In light of the pandemic, research by Chen et al. delves into what role a proactive personality may play in combating crises – specifically COVID-19. Their study sampled healthcare professionals in Wuhan, China shortly after the crisis began.
The employment interview is the most widely used selection method used. Introducing structured interviews takes your business up a notch.
Griffin, M. A., & Neal, A. (2000). Perceptions of safety at work: A framework for linking safety climate to safety performance, knowledge, and motivation. Journal of Occupational Health Psychology, 5(3), 347-358. Safety is a foundational element for many organizations. But how do organizations influence individuals to adhere to safe practices, raising safety performance? According toContinue reading “Closing the Scientist-Practitioner Gap: Framework for Linking Safety Climate to Safety Performance”
Shippmann, J., Ash, R., Battista, M., Carr, L., Eyde, L., Hesketh, B., et al. (2000). The practice of competency modeling. Personnel Psychology, 53, 703−740. HR leaders are often tasked with developing job descriptions, performance appraisals, training programs, employee selection tools, career planning programs and much more. Often, the best practice first step is to systematicallyContinue reading “Closing the Scientist-Practitioner Gap: How Do I Choose Between Job Analysis and Competency Modeling?”
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92, 1524 –1541. In a 2007 meta-analysis of 46 studies consisting of almost 13,000 remote employees, Gajendran and Harrison found telecommuting to have a moderate but beneficialContinue reading “Closing the Scientist-Practitioner Gap: The Good, The Bad, And the Unknown About Telecommuting”
Should you consider usingpersonality tests for selection purposes at your organization.
The job satisfaction-job performance relationship: A qualitative and quantitative review.Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001).Psychological BulletinVol. 127, pp. 376-407. Across 312 Studies and 54,471 people, strong correlations and relationships were found between Job Satisfaction and Job Performance. The relationship between job satisfaction and production has been oneContinue reading “Closing the Scientist-Practitioner Gap: Relationship Between Job Satisfaction & Employee Performance”
Business-Doing competencies well: Best practices in competency modeling.Campion, M. A., Fink, A. A., Ruggeberg, B. J., Carr, L., Phillips, G. M., & Odman, R. B. (2011)Personnel PsychologyVol. 64, pp. 225-262. In an age of efficient hiring, competency modeling as a tool to guide businesses towards reaching their talent strategy goals. Competency modeling is the collectionContinue reading “Closing the Scientist-Practitioner Gap: Proven Methods of Competency Modeling”
Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysisHarter, J.K., Schmidt, F.L. and Hayes, T.L. (2002)Journal of Applied PsychologyVol. 87, pp. 268-79. Why do employee satisfaction and engagement matter? They’re just based on employee opinions. Do they really have any bearing on hard business outcomes? Turns out, there is a lot ofContinue reading “Closing the Scientist-Practitioner Gap: Employee Satisfaction and Success”
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.Psychological Bulletin1998. Vol 124 No. 2, 262-274Copyright 1998 by the American Psychological Association One of the most cited and important scholarly works in the field of IO Psychology and certainly a huge influence on my education andContinue reading “Closing the Scientist-Practitioner Gap: Employee Selection Methods”