Tag Archives: Performance

Diversity: Performance  Impact or Perception Bias? 

Key Points: 1. Research investigating the effect of diversity on job performance should always be analysed critically to assess the research methods used, as the common use of subjective performance ratings can lead to biased – and therefore misleading – results.   2. Subjective evaluations, especially from external raters, tend to overestimate the benefits of job-related
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The Power of Three: How Supporting Our Basic Human Needs Helps Us Thrive

Key points Introduction Relationships with others play a big role in our lives.  Whether it’s a coach, a friend, or a mentor, the support we get from others affects how motivated we are and how well we perform. For example, when someone encourages us or gives us helpful feedback, we feel more motivated, and more
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Decoding Workplace Deviance: Interpersonal and Organizational Dimensions and Their Correlates

Key Points: 1. Costing organizations billions of dollars in lost productivity and other expenses, deviant workplace behaviours are harmful not only to employees but also to organizations at large. 2. Workplace deviance is distinct from counterproductive workplace behaviour with the key distinction being that workplace deviance includes specific negative work behaviours. 3. Workplace deviance can
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Burning the Midnight Oil is not Burning Out: The real link between burnout and job performance

Key Points: Burnout is a multi-dimensional concept, that is not about working long hours. Job performance suffers when people experience burnout, and there are stronger performance impacts for feelings of inefficacy. Organizational interventions to support well-being and curb burnout need to focus on the measurement of burnout and how it may affect various occupations differently.
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