Categories : *Personnel Psychology
Empowering Leadership Leads Virtual Teams to Success
Virtual teams face unique challenges. How can leaders use empowerment to maximize team performance.
Categories : *Personnel Psychology
The Dark Side of Pay-for-Performance Programs
Rewarding good performance with higher pay seems like a good system, but there is a clear downside. What can organizations do to make these systems work?
Categories : *Personnel Psychology1 Comment
How Personality is Linked to Charismatic Leadership in Different Work Conditions?
Research demonstrates how a stressful work environment can play a role in how employees perceive their leaders.
Categories : *Personnel Psychology Health & Safety Stress Turnover
Overflowing Stress: How Personal Stress Leads to Stress on the Job
It is difficult for employees to completely separate their home lives from their work lives. Stress that develops at home can actually spillover into the work environment, which leads to negative health outcomes for employees and negative organizational outcomes. A new study shows why organizations need to be on the lookout for employees who are experiencing stressful events in their personal lives.
Categories : *Personnel Psychology Culture Diversity Strategic HR
Age-Inclusive HR Practices Lead to Improved Organizational Outcomes
Recent demographic shifts in the population have HR practitioners scrambling to face the challenge of managing an increasingly age-diverse workforce. A new study shows that employing age-inclusive HR practices may improve organizational outcomes and promote employee retention.
Categories : *Personnel Psychology Engagement Job Performance Rewards Turnover
Are You Managing and Keeping Your Star Performers?
In the evolving workforce of the 21st century, there is a tendency for star performers to produce a disproportionate amount of output compared to the average performer. Despite this trend there has been very little shift in how we treat and manage star performers, often treating and paying them the same as average performers. The result is higher turnover among stars. How important are star performers and what can we do to better manage and retain them?
Categories : *Personnel Psychology Faking Interviewing
Interviews: How to Identify a Deceptive Job Candidate
The applicant interview is crucial in finding the perfect candidate for a given position. But what happens when applicants use deceptive impression management to weasel their way into a job. A new study examines how organizations can try to alleviate the problem by selecting interviewers capable of detecting when an applicant is being deceptive.
Categories : *Personnel Psychology Conflict Counter-Productive Work Behavior Culture Stress Work Environment
How Service Employees React to Mistreatment by Rude Customers
We’ve all seen employees in the service industry subjected to abusive behavior by rude customers. A new study by Ruodan Shao and Daniel P. Skarlicki finds that employees’ reactions to mistreatment by customers varies in individualistic and collectivistic cultures. It also suggests several solutions for dealing with the stress such rude treatment often causes.
The Consequences of Fit Across Cultures
We know that the compatibility between an employee and their work environment is critical. Good fit tends to lead to better attitudes, improved job performance, and lower turnover. But in a global economy, it isn’t safe to assume that all cultures value fit and compatibility in the same ways. In fact, they don’t.
Categories : *Personnel Psychology Job Performance
Self-efficacy and Job Performance
Is the belief in one’s ability to succeed, also called self-efficacy, tied to past job performance or a cause of future success? Does self-efficacy lead to or come from successful job performance? This study looks at 38 studies with over 5,000 participants in an effort to answer these questions.