HR Interventions that Go Viral

Yost, Paul R.; McLellan, Jillian; Ecker, Diana; Chang, Glenna C.; Hereford, Joy M.; Roenicke, Chris C.; Town, Jami B.; Winberg, Yolanda L.

doi:10.1007/s10869-011-9227-4

Cited by 7 publications

(5 citation statements)

References 20 publications

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“…After all, psychology is the place to find research-based, applied strategies to persuade and make things stick (e.g., Cialdini, 2008; Heath & Heath, 2007). Similarly, I-O psychology professionals know which practices are most likely to promote organizational change and intervention sustainability (Hedges & Pulakos, 2002; Yost et al, 2011). For example, we know how to craft research-based practices to identify and involve key stakeholders, build top management support, and use feedback processes to improve program effectiveness.…”

Section: Selling I-o Psychology: If You Can't Beat Them Join Themmentioning

confidence: 99%

Forever New Frontiers: Managing Messiness at the Edge

Yost

Magill

2018

Ind. Organ. Psychol.

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Section: Selling I-o Psychology: If You Can't Beat Them Join Themmentioning

confidence: 99%

Forever New Frontiers: Managing Messiness at the Edge

Yost

Magill

2018

Ind. Organ. Psychol.

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“…In such cases they may be unfamiliar with how to sell EI work changes to employees, and may not be convinced themselves of the benefits (Ichniowski & Shaw, 2003). Yost et al (2011) provide qualitative evidence of the importance of managerial action during the implementation of an ongoing change intervention. In particular, they suggest that the passion and persistence of the intervention leader can be a key success factor, as the change leader is responsible for overcoming many obstacles to change, such as ensuring the design fits with organization culture, securing resources and the commitment of top management, and communicating a clear plan to other various stakeholders.…”

Section: Leader and Managerial Support For Eimentioning

confidence: 99%

Adoption of Employee Involvement Practices: Organizational Change Issues and Insights

Benson¹,

Kimmel²,

Lawler³

2013

Research in Organizational Change and Development

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Employee involvement (EI) as part of a set of high performance work system (HPWS) has successfully transformed a large number of organizations and become standard practice many new organizations today. Despite the proven benefits of EI, however, it is still not as common as it could be even when accounting for industry and organization differences. We suggest that EI implementation is limited in part by challenges of change management. We review the recent research on EI and HPWS and suggest way in which change research and theory can inform our understanding of why EI practices have fallen short of their potential.

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“…These include the concept of identifying strategic and pivotal positions, the validity and utility of various talent identification and segmentation models, and other issues related to the application of the talent management process itself. Last but not least, Yost et al (2011) close out this special issue by introducing a very interesting subject-i.e., HR interventions that go ''viral.'' The focus here is on the need to understand the different factors that contribute to an organizational practice or process that is sustainable and even adaptive versus one that has only a short-lived impact (at best).…”

Section: Key Topics In the Science To Practice Gapmentioning

confidence: 99%

Bridging the Gap Between the Science and Practice of Psychology in Organizations: State of the Practice Reflections

Church

2011

J Bus Psychol

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This special issue of the Journal of Business and Psychology focuses on the linkage between the science and practice of psychology in applied organizational settings. The purpose of this special edition is to (a) cover current hot topics and cutting edge practice areas in HR and/or the psychology of organizations, and (b) raise compelling research issues and ideas for researchers to pursue, with an overall goal of helping bridge the science to practice gap. Each of the 14 articles included in this special issue were selected because they focus on some critical aspect of an important topic in applied organizational settings for which there is either limited, contradictory, or very little formal research in the literature. Key themes include: employee engagement, ensuring sustained behavior change through feedback and coaching, the impact of emerging technologies such as social networking sites on HR practices, and talent management and retention among others.

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HR Interventions that Go Viral

Cited by 7 publications

References 20 publications

Forever New Frontiers: Managing Messiness at the Edge

Forever New Frontiers: Managing Messiness at the Edge

Adoption of Employee Involvement Practices: Organizational Change Issues and Insights

Bridging the Gap Between the Science and Practice of Psychology in Organizations: State of the Practice Reflections

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