Lecture Slides

Question 1

Leadership

Answer 1

A process of social influence, which maximises the efforts of others toward the achievement of a greater good

Question 2

Iowa Studies

Answer 2

Divided leadership into laissez-faire, democratic, and autocratic. Democratic led to the highest satisfaction

Question 3

Machine learning

Answer 3

Answers the question of how to build computers that improve automatically through experience

Question 4

Target

Answer 4

What you are trying to predict (DV)

Question 5

Feature

Answer 5

What you are using to predict (IV, moderator, mediator)

Question 6

Supervised vs. unsupervised learning

Answer 6

You train the model with the right answer (labelled data), or without (unlabelled data)

Question 7

Accuracy

Answer 7

Percentage of predictions that the model made accurately

Question 8

Training dataset

Answer 8

Dataset used to teach the model

Question 9

Test dataset

Answer 9

The dataset where the model is applied to

Question 10

Supervised learning

Answer 10

Regression or classification. You input raw data with labels

Question 11

Unsupervised learning

Answer 11

Clustering, dimensionality reduction, or association rules. You input raw data

Question 12

Underfitting

Answer 12

Model assumes that only one/few things matter and therefore might miss out other important aspects

Question 13

Overfitting

Answer 13

Model is too tailored to the training dataset and therefore might perform well on them but less so on the test data

Question 14

Inequality

Answer 14

Unequal access to opportunities

Question 15

Equality

Answer 15

Evenly distributed tools and assistance

Question 16

Equity

Answer 16

Custom tools that identify and address inequality

Question 17

Justice

Answer 17

Fixing the system to offer equal access to both tools and opportunities

Question 18

FAST-principles

Answer 18

Fairness, accountability, sustainability, and transparency

Question 19

Ringelmann effect

Answer 19

The average performance of individual group members decreases as group size increases

Question 20

Group performance

Answer 20

Actual group performance is equal to a group’s potential minus its process losses and plus its process gains

Question 21

Team psychological safety

Answer 21

Shared belief that the team is safe for interpersonal risk-taking. For instance, asking for help, admitting mistakes, and expressing divergent opinions

Question 22

Management

Answer 22

Provides consistency and order. Includes planning and budgeting, organising and staffing, and controlling and problem solving

Question 23

Leadership

Answer 23

Mobilises people and/or their ideas. Includes establishing direction, motivating and inspiring, and aligning people

Question 24

Virtual team resilience

Answer 24

Consists of virtual team potency, mental model of teamwork, capacity to improvise, and psychological safety

Question 25

In-group

Answer 25

Trusted followers to who leader pays more attention

Question 26

Out-group

Answer 26

Followers who get less attention, time, and rewards. The relationship between a leader and out-groups are more formally set than those between a leader and in-groups

Question 27

Threat appraisals

Answer 27

Avoidance-oriented responses

Question 28

Professionalisation

Answer 28

Formation of certain cultures, attitudes, norms, and developments within and between professional groups

Question 29

Digitalisation

Answer 29

The introduction of algorithmic, AI-based, data analytics into work practices

Question 30

Architectural innovation

Answer 30

A significant improvement on a product that aims to sustain the position in an existing market

Question 31

Disruptive innovation

Answer 31

Technology or new business model that disrupts the existing market

Question 32

Incremental innovation

Answer 32

Gradual, continuous improvements on existing products and services

Question 33

Radical innovation

Answer 33

Technological breakthrough that transforms industries, often creates a new market

Question 34

Well-being

Answer 34

A broad concept referring to people's evaluations of their lives and to their "optimal" psychological functioning and experiences

Question 35

Well-being (hedonic view)

Answer 35

Pleasure or happiness, referred to as subjective well-eing including low levels of negative affect and high levels of life satisfaction

Question 36

Well-being (eudaimonic view)

Answer 36

Personal growth and self-realisation, authenticity, and personal expressiveness and pursuit of meaning in life

Question 37

Technostress

Answer 37

Stress caused by the use of information and communication technologies (ICTs). Key symptoms are tech overload, tech invasion, tech complexity, and tech insecurity

Question 38

Tech overload

Answer 38

Too much information

Question 39

Tech invasion

Answer 39

No boundaries between work/life

Question 40

Tech complexity

Answer 40

Difficulty using systems

Question 41

Tech insecurity

Answer 41

Fear of being replaced or left behind

Question 42

Artificial intelligence

Answer 42

A collection of computer-assisted systems for problem solving and task performance

Question 43

Employee well-being

Answer 43

Encapsulates the health triangle, physical, mental, and social

Question 44

Performance goal orientation

Answer 44

Indicates an individual's motivation to demonstrate competence in front of others

Question 45

Help-seeking

Answer 45

I.e. soliciting assistance from their colleagues. One of newcomers' proactive socialisation behaviours. It entails psychological costs such as admitting one's incompetence, potentially threatening the newcomer's image

Question 46

Resilience

Answer 46

Refers to bouncing back from disruption and maintaining functioning when facing work stress. It enhances work engagement through high positive emotions (PE) and low negative emotions (NE)

Question 47

Emotional inertia

Answer 47

Reflects impaired emotion regulation. It is defined as the degree to which emotional deviations from the mean level are persistent. Higher emotional inertia means it takes longer time to recover from emotional disruptions