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Goal setting is a major component of personal-development and management literature. Studies by Edwin A. Locke and his colleagues, most notably, Gary Latham [4] have shown that more specific and ambitious goals lead to more performance improvement than easy or general goals.
Edwin A. Locke (born May 15, 1938) is an American psychologist and a pioneer in goal-setting theory. He is a retired Dean's Professor of Motivation and Leadership at the Robert H. Smith School of Business at the University of Maryland, College Park. He was also affiliated with the Department of Psychology.
The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met.
The conversation about affect theory has been taken up in psychology, psychoanalysis, neuroscience, medicine, interpersonal communication, literary theory, critical theory, media studies, and gender studies, among other fields. Hence, affect theory is defined in different ways, depending on the discipline.
In Personnel Psychology, Edwin A. Locke wrote that "Bandura does everything that an inductive theory builder should do." [4]: 802 Locke provided a list of 12 such accomplishments of the book – for example, "7. He discusses the causes of self-efficacy (e.g., enactive mastery, role modeling, persuasion, etc.) and shows, in detail, how these ...
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]
Person–organization fit (P–O fit) is the most widely studied area of person–environment fit, and is defined by Kristof (1996) as, "the compatibility between people and organizations that occurs when (a) at least one entity provides what the other needs, (b) they share similar fundamental characteristics, or (c) both". [10]
Affect control theory's computer program predicts the plausible re-identifications, thereby providing a formal model for labeling theory. The sentiment associated with an identity can change to befit the kinds of events in which that identity is involved, when situations keep arising where the identity is deflected in the same way, especially ...