Excerpt: Researchers explain how differences between team members can easily turn into faultlines. What steps can organizations take to prevent this from happening?
Research finds that organizations perform better when they have an ethnic and racial composition similar to the customer base that they serve.
Evaluations of leadership potential may be lower for females or older employees. What can organizations do about this?
Researchers explore the interpersonal dynamics of having diverse employees on high-level leadership teams.
Researchers consider the factors that relate to career success, specifically for African-American employees.
Researchers discuss diversity and multiculturalism in organizations.
Researchers discuss diversity in the workplace and how employees can support their colleagues.
Organizational newcomers carry the stress of adjusting to their new jobs, working with new people, and learning the ins and outs of a new organization. Previous research has shown that when organizational newcomers engage in proactive adjustment behavior (e.g., feedback seeking, relationship building), they are more likely to be committed to
Researchers find that there are different predictors of employee engagement, depending on the age group. What are the implications for the workplace?
Researchers explore what motivates older people to continue working. They find that people have different motivations, which may determine how organizations can better serve them,
