Abusive Supervision may have Roots in Childhood

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? [Read More]

How to Be Fair to Employees without Feeling Drained

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. [Read More]

How to Fix the Negative Relationships that Affect Team Performance

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. [Read More]

Proactive Employees Need Political Skills to Succeed

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. [Read More]

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

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. [Read More]

Developmental Job Experience Might Not Be for Everyone

Many companies give employees developmental assignments to facilitate on-the-job learning and leadership skill development. Although these assignments can increase the advancement potential of employees, they may lead to stress-related unpleasant feelings, which increase turnover intention in those with low emotional intelligence. [Read More]

Death Anxiety is Related to Burnout and Other Organizational Problems

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? [Read More]

The Connection Between Exhaustion & Psychological Detachment From Work

It’s a generally accepted fact that failing to put work aside will eventually exhaust employees. A recent German study published in the Journal of Occupational Health Psychology reveals that exhaustion can actually lead to a lack of mental disengagement from work, especially when employees are under tight timelines and don’t have adequate breaks for leisure activities. [Read More]

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]

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]