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Workplace relationships directly affect a worker's ability and drive to succeed. These connections are multifaceted, can exist in and out of the organization, and can be both positive and negative. One such detriment lies in the nonexistence of workplace relationships, which can lead to feelings of loneliness and social isolation. [1]
In the direct effects (also called main effects) hypothesis, people with high social support are in better health than people with low social support, regardless of stress. [65] In addition to showing buffering effects, perceived support also shows consistent direct effects for mental health outcomes. [69]
Concepts of positive psychology like hope and altruism provide a positive work environment that influences the moods and attitudes of workers. Youssef & Luthans (2007) examined the effects hope, optimism, and resilience had in the workplace on employees’ job performance, job satisfaction, work happiness, and organizational commitment. [32]
Positive relationships were found between both task feedback and intrinsic satisfaction and OCB, while a negative relationship was found between task routinization and OCB. Even though task characteristics have been found to predict OCB, some debate exists as to whether this is a direct effect or a relationship mediated by job satisfaction ...
Relationship-oriented leaders understand that building positive productivity requires a positive environment where individuals feel driven. Personal conflicts, dissatisfaction with a job, resentment and even boredom can severely drive down productivity, so these types of leaders put people first to ensure that such problems stay at a minimum.
Group cohesiveness, also called group cohesion, social harmony or social cohesion, is the degree or strength of bonds linking members of a social group to one another and to the group as a whole. [1] Although cohesion is a multi-faceted process, it can be broken down into four main components: social relations , task relations, perceived unity ...
Marital and Family- Spouses and children can feel the crossover effects of burnout brought home from the workplace. Depleted levels of energy which effect home management is another consequence. Organizational- Negative feelings at work effect "employee moral, turnover rate, commitment to the organization". [20]
Poor relationships have a negative impact on health outcomes. In 1985, Cohen and Wills presented two models that have been employed to describe this connection: the main effect model and the stress-buffering model. [2] The main effect model postulates that our social networks influence our psychology (our affect) and our physiology (biological ...