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[1] [2] It conceptualizes the cognitive consistency motive as a drive toward psychological balance. The consistency motive is the urge to maintain one's values and beliefs over time. Heider proposed that "sentiment" or liking relationships are balanced if the affect valence in a system multiplies out to a positive result.
Examples are career opportunities, supervisor coaching, role-clarity, and autonomy. Workplace resources vs. personal resources: The authors of the JD-R make a distinction between workplace resources and personal resources. Two different underlying psychological processes play a role in the development of job strain and motivation. [5]
One example is the study of Bakker, Demerouti and Dollard ([36]), showing that work roles interfered with family roles when work overload and emotional demands increased. In turn, the intimate partner experienced a higher level of demands at home (e.g., an overload of household tasks), as a result of the negative behaviors of the employee.
Despite a large body of positive psychological research into the relationship between happiness and productivity, [1] [2] [3] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment.
A similar relationship type that often gets confused with workplace romance is work spouse, but this is an intimate friendship between coworkers rather than the actual marital relationship. [ 14 ] Romantic partnerships involve a strong emotional attachment and close connection between partners without sexual relations.
Positive (or balanced) relationships: These are relationships where all parties involved have mutual positive sentiments toward each other. For example, if A likes B and B likes C, then A should also like C to maintain balance. Negative (or imbalanced) relationships: These are relationships where there is conflict or antagonism between individuals.
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Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers. [1] [2] [3] OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms ...