Use the form on the right to contact us.
You can edit the text in this area, and change where the contact form on the right submits to, by entering edit mode using the modes on the bottom right.
123 Street Avenue, City Town, 99999
(123) 555-6789
email@address.com
You can set your address, phone number, email and site description in the settings tab.
Link to read me page with more information.
The latest career research insights to grow your career
Results of a study have shown that job autonomy (being able to exercise control over ones work) helps employees respond to demands and stressors at work so that they can maintain more energy. Having control over ones work helps individuals to decide how to direct and use their attention and resources so that they can face demands in the best way possible.
Coaching is an inherent social activity with coach and client influencing each other reciprocally. Two main dimensions of social interaction are dominance (opposed to submissiveness) and affiliation (with friendliness on one side and hostility on the other). According to a German study, only the combination of friendly and dominant coaching behavior is in linked to positive coaching outcomes such as client goal attainment. Combined friendly-dominant coaching behaviors could be smiling, eye-contact, empathetic or considerate behaviors as well as postural expansion, relaxation, talking with a firm clear voice, being assertive, self-assured, or being direct.
Ianiro, P. M., Lehmann-Willenbrock, N., &Kauffeld, S. (2015). Coaches and clients in action: A sequential analysis of interpersonal coach and client behavior. Journal of Business and Psychology, 30, 435-456. doi:10.1007/s10869-014-9374-5
If companies give their employees opportunities to do what they are good at they enhance the engagement of workers, as researchers from the Netherlands found in their recent study. When employees are supported to engage in tasks that capitalize on their strengths they are more likely to achieve work-related goals, feel competent, and are more effective in coping with job demands.
Working as a woman in a male-dominated field can lead to stress due to gender stereotype threat and can thereby hinder success and participation at work. A Canadian study offers two promising interventions based on listening to quotes regarding social belonging and affirmation. The interventions eliminated grade point average differences between men and women, and resulted in a higher confidence of women in their abilities to cope with stressors as well as a more optimistic attitude regarding future success.
Walton, G. M., Logel, C., Peach, J. M., Spencer, S. J., & Zanna, M. P. (2015). Two Brief Interventions to Mitigate a "Chilly Climate" Transform Women's Experience, Relationships, and Achievement in Engineering. Journal of Educational Psychology, 107(2), 468-485, doi:10.1037/a0037461.
How committed you are to your organization is influenced by your personality, according to researchers from Australia. The Five Factor Model (FFM) of personality describes personality with five main traits: Agreeableness, Extraversion, Openness to Experience, Conscientiousness and Emotional Stability. Agreeableness was found to be positively related to organizational commitment whereas Emotional Stability, Extraversion, and Openness to Experience had negative relationships with organizational commitment. These insights offer valuable inputs for employee selection and retention in organizations as they show, that some people are likely to be predisposed to have positive attitudes toward their employing organizations. Therefore, selection on all FFM traits can be important for obtaining and retaining committed employees in conjunction with employee support programs.
Employee well-being should be studied in a more complex and comprehensive way, as organizational psychologist Arnold Bakker from the Netherlands argues in a recent publication. The multilevel model of employee well-being explains that there are multiple factors on multiple levels influencing well-being at work: Not only do people with different personalities experience daily demands differently, also the level of the previously accumulated demands and the previously accumulated coping strategies should be taken into consideration when predicting employee well-being in order to provide new and deeper-reaching insights.
The glass ceiling effect describes the male predominance in executive positions. Researchers from Canada now investigated young business women’s attitudes regarding the glass ceiling. They found that women perceive the glass ceiling in gender-stereotype threatening ways, blame their personal limitations and work-family choices for its existence and sense a range of obstacles to their advancement. It is interesting to note, that participants predominantly restricted choices regarding career and family to favor one over the other, whereas only a few participants expressed a desire for work-family balance.
A study from the United States examined how the exposure to gender roles in the field of work are related to the self-view of women as a leader and to their interest in masculine professions. When exposed to traditional job incumbents (e.g. male surgeon or female nurse) compared to non-traditional (e.g. female pilot or male flight attendant), women perceived themselves more as a leader. Compared to a control group, exposure to both, non- and traditional job incumbents, is related to less interest in masculine and more interest in feminine occupations. The researchers explain these counterintuitive findings by threatening upward comparison in case of successful females in masculine, high-status professions or by highlighting possible backlashes women face in male-dominated fields.
Rudman, L. A., & Phelan, J. E. (2010). The effect of priming gender roles on women's implicit gender beliefs and career aspirations. Social Psychology, 41(3), 192-202. doi:10.1027/1864-9335/a000027
Employees experience more job-related well-being when working from home, in comparison to when they work at the office, researchers from the US revealed in a new study. However, the study found that not everybody benefits the same way. Several individual factors (e.g., degree of openness to experience, rumination, or social connections outside the office), influence the extent to which home office has positive effects.
There are a numerous anecdotal examples of how a failure can lead the way to longer term career success. As illustrated in a nice infograph on onlinembatoday.com, this list of people includes illustrious names such as Bill Gates, Steve Jobs, or Michael Jordan.
http://www.onlinembatoday.com/without-fail/
In a scientific study with US graduates, researchers found that those who experienced an unexpected positive career event that helped to achieve their career goals (e.g., got an unexpected promotion) were less likely to attend graduate school. On the other hand, those who experienced a negative career event (e.g., did not get an expected promotion) were more likely to return to university to get an advanced degree. Although that study did not investigate this, maybe the early disappointment will be the foundation for success in the future that the more "lucky" colleagues will be missing.
