Are experienced entrepreneur looking to start a new business in a different industry more likely to achieve success in this new industry or their current industry?
Good employees may do whatever is asked of them, but better employees don’t wait to be told: they assess the situation, take initiative, and make positive changes on their own. But where can we find these magical people? New research shows that certain types of people are more likely to be proactive, and there is also something employers can do to encourage proactive behavior in the workplace.
Where does workplace innovation come from? Innovative people, of course. But finding those people or predicting who those people will be is a near-impossible task for most organizations. So what can we do about this problem? New research shows that organizations can use a simple strategy to inspire all their employees to make innovative contributions.
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 organizations spend millions of dollars on selection programs, return on investment becomes paramount. New research shows that we can improve our ability to predict job or training success when using tests of specific cognitive abilities, as long as these abilities are aligned with the actual job requirements.
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.
In this meta-analysis, the authors examined the construct validity and predictive validity of 10 study-skill constructs for college students. Study habit, skill, and attitude inventories and constructs were found to rival standardized tests and previous grades as predictors of academic performance, yielding substantial incremental validity in predicting academic performance.
In this article, the authors present an update on the state of business schools in the U.S. as of September 2002. The effects of business schools on careers concentrates on the Master of Business Administration (MBA) degree; results reveal that an MBA was not consistently related to career success.
Conscientiousness, which refers to being goal-oriented and self-disciplined, and openness, which refers to being creative and curious, predict academic performance, according to University of California at Davis psychologists Erik E. Noftle & Richard W. Robins. Across four different samples that utilized four different measures of personality, openness was the strongest
Topic: Change Management, Organizational Commitment, Potential, Trust
Publication: Human Resource Management (JAN 2011)
Article: The influence of perceived employee voice on organizational commitment: An exchange perspective
Authors: E. Farndale, J. Van Ruiten, C. Kelliher, and V. Hope-Hailey
Reviewed By: Allison B. Siminovsky