Key Points: Mental health is a vital occupational health factor that organizations should prioritize by actively developing positive leaders who reflect effective leadership styles and behaviours, implementing supportive policies, and proactively monitoring employee well-being to create a more productive and inclusive work environment. Effective leadership styles like transformational leadership, relations-oriented leadership, and task-oriented leadership, and
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Key Points: Studies indicate that employees identify with organizations when there is an alignment in values, feelings of support, and they feel trust in the organization’s leaders to make the right decisions. The evidence suggests that organizational identification is malleable and can change with changes in the values of the organization or with changes in
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Key Points: Selection tools are quite different in their ability to predict performance than previously thought. Some less, some more. Overall (rather than contextualized) personality measures and years of job experience, are not meaningful predictors of performance. Structured Interviews, Job Knowledge, Biodata, Work Samples, Cognitive Ability and Integrity Tests are useful assessment methods and criteria.
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Key Points: Job insecurity is significantly related to a staggering 51 unique negative work and individual outcomes. Cognitive job insecurity – thoughts tied to job insecurity – and affective job insecurity – feelings tied to job insecurity – are found to be related but different concepts. Feelings related to job insecurity seem to be more
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Key Points: Providing support for autonomy can help provide the basic underlying needs for intrinsic motivation – autonomy, competence and connectedness. When these needs are satisfied, employees are more likely to experience intrinsic motivation for their work. This is in-turn related to higher levels of general well-being, work engagement and positive work behaviors, and lower
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Key Points: Set challenging and specific goals for higher performance. Use data, feedback, and progress monitoring to achieve goals effectively. Consider individual differences and intrinsic motivation for successful goal setting. This Evidence-Based Summary has been made available in an audio-based format. Click play to give it a try! Most personal and professional progress is directed
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The drivers, factors, and contexts that boost work motivation. Key Points: Stand out elements for work motivation are goal setting, feedback, and feeling supported by your manager. Human motivation is not fixed; it can change through mindsets, circumstances, and outcomes. Tasks that involve creativity, autonomy, teamwork, and well-being are strong drivers of intrinsic motivation, the
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Emotional intelligence can predict performance, but we will tell you how much and why, and EI-lovers might not like it.
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