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Pre-Employment Testing Done Right: Does it Really Reduce Cheating?

Bob is a job applicant taking on online intelligence test as part of his pre-employment screening. Some of the questions are pretty hard, but he can simply Google the answers and get them right. Does he cheat? New research shows how organizations can help design these types of tests to make sure that cheating is less likely to occur. [Read More]

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Fantastic Feedback: How to Offer and Solicit Good Advice

In the inter-connected world of the twenty-first century there are myriad different ways to seek advice or feedback from others or impart our own wisdom. We can ask for informational interviews via Linkedin, blog about topics that interest us, Tweet what’s on our mind, and Instagram our musings of the day. However, there’s more to giving and receiving advice than meets the eye. How can we make advice giving a more successful endeavor? [Read More]

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Honest Feedback Can Affect the Behavior of Supervisors

When bosses want feedback, should we tell the truth or tell them what they want to hear? New research shows that being straightforward and honest about perceived slights can actually lead to significant benefits down the road. How can organizations navigate this tricky situation, and ensure that honest feedback becomes routine? [Read More]

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How to Make Meetings Productive: The Role of Employee Participation

Whatever your field of work, you probably have to go to meetings. And no, they are not usually something to look forward to. It’s likely this is the case because they aren’t always productive or even necessary, yet we still continue to have them. So how can we use meetings to actually improve workplace outcomes, and leave employees feeling good? New research highlights the importance of employee participation. [Read More]

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The Dark Side of Procedural Justice: When Being Fair Isn’t Enough

We tend to think that fairness in the workplace is always good, but new research has found a situation in which fairness can actually cause trouble between employees. In fact, it may be leading envious employees to act out in counter-productive ways. How does this happen, and how can organizations best prepare themselves to deal with the problem? [Read More]

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What is Gamification and How Can It Improve Organizational Effectiveness?

Playing games or going to work, which is more fun? Okay, that was an easy one, but what if we could make work seem a little like a game? That would probably make work a little more fun, right? This process is called gamification, and researchers are discovering more about how we can use it to motivate employees to feel enthusiastic about going to work. [Read More]

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Overflowing Stress: How Personal Stress Leads to Stress on the Job

It is difficult for employees to completely separate their home lives from their work lives. Stress that develops at home can actually spillover into the work environment, which leads to negative health outcomes for employees and negative organizational outcomes. A new study shows why organizations need to be on the lookout for employees who are experiencing stressful events in their personal lives. [Read More]

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Top 5 Most Popular Article Reviews – January 2015

Back by request, here are I/O at Work’s Top 5 Most Popular Reviews by month. Includes article reviews on Sleep Deprived Employees, Servant Leadership, Human Resource Practices, Happy Employees, and more! [Read More]

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How Unethical Customers Cost Organizations Twice

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? [Read More]

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

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. [Read More]