Employees with high self-efficacy may dismiss the benefits associated with seeking feedback. How can organizations encourage feedback seeking at work?
Researchers design and test an intervention that successfully provides leaders with more energy throughout the day, improving leaders’ engagement and influence on followers.
Researchers find that leaders can use negative emotions to inspire their team to higher performance, however at a certain point it can start to backfire.
Employees who have intrinsic motivation on one task may experience reduced performance on other less interesting tasks.
Employees with high intelligence may choke under the pressure of ambitious performance goals. How can organizations tailor their approach to better motivate these bright employees?
Why do some employees use performance pressure as a motivational tool to perform better, while others become stressed out and perform worse?
Understaffing presents distinct problems for employees and organizations. Researchers study how leaders and teams can succeed in the face of this problem.
Work-related email seems to be spiraling out of control. What negative consequences could this lead to, and how can employees deal with it?
Job engagement can have both positive and negative outcomes for organizations due to employees’ feelings of ownership over their jobs.
Informal field-based learning, as opposed to formal training and development, has potential benefits for organizations under certain circumstances.
