INTRODUCTION:
Occupational health’s main focus is on the “development of work organizations and working cultures in a way, which endorses safety and health at job and also promotes smooth operations and a positive social climate and may increase productivity of the undertakings (Joint ILO/WHO committee on occupational health, 1950). Employers should promote such working environments which reduced medical cost and motivate employees by providing healthy and safe work environment because increased job performance of workers associated with healthy and safe work environment. “Psychosocial work environment” is one of the most critical predictors of job performance which is showed by two famous psychosocial job stress models for example “Job demand-Control” …show more content…
According to AET theory, employees’ emotions and moods are guided by the events that occur at workplace. The theory explains that if employees’ expectations are not met by the employers their job satisfaction level goes down and they will not show the positive behavior at work. AET also explains different employee behaviors like organizational citizenship behavior counter productive work behavior and job withdrawal. In short, when employees face uplifts (receiving an award) or hassles (dealing difficult clients) at work their intention to quit or continue depends upon their moods, emotions and thoughts linked with the satisfaction they derive from their workplace. If workers are not satisfied, they will not show the positive behavior because unmet expectations cause psychological contract breach. Emotions help to explain the organizational citizenship behavior and counterproductive work behavior for example emotions about one’s job. Organization always required workers who not only show the high level of performance in their tasks but they also engage in behavior that is not directly required from formal job descriptions (Bolino &Tumely, 2005). Organizational citizenship behavior is highly valued by the employer (Organ, Podsakoff, Mackenzie, 2006). On the other hand counterproductive work behaviors are less …show more content…
Due to excessive job demands the pressure will increase on employees that they do not expect from the organization so due to this psychological contract breach occur and employee will show the negative behavior like CWB. On the other hand job resources decrease the pressure on employees because their expectations regarding job are met by the employer so PCB will not occur and they will show the positive behavior like OCB.
OBJECTIVES AND AIMS:
The first objective is to check the relationship between job demands and OCB.
The second objective is to investigate the relationship between job resources and CWB.
The third objective is to investigate the relationship between job demands and OCB with mediating role of psychological contract breach.
The fourth objective is to investigate the relationship between job resources and CWB with mediating role of psychological contract breach.
The fifth objective is to investigate the relationship between job demands and CWB with mediating role of psychological contract breach.
The sixth objective is to investigate the relationship between job resources and OCB with mediating role of psychological contract
Occupational health’s main focus is on the “development of work organizations and working cultures in a way, which endorses safety and health at job and also promotes smooth operations and a positive social climate and may increase productivity of the undertakings (Joint ILO/WHO committee on occupational health, 1950). Employers should promote such working environments which reduced medical cost and motivate employees by providing healthy and safe work environment because increased job performance of workers associated with healthy and safe work environment. “Psychosocial work environment” is one of the most critical predictors of job performance which is showed by two famous psychosocial job stress models for example “Job demand-Control” …show more content…
According to AET theory, employees’ emotions and moods are guided by the events that occur at workplace. The theory explains that if employees’ expectations are not met by the employers their job satisfaction level goes down and they will not show the positive behavior at work. AET also explains different employee behaviors like organizational citizenship behavior counter productive work behavior and job withdrawal. In short, when employees face uplifts (receiving an award) or hassles (dealing difficult clients) at work their intention to quit or continue depends upon their moods, emotions and thoughts linked with the satisfaction they derive from their workplace. If workers are not satisfied, they will not show the positive behavior because unmet expectations cause psychological contract breach. Emotions help to explain the organizational citizenship behavior and counterproductive work behavior for example emotions about one’s job. Organization always required workers who not only show the high level of performance in their tasks but they also engage in behavior that is not directly required from formal job descriptions (Bolino &Tumely, 2005). Organizational citizenship behavior is highly valued by the employer (Organ, Podsakoff, Mackenzie, 2006). On the other hand counterproductive work behaviors are less …show more content…
Due to excessive job demands the pressure will increase on employees that they do not expect from the organization so due to this psychological contract breach occur and employee will show the negative behavior like CWB. On the other hand job resources decrease the pressure on employees because their expectations regarding job are met by the employer so PCB will not occur and they will show the positive behavior like OCB.
OBJECTIVES AND AIMS:
The first objective is to check the relationship between job demands and OCB.
The second objective is to investigate the relationship between job resources and CWB.
The third objective is to investigate the relationship between job demands and OCB with mediating role of psychological contract breach.
The fourth objective is to investigate the relationship between job resources and CWB with mediating role of psychological contract breach.
The fifth objective is to investigate the relationship between job demands and CWB with mediating role of psychological contract breach.
The sixth objective is to investigate the relationship between job resources and OCB with mediating role of psychological contract