Gratitude, mindfulness and empowerment. Not words usually associated with hard-charging, data-driven organizations—until recently. Increasingly, academic research is proving that employee well-being benefits company culture, employee retention and productivity, and the call to integrate these principles into everyday operations is entering the mainstream. Three USC Marshall researchers including CEO’s Jennifer Deal discuss details of their latest research into this topic.
Research and Insights Archive
Research and Insights from the Center for Effective Organizations
Material from this post originally appeared in a press release from the Association of ERGs and Councils The 2020 Diversity Impact Award Winners have been announced! The Association of ERGs & Councils (a practice group of PRISM International, Inc. and Talent...
Collision and Reflecting: Why Employee Resource Groups Make Diversity and Inclusion Initiatives Work
Diversity and inclusion (D&I) is a hot topic today. It was always important, but now it’s ‘hot’ – that means people are paying attention to it like never before. Senior executives are looking to diversify their teams and boards while D&I professionals are striving to find the best way to engage employees, educate them and […]
At most companies, the competition for career success is systemically skewed in favor of men. Here’s how to change that.
In this webinar Theresa Welbourne reviews data from the most recent ERG research and survey work. Using results from 50 different companies we examine findings that help us explore how ERGs are impacting their businesses, members and company employees.
Appreciating and ‘retooling’ diversity in talent management conceptual models: A commentary on “The psychology of talent management: A review and research agenda”
This commentary by John W. Boudreau (CEO) on “The Psychology of Talent Management” suggests that readers should avoid concluding that the diversity of talent management concepts across psychological disciplines is something to be “corrected,” and instead embrace it as a resource to be tapped for future understanding.
Edward E. Lawler III (CEO) shares that Britain is inching toward following other countries (including France, Spain, and Norway) in introducing compulsory quotas for the number of women on corporate boards.
Gretchen Spreitzer (University of Michigan) argues that to be successful in today’s global business environment, companies need the knowledge, ideas, energy, and creativity of every employee, from front line workers to the top level managers in the executive suite.
Twenty Years of Culture’s Consequences: A Review of the Empirical Research on Hofstede’s Cultural Value Dimensions
Since the publication of Hofstede’s book, researchers have utilized his framework in a variety of empirical studies. Bradley L. Kirkman and Cristina B. Gibson conduct a review that includes 127 empirical studies examining Hofstede’s cultural values framework published over the last 20 years.
The Efficacy Advantage: Factors Related to the Formation of Group Efficacy in Work Groups Across Cultures
Extending previous research investigating factors related to the formation of group efficacy, this research by Cristina B. Gibson examined predictors across cultures and groups of various types.
What You See is What You Get: Observing and Modeling the Relationship Between Readily Indentifiable and Non-Identifiable Heterogeneity Characteristics, Group Efficacy, and Team Outcomes
In this study, Kristi M. Lewis and Cristina B. Gibson observed and examined teams within a sample of 57 bank branches in order to better understand the consequences of two types of team heterogeneity: readily identifiable (gender and ethnicity) and non-readily identifiable (collectivism cultural values and tenure).
Cross-Cultural Quality Improvement: Should the Focus Depend on Cultural Characteristics and Team Orientation?
In this paper by Cristina B. Gibson, the hypothesis that quality improvement efforts should be congruent with the level of field independence in a given cultural context and corresponding team quality orientations was examined.