This study found that the combination of workplace shock (losing a patient) and burnout in the healthcare field was likely to lead nurses to leave their jobs.
A recent study found that applicants whose pictures appear on their social media profiles are viewed more favorably than applicants who are not pictured. Also, that applicants with "attractive" photos were considered stronger than those with "unattractive" pictures.
Harassment of teen workers can be alleviated by providing them more meaningful assignments and coping strategies.
A recent study found a strong relationship between cheating in college and counterproductive workplace behavior.
Research shows that people are more forgiving of lies from a non-profit organization than they are from a for-profit (Fortune 500) company.
A comparison of union and non-union impact on an organization's culture and change, shows that unions tend to be more resistant to change and slower to adapt to culture shifts.
Study shows social network screening can make organizations unattractive to applicants.
Little things can be revealing in an interview and a skilled interviewer can look beneath the surface to discover the real candidate.
Companies are shifting to digital platforms and media to interact and collaborate with customers and employees.
Parties and bonuses improve morale, but employers should also consider other factors when giving.
VHA creates civility intervention that leads to greater collegiality among employees and an improved workplace environment.
Industrial-organizational psychologists are the experts at knowing what goes into making effective hiring decisions. In fact, they have developed scientifically proven methods for choosing the best candidates and avoiding the pitfalls of making the wrong choices.
Current issues and trends in the workplace will be featured at the conference.
Running counter to conventional thought, a research study shows that demographic faultlines can alleviate injustices within the workplace.
General intelligence is not enough. Practical intelligence can mean the difference between entrepreneurial success or failure.
Lack of flexibility that interferes with family balance is major factor why relatively few women own quick service food franchises.
How can organizations help prevent incidents where employers seek to harm coworkers or bosses?
As leaders struggle with growing pressures in today’s fast-paced workplace, a change is being made in the way leadership responsibilities are distributed within organizations. Shared team leadership is the new approach influencing the way team members operate to their full potential.
Crisis management is primarily dependent upon the decision-making ability of those in lead command positions.
Creating a learning-oriented culture within hospitals and carried out by charge nurses and leaders at the point of care is a key to patient safety.
Business executives with narcissistic personalities do have some productive attributes, but, ultimately, do they do more harm than good for an organization?
Untrained interviewers and too much small talk can result in poor hires and promotions.
Each holiday season, employers traditionally hire temporary staff in preparation for what they hope will be a busy and prosperous Christmas season. This year, though, the sluggish economy has chipped away at seasonal positions.
A new study shows strong relationships between personality traits and medical school performance.
Succession planning should be an ongoing process for boards of directors, not a periodic activity.
Managers trained in family supportive behaviors see benefits in lower turnover, greater productivity and less stressed employees.
Job and promotion interviews in foreign countries are not the same as in the United States.
Age discrimination will be reduced if employers base personnel decisions on job-relevant requirements and focus on the abilities of those able to perform the work and not on how old they are, says a Purdue University industrial organizational psychologist.
In the wake of the Supreme Court decision, various news outlets have interviewed the firefighters, city officials and legal experts on the case, but few have sought comments from the designers and scientists who are among those instrumental in developing these both useful and controversial employment tests"”industrial and organizational psychologists.
Using U.S. Department of Labor and Mine Safety and Health Administration data, two Michigan State University researchers found that the number of workplace accidents spikes after Daylight Savings Time changes every March.
A research study shows that college students see themselves as customers and therefore entitled to complain rather than take responsibility for their own actions and become involved in their education as learners rather than customers.
Study after study has shown that an engaged workforce is considered desirable in any organization and leads to greater productivity and profitability. In short, There seems to be no downside to employee engagement. However, Thomas Britt, an industrial-organizational psychology professor at Clemson University, cautions there are some limits to employee engagement that managers should consider.
Industrial-organizational psychology is a specialized science that is finding its way into corporate decision-making.
Amid the current economic turmoil, the debate over CEO pay has intensified. Now more than ever, the propriety of large salaries and bonuses for CEOs is leading people to ask, "Are CEOs overpaid?"
After his amazing landing of US Airways' Flight 1549 on the Hudson River last week, the media heralded pilot Chelsey B. Sullenberger for his courage, but industrial-organizational psychologists say several other factors also played a role in the safe landing.
As resources become tighter, managers in the retail service sector are searching for ways to be more efficient and one place they should look is their hiring practices. University of South Carolina study provides hard evidence that hiring better people contributes to better store effectiveness in terms of store sales figures.
Having a diversity policy does not always mean a company has a favorable diversity climate. "Being a pro-diversity organization is more than legal compliance and hiring the "˜right' number of minorities in the workforce," said Patrick F. McKay of Rutgers University, whose research sought to determine if a pro-diversity climate has an impact upon employees. The answer: "Absolutely."
Executive coaching is a business strategy that is gaining favor in organizations that give serious attention to developing key talent. Yet there is often skepticism about its usefulness. Two researchers are developing a meaningful way that will measure the value and return-on-investment (ROI) of executive coaching.
Researchers find that baseball teams investing in highly skilled pitchers and catchers, whom they consider "core role" players, enjoy greater success. This model, they say, also translates to business work teams, which should be constructed around strategic core role holders rather than individual characteristics.
Employees ultimately determine the success of a business transition, but, too often, companies fail to take into account the angst of surviving workforce. As they struggle to adjust to the current economic and business environments, many companies are undergoing transitions, whether through mergers, acquisitions, downsizing or layoffs. Unfortunately, many will fail in their efforts to become better.
As the workforce ages, organizations are faced with challenges in assimilating new workers with older workers who are reaching retirement age. Companies can be managing four different generations.
When it comes to hiring personnel in high-risk jobs like public safety, agencies and organizations, often under heavy scrutiny, have to be accountable in employing people who can perform up to high expectations. Not everyone is well suited to work in a high risk job.
Does being extra heavy or obese hinder the opportunity of getting a job or moving up the work ladder? A recent study conducted at Wayne State University in Detroit, MI, shows that, yes, obesity can and does have a denigrating effect in the workplace.
Body piercings and tattoos are becoming more common, particularly young people. But both current and prospective employees may want to think twice before revealing body art in a professional setting.
Employees who do not have a clear understanding of how their jobs fit into the overall work picture of their organization are more likely to exhibit carelessness and the inability to make clear distinctions on which aspects of their job are most important when making ratings about their work assignments.
Reducing employee turnover can be both perplexing and challenging for some organizations. The good news is that there are tested and effective ways to weed out the likely quitters even before they are hired.
Personality tests are not necessarily strong predictors of job performance.
Innovation in organizations doesn't just happen; it is the result of leaders nurturing a culture of creativity throughout the company.
On Oct. 26-27, the critical issue of the psychological factors behind creating and maintaining organizations capable of market-changing innovation will be the focus of the Society for Industrial and Organizational Psychology's third annual Leading Edge Consortium in Kansas City.
Managing the vagaries of innovation"”creativity and the process of turning ideas into products and services that add value to an organization"”is one of the greatest challenges facing business leaders. Some of the top leaders in research and practice will share their thoughts about innovation in Kansas City Oct. 26-27.
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