The Psychology of Unemployment: Can Personality Change?
What is behind the psychology of unemployment? As evidenced by personality psychology literature, individuals vary in their patterns of thinking, feeling, and behaving. It is theorized that personality develops during the first 30 years of life, and then stabilizes during later adulthood. However, there is debate among personality psychologists on whether certain life events—like unemployment—can alter one’s personality later in life.
The Recipe for Creating Proactive Employees
Employers seek proactive employees – those who will initiate positive change in the organization. However, not much is known about how to build and sustain proactivity in the workplace. One perspective is that adaptability is important for being proactive later on. Adaptability is adjusting and changing your behavior when a change occurs. The current authors (Strauss, Griffin, Parker, & Mason, 2015) argue that adaptability is important for knowledge acquisition, increasing change-related self-efficacy, and maintaining positive relationships. Through these mechanisms, adaptability may lead to greater proactivity at a later time.
Working From Home: Telework Can Keep Employees Happy
Moving from the barriers of the cubicle to working from home, also called telework, is a technology-based advancement that is relatively new to the world of work. It is estimated that one in four Americans telework, which basically refers to working from home or another convenient location based on an employee’s residence. The increasing popularity of teleworking within the past three decades has lead to a plethora of research on the topic. This research reveals mixed findings on the employee-related outcomes of teleworking.
Several studies suggest that telework has a positive relationship with job satisfaction, work-family balance, stress reduction, autonomy, and reduced intention to turnover. However, teleworking can also lead to perceptions of professional isolation, exclusion from the workplace, family-to-work interference, and increased dissatisfaction among coworkers. Despite the mixed findings on the outcomes of teleworking, there has been limited research comparing how employees feel, or their affective well-being, when teleworking versus working from the office.
The Hidden Danger of Narcissistic Leaders
Narcissistic leaders can bring down an organization even when they are trying to build it up. Work by Galvin, Lange, and Ashforth (2015) uses extant organizational research findings to propose a new theory that may explain why this is so. They say that something called narcissistic organizational identification is to blame, and they demonstrate several ways that it happens and discuss how we can make sure this phenomenon doesn’t end up ruining businesses.
Goal Orientation: Helping Team Performance or My Own Performance?
Not all people are motivated by the same things, and goal orientation is one way that psychologists classify what makes people tick. You might think of goal orientation as the basic underlying goal that explains what you do and why you do it. New research (Dietz, van Knippenberg, Hirst, Restubog, 2015) shows how a certain type of goal orientation can only sometimes help performance, depending on the situation.
How to Survive Toxic Work Relationships by Thriving
How can we possibly survive toxic work relationships? After all, the workplace is replete with human interaction and relationships: employees actively communicate with coworkers and supervisors in both one-on-one and team settings to complete tasks and projects. However, not all workplace relationships are positive; some are downright de-energizing. A relationship is characterized as de-energizing when it is both negative and draining, and this type of relationship can have serious implications for employees.
Effective Negotiation: When Does Expressing Sadness Work?
People are always claiming to know what factors contribute to effective negotiation, but a new study shows that expressing sadness can work in certain situations. The authors begin with a really interesting anecdote to illustrate:
Manager Personality Can Lead to Organization-Wide Performance
Is personality related to job performance? This classic I-O psychology question is still debated today, and thanks to the latest research, clearer answers are emerging. A new study (Oh, Kim, & Iddekinge, 2015) shows that the manager personality is related to important organization-wide outcomes. This finding has clear implications for selection of organizational leaders.
Which Type of Personality Leads to Workplace Safety?
Workplace safety is a major concern for organizations. Accidents involving employees can jeopardize the safety of everyone at work, and be enormously costly for employers, in terms of lawsuits, insurance, and lost productivity. Research has long extolled the virtues of creating a safety climate, which means setting organizational policy to reflect the fact that safe behavior is important, expected, and will be rewarded. But there is another way to make sure that employees engage in safe practices on the job. We can hire “safer” people in the first place. The authors of the current study (Beus, Dhanani, & McCord, 2015) wanted to identify the personality traits that are associated with safe behavior.
How to Design a Resume That Will Get You Hired
When writing your resume, you probably thought about how potential employers might perceive you. Many articles and books give advice regarding what to include and how to design a resume, but many of those authors don’t actually agree on what method works best. A recent exploratory study discovered what personality traits people attribute to different parts of your resume, and how hirable they might make you appear.