Theories in OB/IOP/HR

affective event theory
attraction-selection-attrition model
attribution theory
Just world belief
competing values framework
contingency theories of leadership
control theory
conservation of resources (COR) theory
Construal level theory
demand-control model
Differentiation-consolidation theory (DCT)
dual-pathway model of creativity
effort-reward imbalance model
Ego depletion theory
equity theory
expectancy theory
fairness heuristic theory
fairness theory
field theory
fit theory
goal-setting theory
group values model
hierarchy of needs theory
image theory
institutional theory
job characteristics theory
Job Demands-Resources Model
leader-member-exchange theory
message framing
moral exclusion theory
Rest’s moral development model
normative leadership theory
path dependence theory
path-goal theory of leadership
planned happenstance theory
prospect theory
psychological engagement model
punctuated-equilibrium model
reactance theory
regulatory fit theory
regulatory focus theory
relative deprivation theory
role congruity theory
romance of leadership theory
Self-consistency theory
Self-discrepancy theory
self-enhancement theory
self-categorization theory
signaling theory
situational leadership theory
social cognitive theory
socio-ecological foundations of culture
social exchange theory
social identity theory
social information processing theory
substitute for leadership theory
terra management theory
the three-component model of creativity
theory of planned behavior
theory X, theory Y
trait activation theory
transformational leadership theory
two-factor theory
uncertainty management theory
unfolding model of voluntary turnover
upper echelons theory
vigilante model of justice