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Positive psychology in the workplace focuses on shifting attention away from negative aspects such as workplace violence, stress, burnout, and job insecurity; it shifts attention to positive and hopeful attributes, resilience, confidence, and a productive work culture that emphasizes professional success and human success. [2]
A job attitude is a set of evaluations of one's job that constitute one's feelings toward, beliefs about, and attachment to one's job. [1] Overall job attitude can be conceptualized in two ways. Either as affective job satisfaction that constitutes a general or global subjective feeling about a job, [2] or as a composite of objective cognitive ...
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]
For example, if a leader is considerate, the employees will tend to develop a positive attitude towards management and thus, work more effectively. [ 52 ] Feelings, including happiness, are often hidden by employees and should be identified [ 53 ] for effective communication in the workplace.
An example of a consideration behavior is showing compassion when problems arise in or out of the office. Behaviors associated with the category of initiating structure include facilitating the task performance of groups. One example of an initiating structure behavior is meeting one-on-one with subordinates to explain expectations and goals.
The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. [2] The theory proposes that positive-inducing (e.g., uplifts) as well as negative-inducing (e.g., hassles) emotional incidents at work are distinguishable and have a ...
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 main factor in unconditional positive regard is the ability to isolate behaviors from the person who displays them. [13] David G. Myers says the following in his textbook, Psychology: Eighth Edition in Modules: People also nurture our growth by being accepting—by offering us what Rogers called unconditional positive regard.