*Journal of Applied Psychology

Categories : *Journal of Applied Psychology Ethics Work-Life Balance Workplace DevianceTags : ethics workplace devianceLeave a comment

How Unethical Customers Cost Organizations Twice

On January 29, 2015 By I/O AT WORK

If you are an employee who witnesses your customers constantly acting unethically, it might start to bother you. But did you also know that it could lead you to emotional exhaustion, work-family conflict, and other problems that affect you and your organization? Unethical behavior is difficult to stop, but how can we protect our employees from its harmful effects?

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Job Performance Personality SelectionTags : Counter-Productive Work Behavior job performance personality selection2 Comments

Intelligence Testing: Is It Always the Smartest Thing to Do?

On January 23, 2015 By I/O AT WORK

We’ve all heard about the unparalleled ability to predict job success by using intelligence tests, but do they tell us everything we need to know? New research uses meta-analysis to explore whether intelligence can predict other kinds of work behavior that can make an organization sink or swim. They find that in some cases, personality testing actually comes out ahead.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Ethics Health & Safety Human ResourcesTags : Counter-Productive Work Behavior ethics Health & SafetyLeave a comment

Sleep Deprived Employees Engage in More Unethical Workplace Behavior

On January 19, 2015 By I/O AT WORK

So, how many cups of coffee have you had today? New research shows that ingesting caffeine actually makes it less likely that sleep deprived employees will behave unethically in the workplace. The study also uncovered the nefarious role played by co-workers acting unethically, and showed how they can make sleep deprived people do more bad things.

Categories : *Journal of Applied Psychology Health & Safety Job Performance WellnessTags : Health & Safety job performance wellness4 Comments

Employee Sleepiness is Harmful for the Workplace

On December 19, 2014 By I/O AT WORK

Sleepiness is what happens when people feel a strong biological urge to sleep. Unlike fatigue, which usually occurs when becoming exhausted by hard work, sleepiness has several different causes. These causes include poor sleep quantity (not getting enough sleep), poor sleep quality (waking up often while trying to sleep or

Categories : *Journal of Applied Psychology Assessment Performance Potential Selection Training UncategorizedTags : assessment performance potential selection training Uncategorized2 Comments

Specific Cognitive Abilities Can Benefit Selection Programs

On December 17, 2014 By I/O AT WORK

When organizations spend millions of dollars on selection programs, return on investment becomes paramount. New research shows that we can improve our ability to predict job or training success when using tests of specific cognitive abilities, as long as these abilities are aligned with the actual job requirements.

Categories : *Journal of Applied Psychology Culture Performance TeamsTags : culture performance teams2 Comments

Climate Uniformity: A New Concept with Important Organizational Outcomes

On December 12, 2014 By I/O AT WORK

Organizational climate can be a tricky subject, especially when there are multiple distinct opinions about the quality of a workplace. So what happens when some employees feel organizational support and other employees don’t? Poor communication, heightened task-conflict, and poor performance can occur.

Categories : *Journal of Applied Psychology Discrimination Fairness Gender TrainingTags : discrimination fairness gender training2 Comments

Reducing Stereotyping: What You’re Doing May Not be Working

On December 3, 2014 By I/O AT WORK

Stereotypes can be harmful, especially in a workplace. So how can organizations train employees to reduce the influence of stereotypes on their behavior? New research shows that discussing the prevalence of negative stereotypes can actually make things worse. Instead, it may be better to highlight examples of employees who do not believe in or act on stereotypes.

Categories : *Journal of Applied Psychology Development Engagement Job Satisfaction Potential Professional IdentityTags : development engagement job satisfaction potential professional identity2 Comments

How a Sense of Calling Can Affect Career Decisions

On November 25, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Leadership LearningTags : Counter-Productive Work Behavior leadership learning2 Comments

Abusive Supervision may have Roots in Childhood

On November 17, 2014 By I/O AT WORK

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?

Categories : *Journal of Applied Psychology Burnout Fairness WellnessTags : burnout fairness wellnessLeave a comment

How to Be Fair to Employees without Feeling Drained

On November 14, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Conflict Performance TeamsTags : conflict performance teamsLeave a comment

How to Fix the Negative Relationships that Affect Team Performance

On November 13, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Citizenship Behavior Culture Performance PersonalityTags : citizenship behavior culture performance personalityLeave a comment

Proactive Employees Need Political Skills to Succeed

On November 10, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Burnout Engagement Performance Work-Life BalanceTags : burnout engagement performanceLeave a comment

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

On November 6, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Burnout Personality WellnessTags : burnout personality wellness2 Comments

Death Anxiety is Related to Burnout and Other Organizational Problems

On October 15, 2014 By I/O AT WORK

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?

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Discrimination Performance TeamsTags : Counter-Productive Work Behavior discrimination performance teamsLeave a comment

Is It Lonely At the Top? The Victimization of High Performers

On September 24, 2014 By I/O AT WORK

High Performers are defined as the group of talented employees that typically increase both team and organizational performance. Past research has shown that High Performers are likely to be victimized in the workplace by other organizational members. A new study attempts to explain the victimization of High Performers by examining the role of envy and work group identification.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior LeadershipTags : Counter-Productive Work Behavior leadershipLeave a comment

Are Defiant Employees Causing their Bosses to be Abusive?

On September 8, 2014 By I/O AT WORK

Forget the chicken and the egg: Which comes first, abusive managers or misbehaving employees? It’s tempting to think that employees act out only in response to bad bosses. But a new study published in the Journal of Applied Psychology interestingly finds that sometimes it’s employee defiance that causes their managers to become abusive.

Categories : *Journal of Applied Psychology Culture Personality Teams UncategorizedTags : culture personality teams UncategorizedLeave a comment

Teamwork- How Team Personality Influences Individual Behaviors

On August 18, 2014 By I/O AT WORK

Teamwork is often an unavoidable necessity in most workplaces, and crucial for productivity and competitiveness. A new study examines how team personality traits such as extroversion and agreeableness ultimately influenced individuals’ helping behaviors. Groups who ranked high on extroversion seemed to adopt cooperative norms, which influenced individual behaviors, whereas agreeableness seemed to impact only individual helping.

Categories : *Journal of Applied Psychology Creativity LeadershipTags : creativity leadership2 Comments

How Well-Connected Leaders are Improving Workplace Innovation and Creativity

On August 8, 2014 By I/O AT WORK

How can you best foster workplace innovation and creativity in your organization? New research suggests that the key might be the width of leaders’ social networks. By working with leaders who have substantial social networks, employees are granted more resources to utilize in creative ways.

Categories : *Journal of Applied Psychology Conflict Job Satisfaction LeadershipTags : conflict job satisfaction leadership4 Comments

The Secret Recipe for Good Workplace Conflict

On July 21, 2014 By I/O AT WORK

Job conflict sounds like a bad thing. But when the circumstances are right, conflict leads to an exchange of valuable information and eventually increased job satisfaction. This new study examines the conditions under which these positive outcomes occur, and provides useful directives for how leaders can harness the positive effects of workplace conflict.

Categories : *Journal of Applied Psychology Job Performance Personality Work-Life Balance Workplace CultureTags : job performance personality4 Comments

Employee Start Time: Does the Early Bird Get the Worm?

On July 17, 2014 By I/O AT WORK

Most of the time, we assume that early morning individuals are perceived more positively than their late-rising counterparts due to being evaluated as more productive and responsible. A new study in the Journal of Applied Psychology specifically examines how employees’ start times relate to the perception of their work ethics and subsequent supervisor performance ratings.

Categories : *Journal of Applied Psychology Leadership Personality WellnessTags : leadership personality wellnessLeave a comment

The Pitfalls of Inconsistent Leader Behavior

On July 2, 2014 By I/O AT WORK

Can bosses rectify bad leader behavior by suddenly becoming extra nice? Research shows that this kind of inconsistency could actually be a detriment to employee health. Only employees with high self-esteem or high “quality of work life” will be able to cope with such inconsistency and benefit from the boss’s quick turnaround.

Categories : *Journal of Applied Psychology Conflict Counter-Productive Work Behavior Job Performance Organizational PerformanceTags : conflict Counter-Productive Work Behavior job performance organizational performanceLeave a comment

Will Being an Average Performer Prevent Employee Victimization?

On June 17, 2014 By I/O AT WORK

Could an individual’s workplace performance determine whether or not they are subjected to employee victimization? A new study finds that both high and low performers may be victimized at work, but through different forms of aggressive behavior. Because future work performance may be impaired by such treatment, there is both an individual and organizational imperative to deal with this issue.

Categories : *Journal of Applied Psychology Conflict Job Performance TeamsTags : conflict job performance teamsLeave a comment

How to Create Successful Work Teams

On June 11, 2014 By I/O AT WORK

Teamwork is essential to organizational success. But assembling a team that can work together effectively can make all the difference in whether a given project succeeds or fails. A new study suggests members’ individual needs play a significant role in intragroup conflict, and should be strongly considered when putting a work team together.

Categories : *Journal of Applied Psychology Climate Job Performance Off The Wall PerformanceTags : job performance Off The Wall performanceLeave a comment

Make It Rain: How bad weather could be good for work productivity

On May 26, 2014 By I/O AT WORK

When people think of rainy days, they tend to picture themselves lazing about, perhaps curled up on the sofa with a hot cup of coffee and a good book. But a new study suggests that bad weather may actually be good for workplace productivity, improving employee speed, accuracy and focus on task. The reason? There’s less distraction outside than there is on bright, sunny days.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Decision Making EthicsTags : Counter-Productive Work Behavior decision making ethicsLeave a comment

The Connection Between Sleep Deprivation, Caffeine and Self-Control

On May 22, 2014 By I/O AT WORK

A cup of morning coffee is a workplace tradition that dates back to before the Industrial Revolution. A new study on “The Role of Caffeine and Social Influence” suggests that coffee, sodas, and energy drinks may play an important role in helping sleep-deprived individuals by giving them the extra boost they need to exert better self-control and avoid unethical behavior.

Categories : *Journal of Applied Psychology Conflict Counter-Productive Work Behavior Job Performance PersonalityTags : conflict Counter-Productive Work Behavior job performance personality2 Comments

Taking control back: Surviving an Abusive Supervisor

On May 19, 2014 By I/O AT WORK

Abusive supervisors have become increasingly common in recent years, and can have a devastating effect on workplace morale and productivity. A new study examines how employees can maintain job performance while dealing with an abusive supervisor, and ultimately found that the individual’s personality has a more significant effect than their choice of coping strategy.

Categories : *Journal of Applied Psychology Engagement LeadershipTags : engagement leadershipLeave a comment

Leadership Self-Efficacy: The Key to Leaders’ Reactions to Challenging Experiences

On May 15, 2014 By I/O AT WORK

The ability to overcome challenging experiences is widely viewed as essential to a leader’s growth. But what causes some leaders to respond negatively to challenges? A new study suggests that Leadership Self-Efficacy– the belief in one’s ability to complete tasks and achieve goals– plays a central role in determining whether leaders respond to challenges with effective engagement or avoidance.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Performance Workplace DevianceTags : Counter-Productive Work Behavior performance workplace deviance4 Comments

The Impact of Envy on High Performers in the Workplace

On May 13, 2014 By I/O AT WORK

Employees who work harder and achieve more are highly valued by employers. But all too often these high performers’ achievements and rewards attract the envy of their peers. A new study examines the role jealousy plays in workplace victimization, as well as factors that could help organizations avoid this sort of bullying altogether.

Categories : *Journal of Applied Psychology Leadership TeamsTags : leadership teamsLeave a comment

How Shared Leadership Impacts Team Effectiveness

On April 23, 2014 By I/O AT WORK

In “A meta-analysis of shared leadership and team effectiveness,” the authors analyze 42 different studies and three categories of leadership styles (new-genre, traditional, and cumulative) to gain a better understanding of how Shared Leadership ultimately impacts team effectiveness in the workplace.

Categories : *Journal of Applied Psychology Change Management Motivation Personality StressTags : change management motivation personality stressLeave a comment

Can your personality affect how well you adapt to changes in the workplace?

On April 18, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Engagement PersonalityTags : engagement personality6 Comments

Why Try to “Fit” In at Work? The Importance of Work Engagement and Person-Job Fit

On April 16, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Development Leadership TrainingTags : development leadership trainingLeave a comment

How Organizations Can Fast-Track Transitioning Leaders

On April 9, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Culture PersonalityTags : culture personalityLeave a comment

Employee Voice: How to Find People who will Speak Up

On March 14, 2014 By I/O AT WORK

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.

Categories : *Journal of Applied Psychology Leadership Organizational Commitment TurnoverTags : leadership organizational commitment turnoverLeave a comment

Organizational Attachment: An Outcome of Social Satisfaction and Relationships

On February 12, 2014 By I/O AT WORK

Have strong toxic and weak healthy relationships in your workplace made you ready to leave? Your bonds with others at work could affect your satisfaction, commitment, and intentions to quit. If not combined with positive connections, negative ties upset workplace relationship satisfaction and harm organizational attachment. A new study offers ways to prevent workers from hitting the road by ensuring their happiness and commitment.

Categories : *Journal of Applied Psychology Culture Leadership Performance Teams UncategorizedTags : culture leadership performance teams UncategorizedLeave a comment

How Power Distance Agreement Improves Performance in the Workplace

On January 31, 2014 By I/O AT WORK

Every leader has a different style, from unilateral to more democratic decision-making. But a new study suggests that, as long as supervisors and employees agree on the Power Distance (or disparity in control) between them, it can have positive benefits on workplace performance.

Categories : *Journal of Applied Psychology Leadership Trust Work EnvironmentTags : leadership trust work environmentLeave a comment

Problem Solving at Work: It’s Not What You Know, but WHO You Know

On January 14, 2014 By I/O AT WORK

When it comes to problem solving at work, it doesn’t necessarily matter what you know as much as who you know. Employees who work directly with products or customers have first-hand experience with some of their company’s biggest issues. But many don’t have the influence or resources to solve those

Categories : *Journal of Applied Psychology Creativity Goals TeamsTags : creativity goals teamsLeave a comment

An Easy Recipe for Improving Team Performance on Creative Tasks

On December 27, 2013 By I/O AT WORK

Creative work is best accomplished when team members are able to add their own zest and refine each other’s ideas.

Categories : *Journal of Applied Psychology Diversity Human Resources RecruitingTags : diversity recruitingLeave a comment

Diversity Cues on Recruitment Websites: How to Stand Out to Jobseekers

On December 19, 2013 By I/O AT WORK

Many organizations may not realize that their recruitment websites provide diversity cues about their company culture. Research looks at how Black and White viewers process the information they see. The findings might surprise you.

Categories : *Journal of Applied Psychology Burnout Job Satisfaction WellnessTags : burnout job satisfaction wellness2 Comments

Mindfulness in the Workplace

On November 11, 2013 By I/O AT WORK

Grin and bear it. That’s what most of us do. A frustrating customer, a fight with a co-worker, even a slow computer can send blood pressure skyrocketing. We know we must smile and maintain an appropriate workplace demeanor in these situations. But wouldn’t you like to be able actually feel the calm that you project in these vexing moments? Mindfulness training can allow employees to do just that.

Categories : *Journal of Applied Psychology Fairness Job Performance LeadershipTags : fairness job performance leadershipLeave a comment

When Leaders Do Not Treat Employees Equally

On October 31, 2013 By I/O AT WORK

You can’t like everyone. Even as a leader, it is difficult to treat all your employees equally. Some share your interests, have been with you for longer, or are just plain more likable. Others you don’t know as well or don’t like as much. It happens. But if you allow relationships with your subordinates to become too different from one another, job performance in your organization will suffer.

Categories : *Journal of Applied Psychology Employee Satisfaction Industrial and Organizational Psychology Job Attitudes Job PerformanceTags : employee satisfaction job attitudes job performance4 Comments

Idiosyncratic Deals: How work arrangements affect job performance

On October 23, 2013 By I/O AT WORK

Flex-schedules, work from home, modified hours, alternate office locations – lately the news is full of debates as to whether or not idiosyncratic deals and atypical work arrangements really, well, work. A recent study suggests that not only do such idiosyncratic deals, or i-deals, work – they actually improve job performance and inspire employee gratitude.

Categories : *Journal of Applied Psychology Assessment Job Attitudes Job Performance SelectionTags : assessment job attitudes job performance selectionLeave a comment

Selection Tests and Job Performance

On October 18, 2013 By I/O AT WORK

Does a candidate’s feelings about a company’s selection testing process affect their job performance, if hired? According to a new study, the answer to this question is: Yes. Does that mean you need to redesign your selection tests? Probably not. However, there are factors to be aware of when developing or administering a selection test.

Categories : *Journal of Applied Psychology Industrial and Organizational Psychology InterviewingTags : interviewingLeave a comment

Relationship Between Situational Demands and Job Performance

On October 14, 2013 By I/O AT WORK

Most people are able to learn the situational demands of different environments and apply them appropriately. The job selection process, with its involved interviews and situational tests, is a peculiar and specialized kind of environment. New research suggests that an under-examined element that may come into play, not only during this part of the hiring process, but also in job performance generally.

Categories : *Journal of Applied Psychology Discrimination Diversity FairnessTags : discrimination diversity fairness2 Comments

Workplace Discrimination Against Non-Native Speakers

On September 25, 2013 By I/O AT WORK

When we discuss a glass ceiling, we are usually thinking of women. But non-native speakers face similar workplace discrimination. Surprisingly, neither conventional racism nor anticipated problems with communication or collaboration ability are to blame. A new study explains the unexpected misperception that leads to this type of discrimination.

Categories : *Journal of Applied Psychology Job Performance Job SatisfactionTags : job performance job satisfactionLeave a comment

The Connection Between Self-Esteem and Job Satisfaction

On September 16, 2013 By I/O AT WORK

Are you satisfied with your job? If not, the answer may be to look inward. This study includes an important note for employers regarding employee’s perception of success/failure. Fortunately, the right type of intervention may improve job satisfaction and ultimately job performance.

Categories : *Journal of Applied Psychology Learning TrainingTags : learning trainingLeave a comment

Practice makes perfect: The harder you practice, the better you play

On September 13, 2013 By I/O AT WORK

Have you ever wondered whether a specific type of practice leads to better performance? Or is just “showing up” good enough to make progress? Researchers in this study sought to answer that question, and the answer may prove relevant for e-learning communities!

Categories : *Journal of Applied Psychology Personality Selection StressTags : personality selection stressLeave a comment

Emotional Labor: The True Cost of Service with a Smile

On September 9, 2013 By I/O AT WORK

For some employees, providing service with a smile can be depleting act of emotional labor. A new study explains why a highly emotional service worker might be the best service worker.

Categories : *Journal of Applied Psychology Decision Making Job Performance LeadershipTags : decision making job performance leadership2 Comments

Effective Decision-Making: Why are Some Leaders Better at it than Others?

On August 30, 2013 By I/O AT WORK

Effective decision-making is critical to successful leadership. However, not all decisions are created equal. Military leaders make their best decisions by taking into account the whole view of a situation, not just following rules or repeating past choices.

Categories : *Journal of Applied Psychology Business StrategyTags : business strategyLeave a comment

Outsiders are Better Negotiators than Insiders

On August 23, 2013 By I/O AT WORK

Whether it is a billion dollar venture or a simple request between departments, doing business effectively requires myriad successful deals to be made. Ideally both parties come away happy, while your company achieves the greatest possible profit on the best possible terms. Any edge in negotiations is something to treasure.

Categories : *Journal of Applied Psychology Job Performance UnemploymentTags : job performanceLeave a comment

Does a Job Furlough Affect Performance?

On August 19, 2013 By I/O AT WORK

We all have limited amount of stress and pressure we can take. Many studies have established the strain resulting from the threat to employees’ resources that layoffs or possible income losses represent. However, how do employees handle stress when a job furlough is what’s on the table, or when an employee has, in fact, been furloughed?

Categories : *Journal of Applied Psychology Business Strategy Industrial and Organizational PsychologyTags : business strategy2 Comments

How to get Promoted: Lessons from the movie Office Space

On August 12, 2013 By I/O AT WORK

Competition for rewards can be fierce within a company. Many employees fear making too big a wave or drawing too much attention to themselves. But some research paints an opposite picture for how to get promoted. Rewards are likely to go to the employees who interact with their bosses the most. Keeping your head down and working hard may not be the best recipe for success.

Categories : *Journal of Applied Psychology Assessment Industrial and Organizational Psychology Personality AssessmentTags : assessmentLeave a comment

Big Five Personality Factors: Are they effective for Hiring Selection?

On August 2, 2013 By I/O AT WORK

What’s wrong with the Big Five Personality Factors? Extraversion, Openness, Agreeableness, Conscientiousness, and Neuroticism – for years these broad measures have been used in hiring selection. But are they too broad? It’s possible that more specific measures that directly relate to position requirements could be better indicators of job success.

Categories : *Journal of Applied Psychology TeamsTags : teamsLeave a comment

Holding Leaders Accountable: Does it Work?

On June 26, 2013 By I/O AT WORK

The authors examined accountability and how leader behavior is more likely to benefit a team when the leader’s characteristics are noticeably different from the characteristics of the group. However, findings indicate when a leader’s characteristics are similar to the group’s characteristics, accountability for actions has little effect on whether or not leaders will actually engage in team-benefiting behavior.

Categories : *Journal of Applied Psychology Industrial and Organizational Psychology Work-Life BalanceLeave a comment

The Key to Stop Thinking About Work When You’re Poolside

On June 24, 2013 By I/O AT WORK

In the present study, the authors examined how partners and children effect employees’ ability to stop thinking about work. They hypothesized that a romantic partner’s work-home balance plays a large role an employee’s ability to detach from their work during leisure time. However, the presence of kids may weaken the strength of this relationship.

Categories : *Journal of Applied Psychology GenderTags : genderLeave a comment

Impact of Gender and Race on Charitable Giving in the Workplace

On June 21, 2013 By I/O AT WORK

When it comes to charitable giving at work, the authors find that gender matters with women donating more than men. Alternatively, ethnicity has differing effects; finding ethnic minorities donate less money to workplace charity than do Whites, but the percentage of minorities in a work unit is positively related to workplace charity.

Categories : *Journal of Applied Psychology Health & SafetyTags : Health & SafetyLeave a comment

Consequences of a Mother’s Job on her Child’s Health

On June 18, 2013 By I/O AT WORK

Authors examine job demands of employed mothers as well as how these demands relate to child health. Findings suggest the more demanding the mother’s job is the less likely she will engage in physical activity. The child ultimately mimics this behavior resulting in declining health.

Categories : *Journal of Applied Psychology PerformanceTags : performance2 Comments

IO Psychology – Workplace Ambiguity: How Does it Make You Act?

On May 31, 2013 By I/O AT WORK

In the present study, the authors draw on theories of situational strength and values, proposing that ambiguity constitutes a weak situation that strengthens the relationship between the content of employees’ values and their proactivity. Ambiguity moderated the relationship between employees’ security and prosocial values and supervisor ratings of proactivity. Findings from their first study were replicated in a laboratory experiment.

Categories : *Journal of Applied Psychology Climate2 Comments

IO Psychology – At your service: Antecedents and consequences of emphasizing good service

On May 29, 2013 By I/O AT WORK

A service climate examines employees’ perceptions of organizations’ emphasis on quality of service. There exists a lack of research explicating the antecedents, outcomes, and moderators of service climate; this study seeks to fill this void in the literature. The authors found support for service climate as a critical linkage between internal and external service parameters.

Categories : *Journal of Applied Psychology PerformanceTags : performance2 Comments

Performance Under Fire: Goal Orientation

On May 20, 2013 By I/O AT WORK

In a study sampling students over the 15-week semester, the authors sought to identify perceptions of time pressure as a predictor of state goal orientations. Results revealed that perceptions of time pressure were negatively related to state mastery goal orientation and positively related to state performance-avoid goal orientation, and state goal orientations mediated the relationship between time pressure and performance.

Categories : *Journal of Applied Psychology Industrial and Organizational Psychology2 Comments

Are turnover rates and organizational performance related?

On May 17, 2013 By I/O AT WORK

In this meta-analysis between turnover rates and organizational performance, the authors examined the magnitude of the relationship and tested organization-, context-, and methods-related moderators of the relationship. Additionally, the authors concluded with future directions for the turnover literature on the basis of the findings.

Categories : *Journal of Applied Psychology Job PerformanceTags : job performanceLeave a comment

Job Performance – Predictors of Mood

On May 8, 2013 By I/O AT WORK

The authors studies employees’ positive and negative emotions from concurrent appraisals of the immediate task situation and individual differences in performance goal orientation. Hypothesized relationships were significant regarding appraisals of task importance, and those high on performance goal orientation reacted to appraisals of task importance differently than those low on performance goal orientation.

Categories : *Journal of Applied Psychology Human Resources2 Comments

HR practices, levels of commitment, and firm performance (Human Resource Management)

On April 12, 2013 By I/O AT WORK

In a study by Gong et al. (2009), researchers developed a dual-concern model of human resources management. The authors identified HR practices that fall into maintenance- and performance-oriented HR subsystems. Results offer improved insights into how HR provides a source of organizational and competitive advantage.

Categories : *Journal of Applied Psychology Counter-Productive Work Behavior Job Performance LeadershipTags : Counter-Productive Work Behavior job performance leadershipLeave a comment

Bad Behavior At Work: Are Managers Asking For It? (IO Psychology)

On March 4, 2013 By I/O AT WORK

Counterproductive work behaviors (CWBs) occur when employees do things that go against organizational goals. For example, stealing, bullying, unnecessary absence, swivel chair racing, beer pong in the break room, and assaulting the copy machine with a baseball bat when it is out of toner are all classified as counterproductive work behaviors.

Categories : *Journal of Applied Psychology Emotions LeadershipTags : leadershipLeave a comment

Get Ahead by Getting Emotional (IO Psychology)

On February 4, 2013 By I/O AT WORK

Topic: Leadership, Emotions Publication: Journal of Applied Psychology (NOV 2012) Article: Looking Down: The Influence of Contempt and Compassion on Emergent Leadership Categorizations Authors: S. Melwani, J.S. Mueller, J.R. Overbeck Reviewed By: Ben Sher, M.A. Do you want people to think of you as a leader? Do you want to

Categories : *Journal of Applied Psychology Citizenship Behavior Organizational Justice Performance Appraisal TeamsTags : citizenship behavior teamsLeave a comment

With OCBs and Justice For All (IO Psychology)

On December 21, 2012 By I/O AT WORK

Topic: Organizational Justice, Teams, Citizenship Behavior, Performance Appraisal Publication: Journal of Applied Psychology (NOV 2012) Article: Examining Retaliatory Responses to Justice Violations and Recovery Attempts in Teams Authors: J.S. Christian, M.S. Christian, A.S. Garza, A.P.J. Ellis Reviewed By: Ben Sher Should managers deal fairly with their employees? Well yes, of

Categories : *Journal of Applied Psychology Performance PersonalityTags : performance personalityLeave a comment

Can Personality Become a Better Predictor of Performance? (IO Psychology)

On December 5, 2012 By I/O AT WORK

Topic: Personality, Performance Publication: Journal of Applied Psychology (NOV 2012) Article: Implicit motives, explicit traits, and task and contextual performance at work Authors: Lang, J. W. B., Zettler, I., Ewen, C., and Hulsheger, U. R. Reviewer: Neil Morelli In the world of selection, personality has often been looked at as

Categories : *Journal of Applied Psychology Conflict Job Performance TrainingTags : conflict job performance trainingLeave a comment

When Customers Attack: Verbal Aggression and Employee Performance (IO Psychology)

On October 31, 2012 By I/O AT WORK

Topic: Job Performance, Training, Conflict Publication: Journal of Applied Psychology (SEPT 2012) Article: When Customers Exhibit Verbal Aggression, Employees Pay Cognitive Costs Authors: A. Rafaeli, A. Erez, S. Ravid, R. Derfler-Rozin, D.E. Treister, R. Scheyer Reviewed By: Ben Sher What happens when customers get angry? For starters, they may yell,

Categories : *Journal of Applied Psychology Personality SelectionTags : personality selection6 Comments

Making personality tests better for selection (IO Psychology)

On October 19, 2012 By I/O AT WORK

Topic: Personality, Selection Publication: Journal of Applied Psychology (AUTUMN 2012) Article: A matter of context: A meta-analytic investigation of the relative validity of contextualized and noncontextualized personality measures Authors: J. A. Shaffer & B. E. Postlethwaite Reviewed by: Alexandra Rechlin Whether or not you agree with it, your organization likely

Categories : *Journal of Applied Psychology Personality Selection TeamsTags : personality selection teamsLeave a comment

Can’t we just get along? Team personality and conflict (IO Psychology)

On October 15, 2012 By I/O AT WORK

Topics: Teams, Personality, Selection Publication: Journal of Applied Psychology (SEP 2012) Article: Ready to rumble: How team personality composition and task conflict interact to improve performance. Authors: Bret H. Bradley, Anthony C. Klotz, Bennett E. Postlethwaite, & Kenneth G. Brown Reviewed By: Aaron Manier Team members need to get along

Categories : *Journal of Applied Psychology Job Attitudes TurnoverTags : job attitudes turnoverLeave a comment

Predicting Turnover? You Might Want to Measure This (IO Psychology)

On October 10, 2012 By I/O AT WORK

Topic: Job Attitudes, Turnover Publication: Journal of Applied Psychology Article: When and How Is Job Embeddedness Predictive of Turnover? A Meta-Analytic Investigation Authors: Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. Reviewer: Neil Morelli Have you ever had a job where you felt like

Categories : *Journal of Applied Psychology Stress WellnessTags : stress wellnessLeave a comment

Relax! You just had vacation! (IO Psychology)

On October 8, 2012 By I/O AT WORK

Topic: Stress, Wellness Publication: Journal of Applied Psychology (JUL 2012) Article: Academics’ Experiences of a Respite From Work: Effects of Self-Critical Perfectionism and Perseverative Cognition on Postrespite Well-Being Authors: Paul E. Flaxman, Julie Menard, Frank W. Bond, and Gail Kinman Reviewed By: Isaac Sabat For once, researchers and employees agree—it

Categories : *Journal of Applied Psychology Employee Satisfaction PersonalityTags : employee satisfaction personalityLeave a comment

Say Cheese! How Smiling at Work Can Make You Happy (IO Psychology)

On October 1, 2012 By I/O AT WORK

Topic: Employee Satisfaction, Personality Publication: Journal of Applied Psychology (SEPT 2012) Article: Why Does Service With a Smile Make Employees Happy? A Social Interaction Model Authors: E. Kim, D.J. Yoon Reviewed By: Ben Sher If your job requires you to interact with customers, it’s probably a good idea to smile.

Categories : *Journal of Applied Psychology Fairness Organizational Justice Organizational PerformanceTags : fairness organizational performanceLeave a comment

Why Should Managers Care about Being Fair? (Human Resource Management)

On September 10, 2012 By I/O AT WORK

Topic: Fairness, Organizational Justice, Organizational Performance Publication: Journal of Applied Psychology Article: Fairness at the collective level: A meta-analytic examination of the consequences and boundary conditions of organizational justice climate. Authors: Whitman, D. S., Caleo, S., Carpenter, N. C., Horner, M. T., and Bernerth, J. B. Reviewer: Neil Morelli Organizational

Categories : *Journal of Applied Psychology PersonalityTags : personalityLeave a comment

What You Need to Know About Ambition (IO Psychology)

On September 5, 2012 By I/O AT WORK

Topic: Personality Publication: Journal of Applied Psychology (JUL 2012) Article: On the Value of Aiming High: The Causes and Consequences of Ambition Authors: T.A. Judge, J.D. Kammeyer-Mueller Reviewed By: Ben Sher Are you striving for money than Donald Trump, more cars than Jay Leno, more medals than Michael Phelps, or

Categories : *Journal of Applied Psychology Human resource managementLeave a comment

Fighting Back or Playing Nice: How Employees React to Bullying Bosses

On August 27, 2012 By I/O AT WORK

Topic: Human Resource Management Publication: Journal of Applied Psychology (JUL 2012) Article: Employees’ Behavioral Reactions to Supervisor Aggression: An Examination of Individual and Situational Factors Authors: M. Mitchell, M. Ambrose Reviewed By: Chrystal Ensey It’s no secret that supervisor aggression is a serious issue facing many organizations with a wide

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Welcome to the Dark Side…

On August 8, 2012 By I/O AT WORK

Topic: Counterproductive Work Behavior Publication: Journal of Applied Psychology (2012) Article: A Meta-Analysis of the Dark Triad and Work Behavior: A Social Exchange Perspective Authors: Ernest H. O’Boyle Jr., Donelson R. Forsyth, George C. Banks, Michael A. McDaniel Reviewed By: Lauren A. Wood, M.S. Research identifying, examining, and defining positive

Categories : *Journal of Applied Psychology Culture Health & Safety LeadershipTags : culture Health & Safety leadershipLeave a comment

Dangerous Jobs: A Reason to Play Hooky? (IO Psychology)

On August 6, 2012 By I/O AT WORK

Topic: Leadership, Culture, Health & Safety Publication: Journal of Applied Psychology (JUL 2012) Article: Aversive workplace conditions and absenteeism: Taking referent group norms and supervisor support into account. Authors: M. Biron, P. Bamberger Reviewed By: Ben Sher Why do people play hooky from work? The stress-free paradise of a day

Categories : *Journal of Applied Psychology6 Comments

“I have the power!” (IO Psychology)

On July 23, 2012 By I/O AT WORK

Topic: Power Publication: Journal of Applied Psychology (2012) Article: Does power corrupt or enable? When and why power facilitates self-interested behavior Authors: DeCelles, K. A., DeRue, D. S., Margolis, J. D., Ceranic, T. L. Reviewed by: Larry Martinez It’s the plot of half the movies you’ve ever seen: an individual

Categories : *Journal of Applied Psychology MotivationTags : motivationLeave a comment

The Power of Imagination – A Study in Career Trajectories (IO Psychology)

On July 20, 2012 By I/O AT WORK

Topic: Motivation Publication: Journal of Applied Psychology (2012) Article: Future Work Selves: How Salient Hoped-For Identities Motivate Proactive Career Behaviors Authors: Karoline Strauss, Mark A. Griffin, Sharon K. Parker Reviewed By: Lauren A. Wood, M.S. In the recent past, organizations were primarily responsible for managing their employees’ career trajectories. However,

Categories : *Journal of Applied Psychology Measurement SelectionTags : selectionLeave a comment

Integrity Tests May Have Lower Performance Validity (IO Psychology)

On July 13, 2012 By I/O AT WORK

Topic: Selection, Measurement Publication: Journal of Applied Psychology Article: The Criterion-Related Validity of Integrity Tests: An Updated Meta-Analysis Authors: Van Iddekinge, C.H., Roth, P.L., Raymark, P.H., & Odle-Dusseau, H.N. Reviewer: Neil Morelli According to a recent meta-analysis by Van Iddekinge and colleagues, integrity tests may not be as predictive of

Categories : *Journal of Applied Psychology Citizenship Behavior Culture Job Attitudes Self EfficacyTags : citizenship behavior culture job attitudes self efficacy2 Comments

Proactive Performance Increases Customer Satisfaction (IO Psychology)

On June 29, 2012 By I/O AT WORK

Topic: Culture, Self-Efficacy, Job Attitudes, Citizenship Behavior Publication: Journal of Applied Psychology (MAY 2012) Article: Doing the right thing without being told: Joint effects of initiative climate and general self-efficacy on employee proactive customer service performance. Authors: S. Raub, H. Liao Reviewed By: Ben Sher In the customer service division,

Categories : *Journal of Applied Psychology BurnoutTags : burnoutLeave a comment

Work Out at Work: Avoid Worry and Worthlessness (IO Psychology)

On June 27, 2012 By I/O AT WORK

Topic: Burnout Publication: Journal of Applied Psychology (2012) Article: Job burnout and depression: Unraveling their temporal relationship and considering the role of physical activity Authors: Toker, S., & Biron, M. Reviewed by: Larry Martinez Feeling stressed? Tired? Depressed? Burnt out at your job? Conventional wisdom would suggest that you need

Categories : *Journal of Applied Psychology Business Strategy Culture Human Resources PerformanceTags : business strategy culture performanceLeave a comment

The Competitive Advantage Behind Investing in Employees (Human Resource Management)

On June 18, 2012 By I/O AT WORK

Topic: Performance, Human Resources, Culture, Business Strategy Publication: Journal of Applied Psychology (2012) Article: Impact of High-Performance Work Systems on Individual- and Branch- Level Performance: Test of a Multilevel Model of Intermediate Linkages Authors: Samuel Aryee, Fred O. Walumbwa, Emmanuel Y. M. Seidu, & Lilian E. Otaye Reviewed By: Lauren

Categories : *Journal of Applied Psychology TurnoverTags : turnoverLeave a comment

Employee embeddedness can improve retention rates (IO Psychology)

On June 13, 2012 By I/O AT WORK

Topic: Turnover Publication: Journal of Applied Psychology (online pre-publication) Article: When and how is job embeddedness predictive of turnover? A meta-analytic investigation Authors: Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. Reviewed by: Larry Martinez Turnover is a huge concern for most organizations. The

Categories : *Journal of Applied Psychology Burnout Fairness Health & Safety Organizational Justice StressTags : burnout fairness Health & Safety stressLeave a comment

When It Comes to Employee Health, More than an ‘Apple a Day’ is Needed (IO Psychology)

On May 4, 2012 By I/O AT WORK

Topic: Health & Safety, Organizational Justice, Fairness, Burnout, Stress Publication: Journal of Applied Psychology (2012) Article: Perceived Unfairness and Employee Health: A Meta-Analytic Integration Authors: Robbins, Jordan M.; Ford, Michael T.; Tetrick, Lois E. Reviewed By: Lauren A. Wood, M.S. Practitioners and employers alike have expressed concern around the effects

Categories : *Journal of Applied Psychology Job Performance Learning PersonalityTags : job performance learning personalityLeave a comment

Does Asking For Help Lead to High Performance? (IO Psychology)

On April 20, 2012 By I/O AT WORK

Topic: Learning, Personality, Job Performance Publication: Journal of Applied Psychology (MAR 2012) Article: The Impact of Help Seeking on Individual Task Performance: The Moderating Effect of Help Seekers’ Logics of Action Authors: D. Geller, P.A. Bamberger Reviewed By: Ben Sher Help, I need somebody! When employees get stuck trying to

Categories : *Journal of Applied Psychology Personality SelectionTags : personality selection4 Comments

What Does Your Credit Score Say About You? (IO Psychology)

On April 18, 2012 By I/O AT WORK

Topic: Selection, Personality Publication: Journal of Applied Psychology (2012) Article: An Empirical Investigation of Dispositional Antecedents and Performance- Related Outcomes of Credit Scores Authors: Bernerth, J.B., Taylor, S.G., Walker, H.J. and Whitman, D.S. Reviewer: Neil Morelli You’ve no doubt heard the catchy jingles asking you to check your credit score.

Categories : *Journal of Applied Psychology Culture Job Performance TurnoverTags : culture job performance turnoverLeave a comment

The relationship between job performance and turnover – It’s not as simple as we thought! (IO Psychology)

On April 16, 2012 By I/O AT WORK

Topic: Job Performance, Turnover, Culture Publication: Journal of Applied Psychology (JAN 2012) Article: The effect of culture on the curvilinear relationship between performance and turnover Authors: Michael C. Sturman, Lian Shao, & Jan H. Katz Reviewed by: Alexandra Rechlin The relationship between job performance and turnover has long been thought

Categories : *Journal of Applied Psychology Job Satisfaction Organizational Commitment PerformanceTags : job satisfaction organizational commitment performanceLeave a comment

EMPOWERMENT Is Everything! What Does It Take?

On April 11, 2012 By I/O AT WORK

Topic: Job Satisfaction, Organizational Commitment, Performance Publication: Journal of Applied Psychology (SEP/OCT, 2011) Article: Antecedents and Consequences of Psychological and Team Empowerment in Organizations: A Meta-Analytic Review Authors: Scott E. Seibert, Gang Wang, and Stephen H. Courtright Reviewed By: Mary Alice Crowe-Taylor, Ph.D. Are you a manager or an HR

Categories : *Journal of Applied Psychology Fairness InterviewingTags : fairness interviewingLeave a comment

Distracted Interviewing: The Case of Facial Scars (IO Psychology)

On April 2, 2012 By I/O AT WORK

Topic: Interviewing, Fairness Publication: Journal of Applied Psychology (MAR 2012) Article: Discrimination Against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation Authors: J.M. Madera, M.R. Hebl Reviewed By: Ben Sher It’s easy to imagine reasons why a job interviewer might be distracted: Workplace politics, trouble at home, unnecessarily

Categories : *Journal of Applied Psychology Employee Satisfaction MotivationTags : employee satisfaction motivationLeave a comment

Employee Moods and Workplace Proactivity (IO Psychology)

On March 5, 2012 By I/O AT WORK

Topic: Employee Satisfaction, Motivation, Performance Publication: Journal of Applied Psychology (JAN 2012) Article: Fuel of the Self-Starter: How Mood Relates to Proactive Goal Regulation Authors: U.K. Bindl, S.K. Parker, P. Totterdell, G. Hagger-Johnson Reviewed By: Ben Sher What could go wrong when you are in a really bad mood? For

Categories : *Journal of Applied Psychology TurnoverTags : turnover2 Comments

Jobs: What Makes the Difference for Moms After Childbirth? (IO Psychology)

On February 10, 2012 By I/O AT WORK

Topic: Work-Life Balance, Turnover Publication: Journal of Applied Psychology (SEP 2011) Article: Health and Turnover of Working Mothers After Childbirth Via the Work-Family Interface: An Analysis Across Time Authors: Dawn S. Carlson, Joseph G. Grzywacz, Merideth Ferguson and Emily M. Hunter, C. Randall Clinch and Thomas A. Arcury Reviewed By:

Categories : *Journal of Applied Psychology Organizational Commitment PersonalityTags : organizational commitment personalityLeave a comment

How Guilt Leads to Organizational Commitment (IO Psychology)

On February 8, 2012 By I/O AT WORK

Topic: Personality, Organizational Commitment Publication: Journal of Applied Psychology (JAN 2012) Article: When Feeling Bad Leads to Feeling Good: Guilt-Proneness and Affective Organizational Commitment Authors: F.J. Flynn, R.L. Schaumberg Reviewed By: Ben Sher Is it good to be guilty? If you have just been accused of being a lousy tipper,

Categories : *Journal of Applied Psychology Conflict Culture Performance TeamsTags : conflict culture performance teams4 Comments

When Does Conflict Improve Team Performance? (IO Psychology)

On January 30, 2012 By I/O AT WORK

Topic: Teams, Conflict, Culture, Performance Publication: Journal of Applied Psychology (JAN 2012) Article: Reaping the Benefits of Task Conflict in Teams: The Critical Role of Team Psychological Safety Climate Authors: B.H. Bradley, B.E. Postlethwaite, A.C. Klotz, M.R. Hamdani, K.G. Brown Reviewed By: Ben Sher There’s a battle in the meeting

Categories : *Journal of Applied Psychology Employee Satisfaction Sexual HarassmentTags : employee satisfactionLeave a comment

Beyond Sexual Harassment: The Importance of Considering Workplace Aggression (IO Psychology)

On January 27, 2012 By I/O AT WORK

Topic: Employee Satisfaction, Sexual Harassment Publication: Journal of Applied Psychology (SEP 2010) Article: Comparing Victim Attributions and Outcomes for Workplace Aggression and Sexual Harassment Authors: Hershcovis, M. S., & Barling, J. Reviewed By: Thaddeus Rada Sexual harassment is a common, negative component of organizational life that has received a good

Categories : *Journal of Applied Psychology FairnessTags : fairnessLeave a comment

That Seems Fair: The Impact of Changing Justice Perceptions over Time (IO Psychology)

On January 23, 2012 By I/O AT WORK

Topic: Fairness Publication: Journal of Applied Psychology (JUL 2011) Article: Justice as a Dynamic Construct: Effects of Individual Trajectories on Distal Work Outcomes Authors: Hausknecht, J. P., Sturman, M. C., & Roberson, Q. M. Reviewed By: Thaddeus Rada Organizational justice continues to play a prominent role in the science and

Categories : *Journal of Applied Psychology Job Performance Personality TrainingTags : job performance personality training2 Comments

Tips for Getting Tips (IO Psychology)

On January 20, 2012 By I/O AT WORK

Topic: Job Performance, Personality, Training Publication: Journal of Applied Psychology (NOV 2011) Article: Want a Tip? Service Performance as a Function of Emotion Regulation and Extraversion Authors: N. Chi, A.A. Grandey, J.A. Diamond, K.R. Krimmel Reviewed By: Ben Sher Your restaurant server is quite the professional! He manages a genuine,

Categories : *Journal of Applied Psychology Emotional IntelligenceTags : emotional intelligenceLeave a comment

Quantitative Evidence that the Emotional Labor in Jobs is Easier with Emotional Intelligence (IO Psychology)

On January 13, 2012 By I/O AT WORK

Topic: Emotional Intelligence Publication: Journal of Applied Psychology (SEP 2011) Article: The Primacy of Perceiving: Emotion Recognition Buffers Negative Effects of Emotional Labor Authors: Myriam N. Bechtold, Sonja Rohrmann, Irene E. De Pater, and Bianca Beersma Reviewed by: Mary Alice Crowe-Taylor, Ph.D. Are jobs that require emotional labor seemingly everywhere?

Categories : *Journal of Applied Psychology Goals Job Performance Teams UncategorizedTags : goals job performance teams UncategorizedLeave a comment

Goals for Groups (IO Psychology)

On January 6, 2012 By I/O AT WORK

Topic: Goals, Teams, Job Performance Publication: Journal of Applied Psychology (NOV 2011) Article: The Effect of Goal Setting on Group Performance: A Meta-Analysis Authors: A. Kleingeld, H. van Mierlo, L. Arends Reviewed By: Ben Sher He shoots, he scores! No, not those kind of goals. We’re talking about workplace goals—the

Categories : *Journal of Applied Psychology InterviewingTags : interviewingLeave a comment

Successful Strategies for Job Interviewing (IO Psychology)

On December 21, 2011 By I/O AT WORK

Topic: Interviewing Publication: Journal of Applied Psychology (NOV 2011) Article: Managing and Creating an Image in the Interview: The Role of Interviewee Initial Impressions Authors: B. W. Swider, M. R. Barrick, T. B. Harris, A. C. Stoverink Reviewed By: Ben Sher When we think about job interviews, we think about