Below you'll find a list of all posts that have been categorized as “Volume 7”
Imagine a leader not as a flawless machine but as a captain of a ship. When a storm brews at their home port, does it make them more empathetic or a distracted and irritable one? For years, management experts have debated whether home-life stress drains a leader’s “battery” or sensitizes them to the struggles of their team. A study by …
When a leader leaves an organisation the focus often comes on the paperwork like the updated organisational chart or new email signatures. But the most crucial part of any transition is not handing the position to someone else, rather it is the aftershock that is felt psychologically by everyone who is involved in the company which causes resistance for the …
In high performance organizations safety is not an occasion checklist, it is a continuous improvement journey. Sustainable safety emerges excellence leadership, systems, culture. The PEDD Framework — Plan, Execute, Delegate, Discipline — provides a practical and behavioural structure to embed safety into everyday operations. And the results of high and healthy performance. Need of continuous safety Research in organizational behaviour …
When generative AI became popular, it gave its users a promise: A promise to automate routine tasks, free our time and just boost our productivity in most settings. Students and employees assumed that their workload would reduce and that they would have more time for challenging tasks which they enjoyed. But that has not been the case. A study this …
Entrepreneurship research discusses positive motivators like passion, self-efficacy, and identity. Although these factors still remain important, there have been new studies that state negative expectations such as being told you will fail, can actually increase persistence in entrepreneurship. This is associated with Psychological Reactance Theory (PRT) and is referred to as the underdog effect. So, saying that an entrepreneur is …
The goal of equal compensation for equal work has been a mission globally for a long time now. But worldwide, women make about 20% less money than men do, and efforts to close this disparity have been sluggish. This is a result of discrimination, and workplace structures may also unintentionally encourage unequal raise. On one hand, framing raises in budgets …
Imagine a company’s human resources (HR) department is like building a championship sports team. A “High-Performance Work System” (HPWS) means the company is paying for top-tier talent scouts, premium player salaries and the very best trainers to get maximum results. We already know these “championship teams” win more games and make more money but this paper asks a simple question: …
2026 is off to an eventful start. Bringing with it ideas that may alter the very landscape of organizations, the upcoming months may witness trends that revolutionize work culture and employee well-being. Business Psychology stands at the intersection of employee well-being and organizational efficiency, dedicated to mapping out how psychological factors influence performance and productivity, as well as the maintenance …
Generative AI is not capable of replacing human judgement and ethical responsibility that we have in real intimate or therapeutic relationships, it’s just a software. But, it is being promoted as an emotional partner which could cause confusion between stimulated intimacy and real connection. In 2022, AI was seen as a tool for productivity instead of a partner. This is …
For decades, the continuous eight-hour block was the unshakeable pillar of the corporate world. However, as we navigate the evolving landscape of 2026, the conversation is shifting from where we work to when we work. We are witnessing the rise of microshifting, a trend that is rapidly redefining the psychological contract between employer and employee. Microshifting is defined as breaking …
