Search results
Results from the WOW.Com Content Network
e. 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 ...
A number of psychological theories [8] [9] [10] at least partly explain the occurrence of occupational stress. The theories include the demand-control-support model, the effort-reward imbalance model, the person-environment fit model, job characteristics model, the diathesis stress model, and the job-demands resources model.
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. [1] In contrast, a disengaged employee may range from someone doing the bare ...
The Canadian Model of Occupational Performance and Engagement (CMOP-E) was developed by the Canadian Association of Occupational Therapists in 1997, and describes transactions and mutual influences between the dimensions of occupational performance. [1] It is applied by the accompanying Occupational Performance Process Model, which describes ...
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.
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. [1][2] The JD-R was introduced as an alternative to other models of employee well-being, such as ...
Strength-based practice. Strength-based practice is a social work practice theory that emphasizes people's self-determination and strengths. It is a philosophy and a way of viewing clients (originally psychological patients, but in an extended sense also employees, colleagues or other persons) as resourceful and resilient in the face of ...
Work engagement. Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances ". [1]: 694 Three aspects of work motivation are cognitive, emotional and physical engagement. [2]