Researchers design and test an intervention that successfully provides leaders with more energy throughout the day, improving leaders’ engagement and influence on followers.
Job engagement can have both positive and negative outcomes for organizations due to employees’ feelings of ownership over their jobs.
Researchers conduct three studies to demonstrate the roles of straightforward communication and employee credibility in making sure suggestions are heard.
When expectations are high and people face early setbacks, they are likely to feel embarrassed, make excuses, and withdraw from a project.
Researchers study the types of inferences followers make about angry leaders in the workplace and provide recommendations for organizations.
Employees performing degrading “dirty work” tend to disengage from the organization, but leadership emphasizing group goals may help keep them engaged.
Researchers demonstrate that two types of daily planning can positively affect employee performance.
Researchers explore how employees can best manage their emotions when dealing with stressful customer interactions. What are implications for management?
Research demonstrates that narcissism can be harnessed with humility, an unlikely combination that may lead to good leadership.
Modern technology allows us to do some pretty amazing things. One of these things includes playing an engaging game of chess with someone on the opposite side of the planet while sitting at your work desk. Yes, technology can be distracting. But what can employers do about it? How can they make sure that employees focus on the work that they are supposed to be doing?
