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Although a person may self-identify in terms of profession, for example as a doctor, lawyer or engineer, it is their well-being at work which is significant in characterizing job attitude. Satisfaction with work can be analyzed by evaluation (I like or dislike my job), cognitively (my work is challenging) and behaviorally (I am reliable). [9]
Work behavior is the behavior one uses in employment and is normally more formal than other types of human behavior. This varies from profession to profession, as some are far more casual than others. For example, a computer programmer would usually have far more leeway in their work behavior than a lawyer.
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
Weak attitudes are more likely to be influenced by context, situational factors, and social pressures, thus leading to less consistent behavior. When attitudes are strong, they have a greater influence on behaviour; individuals are more motivated to behave in ways that align with their beliefs and feelings towards the attitude object, leading ...
Whereas engagement refers to work motivation, satisfaction is an employee's attitude about the job--whether they like it or not. The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work.
An example of a consideration behavior is showing compassion when problems arise in or out of the office. Behaviors associated with the category of initiating structure include facilitating the task performance of groups. One example of an initiating structure behavior is meeting one-on-one with subordinates to explain expectations and goals.
Walmart, a major U.S. employer, offers free classes and training to employees to build their skills and work toward management roles. These include topics like business administration, logistics ...
The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. [2] The theory proposes that positive-inducing (e.g., uplifts) as well as negative-inducing (e.g., hassles) emotional incidents at work are distinguishable and have a ...