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A low perception of organizational support can result in employees being wary of reciprocation. [7] Reciprocation wariness can be caused by events that are perceived as not being beneficial to the employee, for example, not receiving payment seemed necessary, or not receiving a good payment for the appropriate length of time. [7]
The main distinction between organisational culture and national culture is that people can choose to join a place of work, but are usually born into a national culture. Organisational climate, on the other hand, is often defined as the recurring patterns of behaviour, attitudes and feelings that characterise life in the organisation, [ 7 ...
People are naturally attentive to the justice of events and situations in their everyday lives, across a variety of contexts. [2] Individuals react to actions and decisions made by organizations every day. An individual's perceptions of these decisions as fair or unfair can influence the individual's subsequent attitudes and behaviors.
Impression management is a conscious or subconscious process in which people attempt to influence the perceptions of other people about a person, object or event by regulating and controlling information in social interaction. [1]
Social perception (or interpersonal perception) is the study of how people form impressions of and make inferences about other people as sovereign personalities. [1] Social perception refers to identifying and utilizing social cues to make judgments about social roles, rules, relationships, context, or the characteristics (e.g., trustworthiness) of others.
Job characteristics theory is a theory of work design.It provides “a set of implementing principles for enriching jobs in organizational settings”. [1] The original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e ...
The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization.
Person–skill fit, or PS-Fit, is defined as the fit between a set of required skills of internal/external workers and a variety of diverse tasks that should be performed by the organization in new work environments. [24] The person–skill fit model is specifically relevant for firms that seek to improve their dynamic alignment with new forms ...