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Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). [1]
Personnel psychology is a subfield of industrial and organizational (I-O) psychology. [1] Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. [2]
Role theory is a perspective that considers everyday activity to be acting out socially defined categories. Split into two narrower definitions: status is one's position within a social system or group; [14] and role is one's pattern of behavior associated with a status. [14]
A strong onboarding program produces employees who are especially productive; they have a better understanding of what is expected of them. Organizations benefit from increasing role clarity for a new employee. Not only does role clarity imply greater productivity, but it has also been linked to both job satisfaction and organizational commitment.
Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals.Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers.
HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology.One of the important goal of HRM is establishing with the notion of unitarism (seeing a company as a cohesive whole, in which both employers and employees should work together for a common good) and securing a long-term ...
Psychological contract formation is a process whereby the employer and the employee or prospective employee develop and refine their mental maps of one another. According to the outline of phases of psychological contract formation, the contracting process begins before the employment itself and develops throughout the course of employment.
Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances". [1]: 694 Three aspects of work motivation are cognitive, emotional and physical engagement. [2]