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Core Self-evaluations
Core self-evaluations (CSE) represent a stable personality trait which encompasses an individual's subconscious, fundamental evaluations about themselves, their own abilities and their own control. People who have high core self-evaluations will think positively of themselves and be confident in their own abilities. Conversely, people with low core self-evaluations will have a negative appraisal of themselves and will lack confidence. The concept of core self-evaluations was first examined by Judge, Locke, and Durham (1997)The concept of core evaluation was first identified by clinical psychologist Edith Packer and presented in her lecture "Understanding the Subconscious" in 1984. https://www.amazon.com/dp/B00ENAPR3S/ and involves four personality dimensions: locus of control, neuroticism, generalized self-efficacy, and self-esteem. The trait developed as a dispositional predictor of job satisfaction, but has expanded to predict a variety of other outcomes. Core self-evaluation ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Locus Of Control
Locus of control is the degree to which people believe that they, as opposed to external forces (beyond their influence), have control over the outcome of events in their lives. The concept was developed by Julian B. Rotter in 1954, and has since become an aspect of personality psychology. A person's " locus" (plural "loci", Latin for "place" or "location") is conceptualized as internal (a belief that one can control one's own life) or external (a belief that life is controlled by outside factors which the person can not influence, or that chance or fate controls their lives). Individuals with a strong internal locus of control believe events in their life are primarily a result of their own actions: for example, when receiving an exam result, people with an internal locus of control tend to praise or blame themselves and their abilities. People with a strong external locus of control tend to praise or blame external factors such as the teacher or the difficulty of the exam.Car ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Stress
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Negative Affectivity
In psychology, negative affectivity (NA), or negative affect, is a personality variable that involves the experience of negative emotions and poor self-concept. Negative affectivity subsumes a variety of negative emotions, including anger, contempt, disgust, guilt (emotion), guilt, fear, and Anxiety, nervousness. Low negative affectivity is characterized by frequent states of calmness and serenity, along with states of confidence, activeness, and great enthusiasm. Individuals differ in negative emotional reactivity.Tellegen, A. (1985). Structures of mood and personality and their relevance to assessing anxiety, with an emphasis on self-report. In A. H. Tuma & J. D. Maser (Eds.), Anxiety and the Anxiety disorders, (pp. 681-706), Hilssdale, NJ: Erlbaum. Trait negative affectivity roughly corresponds to the dominant personality factor of anxiety/neuroticism that is found within the Big Five personality traits as emotional stability. The Big Five are characterized as openness, conscie ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Illusion Of Control
The illusion of control is the tendency for people to overestimate their ability to control events. It was named by U.S. psychologist Ellen Langer and is thought to influence gambling behavior and belief in the paranormal. Along with illusory superiority and optimism bias, the illusion of control is one of the positive illusions. Definition The illusion of control is the tendency for people to overestimate their ability to control events, for example, when someone feels a sense of control over outcomes that they demonstrably do not influence. The illusion might arise because a person lacks direct introspective insight into whether they are in control of events. This has been called the introspection illusion. Instead, they may judge their degree of control by a process which is often unreliable. As a result, they see themselves as responsible for events to which there is little or no causal link. For example, in one study, college students were in a virtual reality setting t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Overconfidence Effect
The overconfidence effect is a well-established bias in which a person's subjective ''confidence'' in their judgments is reliably greater than the objective ''accuracy'' of those judgments, especially when confidence is relatively high. Overconfidence is one example of a miscalibration of subjective probabilities. Throughout the research literature, overconfidence has been defined in three distinct ways: (1) ''overestimation'' of one's actual performance; (2) ''overplacement'' of one's performance relative to others; and (3) ''overprecision'' in expressing unwarranted certainty in the accuracy of one's beliefs. The most common way in which overconfidence has been studied is by asking people how confident they are of specific beliefs they hold or answers they provide. The data show that confidence systematically exceeds accuracy, implying people are more sure that they are correct than they deserve to be. If human confidence had perfect calibration, judgments with 100% confidence w ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Social Desirability Bias
In Social research, social science research social-desirability bias is a type of response bias that is the tendency of survey methodology, survey respondents to answer questions in a manner that will be viewed favorably by others. It can take the form of over-reporting "good behavior" or under-reporting "bad" or undesirable behavior. The tendency poses a serious problem with conducting research with Self-report study, self-reports. This bias interferes with the interpretation of average tendencies as well as individual differences. Topics subject to social-desirability bias Topics where socially desirable responding (SDR) is of special concern are self-reports of abilities, personality, sexual behavior, and drug use. When confronted with the question "How often do you Masturbation, masturbate?," for example, respondents may be pressured by a social taboo against masturbation, and either under-report the frequency or avoid answering the question. Therefore, the mean rates of mastu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Disparate Impact
Disparate impact in the law of the United States refers to practices in employment, housing, and other areas that adversely affect one group of people of a protected characteristic more than another, even though rules applied by employers or landlords are formally neutral. Although the protected classes vary by statute, most federal civil rights laws consider race, color, religion, national origin, and sex to be protected characteristics, and some laws include disability status and other traits as well. A violation of Title VII of the 1964 Civil Rights Act may be proven by showing that an employment practice or policy has a disproportionately adverse effect on members of the protected class as compared with non-members of the protected class.EEOC v. Sambo's of Georgia, Inc., 530 F. Supp. 86, 92 (N.D. Ga. 1981) Therefore, the disparate impact theory under Title VII prohibits employers "from using a facially neutral employment practice that has an unjustified adverse impact on memb ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personnel Selection
Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.Muchinsky, P. (2012). ''Psychology Applied to Work'', (10th ed.). Summerfield, N klu C: Hypergraphic Press. Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection. Overview The p ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Management
Business performance management (BPM) (also known as corporate performance management (CPM) enterprise performance management (EPM),) is a management approach which encompasses a set of processes and analytical tools to ensure that a business organization's activities and output are aligned with its goals. BPM is associated with business process management, a larger framework managing organizational processes. It aims to measure and optimize the overall performance of an organization, specific departments, individual employees, or processes to manage particular tasks. Performance standards are set by senior leadership and task owners which may include expectations for job duties, timely feedback and coaching, evaluating employee performance and behavior against desired outcomes, and implementing reward systems. BPM can involve outlining the role of each individual in an organization in terms of functions and responsibilities. History By 2017, Gartner had reclassified CPM as ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Leader–member Exchange Theory
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way ( dyadic) relationship between leaders and followers. The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal apprenticeships in leadership. It suggests that leaders select the best and make offers and members of the team accept or not. Apprentices who complete the program develop strong emotional attachments with their mentor-teacher. This is reflected in their descriptions by both of their relationship as one of mutual respect for competence, trust in character and benevolence toward each other. Those who complete the apprenticeship training are more collaborative, helpful to all team members, more deeply engaged in team activities and contribute more to team health and prosperity. This is seen as a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Emotional Exhaustion
Emotional exhaustion is a symptom of burnout, a chronic state of physical and emotional depletion that results from excessive work or personal demands, or continuous stress. It describes a feeling of being emotionally overextended and exhausted by one's work. It is manifested by both physical fatigue and a sense of feeling psychologically and emotionally "drained". An emotional hangover refers to the symptoms associated with a prolonged state of emotional exhaustion, which might occur following a highly emotional event, traumatic event or a stressful conversation. or situation due to cognitive dissonance and emotional processing, that may last for hours or days. They can also arise following intense emotional experiences such as a move or a large financial purchase. Burnout There are various ways in which burnout can occur such as: impacting an individual's physical, emotional, and behavioral aspects. Emotional exhaustion research has been guided by Christina Maslach's and Su ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
