PCS: Job Characteristics model
What is an attitude? Saal & Knight (1988) define attitudes as "relatively stable affective, or evaluative, dispositions toward a specific person, situation or other entity." They can be positive or negative and sometimes they can be somewhere in between. Since an attitude is a way that one evaluates something, it is important to see how the evaluation and perception of coworker support can be helpful or detrimental within the workplace. Both of these can be very different depending on what employee is asked. Due to the fact that the “support” that one employee receives may not be perceived as the same “support” being offered. This is where the act of evaluating this attitude becomes important. Personally I have experienced this firsthand in the veterinary clinic. When a patient is in need of a jugular vein catheter, it is a task that includes multiple intense steps. I am well versed in these steps and have become very proficient in placing this type of venous catheter. If one of my coworkers is verbally walking through each step, although they may think that they are helping me by reminding me of the steps and where I am in the process, to me, it is actually hindering my ability to keep my thoughts clear on where I am at in the process of placing the catheter and I perceive this “support” as distracting and not helpful where as my coworker has good intentions and thinks they are helping me. My perception of this coworkers support in this instance is quite different than what they think they are giving me.
In order to place PCS into a theory or a model used by organizational psychologists, one-way of doing this is looking at PCS as a resource for a job.PSC can be thought of as a form of feedback, which is a factor from the Job Characteristics Model of motivation. Feedback which is one of the core job dimensions within this model, is linked to the critical psychological state which then leads to the outcomes demonstrated by an employee. These outcomes can include varying levels of motivation, job satisfaction, and performance quality to name a few (Brit & Jex, 2008). Furthermore, supportive colleagues and proper feedback from one’s supervisor or coworker increases the likelihood of being successful in accomplishing one’s work goals. In either case, whether it be through the feedback meeting satisfaction of basic needs or through the accomplishment of goals, the presence of PCS improves employee engagement and satisfaction. On the other hand, without this feedback there is potential for the development of a cynical attitude from the employee towards their work (Bakker & Demerouti 2006). The following model shows how feedback plays an important role in many different outcomes for an employee.
In order to place PCS into a theory or a model used by organizational psychologists, one-way of doing this is looking at PCS as a resource for a job.PSC can be thought of as a form of feedback, which is a factor from the Job Characteristics Model of motivation. Feedback which is one of the core job dimensions within this model, is linked to the critical psychological state which then leads to the outcomes demonstrated by an employee. These outcomes can include varying levels of motivation, job satisfaction, and performance quality to name a few (Brit & Jex, 2008). Furthermore, supportive colleagues and proper feedback from one’s supervisor or coworker increases the likelihood of being successful in accomplishing one’s work goals. In either case, whether it be through the feedback meeting satisfaction of basic needs or through the accomplishment of goals, the presence of PCS improves employee engagement and satisfaction. On the other hand, without this feedback there is potential for the development of a cynical attitude from the employee towards their work (Bakker & Demerouti 2006). The following model shows how feedback plays an important role in many different outcomes for an employee.
Real World Example
PCS can come in the form of positive feedback when an employee does a good job on a project or becomes the one to fix a problem that no one else could figure out. In a veterinary clinic, when a very critical patient comes through the door, the first objective is to get venous access by way of an intravenous catheter (IVC). Normally, this is a simple everyday task for a technician. However due to the critical condition of the patient in shock, their little to no blood pressure makes it very challenging to place an IVC. When a technician is finally able to get the IVC placed on this critical patient everyone working on the patient voices their praise for the technician’s skills and ability to get the IVC placed. This is a form of positive feedback, which can also be perceived as coworker support. The praise the technician has received form the supervisor and other technicians, has caused her to have a more satisfied and motivated attitude at work.
PCS can come in the form of positive feedback when an employee does a good job on a project or becomes the one to fix a problem that no one else could figure out. In a veterinary clinic, when a very critical patient comes through the door, the first objective is to get venous access by way of an intravenous catheter (IVC). Normally, this is a simple everyday task for a technician. However due to the critical condition of the patient in shock, their little to no blood pressure makes it very challenging to place an IVC. When a technician is finally able to get the IVC placed on this critical patient everyone working on the patient voices their praise for the technician’s skills and ability to get the IVC placed. This is a form of positive feedback, which can also be perceived as coworker support. The praise the technician has received form the supervisor and other technicians, has caused her to have a more satisfied and motivated attitude at work.