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.
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”
In times of an economic downturn, organizations can emerge from a recession healthier by prioritizing future growth and development through its people and programs.
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 US military has pioneered selection methodology for years and continues to do so with an increasing amount of accuracy and sophistication.