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Regular work situations reflect varying levels of motivation which result in typical performance. Special circumstances generate maximum employee motivation which results in maximum performance. Additionally, the impact of organizational justice perceptions on performance is believed to stem from Equity Theory. This would suggest that when ...
Employee engagement is a direct reflection of how employees feel about their relationship with the boss." [25] Perceptions of the ethos and values of the organization – "'Inspiration and values' is the most important of the six drivers in our Engaged Performance model. Inspirational leadership is the ultimate perk.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
A number of various theories attempt to describe employee motivation within the discipline of industrial and organizational psychology.At the macro level, work motivation can be categorized into two types, endogenous process (individual, cognitive) theories and exogenous cause (environmental) theories. [8]
For instance, an employee who sabotages another employee's work may do so because of lax supervision (environment) and underlying psychopathology (person) that work in concert to result in the counterproductive behavior. There is evidence that an emotional response (e.g., anger) to job stress (e.g., unfair treatment) can motivate CWBs. [66]
Organizational support theory [6] says that in order to meet socioemotional needs and to assess the benefits of increased work effort, employees form a general perception concerning the extent to which the organization values their contributions and cares about their well-being. Such POS would increase employees' felt obligation to help the ...
Work-life balance is an employee's perception of how a proper balance between personal time, family care, and work are maintained with minimal conflict. [22] Employers can use work-life balance as a motivational technique by implementing quality-of-work-life programs. Examples of such programs include flextime, workplace wellness, and family ...
"Psychological climate is defined as the individual employee’s perception of the psychological impact of the work environment on his or her own well-being (James & James, 1989). When employees in a particular work unit agree on their perceptions of the impact of their work environment, their shared perceptions can be aggregated to describe ...