Boosting Job Performance When Working from Home: Four Key Strategies

By Anita C. Keller, Caroline Knight, Sharon K. Parker

Anonym 0 2899 Article rating: 4.0

The outbreak of COVID-19 forced many companies to adopt remote work practices, including many who traditionally did not support flexible work arrangements. Several of these companies have now embraced remote working, claiming people’s productivity during this time means they will allow more flexibility in the future.

But are managers prepared for such a shift? Do organizations have in place what is needed for workers to be productive at home over the much longer haul? In our study of approximately 1,300 employees working from home, a clear majority of employees, report being about as productive now (33.7%), or even more productive (37.5%), than before COVID-19, with 28.8% indicating they are less productive.

We investigated what sets high performing employees apart from employees who do not perceive they are performing well. In our analysis, we found four factors that stand out and help employees to perform more effectively when working at home.

Katzell Award Deadline Extended to July 31

Anonym 0 1264 Article rating: No rating

The deadline has been extended for the 2021 Raymond A. Katzell Award in I-O Psychology, which is designed to recognize a SIOP member who, in a major way, has shown to the general public the importance of work done by I-O psychology for addressing social issues.

Nominations and applications for this award will now be accepted until midnight ET July 31.

Call for Unpublished Data

Anonym 0 1135 Article rating: No rating

I am seeking unpublished data on the association between mental health (e.g., depression, anxiety, PTSD, etc.) and workplace injuries (i.e., frequency, severity, or presence/absence) for a meta-analysis on the topic. 

If you have access to data that potentially captures these variables but are short on time, please send me a quick note and we can work something out when it is convenient for you. 

If you are able to share the raw data, please reply with an anonymized dataset and how you would like it to be cited. 

If you would like to share results from data which itself cannot be shared, I kindly request a few pieces of information: 
1. Effect size(s) (e.g., preferably correlation coefficients, but could vary depending on the nature of the variables [e.g., chi-square, OR, Cohen’s d may be more appropriate]) for the relationship between mental health and workplace injury indicators.
2. Measurement characteristics including 2.1) how the indicators were measured (scale, number of items, measurement source, length of recall used), and if applicable, 2.2) internal reliability of measurement. 
3. Study characteristics including 3.1) design (e.g., concurrent, longitudinal, case-control) and 3.2) context (e.g., field, residence, lab). 
4. Sample characteristics including 4.1) sample size, 4.2) mean age, and 4.3) % male. If available, any information on 4.4) industry/occupation of sample, as well as 4.5) minority-, 4.6) relationship-, 4.7) income-, and 4.8) educational-status would also be welcome. 

SIOP and SIOP Foundation call for Anti-Racism Grant Project Proposals

Anonym 0 1271 Article rating: 5.0

SIOP and the SIOP Foundation have announced the criteria for their new Anti-Racism Grant. Created to deepen our understanding of racism at work, the grant is a step toward meeting needs for social justice in the workplace.

The Foundation is also collecting contributions for the fund and will continue to do so indefinitely. Contributions can be made on the Foundation webpage; select “FDN Anti-Racism Grant.”

“Racism in the workplace has become a flashpoint,” said Foundation President Milt Hakel. “Research won’t end racism. But racism won’t end without research. I-Os need to seize the opportunity to direct our talents toward promoting equal employment opportunity as a path for addressing systemic racism.”

APA Council Election Results:

Jeff McHenry Elected as APA Representative for Division 14

Anonym 0 1132 Article rating: No rating

SIOP is pleased to announce that Jeff McHenry, Rainier Leadership Solutions, has been elected to serve as an APA Council Representative for Division 14. McHenry has been serving as one of SIOP’s APA Council Representatives since January 2018. The new term begins January 1, 2021, and runs for 3 years.

When McHenry served as SIOP President in 2006-2007, one of his presidential priorities was to work with APA on advocacy, visibility, and research funding. He has continued that work over the last 3 years, advocating for greater support for applied psychology within APA. One of the highlights of his recent efforts is the creation of APA’s new Exploratory Committee for Applied Psychology (ECAP), which the APA Board approved based on recommendations from a working group that he co-chaired. ECAP provides a formal voice for applied psychology within APA governance. McHenry is now serving as the chair of ECAP.

“Thanks to the work of many SIOP members, APA has started doing a lot to promote applied psychology,” McHenry said. “They’ve drawn on I-O research heavily in their communications about the impact of COVID-19, remote work, racism, and policing. They also are tapping into SIOP experts who are helping them develop stronger leadership and a better workplace. We still want them to do more advocacy work on our behalf. We’re well-positioned with two strong SIOP members, Steve Kozlowski and Tara Behrend, serving on APA’s Advocacy Coordinating Committee.”

The Council of Representatives is the legislative body of APA and has full power and authority over the affairs and funds of the association within the limitations set by the certificate of incorporation and the bylaws, including the power to review, upon its own initiative, the actions of any board, committee, division, or affiliated organization. Council is composed of representatives of divisions; representatives of state, provincial, and territorial psychological associations (SPTAs); and the members of the Board of Directors.

McHenry is the founder and principal of Rainier Leadership Solutions and an adjunct professor at the University of Southern California. He frequently speaks and delivers workshops at professional conferences. His areas of expertise include leadership talent management, succession planning, executive coaching and assessment, leadership team building, and leadership and high-potential development. He has consulted with numerous clients, including Microsoft, Deloitte, 3M, the Gates Foundation, Weyerhaeuser, and World Vision. Previously, McHenry spent 18 years at Microsoft Corporation, where he held a variety of HR and talent development roles, including general manager, leadership development, and recruiting, where he was responsible for executive recruiting and talent management, leadership and high potential development, and organizational development for the entire corporation. McHenry has a PhD in psychology from the University of Minnesota.

RSS
First5758596062646566Last

Categories