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The investment model of commitment, originally described by Caryl E. Rusbult, is a predictive psychological theory that aims to explain why people remain in relationships. Its tenants are based primarily on those of interdependence theory , created by Harold Kelley and John Thibaut . [ 1 ]
Employee engagement is a direct reflection of how employees feel about their relationship with the boss." [26] 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.
Social exchange theory has served as a theoretical foundation to explain different situations in business practices. It has contributed to the study of organization-stakeholder relationships, supply network relationships, [59] and relationship marketing. The investment model proposed by Caryl Rusbult is a useful version of social exchange ...
Workplace politics involves processes and behaviors in human interactions that include power and authority. [ 1 ] [ better source needed ] It serves as a tool to assess operational capacity and balance diverse views of interested parties.
Interdependence theory is a social exchange theory that states that interpersonal relationships are defined through interpersonal interdependence, which is "the process by which interacting people influence one another's experiences" [1] (Van Lange & Balliet, 2014, p. 65).
Polychronic - Planning is people-oriented; Organising is less structured, more holistic in nature and people-focused; Commanding - flexible, react to changing circumstances, give priority to people over plans, relies on sharing knowledge and information; Coordinating - is focused on the longer term, with concern for building relationships over ...
Meyer and Allen gave this example that "positive relationships between tenure and commitment maybe due to tenure-related differences in job status and quality" [1] In developing this concept, Meyer and Allen drew largely on Mowday, Porter, and Steers's (2006) [3] concept of commitment, which in turn drew on earlier work by Kanter (1968). [4]
The Leonard model of a Capability is a dynamic model at the micro-level; focused on the detailed mechanisms for development and change of individual capabilities. Building on the work of Hamel and Prahalad, and others David Teece and colleagues developed a macro-level theory of Dynamic capabilities and framework for their management.