Bonde et al. (2024) Keywords: organizational mindfulness, workplace mental health, well-being, emotional regulation, psychological safety The Study:  The study investigates the feasibility of an organizational-level mindfulness-based intervention (MBI) adapted for workplace settings. The research was conducted in four small and medium-sized private companies using a quasi-experimental design without a control group. The intervention consisted of three components: an introduct

Marcela Peterson When applying the CREO PFQ in different organizations — from industrial sectors such as mining to service and manufacturing companies — I have noticed that many managers and employees initially view stress as inevitable, a natural consequence of everyday work demands. Issues such as workload, role ambiguity, ineffective communication, or inconsistent support often go unnoticed until they begin to affect performance, organizational climate, or workers’ health.

Erez & Earley (1987) Keywords:  goal setting, organizational culture, participation, performance, goal acceptance, power distance, collectivism The Study: This study examines the relationship between goal-setting strategies, goal acceptance, and performance across different cultural contexts. Three strategies were analyzed: assigned goals, goals set by a representative, and participative goal setting. The sample included U.S. students, urban Israeli students, and kibbutz stud

Marcela Peterson Today, much is said about globalization, diversity, and cultural integration within organizations. However, a central aspect — often underestimated — strongly influences how professionals learn, collaborate, stay motivated, and perceive fairness: the cultural values they carry with them. These values, shaped by family, national, and social contexts, affect expectations and behaviors in consistent ways. When they are not considered, management becomes more dif

Dekker et al., 2008 Keywords: Global virtual teams; interaction behavior; cultural differences; collaboration; intercultural communication The Study: This article examined whether members of virtual teams from different countries perceive the same interaction behaviors as critical for team functioning. The research compared participants from the United States, India, and Belgium with findings from an earlier Dutch study. Using the Critical Incident Technique , researchers c

Eileen Daspro Keywords:  Recruitment, Discrimination, Multinationals, Culture, Institutions The Study: This study examines whether U.S. multinational corporations maintain non-discriminatory recruitment practices when hiring in Mexico and analyzes how legal, cultural and institutional factors influence the way these organizations operate across borders. A total of 900 job advertisements from a binational job portal were analyzed, enabling comparisons among U.S. multinationals

Flora F. T. Chiang Thomas A. Birtch Keywords:  Performance appraisal, Culture, International management, Institutions, Human Resources The Study: This article empirically examines how cultural factors influence the main purposes and practices of performance appraisal in multinational organizations. Drawing on a sample of 1,749 employees from the banking sector across seven countries in Europe, Asia, and North America, the study investigates whether cultural dimensions — such

Marcela Peterson In many debates about people management, there is frequent discussion of meritocracy, performance, and the importance of rewarding those who deliver more. However, there is a structural aspect that rarely receives proper attention: the compatibility between the reward system and the culture in which it is applied. Implementing imported policies — especially variable compensation models anchored in the logic of “the more you perform, the more you earn”— can ge

Alicia A. Grandey Julie H. Kern Michael R. Frone  Keywords:  Verbal abuse, Workplace aggression, Emotional labor, Exhaustion The Study: The article investigates fundamental differences between verbal abuse originating from individuals external to the organization (customers, patients, or users) and verbal abuse instigated by internal members (supervisors and coworkers). Prior literature had emphasized external aggression and emotional labor occupations almost exclusively, bu

Marcela Peterson When compensation is discussed, most conversations revolve around market competitiveness, meritocracy, and productivity. Yet there is a deeply structuring phenomenon that shapes how professionals perceive fairness, motivation, and belonging: the influence of cultural values on pay preferences. This factor, often overlooked in HR decisions, can generate tension, frustration, and even emotional disengagement from work when it is not taken into account when desi

Philippe R. Goldin et al  Keywords:  Emotion, Emotion Regulation, Reappraisal, Suppression, fMRI The Study:  This article investigates the neural mechanisms underlying two contrasting emotion regulation strategies: cognitive reappraisal, considered an early intervention in the emotion-generative process, and expressive suppression, conceptualized as a later behavioral strategy. Although theoretical models distinguish these strategies by timing and mode of action, few studies

Marcela Peterson In discussions about the challenges of modern professional life, attention is often given to productivity, long working hours, and overload. However, there is an equally present, silent, and deeply exhausting phenomenon that permeates the daily lives of those trying to balance work and family responsibilities: work–family conflict. Although frequently treated as a “natural part of adult life,” this conflict generates emotional, cognitive, and behavioral impac

John R. Hollenbeck D. Scott DeRue Rick Guzzo  Keywords:  Teams, Human Resources, Team Composition, Team Training, Task Design The Study:  This article identifies critical gaps between the scientific literature on team functioning and the HR practices commonly used to manage teams. The authors argue that although I/O psychology has generated robust knowledge about factors that influence team performance, these insights are not consistently translated into organizational practi

Marcela Peterson When discussing the challenges faced by young people in the labor market, attention often focuses on unemployment, job insecurity, or barriers to professional entry. However, there is a silent, persistent, and deeply harmful phenomenon cutting across sectors and countries: negative psychosocial exposures in the workplace — such as job insecurity, low autonomy, excessive workload, harassment, and unfair relationships. According to evidence synthesized by Shiel

Courtney L. Holladay Miguel A. Quiñones  Keywords:  Training, Self-Efficacy, Practice Variability, Transfer, Motivation The Study:  The article provides a comprehensive examination of how practice variability during training affects learning transfer, emphasizing self-efficacy generality as the central psychological mechanism. The authors argue that exposure to diverse task conditions fosters broader beliefs about one’s capabilities, whereas constant practice leads to narrowe

Marcela Peterson In healthcare services, discussions often focus on workload, care pressure, and lack of resources. However, there is a silent, frequent, and deeply destructive phenomenon that affects the daily work of professionals in both primary and tertiary care: verbal aggression perpetrated by patients and family members. Research shows that this form of violence, often normalized within care environments, leaves intense emotional scars, alters how work is carried out,

Michele J. Gelfand Lisa H. Nishii Jana L. Raver Keywords: Culture, Social Norms, Tightness, Looseness, Multilevel The Study: This article presents a comprehensive theory of the cultural construct of tightness–looseness, defined as the degree to which social norms are strong and sanctions for deviance are strict within a society. The authors argue that this construct complements prevailing value-based cultural frameworks, offering a broader understanding of cross-cultural var

Marcela Peterson In many performance appraisal systems, it is assumed that objective criteria are sufficient to ensure fairness. However, research shows that managers’ emotions and subjective judgments often carry more weight than is commonly acknowledged and, in some cases, directly influence ratings, rewards, and even employees’ future career prospects. One of the most significant findings in this area is that the quality of the relationship between leader and subordinate s

Daniel C. Ganster et al Keywords: Organizational Stress, Intervention, Occupational Health, Relaxation, Cognitive Restructuring The Study: This study evaluated the effectiveness of a stress-management training program in the workplace through a field experiment involving 79 public-agency employees randomly assigned to treatment and control groups. The program consisted of 16 hours of training over eight weeks and included cognitive restructuring and progressive relaxation tec

Marcela Peterson In many organizations, encouraging employees’ self-confidence is seen almost as a leadership obligation. The prevailing assumption is that individuals who “believe in themselves” are more motivated, learn faster, and deliver better results. However, research suggests that this relationship is far from straightforward. The study by Vancouver and Kendall (2006) reveals a counterintuitive phenomenon: in learning and preparation contexts, higher self-confidence m