The Big Five Model in Relation to Job Performance:A New Look at Organizational Psychology

The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.

The Relationship Between Job Burnout and Psychological Contract of Employee from the Perspective of Organizational Psychology

In a fast-paced career,employees are facing more and more pressure,and job burnout caused by long-term work pressure has become the main reason for many employees to leave.If the job burnout can’t be effectively resolved,it will have a great impact on personal future development and the good running of the enterprise.Starting from the perspective of organizational psychology,this study investigates 200 employees on their psychological contracts and job burnouts to discover the relationship between them that people are most concerned about at the moment,so as to propose some reasonable suggestions to improve the employee job burnout and enhance the mutual identification between employee and the company.The research results show that job burnout and psychological contract show a critically negative correlation;the stronger the psychological contract,the lower the probability of employee job burnout.In addition,the establishment of a strong psychological contract between the company and the employee can effectively reduce the employee’s job burnout,thereby ensuring the mutual benefit of the employee and the company.

Self-regulation and Emotional Resilience in the Workplace.A Systematic Review

The current project provides a systemic literature review on the self-regulation theory analyzing the history,the main concepts,and an integrated model of analyzing the theory.Following,emotional resilience is described and linked with the self-regulation theory proving their connection,through emotional regulation.The literature review provides tangible resources for individuals to understand and apply in everyday life tactics that will assist them in fostering greater emotional resilience in the workplace,utilizing the self-regulation theory.Finally,a brief discussion is provided in terms of how to evaluate critically the concepts mentioned while limitations and future research are also indicated.This paper aims to invite conversation and collaboration in discovering a relatively new field that could in the future reimagine the workplace.