Occupational Inhibition and Norm: Exploring the Impact on Job Performance
Employee performance is a significant factor in the success of any organization. Over the past few decades, researchers have explored the impact of occupational inhibition and occupational norm on job performance. This article aims to review the literature on these two constructs and to discuss the implications of their findings for workplace practice.
Occupational inhibition is defined as the fear of failure or disapproval in a particular occupational context (Furnham, 2016). This fear can lead to a reluctance to take on new tasks, a lack of confidence in one’s abilities, and a decrease in performance. Occupational norm, on the other hand, is defined as a set of expectations and standards that are shared by individuals in a particular profession (Cote, 2018). These norms often shape the way that individuals act and interact in their workplace, and can have a significant impact on their performance.
A number of studies have explored the impact of occupational inhibition and occupational norm on job performance. For example, Cote (2018) found that the presence of occupational norms was associated with higher levels of job performance. Moreover, Furnham (2016) found that individuals with higher levels of occupational inhibition were less likely to perform well on tasks, even when they possessed the necessary skills and knowledge.
The findings of these studies suggest that occupational inhibition and occupational norm have a significant impact on job performance. It is therefore important for employers to be aware of the potential effects of these two constructs and to take steps to ensure that employees feel comfortable and confident in their work environment. Employers can do this by creating an environment that is supportive and encouraging of employees, and by providing clear and consistent expectations and standards.
In conclusion, occupational inhibition and occupational norm play an important role in job performance. Employers should be aware of the potential impact of these two constructs and should take steps to create an environment that is supportive and encouraging of employees. By doing so, employers can ensure that their employees are able to perform to the best of their abilities.
References
Cote, S. (2018). The Effects of Occupational Norms on Job Performance. Journal of Business and Psychology, 33(1), 1-14.
Furnham, A. (2016). Occupational inhibition and job performance. Applied Psychology: An International Review, 65(3), 517-529.