Psychology on dating in the workplace

Employee job performance is one of the most important factors within business analytics for maintaining and increasing productivity for companies (Elangovan, & Xie, 1999; Spreitzer, 1995).Employee job performance is operationally defined as the extent to which an individual completes the duties that are required in order to occupy a given position, which s/he assumes within an organization.The hiring process is the first sign of trust and acceptance of an employee by a manager, and it is generally expected that trust will be reciprocated by the employee.Quinn, Reed, Browne, and Hiers (1997) explained, ‚When one moves into the managerial structure of the large corporation or firm, one is not just moving into a ‘job’ but into a bureaucratic setting that contains its own social and cultural environment and rules of behavior‛ (p. Employees are allowed to take on responsibilities that are important to the company, and acquire roles within the social framework of the organization, but they are expected to always act with the best interests of the company in mind.Additional benefits of POS include a ‚positive relationship between POS and organizational commitment (Eisenberger, Fasolo, & Davis-La Mastro, 1990; Shore & Tetrick, 1991; Shore & Wayne, 1993), in-role performance (Eisenberger, Huntington, et al., 1986; Eisenberg, Fasolo, et al., 1990), organizational and citizenship behavior (Moorman, Blakely, & Niehoff, 1998; Shore & Wayne, 1993; Wayne, Shore, & Liden, 1997) and a negative relationship with absenteeism‛ (Eisenberger et al., 1986 as cited in Coyle-Shapiro & Conway, 2005, p. Furthermore, research concludes that high POS is a predictor of happier, more productive employees, and when high POS is present, employees report higher levels of perceived established trust (Rhodes & Eisenberger, 2002; Eisenberger, Rhoades, & Cameron, 1999).Trust In the Supervisor Trust is defined by Rousseau, Sitkin, Burt, and Camerer (1998) as, ‚a psychological state comprising the intention to accept vulnerability based upon positive expectations of the intentions or behavior of another‛ (p. To operationalize the definition of trust in a way that that is directed specifically toward the supervisor, we will simply replace the word ‚another‛ with the words ‚a supervisor‛ (ie: trust in the supervisor is: a psychological state comprising the intention to accept vulnerability based upon positive expectations of the intentions or behavior of a supervisor).To ensure that employees recognize job enlargement as a sign of trust, the assigned work must be given with a corresponding increase in responsibility.

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This behavior could result in slower task completion (Elmuti, 1997).An organization is really a complex system that has no physical body of its own, so if an employee is to feel a sense of support, it will result from interactions with other individuals within the company.Supervisors act as the face of the organization, giving employees feedback and advocating on behalf of their company.Research on the associations of these variables shows varied results because of the difficulty in ruling out extraneous variables in the workplace.

However, researchers generally agree that POS can act as a foundation for interaction with supervisors that allows other beneficial constructs, such as trust, to begin to develop.These effects are exaggerated if the employee feels that the reward/support was voluntarily given to them (eg: a promotion for accomplishment in work duties), and reduced if the employee feels that such reward or support was simply a matter of policy (eg: government imposed mandatory pay increases; Rhodes & Eisenberger, 2002).

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