Research considers what makes people mentor other employees at work. The authors discuss the role of perceived organizational support and altruism.
Researchers explore how characteristics of a person’s job can influence whether the person will be happy or sad.
What are idiosyncratic deals? Researchers devise a method of identifying and classifying these deals and then go on to explain why they are so important in organizations.
Organizations might assume that intensive human resources initiatives help the company’s financial performance. Researchers demonstrate that this is not always the case.
Researchers find four factors that make employees less likely to quit, and three factors that make them more likely to quit.
In this study, authors move beyond the “dark triad” to assess aberrant personality tendencies at work via an alternative methodology.
When customers complain about service or products, retailers have different approaches in how they respond. How do these decisions by management actually influence customer behavior?
Researchers discuss the importance of creating jobs that contain the values of the occupation as a whole.
Meyer, et al. (2002) conducted meta-analyses to investigate the relationship between the three different forms of commitment presented in Meyer and Allen’s (1991) Three Component Model (TCM). They also evaluated antecedents, consequences, and correlates presented in the TCM.
Harvard Business Review authors focus on how practitioners and business leaders can anticipate and address disruptions to their business models.
