We’ve partnered with numerous SIOP presenters, and they’ve provided us with the nitty-gritty on some of the very best presentations, offered to you in a multi-part series.
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.
Employees make lots of choices about how to spend their time at work, and the way they allocate their time certainly impacts organizational effectiveness. New research shows that these choices are influenced by the specific human resource practices used by an organization. Which HR management practices are the right ones to use?
Corporate Social Performance is on the incline, and job seekers are increasingly starting to take notice. A new study examines how corporate social performance– including community involvement and pro-environmental efforts– can impact recruitment efforts and even make a company stand out among eager job seekers.
Many employees are being sent on overseas assignments these days. Some start off working well in foreign cultures, but don’t maintain their adjustment levels over time, while others never perform as well as they did back home. A new study shows that initial motivation and psychological empowerment are crucial to the process, but interact with different kinds of stressors to affect performance in both positive and negative ways.
What makes a great workplace or a terrible one? Many would say upper management makes the difference or company values or even the guy in the next cubicle. Long days, stressful meetings, a grumpy boss are all factors that we would expect to determine our workplace well-being. Surprisingly, new research indicates that the key factor to well-being in your workplace is you.
Flex-schedules, work from home, modified hours, alternate office locations – lately the news is full of debates as to whether or not idiosyncratic deals and atypical work arrangements really, well, work. A recent study suggests that not only do such idiosyncratic deals, or i-deals, work – they actually improve job performance and inspire employee gratitude.
The first step is solving problems in your workforce is understanding what those problems are. No amount of process improvement, rewards systems, or management support will suffice, without an accurate sense of your company’s climate and employee satisfaction. So, how are your employees feeling? Well, according to the American Psychological Association, they might be unhappy, especially if they are women.