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Work Autonomy
Job control is a person's ability to influence what happens in their work environment, in particular to influence matters that are relevant to their personal goals. Job control may include control over work tasks, control over the work pace and physical movement, control over the social and technical environment, and freedom from supervision. Workplace autonomy has been seen as a specialized form of the more general concept of control. Workplace autonomy is the freedom of a person to determine what he or she does at work, and how. Association with other factors For Georges Friedmann, the quality of work depends on the employees' skills and on their capacity to control decision-making at work. Robert Blauner found that job control is closely linked with occupational prestige and job satisfaction. Job satisfaction and job control tend to be higher for managerial and professional workers than for unskilled workers. A meta-analysis of 1986 found an association of high levels of per ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Social Influence
Social influence comprises the ways in which individuals adjust their behavior to meet the demands of a social environment. It takes many forms and can be seen in conformity, socialization, peer pressure, obedience, leadership, persuasion, sales, and marketing. Typically social influence results from a specific action, command, or request, but people also alter their attitudes and behaviors in response to what they perceive others might do or think. In 1958, Harvard psychologist Herbert Kelman identified three broad varieties of social influence. #Compliance is when people appear to agree with others but actually keep their dissenting opinions private. # Identification is when people are influenced by someone who is liked and respected, such as a famous celebrity. # Internalization is when people accept a belief or behavior and agree both publicly and privately. Morton Deutsch and Harold Gerard described two psychological needs that lead humans to conform to the expectat ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Nervous Exhaustion
Neurasthenia (from the Ancient Greek νεῦρον ''neuron'' "nerve" and ἀσθενής ''asthenés'' "weak") is a term that was first used at least as early as 1829 for a mechanical weakness of the nerves and became a major diagnosis in North America during the late nineteenth and early twentieth centuries after neurologist George Miller Beard reintroduced the concept in 1869. As a psychopathological term, the first to publish on neurasthenia was Michigan alienist E. H. Van Deusen of the Kalamazoo asylum in 1869, followed a few months later by New York neurologist George Beard, also in 1869, to denote a condition with symptoms of fatigue, anxiety, headache, heart palpitations, high blood pressure, neuralgia, and depressed mood. Van Deusen associated the condition with farm wives made sick by isolation and a lack of engaging activity, while Beard connected the condition to busy society women and overworked businessmen. Neurasthenia was a diagnosis in the World Health Organiza ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Quality Of Working Life
Quality of working life (QWL) describes a person's broader employment-related experience. Various authors and researchers have proposed models of quality of working lifealso referred to as quality of worklifewhich include a wide range of factors, sometimes classified as "motivator factors" which if present can make the job experience a positive one, and "hygiene factors" which if lacking are more associated with dissatisfaction. A number of rating scales have been developed aiming to measure overall quality of working life or certain aspects thereof. Some publications have drawn attention to the importance of QWL for both employees and employers, and also for national economic performance. Models and components Hackman and Oldham (1976) Hackman and Oldham (1976) drew attention to what they described as psychological growth needs as relevant to the consideration of quality of working life. Several such needs were identified : * skill variety * task identity * task significance * a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Occupational 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. A landmark study conducted by the World Health Organization and the International Labour Organization found that exposure to long working hours, which are theorized to operate through increased psycho-social occupational stress, is the occupational risk factor with the largest attributable burden of disease, ac ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Occupational Health Psychology
Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers.Schonfeld, I.S., & Chang, C.-H. (2017). ''Occupational health psychology: Work, stress, and health''. New York, NY: Springer Publishing Company.Houdmont, J., & Leka, S. (2010). An introduction to occupational health psychology. In S. Leka & J. Houdmont (Eds.). ''Occupational health psychology'' (pp. 1–30). John Wiley: Hoboken, NJ. OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms of mistreatment, psychosocial workplace factors that affect accident risk and safety, and interventions designed to improve and/or protect worker health. Although OHP emerged from two distinct disciplines within applied psychology, namely, health psychology and industrial and ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Flexibility (personality)
Flexibility is a personality trait that describes the extent to which a person can cope with changes in circumstances and think about problems and tasks in novel, creative ways. This trait is used when stressors or unexpected events occur, requiring a person to change their stance, outlook, or commitment. Flexible personality should not be confused with cognitive flexibility, which is the ability to switch between two concepts, as well as simultaneously think about multiple concepts. Researchers of cognitive flexibility describe it as the ability to switch one's thinking and attention between tasks. Flexibility, or psychological flexibility, as it is sometimes referred to, is the ability to adapt to situational demands, balance life demands, and commit to behaviors. Measures/assessments Due to the different facets of the definition of psychological flexibility, there are many problems when measuring it. There are multiple questionnaires that attempt to do so. Acceptance and Action ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Equality Of Autonomy
Equality of autonomy is a political philosophy concept of Amartya Sen that argues "that the ability and means to choose our life course should be spread as equally as possible across society"—i.e., an equal chance at autonomy or empowerment. Equality of autonomy strives to spread empowerment widely so that "given their circumstances", people have more "choice and control". The concept has a slightly different emphasis from related notions, such as the value of equality in the workplace ("equal opportunity") or equal material wealth ("equality of outcome"). According to Todd May, Sen's approach requires " active intervention of institutions like the state into people's lives" but with an aim towards "fostering of people's self-creation rather than their living conditions". Sen argued that "the ability to convert incomes into opportunities is affected by a multiplicity of individual and social differences that mean some people will need more than others to achieve the same range of ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Monitoring
Employee monitoring is the (often automated) surveillance of workers' activity. Organizations engage in employee monitoring for different reasons such as to track performance, to avoid legal liability, to protect trade secrets, and to address other security concerns. This practice may impact employee satisfaction due to its impact on the employee's privacy. Among organizations, the extent and methods of employee monitoring differ. Surveillance Methods A company can use its everyday electronic devices to monitor its employees almost continuously. Common methods include software monitoring, telephone tapping, video surveillance, email monitoring, and location monitoring. Software monitoring. Companies often use employee monitoring software to track what their employees are doing on their computers. Tracking data may include typing speed, mistakes, applications used, and what specific keys are pressed. Telephone tapping can be used to record employees' phone call details and con ... [...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] |
Balanced Job Complex
A balanced job complex is a way of organizing a workplace or group that is both directly democratic and also creates relative equal empowerment among all people involved. Specifically a balanced job complex is a collection of tasks within a given workplace that is balanced for its equity and empowerment implications against all other job complexes in that workplace. It was developed as an alternative to the corporate division of labor. Each worker must do a share of rote tasks (unskilled work) for some time each work day or each week. All workers also share the most rewarding and empowering tasks in the workplace so it is coordinated with everyone's involvement. In this way workers share the burdens and benefits of work that impact each person's ability to participate in democratic decision-making within the workplace. Balanced job complexes imply a lack of owners or formal managers involved in the workplace, as all tasks are balanced for empowerment. Balanced job complexes are ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Empowerment
Empowerment is the degree of autonomy and self-determination in people and in communities. This enables them to represent their interests in a responsible and self-determined way, acting on their own authority. It is the process of becoming stronger and more confident, especially in controlling one's life and claiming one's rights. Empowerment as action refers both to the process of self-empowerment and to professional support of people, which enables them to overcome their sense of powerlessness and lack of influence, and to recognize and use their resources. As a term, empowerment originates from American community psychology and is associated with the social scientist Julian Rappaport (1981). However, the roots of empowerment theory extend further into history and are linked to Marxist sociological theory. These sociological ideas have continued to be developed and refined through Neo-Marxist Theory (also known as Critical Theory). In social work, empowerment forms a practica ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Profession
A profession is a field of work that has been successfully ''professionalized''. It can be defined as a disciplined group of individuals, '' professionals'', who adhere to ethical standards and who hold themselves out as, and are accepted by the public as possessing special knowledge and skills in a widely recognised body of learning derived from research, education and training at a high level, and who are prepared to apply this knowledge and exercise these skills in the interest of others. Professional occupations are founded upon specialized educational training, the purpose of which is to supply disinterested objective counsel and service to others, for a direct and definite compensation, wholly apart from expectation of other business gain. Medieval and early modern tradition recognized only three professions: divinity, medicine, and law,Perks, R.W.(1993): ''Accounting and Society''. Chapman & Hall (London); . p.2. which were called the learned professions. A profession ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
