7 THEORY ORGANIZATION BEHAVIOUR - Coggle Diagram
7 THEORY ORGANIZATION BEHAVIOUR
SOCIAL EXCHANGE THEORY
SET in Organization Behaviour
Multiple Level of analysis
Negative Value and Tangible
Positive value and Intangible
SELF - DETERMINATION THEORY
Positive human trend move toward development
Core need : Autonomy,competence and relatedness
Focus on motivation
ECOLOGICAL SYSTEM THEORY
Exosystem it incorporates other formal and informal social structure.
Defined as the set of overreaching beliefs, values and noms are as reflected by culture.
Mesosystem comprises the linkage and process taking place within and across system
Chronosystem is system consists of all the environmental changes that occur over the lifetime.
Microsystem is where individual directly interact and involve with different actors.
EFFORT REWARDS IMBALANCE
ERI & ORGANIZATIONAL BEHAVIOUR
Social exchange,reciprocity principle,employees conttribute their effort gain rewards
Due to imbalance between high effort and low rewards , the employee rewards were threatened
Effort reward imbalance model is more focusing on overcommitment, effort and rewards for individual.
CROSOVER - SPILLOVER THEORY
2 Elements Spillover
Indirect/Direct interaction process
Differences spillover, Crossover
Stress at Workplace, Stress at Home
Spillover/ crossover is more focusing on transmission of stress from one domain of to another domain
APPLYING CONTEMPORARY THEORY (CRT)
CAROLLARIES OF COR
Individuals who lack resources are not only more vulnerable to resource loss but the initial loss begets future loss.
Individual who posses resources are both more capable of gain and that initial resources gain begets further gain
individuals who lack resources are likely to adopt a defensive posture to guard their resources
Individuals who lack resources are likely to adopt a defensive posture to guard their resources.
Applying COR THEORY
Inital loss begets future loss
Principle of resource loss dominance
Resource Gain Spirals
Principle of resource investment
CONSERVATION OF RESORCE THEORY
Personal (key skill and personal trait)
JOB DEMAND RESOURCES THEORY
Job Resources mostly effect motivation when job demands are elevated
Personal resources (self efficacy)
The effect of hob demands can be cushioned by job resources.
Job strain has a negative effect on job performance and motivation has a job positive effect on job performance.
JD-JD Involve different process (Health Impairment,motivational process).
Workers who are motivated by their work are prone to use job crafting behaviour,thus lead to higher level of job resources and personal resources and higher degree of motivation
Job characteristic can be categorized.
Employees who are strained by their work are prone to potray self- undermining behavior, thus lead to higher degree of job demands and higher degree of job strain.
THE EIGHT PROPOSITIONS JD-R:
Conservation of resources model
Effort-reward imbalance model
Job Characteristic model
Demands -control model