Via Scoop.it – personnel psychology

While we know that modern selection procedures such as ability tests and structured interviews are successful in predicting job performance, it’s much less clear how they pull off those predictions. The occupational psychology process – and thus our belief system of how things work – is essentially a) identify what the job needs b) distil this to measurable dimensions c) assess performance on your dimensions. But a recent review article by Martin Kleinman and colleagues suggests that in some cases, we may largely be assessing something else: the “ability to identify criteria”.
Show original

Via Scoop.it – personnel psychology

The most important fact that you need to know about resistance to change is that it’s normal. Your employees are not weird and they don’t purposefully make every change difficult.
Show original

Via Scoop.it – personnel psychology

Work Friends Live Longer» The risk of mortality was significantly lower for those reporting high levels of peer social support,» according to the study, which was published in the journal Health Psychology.
Show original

Via Scoop.it – personnel psychology

On June 12, 2005, in his commencement address to Stanford’s graduating class, Steve Jobs revealed: «When I was 17, I read a quote that went something like: ‘If you live each day as if it was your last, someday you’ll most certainly be right.’ It…
Show original

Via Scoop.it – personnel psychology

Job-related stress is catching up with people. A new study has found that increased job stress causes workers to increasingly seek help from health professionals for physical, mental and emotional ailments linked to job stress.
Show original