Affective Events Theory (AET) is a psychological framework that explores how emotional events impact individuals in the workplace. According to AET, emotions play a significant role in influencing employee engagement and performance.
Emotional labor is a term that refers to the effort exerted by individuals to manage their emotions in order to meet the emotional display rules of a particular job or profession.
Goleman’s Emotional Intelligence framework provides a comprehensive understanding of how emotions impact our behavior and interactions in the workplace.
Idealized influence is a leadership behavior where leaders serve as role models for their followers. They gain respect and admiration from their team members by exhibiting high moral and ethical standards, demonstrating a strong work ethic, and consistently acting in the best interests of the organization.
The are numerous risks of staff empowerment, which occurs when employees are given the authority to make decisions and take ownership of their work.
Intellectual stimulation refers to the practice of encouraging employees to think creatively, challenge assumptions, and approach problems in innovative ways.
Authentic leadership refers to a leadership style that emphasizes the genuine and transparent behavior of leaders.
The Job Demand-Control (JDC) Model is a widely recognized framework in occupational health psychology that examines how job demands and the level of control or decision latitude employees have affect their stress levels and job satisfaction
Cognitive Resource Theory, developed by Fred E. Fiedler and Joseph E. Garcia, focuses on how individuals allocate their cognitive resources in the workplace.
In businesses, groupshift refers to the tendency of a group to make more extreme decisions than an individual would make alone.