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.
Research considers different types of employee happiness and investigates which type is related to positive organizational outcomes.
New research reveals that having a strong sense of ”calling” early on in life may help later in navigating the tension between choosing the career you want versus choosing one for financial stability and job security. When a sense of calling is stronger earlier in life, perceived ability plays a greater role than actual ability when it comes to actually pursuing a challenging career.
Researchers show how mild conflict can lead to exchanging information and improving processes.
Many employees are being sent on international assignments these days. A new study shows that initial motivation and psychological empowerment are crucial to success, but they interact with different kinds of stressors to affect performance.
Research considers stories and folklore that are passed around in an organization. Are these narratives useful for anything?
Research explores how empowering and directive leadership styles can influence different types of followers.
No one wants to have to enforce restrictive work policies, but managers often have to do just that. How can they get employee buy-in, when a policy is something their employees will naturally feel inhibited by?
Researchers identify the benefits of employees engaging in mindfulness, including increased job satisfaction and decreased emotional exhaustion.
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.
