Men and women tend to have different reactions and priorities when working while sick or injured. Organizational policies makers need to be aware of these differences.
In this exploratory paper, researchers demonstrate how the choice to participate in or withhold from helping behaviors may lead to regret and influence future behavior.
New research finds that leaders who acknowledge racial and ethnic identities have followers who view them as more ethical and who engage in more proactive behaviors toward the organization.
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?
Researchers find that employees are less anxious and more motivated when they are able to set their own performance goals.
There are two types of stress that employees are exposed to and two ways they might cope with it. Which way leads to better workplace outcomes?
Why do some employees use performance pressure as a motivational tool to perform better, while others become stressed out and perform worse?
Job engagement can have both positive and negative outcomes for organizations due to employees’ feelings of ownership over their jobs.
Researchers discover the role of upward mobility in explaining how employees react to workplace ostracism. How can organizations use this information?
Research demonstrates that performing organizational citizenship behavior at work leads to distinct advantages to the employees performing it, in addition to the organization.
