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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.
In the psychology of motivation, balance theory is a theory of attitude change, proposed by Fritz Heider. [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.
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.
Socionics proposes a theory of relationships between psychological types (intertype relationships) based on a modified version of C.G. Jung's theory of psychological types. Communication between types is described using the concept of information metabolism proposed by Antoni Kępiński. Socionics defines 16 types of relations, ranging from the ...
According to structural balance theory, relationships between individuals can be categorized into three types: 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.
Examples are work pressure and emotional demands. Job resources: physical, psychological, social, or organizational aspects of the job that are either: functional in achieving work goals; reduce job demands and the associated physiological and psychological cost; stimulate personal growth, learning, and development. Examples are career ...
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As people spend a considerable amount of time in the workplace, factors such as employee relationship, organizational culture and job performance can have a significant impact on work happiness. What is more, Avey and his colleagues use a concept called psychological capital to link employee satisfaction with work related outcomes, especially ...