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Traits are expressed in work behavior as responses to trait-relevant situational cues; Sources of trait-relevant cues can be grouped into three broad categories or levels: task, social, and organizational; and; Trait expressive work behavior is distinct from job performance, the latter being defined in the simplest terms as valued work behavior.
These examples show the significant individual variability in amplitude, latency and waveform shape across different subjects. In ERP research it has been found that an event-related potential across the parieto-central area of the skull that usually occurs around 300 ms after stimuli presentation called P300 is larger after the target stimulus.
A latent function of a behavior is not explicitly stated, recognized, or intended by the people involved. Thus, they are identified by observers. [5] In the example of rain ceremony, the latent function reinforces the group identity by providing a regular opportunity for the members of a group to meet and engage in a common activity. [4]
Workplace relationships are unique interpersonal relationships with important implications for the individuals in those relationships, and the organizations in which the relationships exist and develop. [1] Workplace relationships directly affect a worker's ability and drive to succeed. These connections are multifaceted, can exist in and out ...
Alternatively, some research suggests that job satisfaction mediates the relationship between various antecedent variables such as dispositions, workplace events, job characteristics, job opportunities, and employee behavior exhibited while on the job (e.g., organizational citizenship behaviors, counter-productive work behaviors, and job ...
Examples of latent variables from the field of economics include quality of life, business confidence, morale, happiness and conservatism: these are all variables which cannot be measured directly. But linking these latent variables to other, observable variables, the values of the latent variables can be inferred from measurements of the ...
Research on the ability of the employees to cope with the specific workplace stressors is equivocal; coping in the workplace may even be counterproductive. [ 26 ] [ 10 ] Pearlin and Schooler [ 27 ] advanced the view that because work roles, unlike such personally organized roles as parent and spouse, tend to be impersonally organized, work ...
The relationships employees have with their organization are crucial, as they can play an important role in the development of workplace deviance. Employees who perceive their organization or supervisor(s) as more caring (or supportive) have been shown to have a reduced incidence of workplace-deviant behaviors.