Marlow et al. (2018). Does team communication represent a one-size-fits-all approach?

Bloom, Liang, Roberts, & Ying (2015). Does working from home work?

Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies (Allen, D.G., Bryant, P. C. & Vardaman, J. M., 2010)

That Could Have Been Me: Director Deaths, CEO Mortality Salience, and Corporate Prosocial Behavior (Chen, Crossland & Huang, 2019)

From secular stagnation to robocalypse? Implications of demographic and technological changes (Basso & Jimeno, 2018)

The extended dynamic capabilities model: A meta-analysis (Bitencourt et al., 2019)

Automation and New Tasks: How Technology Displaces and Reinstates Labor (Acemoglu & Restrepo, 2019)

Breaking the boundary between personal- and work-life skills: parenting as a valuable experience for knowledge workers. (Rimbau-Gilabert et al., 2009)

Experimental evidence for tipping points in social convention. (Centola et al., 2018)

Do we want a fighter? The influence of group status and the stability of intergroup relations on leader prototypicality and endorsement. (Gleibs, I. & Haslam, A., 2016)

How do we adopt multiple cultural identities? A multidimensional operationalization of the sources of culture. (Zolfaghari, B. et al., 2016)

Giving commitment: Employee support programs and the prosocial sensemaking process (Grant, A. M., Dutton, J. E., & Rosso, B. D., 2008)

The multi-generational environment is being categorized as the newest diversity challenge for HR. Yet, an increasing amount of science is discrediting the notion of generational differences.

Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance (Avey, Reichard, et al., 2011)

Organizing and the process of sensemaking (Weick, Sutcliffe & Obstfeld, 2005)

A biased hiring process may be one of the reasons for the gender gap in organizations where males are the majority of the workforce.

Un metanálisis desmonta algunos mitos arraigados sobre la relación entre la rotación de empleados y la efectividad de las organizaciones

La curiosidad es mejor predictor del desempeño en el trabajo que muchos de los aspectos que tradicionalmente se usan para explicar el rendimiento laboral.