Concepts[ edit ] There are multiple conceptualizations of psychopathy,  including Cleckleyan psychopathy Hervey Cleckley's conception entailing bold, disinhibited behavior, and "feckless disregard" and criminal psychopathy a meaner, more aggressive and disinhibited conception explicitly entailing persistent and sometimes serious criminal behavior. The latter conceptualization is typically used as the modern clinical concept and assessed by the Psychopathy Checklist. Efforts have therefore been made to clarify the meaning of the term. Low fear including stress-tolerance, toleration of unfamiliarity and danger, and high self-confidence and social assertiveness.
Basic problems are quite variable, following the investigator's interests. Examples include research on methods of behavioral measurement, communication, motivation, social interaction, and leadership.
Applied problems and activities are oriented around scientific solutions to human problems at work. These latter problems and activities include but are not limited to: Recruitment, Selection and Placement: Analyzing jobs and work, developing recruitment procedures, developing selection procedures, validating tests, optimizing placement of personnel, and identifying management potential Training and Development: Identifying training and development needs, formulating and implementing training programs, coaching employees, evaluating the effectiveness of training and development programs, and planning careers.
Developing criteria, determining the economic utility of performance, and evaluating organizational effectiveness. Motivation and Reward Systems: Developing, implementing, and evaluating motivation and reward programs such as goal setting programs or pay-for-performance plans. Analyzing organizational structures and climates, maximizing the satisfaction and effectiveness of individuals and work groups, and facilitating organizational change.
Quality of Work Life: Assessing consumer preferences, evaluating customer satisfaction with products and services, and developing market segmentation strategies. The Structure of Work and Human Factors: Designing jobs and work, optimizing person-machine effectiveness, and developing systems technologies.
In regard to the assessment of worker characteristics, these procedures would include tests and other means for evaluating more stable individual differences such as cognitive abilities, personality characteristics, values, and physical abilities and more transient characteristics or work behaviors.
In addition, numerous procedures have been developed for analyzing the content and human requirements of work, collectively referred to as job analysis procedures.
With respect to the evaluation of work context variables, procedures have been developed to assess and effectively manage organizational culture and climate, organizational reward systems, and the design of organizations. For instance, the former document specifies the principles of good practice in the choice, development, evaluation, and use of personnel selection procedures.
This volume provides guidance with respect to ethical issues in personnel selection, organizational diagnosis and intervention, managing consulting relationships, research, professional certification and training, and professional behavior.
Atonio as they apply to the practice of psychology in organizations. For assessing jobs and work, knowledge of alternative methods for describing work and the human attributes necessary to perform the work is needed. In regard to assessing performance, knowledge of subjective and objective measures of job performance is required.
Assessing the content of work via job analysis procedures for the purpose of developing performance appraisal procedures. Assessing the human requirements of work via job analysis procedures for the purpose of developing or identifying personnel selection procedures. Assessing individual characteristics via psychological tests, interviews, work samples, and other means for selecting individuals into jobs and career development.
Assessing employee knowledge, skill or work performance via a host of evaluation procedures for the purpose of identifying training needs. Assessing employee perceptions of work environment characteristics via survey procedures for the purpose of managing an organizations climate.
Implementing a form of programmed instruction, ranging from printed booklets to interactive videotapes to computer-assisted instruction programs, designed to develop employees declarative and procedural knowledge.
Conducting simulation training for the development of technical skills in controlled and safe environments. Conducting frame of reference training for raters who appraise others, where the raters are given a common and consistent frame of reference on which to make judgments.
Implementing process improvements and job enrichment, efforts to expand a workers role in planning, improving, and performing their work.Psychological empowerment was defined from the perspective of the individual employee, and a measure was developed using three different samples. The psychologically empowered state was considered to be a cognitive state characterized by a sense of perceived control, perceptions of competence, and internalization of the goals and objectives of the organization.
We propose that job complexity indirectly affects proactive and responsive creativity of employees by promoting psychological empowerment and cognitive overload, respectively. The ambiguity tolerance of employees is hypothesized to moderate the indirect effects of job complexity on the two types of creativity.
Based on the above three major psychological facets of power, a working definition of psychological empowerment can be proposed as follows: the psychologically empowered state is a cognitive state characterized by a sense of perceived control, competence, and goal internalization.
Psychopathy is traditionally a personality disorder characterized by persistent antisocial behavior, impaired empathy and remorse, and bold, disinhibited, and egotistical traits. It is sometimes considered synonymous with kaja-net.coment conceptions of psychopathy have been used throughout history that are only partly overlapping and may sometimes be contradictory.
Psychological empowerment in the workplace empowerment: Construct definition, measurement, and kaja-net.comy of Management Journal. ; - Google Scholar, Crossref Autonomy at work: A socio-technical analysis of . A comprehensive review of positive psychology. Positive psychology.
William D. Tillier; Calgary Alberta; Update: Under construction.