Knowledge regarding the possible association between supervisor-employee relationship and job performance would enable the implementation of more effective systems for management, and subsequently, better productivity for the company through increased job performance.
This assessment seeks to evaluate examples from current research to understand the relationship between four dimensions of employee-supervisor interaction [perceived organizational support (POS), trust in the supervisor (TS), leader-member exchange (LMX), and reward systems (RS)], and employee job performance.
Human factors is an interdisciplinary area of psychology that focuses on a range of different topics including ergonomics, workplace safety, human error, product design, human capability, and human-computer interaction.
In fact, the terms human factors and ergonomics are often used synonymously, with human factors being commonly used in the United States and ergonomics in Europe.
Research on the associations of these variables shows varied results because of the difficulty in ruling out extraneous variables in the workplace.
However, researchers generally agree that POS can act as a foundation for interaction with supervisors that allows other beneficial constructs, such as trust, to begin to develop.
Some of the most common responsibilities of supervisors are to delegate work, and to give information or advice to subordinates.
In acknowledging that it is the duty of supervisors to ensure that employee job performance is at maximum potential, it would be advantageous for managers in all trades and industry sectors worldwide to understand what types of employee-supervisor interactions are associated with employee job performance.
Human factors psychologists often conduct research on specific topics to solve real-world problems that impact human performance.Human factors works to apply principles of psychology to designing products and creating work environments that boost productivity while minimizing safety issues.This discipline differs a great deal from areas such as clinical psychology or counseling psychology and it does not focus on understanding individuals or on psychological problems.Be sure to assess, separately with thorough explanations, the utilitarian and deontological considerations.DO YOU THINK IT IS MORALLY ACCEPTABLE FOR AN EMPLOYER TO MAKE RULES AGAINST DATING IN THE WORKPLACE?