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Organizational Commitment
In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's psychological attachment to the organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. It may also not be fully applicable in domains such as customer behavior. There has also been debate surrounding what Meyers and Allen's model was trying to achieve. The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations. Organizational commitment predicts work variables such as tur ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Behavior
Organizational behavior (OB) or organisational behaviour is the: "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself".Moorhead, G., & Griffin, R. W. (1995). ''Organizational behavior: Managing people and organizations'' (5th edition). Boston. Houghton Mifflin, (p.4) OB research can be categorized in at least three ways: * individuals in organizations (micro-level) * work groups (meso-level) * how organizations behave (macro-level) Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior research is "to revitalize organizational theory and develop a better conceptualization of organizational life". Relation to industrial and organization ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Engagement
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationsh ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Behavior
Organizational behavior (OB) or organisational behaviour is the: "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself".Moorhead, G., & Griffin, R. W. (1995). ''Organizational behavior: Managing people and organizations'' (5th edition). Boston. Houghton Mifflin, (p.4) OB research can be categorized in at least three ways: * individuals in organizations (micro-level) * work groups (meso-level) * how organizations behave (macro-level) Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior research is "to revitalize organizational theory and develop a better conceptualization of organizational life". Relation to industrial and organization ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Stigma Management
Stigma management is the process of concealing or disclosing aspects of one's identity to minimize social stigma. When a person receives unfair treatment or alienation due to a social stigma, the effects can be detrimental. Social stigmas are defined as any aspect of an individual's identity that is devalued in a social context. These stigmas can be categorized as visible or invisible, depending on whether the stigma is readily apparent to others. Visible stigmas refer to characteristics such as race, age, gender, physical disabilities, or deformities, whereas invisible stigmas refer to characteristics such sexual orientation, gender identity, religious affiliation, early pregnancy, certain diseases, or mental illnesses. When individuals possess invisible stigmas, they must decide whether or not to reveal their association with a devalued group to others. This decision can be an incredibly difficult one, as revealing one's invisible stigma can have both positive and negative conse ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Psychological Contract
A psychological contract, a concept developed in contemporary research by organizational scholar Denise Rousseau,Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2: 121-139. represents the mutual beliefs, perceptions and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form. Although Rousseau's 1989 article as highlighted by Coyle-Shapiro "was very influential in guiding contemporary research", the concept of psychological contract was first introduced by Chris Argyris (1960)—"Since the foremen realize the employees in this system will tend to produce optimally under passive leadership, and since the employees agree, a relationship ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Justice
Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity. Justice or fairness refers to the idea that an action or decision is morally right, which may be defined according to ethics, religion, fairness, equity, or law. People are naturally attentive to the justice of events and situations in their everyday lives, across a variety of contexts. Individuals react to actions and decisions made by organizations every day. An individual's perceptions of these decisions as fair or unfair can influence the individual's subsequent attitudes and behaviors. Fairness is often of central interest to organizations because the implications of perceptions of injustice can impact job attitudes and behavio ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Onboarding
''Onboarding'' or organizational socialization is the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations that outline the operations and culture of the organization that the employee is entering into. This process is known in other parts of the world as an 'induction' or training. Studies have documented that socialization techniques such as onboarding lead to positive outcomes for new employees. These include higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit. The term "onboarding" is management jargon coined in the 1970s. Antecedents of success ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Satisfaction
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentedness with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components.Hulin, C. L., & Judge, T. A. (2003). Job attitUdes. In W. C. Borman, D. R. ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 255-276). Hoboken, NJ: Wiley. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). or cognitions about the job (cognitive job satisfaction). One of the most widely used definitions in organizational research is that of Edwin A. Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p.&n ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
High Commitment Management
High-commitment management is a management style that emphasizes personal responsibility, independence, and empowerment of employees across all levels instead of focusing on one higher power; it always intended to keep commitment at high level “calling all the shots”.Wesenberg, Sean. Phone Interview. 18 November 2012 A high commitment system is unusual in its job design and cultural structure. These practices emphasize getting the tasks complete, but do it in a way that their employees may be motivated to do so. According to Harvard Business School Professor Michael Beer, “leaders develop an organizational design, business processes, goals and measures, and capabilities that are aligned with a focused, winning strategy.” This kind of environment allows employees to approach tasks at ease, wearing jeans instead of suits and staying home to watch their children get on the bus for school before coming to work. Technology also plays a role in this system. In the past decade or ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Barnraising
A barn raising, also historically called a raising bee or rearing in the U.K., is a collective action of a community, in which a barn for one of the members is built or rebuilt collectively by members of the community. Barn raising was particularly common in 18th- and 19th-century rural North America. A barn was a necessary structure for any farmer, for example for storage of cereals and hay and keeping of animals. Yet a barn was also a large and costly structure, the assembly of which required more labor than a typical family could provide. Barn raising addressed the need by enlisting members of the community, unpaid, to assist in the building of their neighbors' barns. Because each member could ask others for help, reciprocation could eventually reasonably be presumed for each participant if the need were to arise. The tradition of "barn raising" continues, more or less unchanged, in some Amish and Old Order Mennonite communities, particularly in Ohio, Indiana, Pennsylvania, a ... [...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] |
