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A Snapshot of SIOP 2016 (Pt. 2) – Business Success

Last month, I-O Psychologists met in California to share the latest cutting-edge research. The 31st annual conference of the Society for Industrial Organizational Psychology (SIOP) was a huge success. We’ve partnered with numerous SIOP presenters, and they’ve provided us with the nitty-gritty on some of the very best presentations, which we now offer to you in a multi-part series. [Read More]

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The Dark Side of Pay-for-Performance Programs

More financial incentive, more problems? Pay-for-performance incentive programs may increase competition, stress, conflict, and mistrust, and may even lead to good employees leaving the company. Is there a way for organizations to pay for success without these potential pitfalls? [Read More]

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A Snapshot of SIOP 2016 (Pt. 1) – Employee Success

Last month, I-O Psychologists met in California to share the latest cutting-edge research. The 31st annual conference of the Society for Industrial Organizational Psychology (SIOP) was a huge success. We’ve partnered with numerous SIOP presenters, and they’ve provided us with the nitty-gritty on some of the very best presentations, which we now offer to you in a multi-part series. [Read More]

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How to Increase the Proportion of Women in Higher-Level Management Positions

Although the number of women in management roles is increasing, women are still underrepresented in higher-level management positions. In order to address this issue, many organization are implementing work-life practices (e.g., flexible work schedules, offering childcare). While these practices sound appealing, do they actually increase the number of women in higher-level management positions? [Read More]

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When Do Proactive Employees Receive Higher Job Performance Ratings?

Take initiative! Or should you? A recent study investigates how initiative taking and political skill affects evaluations of employees’ performance. Surprisingly, initiative taking does not always result in higher performance evaluations! [Read More]

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Rapport Building on Job Interviews: How Much Does It Matter?

You are ready for the job interview. You have all of the right answers to all of the difficult questions, including the one about escaping the blender if you were a pencil. Yet strangely, the first order of business is to establish good rapport with the interviewer. But what does that have to do with job qualifications? Will your entire interview be affected by your ability to establish initial good rapport? [Read More]

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How Can Companies Protect Their Reputations by Discouraging Employees’ Bad Behavior?

Breaking News: Company X employee arrested after DUI. How can your company avoid being Company X? A company’s reputation is a valuable resource that can be tainted by employees’ poor or criminal behavior outside the workplace, called off-duty deviance. So how can companies protect their reputations from being tarnished by unruly employees? The answer is policy adoption and pre-employment screenings. [Read More]

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Does Rude Treatment by Interviewers Affect Job Searching Motivation?

Securing a good job can be tough in today’s economy. Have you ever had a job interviewer behave rudely toward you? Did it lower your interest in pursuing future opportunities? Consider new research that explores whether an interviewer’s professional discourtesy can lower a job seeker’s motivation. [Read More]

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How Does Individual Employee Recognition Help the Team?

We all know the saying, “there is no ‘I’ in team.” But what happens when there is a star performer on a team? If the star performer receives recognition, what impact does that have on the rest of the team? New research explores the positive effects of individual recognition on team performance. [Read More]

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How Can Leaders Effectively Manage Employees’ Negative Emotions?

Negative emotions are unfortunately found in most workplaces, and they can threaten the productivity or well-being of employees who have them. So what is the best way for leaders to manage their followers’ negative emotions? A new study finds that some strategies work better than others, and may even enhance job satisfaction and job performance. [Read More]