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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.
A struggle between a group of employees and management is an example of vertical strain or conflict. A clash between a sales department and production over inventory policy would be an example of horizontal strain. Certain activities and attitudes are typical in groups involved in a win-lose conflict.
The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". [2] "
The employee may lack understanding of how, why—and even if—their contributions matter,” he says. “Employees who can connect or reconnect with the sense that they are learning, growing ...
Another example of such effects on employees is articulated by researcher Subrahmaniam Tangirala who says that “employee silence affects the personal well being of employees, increases stress,” and causes them to “feel guilty, where they often experience psychological problems, and have trouble seeing the possibility of change.” [1 ...
Romantic workplace relationships play a complicated role not only for those involved in the relationship, but also for the employees working with these individuals. Romantic workplace relationships have been known to create polarization in the workplace, employee distraction, and feelings of awkwardness among other employees.
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]
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