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.
In the evolving workforce of the 21st century, there is a tendency for star performers to produce a disproportionate amount of output compared to the average performer. Despite this trend there has been very little shift in how we treat and manage star performers, often treating and paying them the same as average performers. The result is higher turnover among stars. How important are star performers and what can we do to better manage and retain them?
The applicant interview is crucial in finding the perfect candidate for a given position. But what happens when applicants use deceptive impression management to weasel their way into a job. A new study examines how organizations can try to alleviate the problem by selecting interviewers capable of detecting when an applicant is being deceptive.
We’ve all seen employees in the service industry subjected to abusive behavior by rude customers. A new study by Ruodan Shao and Daniel P. Skarlicki finds that employees’ reactions to mistreatment by customers varies in individualistic and collectivistic cultures. It also suggests several solutions for dealing with the stress such rude treatment often causes.
We know that the compatibility between an employee and their work environment is critical. Good fit tends to lead to better attitudes, improved job performance, and lower turnover. But in a global economy, it isn’t safe to assume that all cultures value fit and compatibility in the same ways. In fact, they don’t.
Is the belief in one’s ability to succeed, also called self-efficacy, tied to past job performance or a cause of future success? Does self-efficacy lead to or come from successful job performance? This study looks at 38 studies with over 5,000 participants in an effort to answer these questions.
Most of us eventually encounter situations at work where we have to pretend to be cheerful even when we’re not. Research shows that how you fake a smile at work makes a big difference in job performance and job satisfaction.
Just knowing you were kind to someone can improve your work day. Think of a time you helped a fellow coworker. Maybe they acted kindly in return. But the act of kindness alone can build a positive work environment. Did you find yourself thinking about that positive interaction later? The good feeling from helping someone is so powerful it can last till bedtime – literally.
Customers call service lines, because they have problems. Unfortunately, the negative feelings that problems can bring are probably counter-productive when it comes to getting a good solution. When dealing with difficult customers with strong negative feelings, customer service strategies that try to address the problem instead of the emotions yield the best results.