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Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
Personality development is ever-changing and subject to contextual factors and life-altering experiences. Personality development is also dimensional in description and subjective in nature. [2] That is, personality development can be seen as a continuum varying in degrees of intensity and change.
Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. [ 1 ]
[1]: 502 These situational cues may stem from organization, social, and/or task cues. [1] These cues can activate personality traits that are related to job tasks and organizational expectations that the organization values (i.e., job performance). These cues may also elicit trait-related behaviors that are not directly related to job performance.
Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment.
Organizational Citizenship Behavior and Workplace Deviance: The Role of Affect and Cognitions. Journal of Applied Psychology, 87(1), 131–142. Retrieved from PsychoINFO database. Mann, S. (1999). Emotion at work: to what extent are we expressing, suppressing, or faking it? European Journal of Work and Organizational Psychology, 8(3) 347–369.
The management of behavioral risk encompass the study of organization and individual behavior from two primary roots: risk management and organizational behavior.With regard to its risk management roots, this type of management analyzes the effect of practices, cultures and behaviors as well as their associated risk of negative outcomes within an individual and/or an organization ().
Health workforce research is the investigation of how social, economic, organizational, political and policy factors affect access to health care professionals, and how the organization and composition of the workforce itself can affect health care delivery, quality, equity, and costs.