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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 ...
Download as PDF; Printable version; ... Behavioral genetics; Behavioral neuroscience ... A list of 'effects' that have been noticed in the field of psychology ...
Along this line, it is important to examine the role of helping behaviors, team-building exercises, job resources, job security, and work support. The emerging field of positive psychology also helps to creatively manage organizational behaviors and to increase productivity in the workplace through applying positive organizational forces. [5]
Managerial psychology is a sub-discipline of industrial and organizational psychology that focuses on the effectiveness of individuals and groups in the workplace, using behavioral science. The purpose of managerial psychology is to aid managers in gaining a better managerial and personal understanding of the psychological patterns common among ...
Counterproductive work behavior is the act that employees have against the organizations that do harm or violate the work production. Some examples of Counterproductive work behavior would include passive actions such as not working to meet date line or faking incompetence. [2] Even people do not recognize this behavior, it seems normal to them ...
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.
The third step involved administering the scale to a group of 67 students who had managerial experience. The students were asked to complete the scale while thinking of someone who currently, or had in the past, worked for them. Students then described the person's work behavior and their responses to the scale items.
Hersey and Blanchard characterized leadership style in terms of the amount of task behavior and relationship behavior that the leader provides to their followers. They categorized all leadership styles into four behavior styles based on combinations of either high or low task behavior and relationship behavior, which they named S1 to S4.