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¶ … workplace is anchored in the realm of the financial, we are inclined to use economic models to study it. However, while certainly economics and business in many ways make good partners, if we are interested in understanding how it is that businesses work on a day-to-day basis we must be at least as interested in understanding the social and psychological elements the obtain in the workplace as we are interested in economic models. The research described in this proposal outlines a strategy for obtaining a clearer understanding of the importance of the socio-psychological relationships among individuals in an organization and the reasons why some organizations foster both higher levels of worker satisfaction as well as higher levels of organizational commitment (while some must be content with one or the other and some with neither.)
Central to this research design is a reliance on a workplace social exchange network model. This model incorporates a number of different perspectives to create a more integrated conceptualization of the many - and many different kinds - of social exchanges that occur continuously in the workplace. These include the exchanges between and among individuals (especially those on work teams) between workers and their supervisors and between individual workers and the organization itself.
While much of current research focuses on one or another of these three different types of exchanges, this research is designed to consider all of them on the grounds that it creates an artificial distinction between these different types...
Workers themselves blend these different interactions together, and so should research design. It is not, of course, that workers are incapable of distinguishing how they feel, for example, about their supervisor from how they feel about their colleagues or the company as a whole. Rather, it is the case that workers combine their feelings (based in large measure on the compilation of thousands of examples of social interactions) about their co-workers, their supervisors and their firms to create an internal composite that expresses their overall satisfaction with their job. The goal of this research is both to determine the individual components that go into overall feelings of worker satisfaction and loyalty as well as to understand the dynamics of how they all work together.
The scope of this research will be three "average" large workplaces, each with about 100 workers. Both hourly workers and as well as their salaried managers will be surveyed and interviewed to determine their understanding of the social interactions that take place in their workplaces. This research is designed both to elicit the "native" (or emic, to use the ethnographic term) perspective on how small social exchanges add up over time to create an overall sense of satisfaction or dissatisfaction with their work and their firms as well as to create an "etic" or outside perspective on the causes of worker satisfaction (or the lack thereof).
Both qualitative as well as quantitative methodologies will be used in this research, which should result in findings that…
" (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
history of science has existed for many decades. This is considering that it is a well-established discipline of scholarly research. The scholarship of science initially concentrated on the physical and the biological sciences. However, it now includes both social and behavioral sciences. Some psychologists and scholarly researchers like George Sarton brought a call for a history of psychology. "Introduction to the History of science" is one of his articles
Organizational Psychology Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of
Organizational Psychology An interesting subfield, organizational psychology is that portion of Industrial/Organizational Psychology which concerns itself with understanding social processes within organizations (Jex, 2002). Further, it is an applied psychology in that organizational psychologists use the information regarding social processes within organizations to improve the effectiveness within those organizations (Jex, 2005). Organizational Psychology has evolved from a variety of related disciplines and as a result of various influences (Koppes and Pickren,
Industrial/organizational psychology, or I-O psychology as it is abbreviated, has gone from being a little known branch of psychology to one that is studied and used by many. Although the concept and the idea of I-O psychology began in the early 1900s, it was not until after World War II that it gained prominence and attention from everyone in the psychology world (Aamond 2009). The idea behind the study of
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