Social Cognitive Theory And The Theory Of Control, Job Satisfaction, And Performance

In the case study titled Walt Henderson, Walt Henderson works for a drafting company along side thirty other technicians that are supervised by two inspectors. Walt is demonstrating issues of a negative or unfavorable attitude at work. According to this class’s textbook “Attitudes are evaluative statements – either favorable or unfavorable – about objects, people, or events” (Robbins, and Judge 66). The study at hand, shows that Walt is a hard working individual that at times takes his work home to ensure projects are completed on time. In doing so, he finishes work quickly at the job and proceeds to work on personal matters in the office. Walt believes that because he completes his work early by using his personal off time that he has the right to work on personal matters in the work place. Doing personal work at the work place violates some of the rules of the work place and has been instructed to him by his supervision on the matter in the past. This paper will answer a few questions that are: What is Walt Henderson’s attitude toward work? What are the main components of Walt Henderson’s attitude toward work? If Walt Henderson becomes dissatisfied in his work, what is he likely to do about it: exit the organization, voice his dissatisfaction, remain loyal, or neglect his work? And lastly, what can Walt Henderson’s supervisor do to ensure Walt’s job satisfaction without endangering

Social Control Theory The social control theory is unlike most criminology theories that attempt to explain why people engage in criminal behavior. Instead, the philosophical framework of this approach focuses on the justifications of why people obey the laws and rules. This unique perspective attempts to provide rationales for how behavior conforms to expected and accepted social norms. The philosophical framework surrounding social control theory is the belief in free will and how individuals are responsible for their own choices.

This study deals with the impact of furloughs on non-furloughed federal worker's job satisfaction levels. Furlough is a budgetary problem that impact government programs and services by increasing workloads and absenteeism to the identified non-furloughed federal workers. The threat of furlough and furlough itself is a problem to the organizations in the form of poor performances; increase work stressors and emotional strain. The problem to be addressed is the negative impact of furloughs on non-furloughed federal workers, predominately GS employees and excepted contractors. The purpose of this study is to examine the negative impact of furlough on the job satisfaction levels of the identified non-furloughed federal workers. To help non-furloughed

The effects of a federal government shutdown moderate the risk of delays in pay, furlough, and adverse work volition affecting “non-excepted” contractors’ WLOC relating to job performance, and job satisfaction (Schwellenbach, 2013; Sprung & Jex, 2012). The WLOC, job performance, and job satisfaction will be further examined in their respected sections. Lyer (2014) expressed that this conflict endemic to budgeting correlates with the federal officials’ and defense contractors lack of shared goals link to realistic group conflict theory. Insko et al. (1992) argued realistic group conflict theory is not relative to the lack of shared goals but is directly

H3b. There is a negative relationship between WLOC, job satisfaction, and job performance when “non-excepted” government contractors are furlough.

Throughout time humans have known the difference between right and wrong. For decades scholars have been asking where this perception has come from, many have created theories about the topic while others have combined theories to get a better insight. The reason behind this is to create a better understanding as to why people commit crimes. With all the theories that seem to be possible, two of them seem to be the most popular: social control theory and social learning theory. Although they have their similarities and differences, the social control theory and social learning theory bring a better understanding to the world of criminology and the reasoning behind why people commit crimes. Social learning theory focuses on factors that

Social Control theory is a criminology perspective that attempts to explain the distribution of crime and delinquency among individuals, groups and societies. Control theories begin by assuming that behavioral behavior is problematic, and try to understand the forces that compel the majority of people, most of the time, to behave in a non-criminal way. The theory of self-control locates the basis of behavior according to the bonds that are formed at the beginning of life between parents or other caregivers and children. These social bonds develop toward the tendency to regulate individual behavior in terms of the negative consequences of actions. The theory of self-control has connections with theories of self-regulation and with problematic

Socialization is the relationship people have to important social processes, which includes education, family and peer relations (Siegel, 2015). Proper socialization leads to conformity, while improper socialization leads to nonconformity. Both theories are traced from the Sociological Criminology. Sociological Criminology was developed by Emile Durkheim in which he thought crime had a relation to social and environmental factors. According to Siegel (2105), “Durkheim thought that crime was normal because it is virtually impossible to imagine a society in which criminal behavior is absent” (p.11). Social control is a sub theory of Social process theory. Social process theory focuses its attention on

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

. In especially, Ajzen & Madden, (1986) and Chang (1998) defined that perceived behavioral control estimates the perception of how well one can control factors that may facilitate/restrain the actions needed to do with a specific situation. Perceived behavioral control is defined to be a function of control beliefs (CBs) that point to one’s perception of the presence/absence of resources/opportunities required to perform a specific behavior, and his/her estimation of the level of importance of such resources/opportunities for the accomplishment of outcomes. Moreover, many studies have explained that people’s intention/behavior is positively affected by their self confidence in their ability to perform the behavior (e.g., Baker et al., 2007;

Social Cognitive Theory (SCT) is selected for the PHM program because it describes a dynamic process in which people learn their behaviors based on the influence of others’ actions and the benefits of those actions (Theories At A Glance, 2005). One of the main constructs of SCT is reciprocal determinism, which means “behavior changes result from an interaction between the person and the environment; change is bidirectional.” (Hong, Robertson, Catanzarite, & Mccall, p.12, 2011). The students’ behaviors and attitudes regarding suicide can be shaped through the cooperating with their PHMs. To involve the community with community-based knowledge and experience, the PHMs will address mental health and emotional wellness issues through outreach educational

The purpose of this study is to determine if there is a relationship between a person’s direction of their locus of control and their managerial style. More specifically, their managerial style as it pertains to the Managerial Grid® created by Blake and Mouton, and the Six Styles of Management developed by the HayGroup. The objective is to ascertain how influential the personality and self-esteem implications of a person’s locus of control is on their effectiveness in a managerial role.

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Head administrators or lead managers will be notified with a study’s proposal package, which includes the study’s purpose, procedures, and benefit factors along with a consent form attached to obtain permission to proceed with the study. A second consent form will be mailed out to participants that were randomly selected then will be asked to return the form 48-hours of receipt to the return addressee. Web-based survey questionnaires generated through survey monkey will be administered to the participants with options of completing the survey at their workstations or at home. In addition, no personally identifying information (PPI) will be collected. Participants will complete the online survey questionnaire generated by using survey monkey, which will include closed ended questions on absenteeism, task performance, productivity, commitment, workloads, WLOC, and work environment, post furlough. Survey questionnaires will be customized to target the individual- and organizational-levels perception on the negative impact of furlough within their organization. Some limitations on the survey questionnaires include: privacy, flexibility, no open-ended questions, time constraint, and quick turnaround. No interviews will be conducted in this non-experimental quantitative study. The participants’ responses to the questionnaires could address how negatively furlough impacts their organizations, so that future planning for and implementation for furlough guidance and