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Interpersonal rejection is a consequence of interpersonal influence. For example, the deviant in this study was rated the lowest by fellow group members on likability and was assigned more menial tasks. Additionally, the slider was less well liked than the mode, despite listening to reason and shifting opinions.
Referent power is a form of reverence gained by a leader who has strong interpersonal relationship skills. Referent power, as an aspect of personal power, becomes particularly important as organizational leadership becomes increasingly about collaboration and influence and less about command and control.
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 ...
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). The most basic principle of the theory is encapsulated in the equation I ...
The Goals, Plans, Action theory explains how people use influence over others to accomplish their goals. This theory is prominent in the field of interpersonal communication. The theory is a model for how individuals gain compliance from others. [1] There can be multiple goals related to the need for compliance.
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.
"Anxious Interpersonal Relations" was subdivided into rows of "Too much activity" (covering high expressed scores) and "Too little activity" (covering low expressed scores); both being divided into "Act" and "feel". The last row was "Pathological Interpersonal relations", which was divided into "too much" and "too little", yielding:
Affective events theory model Research model. 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]