Research finds that job applicants fake personality assessments by trying to tailor their responses to match the organizational culture already in place.
Employees with high self-efficacy may dismiss the benefits associated with seeking feedback. How can organizations encourage feedback seeking at work?
Practice employment tests can help increase the flow of qualified applicants while reducing costs, applicant frustration, and adverse impact.
Researchers design and test an intervention that successfully provides leaders with more energy throughout the day, improving leaders’ engagement and influence on followers.
Researchers find that leaders can use negative emotions to inspire their team to higher performance, however at a certain point it can start to backfire.
Employees with high intelligence may choke under the pressure of ambitious performance goals. How can organizations tailor their approach to better motivate these bright employees?
What is the true relationship between psychopathy and leadership? How does it affect employees, and what organizational outcomes can it lead to?
Work-related email seems to be spiraling out of control. What negative consequences could this lead to, and how can employees deal with it?
Job engagement can have both positive and negative outcomes for organizations due to employees’ feelings of ownership over their jobs.
Informal field-based learning, as opposed to formal training and development, has potential benefits for organizations under certain circumstances.
