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Organizational Psychology
There is a link between organization behavior and organization effectiveness. Organizational citizenship behavior is an aspect of an individual activity at work that is discretionary, not formally recognized by the conventional reward system, and promotes efficient and effective functioning of an organization. Organizational citizenship behavior has two main facets namely: OCB altruistic and OCB compliance. The compliance aspect implies that things have to be done in a the right and proper way for the sake of the system as opposed to doing them for specific persons that resonates well with the altruistic aspect. Organization citizenship behavior therefore supports the social and psychological environment in which tasks are performed in an organization (Organ, 1997). In essence, OCB encompasses employees' positive and constructive inputs that supports co-workers and benefit an entire organization.
A number of factors influence job satisfaction. These include pay, job security, social...
This is because they are not satisfied with the kind of job they are doing. Pay is a determinant of job satisfaction even though it is not the most influential factor. Employees who have expressed dissatisfaction with the wages organizations they work for pay them are more likely to be dissatisfied with their work (Aslam, 2012).
Job security impacts work related outcomes. An employee who is sure that s/he will not loose his/her job any time in the near future is likely to devote his energy towards performing his work related duties. They are less likely to worry. Worries can be detrimental to an employee's health. Job security is therefore a determinant of an employee's health. Employees who are not guaranteed of their futures in an organization are more likely to look for other jobs that make their future secure. Guaranteeing employee's job security…
References
Aslam, M. (2012). Factors that Influence Job Satisfaction. Retrieved December 31, 2012 from http://pakistanihr.blogspot.com/2012/02/factors-influences-job-satisfaction.html
Organ, D.W. (1997). Organizational citizenship behavior: It's construct cleanup time. Human Performance, 10(2), 85-97.
Article Review Area: Organizational Psychology Source Jam, F. F., Sheikh, A. R., Iqbal, H., Zaidi, B. H., Anis, Y., & Muzaffar, M. (2011). Combined effects of perception of politics and political skill on employee job outcomes. African Journal of Business Management, 5(23), 9896-9904. Retrieved from http://academicjournals.org/article/article1380363658_Jam%20et%20al.pdf Introduction This review will critically assess the aforementioned paper with regard to subject introduction, intellectual plot, methodology, discussion and outcomes. Further, the article will be summarized followed by an
Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and
Applying Organizational Psychology Organizational Recruitment Recruitment is the procedure of seeking out prospects for work and encouraging them to get employment within the organization. Recruitment is the task that connects the companies and the potential candidates. It is a procedure of searching for and drawing in capable candidates for work. The procedure starts when brand-new employees are explored and ends when their applications are given to the company. The outcome is a
" (Irvin, 2005) The notion of utilizing servant leadership to enhance team workgroups to perform such as in the case study scenario is a contemporary viewpoint with empirical evidence to show there is effectiveness in implementing this form of leadership within the organizational development framework. Problem solving within the organizational hierarchy is often relegated to job specific activity to which one may or may not actual solve the problem inherently active in
Industrial and Organizational Psychology shares much in common with several related fields, and there are multiple professional partnership opportunities. The field most closely linked to industrial and organizational psychology, and one that is important to my personal career development, is going to be human resources. As Cascio & Silbey (1979) point out, assessment centers have transformed the nature of human resources and the candidate selection process, helping organizations make more
Organization Behavior "Performance Management" and "People Performance" Performance Management and People "Performance Management" and "People Performance" Management SUMMARY The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over