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Top 5 Most Popular Article Reviews – September 2014

I/O AT WORK’s Top 5 most popular article reviews for September 2014. Includes article reviews on Unethical Decision Making, Victimization of High Performers, Leadership Fairness, Defiant Employees and more! [Read More]

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Avoiding Adverse Impact: Selection Procedures That Increase Organizational Diversity

Cognitive testing has long been used for selection procedures in order to ensure hiring suitable applicants. But this method has also discriminated against minority groups, ultimately affecting organizational diversity. A recent study investigated how sophisticated weighing techniques for specific abilities related to a job could increase diversity while still ensuring the right hire. [Read More]

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

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. [Read More]

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How Leadership Styles and Fairness Can Help Increase Job Performance

There are several factors that can impact the way an employee performs on the job. A recent study looks at how organizational fairness and leadership styles affect the relationship between work stress and job performance. In the end, researchers found that having the right balance of various leadership styles could serve to relieve employee stress and improve job performance exponentially. [Read More]

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Are Defiant Employees Causing their Bosses to be Abusive?

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. [Read More]

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Self-Reflective Job Titles: A Cost-Effective Way to Reduce Emotional Exhaustion

Previous research has investigated expensive top-down interventions for burnout. A new study in the Academy of Management Journal proposes that encouraging employees to use self-reflective job titles can be a cost-effective alternative, as it has been found to effectively reduce emotional exhaustion through increasing self-verification and psychological safety. [Read More]

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Top 5 Most Popular Article Reviews – August 2014

I/O AT WORK’s Top 5 most popular article reviews for August 2014. Includes article reviews on Job Interviewers’ Selling Orientation, Corporate Social Performance, Team Personality, Fostering Creativity and more! [Read More]

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Social Media at Work: Implications for Productivity

The use of social media at work is becoming increasingly common. A recent study done to develop a questionnaire for measuring good and bad social media behaviors revealed that, in addition to harmful social media behaviors being related to decreased performance, the beneficial behaviors seemed to have no significant relationship to performance. In short, no particular increase in performance output was detected. [Read More]

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Combating Stereotype Threat in the Workplace

Employees are often concerned that they are being judged or stereotyped based on their demographics, and their job performance and work attitudes are often negatively affected. This perceived stereotype threat may be eliminated if actively confronted by organizational leaders using training or affirmation, rather than being passively ignored and allowed to fester. [Read More]

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Teamwork- How Team Personality Influences Individual Behaviors

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. [Read More]