Researchers discuss numerous findings on how proactivity in the workplace relates to other work-related measures of success, such as job performance.
Researchers find that job applicants are more attracted to organizations that match their actual self-image, instead of those that match their ideal self-image.
Researchers find that when new employees are psychologically attached to their old jobs, they may have more trouble succeeding on the new job.
Researchers explore the concept of organization-based self-esteem and identify what may be causing it and what it may lead to. What does this mean for the workplace?
Researchers investigate the importance of employee recovery while off the job, and explain how it can lead to increased productivity while on the job.
Researchers explore the factors that predict on-the-job success. How can organizations identify job applicants with the right human capital?
Researchers investigate whether feelings of job insecurity will influence employees to work better or to disengage from their roles.
Recent research demonstrates how the practice of brainwriting may be more productive than traditional brainstorming, especially for organizations who require a high degree of creativity.
Researchers find that mentors not only provide benefits for the employees they mentor, they also experience distinct benefits themselves.
Topic: Change Management, Organizational Development Publication: Journal of Occupational and Organizational Psychology Article: Employee identification before and after an internal merger: A longitudinal analysis. Author: J. Bartels, J. Pruyn, S. DeJong Featured by: Benjamin Granger One employee factor crucial to the success of organizational change is the extent to which employees identify (align themselves) with their organizations prior to the restructuring. But, employees can identify with the organization at different levels. For example, employees can identify
