Employee Psychology

Research finds that cultivating self-compassion at work may be key to boosting helping behaviors among employees.

Leaders should learn to manage — and value — employees whose sense of purpose comes from outside the organization.

MIT Sloan Management Review’s spring 2023 issue examines organizational structure, innovation, and employee well-being.

Historically siloed HR teams should collaborate to proactively support employee thriving and mental health.

Managers can help employees turn fears into fleeting thoughts as opposed to permanent restraints.

Workplace toxicity leads to a host of negative mental and physical health outcomes, particularly for women of color.

Workaholic behavior can damage organizations and teams; managers can take steps to help employees attain better balance.

Mistakes and critical incidents can serve as learning opportunities and help build a culture of growth and innovation.

During times of crisis, managers should prioritize individualized consideration and building trust to support employees.

In this webinar, we outline key findings from recent artificial intelligence and business strategy research, including that mandating individual use actually improves employee engagement across multiple dimensions.

The 2022 MIT SMR-BCG AI and Business Strategy report finds organizations get more value from AI when workers benefit too.

New research offers leaders insights into how they can enhance inclusion at an actionable level in the workplace.

In this webinar, Jamie Ladge and Tim Allen share research-based insights that can help organizations offer better support and policies for working mothers and other caregivers.

MIT SMR’s summer 2022 issue addresses the challenges of C-suite turnover, end users’ AI anxiety, and employee motivation.

Reporting on unethical conduct in the workplace is linked to employees’ degree of psychological safety.

When leaders recognize the perspectives of overlooked populations, it opens up opportunities for innovation and change.

Incivility isn’t just about the office jerk. It’s also about dysfunctional employee relationships.

Companies that manage employee data responsibly are better able to grow trust across the company while gaining insights.

Leaders can create a healthier work environment for employees by addressing the root causes of stress.

Adapting roles amid organizational change, “invisible” leadership transitions, and new digital olfaction technologies.