Research demonstrates that performing organizational citizenship behavior at work leads to distinct advantages to the employees performing it, in addition to the organization.
Researchers explore how employees can best manage their emotions when dealing with stressful customer interactions. What are implications for management?
We all like breaks: Lunch breaks, coffee breaks, water-cooler breaks, checking Facebook breaks, week in Maui breaks. But won’t lots of breaks hurt an organization’s bottom line? New research shows that the opposite may be true. Breaks may be beneficial for employee success.
Who do you really want answering that important 3am phone call? Probably not your employee. New organizational theory proposes that constant connectedness or working irregular hours can lead to sleep deprivation. While pushing employees extra hard may seem to initially increase organizational performance, it is certainly no long-term winning strategy.
Research shows that overworked employees make compromises on professional standards. How can organizations avoid this problem?
Research explores how different leadership styles are associated with different emotional strategies. What are the implications?
You sit down at your desk to start the workday and log in to your work email. “YOU’VE GOT (187 pieces of) MAIL!” You might just have email overload. Besides for being extremely annoying, you might feel pressured to quickly respond to all of these emails. This pressure now has a word: telepressure. Does telepressure make you more productive at work, or can it lead to harmful outcomes ultimately affecting an organization’s bottom line?
Researchers examine what factors lead employees to early retirement. How can organizations instead support these aging employees?
Caregivers are people who assume responsibility for helping another person with daily living activities. But many caregivers are also full-time employees. With the increase of caregivers in the workforce, a new study shows how family and supervisor support can influence the mental health outcomes of these caregivers, and lead to improved well-being.
Treating employees fairly is important to organizational success, but can nevertheless be a resource-intensive task. What can managers do about this?
