How a Sense of Calling Can Affect Career Decisions

New research reveals that having a strong sense of ”calling” early on in life may help later in navigating the tension between choosing the career you want versus choosing one for financial stability and job security. When a sense of calling is stronger earlier in life, perceived ability plays a greater role than actual ability when it comes to actually pursuing a challenging career. [Read More]

Using Organizational Socialization Tactics to Help Newcomers Adjust

New research shows that certain organizational socialization tactics can help reduce newcomer anxiety and foster a greater sense of competence on the job. When socialization tactics enable the building of trusting relationships, organizations can facilitate greater organizational commitment among newcomers. [Read More]

Age-Inclusive HR Practices Lead to Improved Organizational Outcomes

Recent demographic shifts in the population have HR practitioners scrambling to face the challenge of managing an increasingly age-diverse workforce. A new study shows that employing age-inclusive HR practices may improve organizational outcomes and promote employee retention. [Read More]

Abusive Supervision may have Roots in Childhood

Abusive supervision is a nasty common occurrence in the modern workplace. New research shows that supervisors are more likely to be abusive if they were exposed to family-related aggression as a child, especially if the supervisors are also “ruminators”. What can organizations do about it? [Read More]

How to Be Fair to Employees without Feeling Drained

Acting fairly can actually have negative consequences at work. A recent study shows that fairness can drain the internal resources of those trying to be fair. However, organizations have ways to help replenish internal resources, both for their benefit, as well as the benefit of employees. [Read More]

How to Fix the Negative Relationships that Affect Team Performance

Teams are used by all organizations, but they can be hurt by negative relationships that occur between team members. New research has found that organizations can encourage team members to support each other, and also design work so that team members rely on each other. These can help mitigate the negative effects caused by negative relationships. [Read More]

Proactive Employees Need Political Skills to Succeed

Are proactive employees always evaluated as good performers? A new study shows that when proactive personalities are combined with low levels of political skill, it may have a negative effect on supervisory evaluations. [Read More]

Flow at Work: Recovery Affects Whether Employees will “Be in the Zone”

Experiencing workplace flow is like “being in the zone” and it increases productivity and performance. This study found that feeling recovered impacted the experience of flow during the day, highlighting the importance of recovering from spending energy at work. [Read More]

Developmental Job Experience Might Not Be for Everyone

Many companies give employees developmental assignments to facilitate on-the-job learning and leadership skill development. Although these assignments can increase the advancement potential of employees, they may lead to stress-related unpleasant feelings, which increase turnover intention in those with low emotional intelligence. [Read More]

Death Anxiety is Related to Burnout and Other Organizational Problems

Death scares some people more than others. New research shows that employees who have higher levels of death anxiety also experience more negative outcomes at work, such as increased burnout and absenteeism. Is there anything we can do about it? [Read More]