Research finds that leaders benefit when their employees are able to voice workplace complaints in a constructive manner, instead of merely complaining.
Stressful events can be constant or changing. Why does this distinction matter when tracking harmful workplace outcomes for employees?
Researchers consider how job performance on one day relates to the emotional labor strategy that employees use the next day.
New research shows that intense work is associated with negative psychological and emotional outcomes. These effects are stronger for workers with greater prosocial motivation.
Teleworking employees may lack resources and organizational support. How can organizations better serve employees who must work from home?
New research shows how anxiety about COVID-19 is related to poor work, family, and health outcomes. These effects can be mitigated by frequent hand washing.
Research explores how difficult jobs can ultimately lead to poor mental health and death, specifically when employees lack the resources for dealing with the high job demands.
How does LinkedIn affect job search efforts, and how can job seekers best utilize their time on the social media platform?
Leaders can end up in bad moods after helping their employees with personal problems. How can leaders reduce this effect and still offer assistance to their employees?
Employees who are ostracized at work may experience emotional exhaustion in the workplace and at home. How can organizations mitigate these harmful effects?
