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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.
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] "
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.
Organizational behavior deals with employee attitudes and feelings, including job satisfaction, organizational commitment, job involvement and emotional labor. Job satisfaction reflects the feelings an employee has about his or her job or facets of the job, such as pay or supervision. [ 37 ]
The way superiors communicate with subordinates determines the climate and the culture of the organization. Employees begin to identify themselves throughout the culture they work in, by the ways in which they participate in work rituals, through the relationships they form with co-workers and managers, and through the language/discourse they use.
Examples of how an employee can use social undermining in the work environment are behaviors that are used to delay the work of co-workers, to make them look bad or slow them down, competing with co-workers to gain status and recognition and giving co-workers incorrect or even misleading information about a particular job.
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Going further, these authors also note the concern of labour law with three relationships in particular, that include, "the relationship between the employer and the worker (a relationship rooted in contract - the contract of employment); the relationship between the employer and the trade union (a relationship rooted in tort - interference ...