|
Job Crafting
Job crafting is an individually-driven work design process which refers to self-initiated, proactive strategies to change the characteristics of one's job to better align the job with personal needs, goals, and skills. Individuals engage in job crafting as a means to experience greater meaning at work, a positive work identity, better work-related well-being, and better job performance. As a topic of scientific inquiry, job crafting was built on research that suggests employees do not always enact the job descriptions that are formally assigned to them, but instead actively shape and utilize their jobs to fit their needs, values, and preferences. Classic job design theory typically focuses on the ways in which managers design jobs for their employees. As a work design strategy, job crafting represents a departure from this thinking in that the redesign is driven by employees, is not negotiated with the employer and may not even be noticed by the manager. This idea also distinguishes ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Design
Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees (e.g., employee engagement, job strain, risk of occupational injury), teams (e.g., how effectively groups co-ordinate their activities), organisations (e.g., productivity, occupational safety and health targets), and society (e.g., utilizing the skills of a population or promoting effective aging). The terms ''job design'' and ''work design'' are often used interchangeably in psychology and human resource management literature, and the distinction is not always well-defined. A job is typically defined as an aggregation of tasks assigned to individual. However, in addition to executing assigned technical tasks, ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Proactivity
Proactivity or proactive behavior refers to self-initiated behavior that endeavours to solve a problem before it has occurred. Proactive behavior involves acting in advance of a future situation, rather than reacting. It refers to taking control of a situation and making early changes, rather than adjusting to a situation or waiting for something to happen. Reactivity, as a behaviour pattern, is a habitual mode of taking one's lead from the situation or a participant, rather than taking initiative to solve the problem on your own terms. In moderation, this can be an effective expression of social risk aversion. Taken to excess, reactivity is a form of disempowerment. History The use of the word ''proactive'' (or ''pro-active'') was limited to the domain of experimental psychology in the 1930s, and used with a different meaning. ''Oxford English Dictionary'' (OED) credits Paul Whiteley and Gerald Blankfort, citing their 1933 paper discussing proactive inhibition as the "impair ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Amy Wrzesniewski
Amy Wrzesniewski is an American organizational psychologist. She attended the University of Pennsylvania before pursuing graduate study in organizational psychology at the University of Michigan, where she earned her master's and doctoral degree. Prior to joining the Yale University faculty in 2006, Wrzesniewski taught at New York University. At Yale, she started as an associate professor of management, and was appointed to a full professorship in 2015. She was named the Michael H. Jordan Michael H. Jordan (June 13, 1936 – May 25, 2010) was an American businessman. He served as the chief executive officer of PepsiCo Worldwide Foods (1986–1990), Westinghouse Electric Corporation (1993–1998), CBS Corporation (1995–1998), and ... Professor of Management in 2018. References Living people Year of birth missing (living people) American women psychologists 21st-century American psychologists Organizational psychologists Yale School of Management faculty New York Univ ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Arnold Bakker
Arnoldus Bastiaan Bakker (born July 19, 1964) is a Dutch industrial and organizational psychologist and Professor of Work and Organizational Psychology at Erasmus University Rotterdam. Bakker is also a fellow of the Association for Psychological Science, the secretary general of the Alliance for Organizational Psychology, and the former president of the European Association of Work and Organizational Psychology. Bakker is a highly cited author, and the most cited author in several leading psychology journals such as Journal of Vocational Behavior, Journal of School Psychology, Journal of Organizational Behavior, Human Resource Management, Journal of Managerial Psychology, Journal of Occupational and Organizational Psychology, European Journal of Work and Organizational Psychology, Career Development International, Journal of Occupational Health Psychology The ''Journal of Occupational Health Psychology'' is a peer-reviewed academic journal published bimonthly by the American P ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Demands-resources Model
The job demands-resources model (JD-R model) is an occupational stress model that suggests strain is a response to imbalance between demands on the individual and the resources he or she has to deal with those demands. The JD-R was introduced as an alternative to other models of employee well-being, such as the demand-control model and the effort-reward imbalance model. The authors of the JD-R model argue that these models "have been restricted to a given and limited set of predictor variables that may not be relevant for all job positions" (p.309). Therefore, the JD-R incorporates a wide range of working conditions into the analyses of organizations and employees. Furthermore, instead of focusing solely on negative outcome variables (e.g., burnout, ill health, and repetitive strain) the JD-R model includes both negative and positive indicators and outcomes of employee well-being. Basic assumptions The JD-R model can be summarized with a short list of assumptions/premises: ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Human Resource Management
Humans (''Homo sapiens'') are the most abundant and widespread species of primate, characterized by bipedalism and exceptional cognitive skills due to a large and complex brain. This has enabled the development of advanced tools, culture, and language. Humans are highly social and tend to live in complex social structures composed of many cooperating and competing groups, from families and kinship networks to political states. Social interactions between humans have established a wide variety of values, social norms, and rituals, which bolster human society. Its intelligence and its desire to understand and influence the environment and to explain and manipulate phenomena have motivated humanity's development of science, philosophy, mythology, religion, and other fields of study. Although some scientists equate the term ''humans'' with all members of the genus ''Homo'', in common usage, it generally refers to ''Homo sapiens'', the only extant member. Anatomically mode ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology), an applied discipline within psychology, is the science of human behavior in the workplace. Depending on the country or region of the world, I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied field, the discipline involves both research and practice and I-O psychologists apply psychological theories and principles to organizations and the individuals within them. They contribute to an organization's success by improving the job performance, wellbeing, m ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
