congruency

(noun)

The quality of agreeing; being suitable and appropriate

Related Terms

Examples of congruency in the following topics:

  • Strategies for Improving Memory Quality and Duration

    • Mood congruence is a possible mnemonic device, but one that is not easily employed.

  • An Overview of U.S. Values

    • ., and imply a congruence with mainstream Christianity .

  • Two Judicial Revolutions: The Rehnquist Court and the Roberts Court

    • The Rehnquist Court's congruence and proportionality standard made it easier to revive older precedents preventing Congress from going too far in enforcing equal protection of the laws.

  • Setting Objectives

    • "Goal congruency" refers to how well the goals combine with each other.

  • Memory Distortions and Biases

    • The mood congruence effect is the tendency of individuals to retrieve information more easily when it has the same emotional content as their current emotional state.

  • Rogers' Humanistic Theory of Personality

    • We experience congruence when our thoughts about our real self and ideal self are very similar—in other words, when our self-concept is accurate.
    • High congruence leads to a greater sense of self-worth and a healthy, productive life.

  • Theoretical Models for Pericyclic Reactions

    • Woodward and Roald Hoffmann of Harvard University proposed and demonstrated that concerted reactions proceed most readily when there is congruence between the orbital symmetries of the reactants and products.

  • Impression Management

    • From both a communications and public relations viewpoint, impression management encompasses ways of communicating congruence between personal or organizational goals and their intended actions in order to influence public perception.

  • Setting Objectives and Standards

    • Goal congruency refers to how well the goals complement each other.

  • Selecting the right People

    • Research shows that the "degree of cultural fit and value congruence between job applicants and their organizations significantly predicts both subsequent turnover and job performance" (Pfeffer & Viega, Putting People First for Organizational Success, 1998).