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The real difference: accountability is outcomes, micromanagement is control Leaders usually micromanage for one reason: they're trying to reduce uncertainty. If outcomes are unclear, quality is inconsistent, or deadlines slip, "checking more" feels like the only option. But, micromanagement is a symptom. The root problem is almost always one of the following: Unclear outcomes (what “good” looks like) Unclear ownership (who is responsible) Low visibility (how we know it’s on t

Why communication is the hidden bottleneck Teams rarely fail because everyone lacks effort. They fail because information arrives late, decisions stay implicit, or critical messages never get confirmed. In other high-stakes domains (healthcare, aviation-style team training), communication breakdowns are repeatedly linked to errors and poor outcomes, which is why "closed-loop communication" is taught so aggressively. Esports makes this obvious as the feedback loop is immediate

How I-O psychology helps esports teams and businesses adopt GenAI without breaking trust Generative AI is now a normal part of knowledge work, and it is showing up everywhere from ops teams to coaches and even analysts in esports organizations. Field research suggests that when GenAI is integrated into real workflows, it can change how time is allocated across tasks and the manner in which work gets done. At the same time, many workplaces are experiencing a trust problem: emp

If you lead smart, busy people (partners, executives, high-performers, etc.), you have probably felt this tension: you want high standards and accountability, but you also need initiative, creativity, and follow-through when no one is watching. That tension maps nicely onto two well-studied leadership buckets. Transformational leadership (energize and align people around purpose) and transactional leadership (clarify expectations, feedback and consequences). A classic meta-an

Article:   Work Locus of Control as a Moderator of the Relationship Between Work Stressors and Counterproductive Work Behavior  by Justin M. Sprung and Steve M. Jex . Fun note: one of the authors, Dr. Steve Jex , is a University of Central Florida (UCF) professor I know personally and my current lab professor. I also do I-O psychology research at UCF, so this topic is close to home. Check him out on his UCF page ( https://sciences.ucf.edu/psychology/person/steve-jex/ ). The q

Article:   Eldercare Demands and Time Theft: Integrating Family-to-Work Conflict and Spillover–Crossover Perspectives  by Yisheng Peng, Steve M. Jex , Wenqin Zhang, Jie Ma, and Russell A. Matthews. Fun note: one of the authors, Dr. Steve Jex , is a University of Central Florida (UCF) professor I know personally and my current lab professor. I also do I-O psychology research at UCF, so this topic is close to home. Check him out on his UCF page ( https://sciences.ucf.edu/psycho

Article:   A Review of the Challenge-Hindrance Stress Model: Recent Advances, Expanded Paradigms, and Recommendations for Future Research  by Kristin A. Horan, Wheeler H. Nakahara, Michael J. DiStaso, and Steve M. Jex. Fun note: one of the authors, Dr. Steve Jex , is a University of Central Florida (UCF) professor I know personally and my current lab professor. I also do I-O psychology research at UCF, so this topic is close to home. Check him out on his UCF page ( https://sc

Article:   Daily Cyber Incivility and Distress: The Moderating Roles of Resources at Work and Home  by YoungAh Park, Charlotte Fritz, and Steve M. Jex. Fun note: one of the authors, Dr. Steve Jex , is a University of Central Florida (UCF) professor I know personally and my current lab professor. I also do I-O psychology research at UCF, so this topic is close to home. Check him out on his UCF page ( https://sciences.ucf.edu/psychology/person/steve-jex/ ). The quick gist This

Article:   The employee as a punching bag: The effect of multiple sources of incivility on employee withdrawal behavior and sales performance  by Michael Sliter, Katherine Sliter, and Steve M. Jex. Fun note: one of the authors, Dr. Steve Jex , is a University of Central Florida (UCF) professor I know personally and my current lab professor. I also do I-O psychology research at UCF, so this topic is close to home. Check him out on his UCF page ( https://sciences.ucf.edu/psycho

Workplace culture shapes how employees feel, interact, and perform every day. When culture is positive, teams thrive, creativity flows, and productivity rises. When culture is poor, frustration grows, turnover spikes, and goals become harder to reach. Industrial psychology offers practical strategies to improve workplace culture by understanding human behavior in work settings. This post explores how applying these strategies can create a healthier, more engaging, and more pr