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WORK SPECIFIC LOCUS OF CONTROL AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL STRESSORS AND JOB RELATED WELL BEINGRESEARCH 1 BY KANE PRIYA MOHANPresented in partial fulfillment of the requirements
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01
Understand what work locus of control is: Work locus of control refers to an individual's belief about the factors that influence their work outcomes.
02
Complete a work locus of control assessment: There are various assessment tools available online that can help you identify your work locus of control orientation.
03
Reflect on your results: Once you have completed the assessment, take some time to reflect on the results and how they align with your beliefs and experiences.
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Identify areas for improvement: If your work locus of control is not aligned with your desired outcomes, identify areas for improvement and develop a plan to address them.
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Seek feedback and support: Don't hesitate to seek feedback from colleagues, mentors, or career coaches to help you develop a more positive work locus of control.

Who needs work locus of control?

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Anyone who wants to understand their beliefs about the factors that influence their work outcomes.
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Individuals looking to improve their job satisfaction and career success.
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Professionals seeking to enhance their leadership skills and ability to influence their work environment.
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The work locus of control refers to the extent to which individuals believe that they can control events affecting them in a work environment. It is often categorized into internal locus of control, where individuals feel that their efforts directly impact their outcomes, and external locus of control, where individuals feel that external forces, like luck or fate, dictate their success.
Typically, employees or organizations that are required to report performance outcomes for compliance or evaluation purposes need to file a work locus of control assessment, especially in environments that emphasize accountability and performance metrics.
To fill out a work locus of control assessment, individuals usually answer a series of statements or questions regarding their beliefs about control in the workplace. Responses are typically on a Likert scale, indicating the degree of agreement or disagreement with each statement.
The purpose of work locus of control is to understand how individuals perceive their ability to influence work outcomes, which can affect motivation, job satisfaction, and overall performance. It helps organizations identify areas for development and can inform training and support strategies.
Typically, the information required includes responses to assessment items that gauge perceptions of control over work-related outcomes, demographic information, and any relevant performance data that may correlate with locus of control findings.
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