管理高绩效工作实务:(high-performance work practices)人力资源管理过程:(human resource management process) 工会(labor union)反优先雇佣行动计划:(affirmative action)人力资源规划:(human resource planning)职务分析:(job analysis)职务说明书:(job description)职务规范:(job specification)招聘:(recruitment)解聘:(decriuitment)甄选:(selection)效度:(validity)信度:(reliability)工作抽样:(work samping)评估中心:(assessment centers)真实工作预览:(relistic job preview)上岗培训:(orientation)绩效管理系统:(performance management system)书面描述法:(written essay)关键事件法:(critical incidents)评分表法:(graphic rating scales)行为定位评分法:(behaviorally anchored rating scales) 多人比较法:(multiperson comparisons)360度反馈法:(360-degree feedback)基于技能薪酬:(skill-based pay)浮动工资:(variable pay)精简机构:(downsizing)性骚扰:(sexual harassment)基于家庭的福利:(family-friendly benefits)13.变革与创新管理组织变革:(organizational change)变革推动者:(change agent)组织发展:(organizational development)压力:(stress)14.行为的基础行为:(behavior)组织行为学:(organizational behavior)员工生产率:(employee productivity)离职率:(turnover)组织公民行为:(organizational citizen behavior)工作满意度:(job satisfaction)工作场所不当行为态度:(workplace misbehavior attitudes) 认知行为:(cognitive component)情感成分:(affective component)行为成分:(behavior component)组织承诺:(organizational commitment)组织支持感:(perceived organizational support)认知失调:(cognitive dissonance)态度调查:(attitude surveys)人格:(personality)马基雅维里主义:(machiavellianism)自尊:(self-esteem)自我控制:(self-monitoring)印象管理:(impression management)情绪:(emotion)情绪智力:(emotional Intelligence)知觉:(perception)归因理论:(attribution theory)基本归因错误:(fundamental attribution error)自我服务偏见:(self-serving bias)假设相似性:(assumed similarity)刻板印象:(stereotyping)晕轮效应:(halo effect)操作性条件反射:(operant conditioning)社会学习理论:(social learning theory)行为塑造:(shaping behavior)15.理解群体与团队群体:(group)形成阶段:(forming)震荡阶段:(storming)规范阶段:(norming)执行阶段:(performing)解体阶段:(adjourning)群体思维:(groupthink)地位:(status)社会惰化:(social loafing)群体内聚力:(group cohesiveness)冲突:(conflict)冲突的传统观点:(traditional view of conflict)冲突的人际关系观点:(human relations view of conflict)冲突的交互作用观点:(interactionist view of conflict) 积极冲突:(functional conflict)消极冲突:(disfunctional conflict)任务冲突:(task conflict)关系冲突:(relationship conflict)过程冲突:(process conflict)工作团队:(workteams)自我管理团队:(self-managed work teams)跨职能团队:(cross-functional team)虚拟团队:(virtual team)社会网络构造:(social network structure)16.激励员工动机:(motivation)需要层次理论:(hierarchy of needs theory)双因素理论:(two-factor theory)保健因素:(hygiene factors)激励因素:(motivators)三种需要理论:(three-needs theory)成就需要:(need for achievement)权力需要:(need for power)归属需要:(need for affiliation)目标设置理论:(goal-setting theory)自我效能感:(self-efficacy)强化理论:(reinforcement theory)强化物:(reinforcer)工作设计:(job design)工作扩大化:(job enlargement)工作丰富化:(job enrichment)工作深度:(job depth)工作特征模型:(job characteristics model) 公平理论:(equity theory)参照对象:(referents)分配公平:(distributive justice)程序公平:(procedural justice)期望理论:(expectancy theory)压缩工作周:(compressed workweek)弹性工作制:(flexible work hours)弹性时间制:(flextime)工作分担:(job sharing)远程办公:(telecommuting)账目公开管理:(open-book management)员工认可方案:(employee recognition programs)绩效工资方案:(pay-for-performance program)股票期权:(stock options)17.领导领导者:(leader)领导:(leadership)行为理论:(behavioral theories)独裁型风格:(authoeratic style)民主型风格:(democratic style)放任型风格:(laissez-faire style)定规维度:(initiating strueture)关怀维度:(consideration)高-高型领导者:(high-high leader)管理方格:(managerial grid)权变模型:(contingency model)最难共事着问卷:(least-preferred co-worker questionnaire) 情境领导理论:(situational leadership theory)成熟度:(readiness)领导者参与模型:(leader participation model)路径-目标理论:(path-goal theory)交易型领导者:(transactional leaders)变革型领导者:(transformational leaders) 领袖魅力型领导者:(charismatic leader) 愿景规划型领导:(visionary leadership) 法定权利:(legitimate power)强制权利:(coercive power)奖赏权力:(reward power)专家权利:(expert power)参照权利:(referent power)信誉:(credibility)信任:(trust)授权:(empowerment)18.控制的基础控制:(controlling)市场控制:(market control)官僚控制:(bureaucratic control)小集团控制:(clan control)控制过程:(control process)偏差范围:(range of variation)直接纠正行动:(immediate corrective)彻底纠正行动:(basic correvtive action)绩效:(performance)组织绩效:(organizational performance)生产率:(productivity)组织有效性:(organizational effectiveness)前馈控制:(feedforward control)同期控制:(concurrent control)走动管理:(management by walking around)反馈控制:(feedback control)经济附加值:(economic value added)市场附加值:(market valueadded)平衡计分卡:(balanced scorecard)管理信息系统:(management information system) 标杆比较:(benchmarking)员工偷窃:(employee theft)服务利润链:(service profit chain)公司治理:(corporate governance)19.运营与价值链管理运营管理:(operations management)制造型组织:(manufacturing organizations)服务型组织:(service organizations)价值链:(value chain)价值链管理:(value chain management) 组织过程:(organizational processes)知识产权:(intellectual processes)质量:(quality)批量定制:(mass customization)。
组织行为学大学专业词
Organizational behavior(OB) P2Systematic study P3Evidence-based management (EMB) P3Intuition(直觉) P3Psychology P3Social psychology (社会心理学) P4Sociology P5Anthropology(人类学) P5Contingency variables(偶然变量) P5Workforce diversity(劳动力多元化) P7Ethical dilemmas and ethical choices P11Attitudes P13Cognitive component (认知组成) P14Affective component P14Behavioral component P14Cognitive dissonance (认知不一致) P15Moderating variables (调节变量) P15Job satisfaction P16Job involvement P16Psychological empowerment P16Organizational commitment (组织与个人目标一致) P17Affective commitment P17Continuance commitment P17Normative commitment P17Perceived organizational support (POS组织支持感) P17Employee engagement (员工敬业度) P17Measuring job satisfaction P19The impact of satisfied and dissatisfied employees on the workplace (the exit-voice-loyalty-neglect framework) P21Affect P27Emotions P27Moods P27Positive affect P29Negative affect P29Positivity offset(正向偏移) P29Affect intensity(影响强度) P30Illusory correlation(产生错觉相关) P31Sources of emotions and moods P30Emotional labor P33Emotional dissonance(情绪失调) P33Felt emotions P33Displayed emotions P33Surface acting P33Deep acting P33Emotional intelligence(EI) P34OB applications of emotions and moods P35Personality P41Heredity(遗传) P42Personality traits P43Myers-Briggs type indicator (MBIT) [extraverted vs introverted ; sensing vs intuitive; thinking vs feeling ; judging vs perceiving] P43Big five model[extra-version外向; agreeableness亲和; conscientiousness认真负责的; emotional stability ; openness to experience ] P44Core self-evaluations P46Machiavellianism(权术主义) P47Narcissism (自恋型) P47Self-monitoring P48Risk taking P48Type a personality P48Proactive personality(主动性人格) P49Values P50Terminal values P50Instrumental values P50Personality-job fit theory P51Power distance P53Individualism(个人主义) P53Collectivism(集体主义) P53Masculinity(男权主义) P53Femininity(女权主义) P54Uncertainty avoidance P54Long-term orientation P54Short-term orientation P54Perception P57Attribution theory(归因理论) [distinctiveness 独特的; consensus 一致性; consistency 连贯性] P58Fundamental attribution error P59Self-serving bias P60Common shortcuts in judging others P60Selective perception P60Halo effect(光圈影响) P60Contrast effect(对比影响) P60Stereotyping P60Rational decision-making model P62Bounded rationality(有限理性) P62Intuitive decision making P63Common biases and errors in decision making P63Organizational constraints on decision making P66Creativity P67Three-component model of creativity P68Motivation P72Hierarchy of needs[physiological ;safety; social; esteem; self-actualization] P73 Theory X and theory Y P74Two-factor theory P74Hygiene factors(卫生因素) P75McClelland’s theory of needs[need for achievement(nAch); need for power(nPow); need for affiliation(nAFF)] P76Self-determination theory P77Cognitive evaluation theory P77Self-concordance(自我和谐) P78Goal-setting theory P78Management by objectives(MBO) P80Self-efficacy theory(自我效能) P81Pygmalion effect P82Equity theory P84Distributive justice(个体判断) P84organized justice P84Procedural justice(程序判断) P85Interactional justice(相互作用判断) P86Expectancy theory[relationship: effort - performance; performance - reward; rewards - personal goals] P86Job characteristics model(JCM) P90Job design P90Job rotation(岗位轮换) P92Job enrichment(工作丰富化) P93Flextime(弹性工作时间制) P94Job sharing P96Telecommuting P96Participative management(参与管理) P98Representative participation P98How to pay: rewarding individual employees through variable-pay programs P100Variable-pay program P100Flexible benefits P103Group P106Formal group P106Informal group P106Command group P107Task group P107Interest group P107Friendship groups P107Five- stage group-development model[forming; storming stage; norming stage; performing adjourning stage] P108Group property P109Role perception P109Role expectations P109Norms P110Reference group P111Deviant workplace behavior(不正常的工作场所行为) P112 Status P113Social loafing(社会性懈怠) P115Cohesiveness P115Group decision making P116Group-think P117Group-shift P117Brainstorming P119Nominal group technique P119Work group P123Work team P123Problem-solving team P124Self-managed work teams P124Cross-functional teams P124Virtual teams P125What factors determine whether teams are successful? P126 Multi-team systems P127Organizational demography(组织的人口统计学) P129 Team processes P130Communication process P135Formal channels P136Informal channels P136Direction of communication P136Interpersonal communication(人与人之间的交际) P137 Formal small-group networks P140Grapevine (秘密信息来源) P140Electronic communications P142Barriers to effective communication P145Filtering P145Communication apprehension P147High-context cultures P148Low-context cultures P148Leadership P150Trait theories of leadership P151Behavioral theories of leadership P152Initiating structure P152Consideration P152Employee-oriented leader P153Fiedler contingency model P154Least preferred co-worker (LPC)[leader-member relations; task structure; position power] P154Leader-member exchange(LMX) theory P156Charismatic leadership theory P157Transactional leaders (相互作用的领导关系) P160Full range of leadership model P161Authentic leaders P163Socialized charismatic leadership P164Trust P164What are the consequence of trust? P165Attribution theory of leadership P165Substitutes for P166Neutralizers P166Identification-based trust P167Chapter1 Introduction to Organizational BehaviorChapter2 Job AttitudesChapter3 Moods, Emotions, and Organizational BehaviorChapter4 Personality Traits and Work ValuesChapter5 Individual Perception and Decision-MakingChapter6 Motivation 1: Basic ConceptsChapter7 Motivation 2: Applied ConceptsChapter8 GroupsChapter9 TeamsChapter10 Communication ProcessChapter11 Leadership。
组织行为学名词解释
目录名词解释 (2)[organization behavior] 组织行为学 (2)OB model (2)[productive] 生产率 (2)[absenteeism] 缺勤 (2)[turnover] 流动率 (2)[organizational citizenship behavior] 组织公民行为 (2)[job satisfaction] 工作满意度 (2)Management function (2)[planning] 计划 (2)[organization] 组织 (2)[leading] 领导 (2)[controlling] 控制 (2)Management role (3)[interpersonal] 人际关系 (3)[informational] 信息传递 (3)[decisional] 决策 (3)Management skill (3)[technical skill] 技术技能 (3)[human skill] 人际技能 (3)[conceptual skill] 概念技能 (3)[personality] 个性 (3)Feature (3)[different] 倾向性 (3)[holistic] 整体性 (3)[stable] 稳定性 (3)[unique] 独特性和共性 (3)[personality traits] 个性特质 (3)Temperament theory (3)[temperament] 气质理论 (3)[five factors model] 五大人格理论 (4)[career personality type] 职业性向理论 (4)[MBTI] (4)Personality attributes influence OB (4)[locus of control] 控制点 (4)[Machiavellianism] 马基雅维利主义 (4)[self-esteem] 自尊 (4)[self-monitor] 自我监控 (4)[risk-taking] 冒险 (4)[A型人格] (4)[perception] 知觉 (4)组织行为学题型名词解释[organization behavior] 组织行为学组织行为学是采用系统分析的方法，研究一定组织中成员的心理和行为规律，从而提高管理人员预测、控制、引导组织成员的能力，以完成组织既定目标的科学。
组织行为学双语课堂背诵要点
1、Organization:组织Consciously coordinated social unit 有意识有条理的组织Composed of two or more people 至少有两个或以上的人组成Functions on a continuous basis to achieve a common goal持续运作实现共同目标Characterized by formal roles that define and shape the behavior of its members以正式的角色定义和塑造其成员的行为2、Organizational behavior studies the influence that individuals, groups, and organizational structure have on behavior within organizations.组织行为学研究个人，团体的影响，以及组织结构对组织内部行为。
3、Behavioral science: Psychology 心理学，Social Psychology 社会心理学，Sociology 社会学，Anthropology 人类学（单选）4、Myers-Briggs Type Indicator(MBIT):Extraverted versus introverted.外向与内向相对Sensing versus intuitive.感觉与直觉相对Thinking versus perceiving.思考与情感相对Judging versus perceiving.判断与知觉相对5、The big five personality model 大五人格Extraversion 外向性Agreeableness 宜人性Conscientiousness 尽责性Emotional stability 情感稳定性Openness to experience 经验的开放性6、Values represent 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.价值观代表基本的、稳定的信念系统，这个系统指“个人或者社会偏向某种具体的行为模式或者生存的终极目标，而不是队里的或者相反的行为模式或生存的终极目标。
组织行为学英文organizational behavior
WE ARE DIFFERENT: CULTURE BACKGROUND
oHofstede’s five o dimensions oHall’s context of culture oFour-fold model
often verbal communication..
Don't simply rely on emails to give information.
Here you find the resuultssoef fHuolfstede‘tso The useof emotion in communication should be seen as a sign of enthusiasm and emphasis rather than as anger or loss of control.
New is good. Change is ever present in American corporate life and therefore so is the easy acceptance of new ideas, new models etc.
WE ARE DIFFERENT: CULTURE BACKGROUND
two months.
A full commitment is required by all of you in order to successfully learn how to exploit the huge potential of multicultural teams and how, at the same time, avoid the traps
领导力、组织行为学、SWOT英文翻译
领导力、组织行为学、SWOT英文翻译领导力（Leadership）就是指在管辖的范围内充分的利用人力和客观条件在以最小的成本办成所需的事提高整个团体的办事效率。
Leadership is the accomplishment of a goal at minimum cost by making the best use of human resources and objective conditions in one’s jurisdiction, which improves the efficiency of a team.组织行为学（Organizational Behavioural Science ）所谓组织行为学是研究在组织中以及组织与环境相互作用中，人们从事工作的心理活动和行为的反应规律性的科学。
组织行为学综合运用了心理学、社会学、文化人类学、生理学、生物学，还有经济学、政治学等学科有关人的行为的知识与理论，来研究一定组织中的人的行为规律。
近年来出版了很多与组织行为学有关并以此命名的书籍。
Organizational Behavioural Science is an academic discipline concerned with researching the reaction regularity of people's psychology and behaviour in an organisation or in the interaction between organisation and environment. Many academic disciplines related to human behaviour (including psychology, sociology, cultural anthropology, physiology, biology, economics and politics) are synthetically used in organizational behavioural science to research the reaction regularity in a certain organisation. In recent years, many publications related to organizational behavioural science appeared.SWOT是一种分析方法，用来确定企业本身的竞争优势，竞争劣势，机会和威胁，从而将公司的战略与公司内部资源、外部环境有机结合。
组织行为学名词解释(中文首字母版)
A型人格：总是不断的驱动自己要在最短的时间里干最多的事情，并在必要的情况下，对阻碍自己的其他人进行攻击。
B不确定性规避：一个国家的人民喜欢结构化而不是非结构化情境的程度。
保健因素：诸如管理质量，薪金水平，公司政策，工作环境这些因素，当这些因素充分时，员工便没有了不满意感。
报酬：泛指雇员做出有偿劳动而获得的回报，包括工资和其他项目，以及非现金的各种员工福利。
C操作性条件发射：一种条件发射类型，认为行为是其结果的函数。
惩罚与忽视：对个人或集体的不良品德行为作出否定的评价或设置了令人不愉快的条件，目的在于控制和促进改正不良品德行为，称为惩罚。
取消维持莫伊行为的所有强化物的方法称为忽视。
长期取向：一种民族文化属性，强调未来，节俭和持久。
创造性：产生新颖而实效想法的能力。
承诺的升级:人们一直固守着某项政策，尽管有明显证据表明该决策是错误的。
成就需要：追求卓越，达到标准，争取成功的内驱力。
从众：个体依据群体规范来调整自己的行为。
D登门坎效应：又称为得寸进尺效应，是指一个一旦接受了他人的一个微不足道的请求，为了避免认知上的不协调，或想给他人前后一致的现象，就更有可能接受更大的需求，这种现象犹如登门坎时一级一级的往上，这样就更容易登上高处。
短期取向：一种民族文化属性，强调过去和现在。
对比效应：对一个人的评价并不是孤立进行的，他常常受到最近接触的其他人的影响。
代表性偏见：不恰当的认为现在的状态与过去的一致，并按此评估一件事的可能性。
动机：个体为了实现目标而付出的努力强度，方向和坚持性。
地位：指的是他人对于群体或群体成员的位置或层次进行的一种社会界定。
德尔菲法：德尔菲法又名专家意见法，是依据系统的程序，采用匿名发表意见的方式，团队成员之间不得互相讨论，不发生横向联系，只能与调查人员发生关系，以反复的填写问卷，以集结问卷填写人的共识及搜集各方意见，可用来构造团队沟通流程，应对复杂任务难题的管理技术多功能型团队：有来自同一等级，不同工作领域的员工组成，他们走到了一起的目的就是完成某项任务。
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组织行为学中英文词汇对照Aability[ə'bɪləti]能力achievement [ə'tʃivmənt]成就动机achievement need 成就需要affiliation need [ə,fɪlɪ'eʃən]归属需要arbitrator ['ɑːbɪtreɪtə]仲裁人assessment centers[ə'sɛsmənt]['sɛntɚz]评价中心attitude ['ætɪtʊd]态度attribution归因attribution theory归因理论attribution theory of leadership领导的归因理论Bbehavioral theories of leadership 领导的行为理论behaviorism theories 行为主义理论Big Five personality traits "大五"人格特质body language身体语言bounded rationally有限理性brainstorming脑力激荡法bureaucracy 官僚结构Ccareer 职业centralization集权化chain of command命令链charismatic leadership 领袖魅力的领导charismatic leadership theories魅力领导理论classical conditioning 经典条件反射cliques 小集团cognitive component of an attitude 态度的认知成分cognitive learning 认知学习cognitive theories 认知理论cohesiveness凝聚力collaborating协作command group命令型群体communication沟通communication apprehension沟通焦虑communication networks 沟通网络communication process沟通过程competence 能力competing 竞争compromising 折中conciliator 和解人conflict冲突conflict management冲突管理conflict process 冲突过程conformity 从众问题conscientiousness 责任心consideration 关怀维度consistency 一贯contingency approaches to management 管理的权变途径contingency leadership theory领导权变理论continuous reinforcement 连续强化contrast effects对比效应control theory控制理论controlling 控制core values核心价值观creativity创造力cross-functional teams多功能型团队cultural differences 文化差异Ddecision making决策decision rationality 决策理性decision role决策角色decision-making style 决策风格decisions 决策decoding 解码delegating style 授权风格Delphi technique 德尔菲技术Departmentalization部门化dispositional attributions 个性归因distributive bargaining分配谈判distributive justice 分配公平diversity 多元化dominant culture 主导文化downward communication下行沟通Dynamics of Synergy 协力优势dysfunctional conflict 功能失调的冲突Eeconomic rationality model 经济理性模型emotion 情绪emotional intelligence情绪智力emotional stability 情绪稳定性mployee involvement 员工参与employee-oriented leader 员工导向的领导者empowerment授权encoding 编码encounter stage 碰撞阶段engagement 卷入environment 环境equity theory公平理论equity theory of work motivation 工作动机的公平理论ERG theory ERG理论exchange leadership theories 领导的交换理论expectancy theory期望理论export power专家性权力external validity 外部效度externals 外控者extraversion 外向性extrinsic motive 外源性动机extrinsic rewards 外部报酬Ffeedback 反馈Fiedler contingency model 费德勒的权变模型filtering 过滤Five-Factor Model(FFM) 五因素模型flexible benefits灵活福利formal group 正式群体formal networks 正式沟通网络formal organization正式组织function conflict 功能正常的冲突functional analysis 功能性分析fundamental attribution error 基本归因偏差Ggeneral mental ability(GMA) 一般心理能力goal conflict目标冲突goal setting 目标设定goal sharing 目标共享goal-setting theory目标设置理论group 群体group decision making群体决策group leadership theories领导的群体理论group stressors群体压力源group shift群体转移groupthink群体思维Hhalo effect晕轮效应Hawthorne effect霍桑效应Herzberg's Two-Factor Theory of Motivation赫茨伯格的动机双因素理论horizontal organization扁平化组织human capital人力资本human relations views of conflict 冲突的人际关系观点hygiene factors 保健因素Iincentives 诱因informal groups非正式群体informal network 非正式沟通网络information richness 信息丰富性initiating structure 结构维度instrumental values 工具价值观integrative bargaining 综合谈判intergroup dynamics 组间动力integrity 正直intellectual ability心理能力intelligence activity 智力活动interacting groups 互动群体interactional view of conflict 冲突的相互作用观点interest group 利益型群体internal validity 内部效度internals 内控者interpersonal communication人际沟通interpersonal roles人际角色intrinsic motive 内源性动机intrinsic rewards 内部报酬intuition 直觉Jjob design工作设计job enlargement工作扩大化job enrichment工作丰富化job involvement 工作参与job rotation工作轮换job satisfaction工作满意度job specification 工作规范Kknowledge management知识管理Lleader role 领导角色leader-member exchange (LMX) theory 领导者—成员交换理论leader-member relations 领导者—成员关系leadership 领导eadership skill 领导技能learned helplessness习得性无助learning 学习learning organization学习型组织least preferred coworker (LPC) questionnaire 最难共事者问卷life-cycle approach生命周期理论lower-order needs 较低层次的需要loyalty 忠诚Mmanagement by objectives (MBO) 目标管理Management Information System(MIS) 管理信息系统managerial communication model 管理沟通模型managerial grid管理方格论managerial grid style 管理方格风格managers管理者Maslow's hierarchy of needs 马斯洛的需要层次理论means-ends chain途径—目标链monitor 监控者mood 心情motivation 激励multicultural organization 多元文化型组织Nneed 需要negative reinforcement负性强化neglect 忽略negotiation谈判negotiation skills 谈判技巧nominal group technique名义群体技术nonverbal communication非语言沟通normative commitment 规范承诺norms 规范Ooperant conditioning 操作条件反射organization 组织organizational behavior (OB) 组织行为学Organizational Citizenship Behaviors(OCBs) 组织的公民行为organizational commitment组织承诺organizational culture组织文化organizational development组织发展Organizational Hierarchies 组织层级organizational structure组织结构Pparticipating style 参与风格participative management参与式管理path-goal leadership theory路径—目标领导理论pay for performance绩效奖金perception 知觉perceptual context 知觉背景personality 人格personality traits 人格特质Porter Lawler motivation model波特—劳勒动机模型position power职位权力positive reinforcement正性强化power权力power motive权力动机power need 权力需要problem-solving teams问题解决型团队production-oriented leader 生产导向的领导者productivity 生产率profit sharing 利润共享projection投射psychological contract心理契约Qquality of life 生活质量quality of work life(QWL) 工作生活质量Rrationality 理性recognition 认可reengineering再造工程reinforcement theory强化理论reinforcers 强化物risky shift phenomenon 风险偏移现象role 角色role ambiguity角色模糊role conflict角色冲突role expectations角色期待role identity 角色同一性role perception角色知觉Ssecurity motive 安全动机selective perception选择性知觉self-actualization 自我实现self-esteem 自尊self-managed teams自我管理团队selling style 推销风格sensitivity training敏感性训练similarity 相似性Simmon's Bounded Rationality Model西蒙的有限理性模型situational attributions 情景归因situational leadership情境领导理论small groups 小群体social cognition theory 社会认知理论social learning 社会学习social loafing社会惰化social perception社会知觉social recognition 社会认可socialization process 社会化过程social-learning theory社会学习理论status 地位status motive 地位动机stereotyping刻板印象storming 震荡stress 压力strong culture 强文化subculture亚文化synergy 协同效应Ttask group任务型群体task structure 任务结构team团队team building团队建设team structure 团队结构terminal values 终极价值观Thematic Apperception Test(TAT) 主题统觉测验theory X X理论theory Y Y理论traditional view of conflict冲突的传统观点trait theories of leadership领导的特质理论transactional leadership交易型领导者transformational leadership变革型领导者trust 信任turnover 流动type A personality A型人格Uupward communication上行沟通Vvalues 价值观virtual organization虚拟组织virtual teams虚拟团队Wwork group工作群体work specialization工作专门化。