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.
Job developmental experiences are usually considered helpful for employee development, but they can sometimes lead to harmful outcomes.
Research finds that organizations can increase workplace achievement and employee engagement by reducing unnecessary tasks.
Employees who have intrinsic motivation on one task may experience reduced performance on other less interesting tasks.
To relate with coworkers, we can empathize with their feelings or try to understand how they see the world. Which approach works better?
Researchers find that perspective taking and empathic concern are distinct forms of interpersonal learning. Which is better in the workplace?
Experts successfully implement a job-redesign intervention that made a substantial positive impact on MIT and Harvard knowledge workers.
Finding the perfect job can seem like an impossible challenge, but creating the perfect job may be more feasible than you think.
Playing games or going to work, which is more fun? Okay, that was an easy one, but what if we could make work seem a little like a game? That would probably make work a little more fun, right? This process is called gamification, and researchers are discovering more about how we can use it to motivate employees to feel enthusiastic about going to work.
When designing a job, consider the values of the occupation within which the job resides, according to research by Erich C. Dierdorff of DePaul University & Frederick P. Morgeson of Michigan State University. For example, imagine that you’re designing an internal consultant job that you expect to be filled by
