Employee Psychology

Credibility hinges on perceptions of competence and trustworthiness, drawn from specific behaviors.

Providing language to use in day-to-day encounters with prejudice can help combat gender bias.

Giving people extra time and resources can boost innovation — but only if you match your “slack strategy” to employee type.

Brains are not hardwired to focus simultaneously on day-to-day activities and long-term objectives.

Emotion-sensing technologies can lead to better decisions and alleviate stress — if privacy issues are addressed.

Some women who feel like they won’t “fit” a job description will talk themselves out of wanting it.

Organizations need decision makers with central (and internalized) moral identities.

In certain circumstances, managers are more responsive to suggestions from the opposite gender.

Companies want managers to help employees develop and improve — but many managers don’t know how.

Research confirms that you’ll be less productive if your attention is spread too thin.

People with optimistic dispositions get jobs more easily and get promoted more, research suggests.

Executives who fail to understand power forces at play may find their careers in jeopardy.

Having one member in a remote location helps teams communicate.

Strategies for mitigating the negative effects of nasty on-the-job encounters.