Research Library

This study examines the emergence of star performers—a few individuals who contribute the majority of output—and what it means for business.

Using 1,500 employees across 214 firms, the researchers calculated the probability that a salesperson would be promoted to a management role based on their past performance, then compared it to their performance as a manager.

The digital revolution has produced a wide range of new tools for making quick and cheap inferences about human potential and predicting future work performance. However, there is little scientific research on many of these new assessment methods, which leaves human resources managers with no evidence to evaluate how useful they actually are.

John Sullivan covers the concept of quality of hire (QoH)—why it’s important, when and how to measure it, common mistakes companies make, and other questions.

The “wisdom of the crowd” effect is the finding that the average estimate of a group can be more accurate than the estimate of an expert. This study discovered that even mild social influence can undermine the wisdom of the crowd effect in simple estimation tasks.

This paper argues that as a field, industrial and organizational psychology (I-O) is failing at its central purpose of providing evidence-based solutions to real-world management problems.

This paper creates a theoretical framework for understanding the various phases of organizational growth and explores the implications these dynamics have for how leaders should manage change.

This paper examines the role of positive humor in the workplace through a meta-analysis of 49 different studies.

This study examines how pre-employment assessment length affects the rate at which job applicants opt out of the assessment phase. To evaluate the tradeoff between reliability and attrition, the authors used data from 69 selection systems and over 220,000 job seekers.

This paper explores the unrealized potential of artificial intelligence in human resource management and suggests how progress might be made. The authors identify several key challenges with using data science techniques to enhance HR practices.