The Identity Crisis of I-O Psychologists
Industrial and Organizational Psychologists discuss how the field can continue to remain relevant and add value to organizations, despite the ongoing challenges that threaten its identity.
Industrial and Organizational Psychologists discuss how the field can continue to remain relevant and add value to organizations, despite the ongoing challenges that threaten its identity.
Research finds that organizations and employee beliefs combine to influence how employees act at work.
Cognitive ability is one of the best predictors of employee job performance across jobs, but there are other important organizational outcomes besides job performance that cognitive ability may not predict as favorably. One such possibility is voluntary turnover. Unfortunately, previous attempts at linking cognitive ability to voluntary turnover have shown that
Research finds that psychological contract breaches can lead employees to become less creative at work.
Researchers investigate the specific factors that increase transfer-of-training among employees. What works and what does not?
Research finds that tenure is not the magic bullet for predicting employee job performance. Still, there may be some benefits to tenure, especially when employees are early on in their careers.
Research shows that customer satisfaction survey responses tend to be biased against females and minorities. What can organizations do about this?
Researchers find that many previous studies on evidence-based management are not based on sound or rigorous research. What can I-O psychologists do to improve this situation?
Researchers investigate the importance of employee recovery while off the job, and explain how it can lead to increased productivity while on the job.
Researchers discuss how selection tests are evaluated for bias or unfairness. They explain that a common statistical technique may lead to misleading results for practitioners.