Every interviewer thinks he or she can determine the best candidates, but research has consistently shown that relying on gut instinct or favorable impressions does not always produce the best hires.
In moments of creativity young people often develop an email moniker they think is cute and defines their identity. It may be well and good when communicating with friends, but when it comes to applying for jobs, that moment of creativity may be a job killer.
Workers in professions where public safety is involved should be psychologically evaluated on a regular basis, an industrial psychologist says following astronaut Lisa Nowak incident.
When employees become romantically involved, there can be potential drawbacks. Romance can be ever present within the workplace and may be no further away than the next desk. And while to some, workplace romances may seem harmless, they, in fact, can lead to serious problems.
The science and practice of industrial-organizational psychology will be showcased April 27-29 during the Society for Industrial and Organizational Psychology's 22nd Annual conference at the Mariott Marquic Hotel in New York City.
Flexible work schedules have been around a long time but the idea of allowing people to work fewer hours in traditional full-time positions at reduced pay and benefits has been met with resistance at many companies. Yet, a Michigan State University says reduced loads may be the next step in arranging customized work schedules for top performing employees.
With nearly 2,100 stores in the United States, Mexico and Canada and new stores continuing to open, Home Depot's workforce of more than 350,000 associates grows substantially each year. A challenge for any organization growing that fast is the recruitment, development and retention of able employees and leaders.
Mentoring can be a powerful tool in introducing employees to an organization's climate and help them progress in their jobs. Eager to retain up-and-coming employees, companies are increasingly recognizing that formal mentoring programs can provide significant benefits for both the employee and the company.
Talent attraction and retention are key issues facing managers. The Society for Industrial and Organizational Psychology is sponsoring a high level conference that will offer strategies, including experiences of successful companies, on how best to meet these issues.
Walking the talk. A company's statements about its ethics must mirror its conduct. Companies and their leaders can establish formal codes of behavior but if they are not reinforced by strong ethical climates, the organizations can be vulnerable to various kinds of wrongdoing.
Political behavior, while usually associated with electioneering, exists in just about all organizations and is defined as the ability to effectively influence others. And the people most successful at utilizing political behavior often have the best reputations within the organization, according to a recent study.
Industrial and organizational psychologists will be looking at current issues and emerging trends in the workplace at the 21st Annual Conference of the Society for Industrial and Organizational Psychology May 5-7 at the Adams Mark Hotel in Dallas.
When workers find a better way to perform a job, they often keep their discoveries to themselves.
Humor in the workplace can be a two-edged sword. At best, it can relieve stress, strengthen morale, build camaraderie and, in general, be a positive influence. But like too much of a good thing, humor, or at least what passes for humor, can be a negative influence.
As company's rebound from major restructuring, management must develop plans to enable confidence-shaken employees to recover and adapt to the changes.
Executive coaching has exploded in recent years with American companies spending more than $1 billion annually. Yet, it is largely an unregulated industry and it is difficult to determine its effectiveness.
A simple and effective way to predict executive success is to ask colleagues on the managerial track. They know who is on the fast track.
Making the ceo selection process less of a gamble and increasing the odds of making the right choice is the goal of Robert Muschewske (Moo-chef-ski), senior vice president of Executive Services at Minneapolis-based Personnel Decisions International.
The selection and behavior of CEOs and other top executives will be closely examined during an Oct. 28-29 consortium in St. Louis.
The Society for Industrial and Organizational Psychology (SIOP) and The Society for Consulting Psychology (SCP) are providing free assistance to workers and organizations affected by Hurricanes Katrina and Rita.
Letters of recommendation are standard for job applications, but are they really useful? They are if you know how to read them, says a Radford University expert on LOR's.
While sales personnel did not overtly discriminate against obese shoppers, they did discriminate in more subtle interpersonal ways. Sales people treat overweight customers with more respect if they think they are trying to control their weight.
Dr. Tracey Rizzuto, assistant professor of psychology at Louisiana State University, says stereotypes about aging employees are simply not true. They do adapt to change and are able to learn new technologies.
Merger deals seem to be announced every week. But, carefully crafted justifications aside, as many as 75 percent of merger deals do not achieve desired results. The main reason: lack of sound planning regarding the human and cultural aspects of the merging organizations.
Industrial and organizational psychologists will be looking at some of the current issues and emerging trends in the workplace at the 20th Annual Conference of the Society for Industrial and Organizational Psychology April 15-17 in Los Angeles.
In a year when politics has become more contentious than ever, it is not surprising that divisions are spilling over into the workplace.
Maybe working shifts isn't as tough on marriages as many believe. A study conducted by Xavier University researchers found that married workers, including those with children, who work shifts had higher levels of life and job satisfaction than their unmarried co-workers.
Is the applicant really qualified for the job? That's what many employers are trying to learn, and increasingly they are using on-line pre-screening techniques for answers.
It is no secret that IT workers, because of their specialized expertise of technology that most other workers do not completely understand, comprise their own subculture within a company. Sometimes, though, that subculture mentality can conflict with others.
Industrial and organizational psychologists will be looking at some of the current issues and emerging trends in the workplace at the 19th Annual Conference April 2-4 at the Sheraton Hotel and Towers in Chicago.
Researchers say companies should be cautious about using credit history in selecting employees. Two professors say checking credit history is not a good idea.
How do companies prevent employees from doing something that studies show 80-85 percent of employees do"”use their work computers for personal use? The short answer is "they don't."
As the workplace landscape continues to change, both men and women are being confronted with "work-versus-family" conflicts, and according to a Texas A&M University study, men who perceive they have a high workload are more likely to leave their jobs than women.
When the Aviation and Transportation Security Act was signed into law in 2001, it had a dramatic impact on flying. That act created the Transportation Security Administration and mandated that the TSA federalize 429 airports in the United States.
Managers of work teams sometimes face a dilemma in determining a reward system. Do you compensate team members by equality, where everyone gets the same reward, or by equity, where team members receive different amounts proportional to their contributions?
Workplace incivility, if left unchecked, can poison the well of office productivity, says University of South Florida researcher Dr. Lisa Penney.
For many years, businesses have focused on offering working moms flexibility. But single dads are growing in numbers and companies need to pay more attention.
When manufacturing workers are worried about their jobs, the likelihood of their being involved in a workplace accident is twice as great than at plants where there is no threat to jobs.
Ten years ago, Dr. Robert Hogan asked an audience of industrial-organizational psychologists to estimate the base rate of bad management in corporate America. The estimates were in the 3-5 percent range. He then dropped a bombshell, suggesting a more accurate number was more like 65-75 percent.
A Center for Creative Leadership study shows that women managers aren't hindered by multiple work-family roles. In fact, many thrive on multi-tasks and become better managers.
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