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Can your personality effect how well you adapt to changes in the…

In an ever-changing business world, the ability to adapt quickly to changes in the workplace is incredibly valuable to employers. A new study on “Personality and Adaptive Performance at Work” examines how emotional stability and ambition influence an employee’s ability to handle change. Ultimately, it found that personality was one of several key factors that determine how people adapt. [Read More]

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Why Try to “Fit” In at Work? The Importance of Work Engagement…

As organizational restructuring and downsizing lead to tougher competition for jobs, it’s become more crucial than ever for organizations to maximize each employee’s person-job fit. A new study finds that highly engaged employees tend to increase their own person-job fit by changing the physical and interpersonal attributes of their work in order to meet the needs of the position. In other words, they work harder to fit in better. [Read More]

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How Organizations Can Fast-Track Transitioning Leaders

Employees transitioning into leadership roles need to quickly adapt to new expectations and responsibilities– skills that often come from experience. But a new study suggests that supervisors facilitate leader development, both by showing great leadership during the training phase and by telling crucial info on areas of responsibility and reporting channels right up front. [Read More]

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Top 5 Most Popular Article Reviews – February & March 2014

For 2014, I/O at Work is trying something new. We will be listing our top 5 most popular article reviews by month. Since February was such a short month, we’ve combined it with March. Our list might surprise you so check it out and let us know what you think! [Read More]

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How a Structured Employment Interview Can Make a Difference

When structured properly, a job interview can help predict various aspects of employee performance even better than cognitive and personality tests. A new study examines how a Structured Employment Interview should be conducted for maximum benefit, suggesting pre-set questions and a set rating scale for responses. [Read More]

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A Climate for Inclusion & Diversity: Evidence that Being Inclusive Pays Off

Gender diversity in the workplace can fuel insight and creativity. But how do you avoid conflict? New research shows that department managers can maximize the advantages of gender diversity and minimize conflict by establishing a Climate for Inclusion, which means employees are treated fairly, valued, and allowed to weigh in on core decisions. [Read More]

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How Service Employees React to Mistreatment by Rude Customers

We’ve all seen employees in the service industry subjected to abusive behavior by rude customers. A new study by Ruodan Shao and Daniel P. Skarlicki finds that employees’ reactions to mistreatment by customers varies in individualistic and collectivistic cultures. It also suggests several solutions for dealing with the stress such rude treatment often causes. [Read More]

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Employee Voice: How to Find People who will Speak Up

When problems arise in the workplace, employee voice often provides the corrective feedback needed to fix them. A new study on “Doing Right Versus Getting Ahead” finds that duty-oriented employees may be more likely to speak up than achievement-oriented employees, and suggests ways that organizations can empower team players. [Read More]

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How Positive Events Can Impact Work-Related Stress

Everyone knows that stress can cause health problems such as high blood pressure, depression, and exhaustion. But a new study found that positive events such as a compliment from a supervisor or achieving a work-related goal can go a long way toward improving employee health, suggesting that “positive intervention” can lead to less work-related stress. [Read More]

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Are You Promoting Work Engagement, or Workaholism?

There’s a fine line between work engagement and workaholism. The former can lead to positive, dedicated employees; the latter can lead to burnout, bad attitudes, and quitting. Youngkeun Choi examines the differences between the two, offering organizations guidance on encouraging work engagement and discouraging workaholism. [Read More]