2012 Roundup

Here at the Occupational Digest we've spent the last eight days looking back across the year at the sixty-odd pieces of new research we've been lucky enough to cover. Last time we did this, we gave you New Year resolutions, but this time, in the spirit of the season, we've suggested gifts and advice for particular types of people. Here's our roster of family and friends below. If you recognise yourself, or anyone you know, do have a look or pass it on.

• First day: Ambitious Anne 
• Second day: Busy Boris
• Third day: Caring Carl
• Fourth day: Datahead Devani
• Fifth day: Existential Eric
• Sixth day: Farsighted Freya
• Seventh day: Go-getting Gyasi
• Eighth day: Hunting Holly

Wishing a great holiday to all our readers. See you in the new year!

Eighth day of Christmas digested: Hunting Holly

Our final day digested is dedicated to Hunting Holly, on the lookout for a job but finding stiff competition in the market.

Help Holly out with her CV. When paid employment is scarce, many people take up voluntary activities to fill their time, but may wonder how much attention to devote to this in job submissions. Research suggests that recruiters don't overly care about whether work came with wages: what matters is the relevance of the skills and experiences accrued. In fact, a mix of voluntary and paid work is preferred to all-waged, demonstrating a more rounded candidate.

Also, Holly might want to include references to her potential as well as to proven track record. Contrary to intuition, indicators of what a person could achieve can be more attractive than simply focusing back on actual achievements. 'Potential-framing' may be a more effective approach to punching up that covering letter.


If Holly is looking for work abroad, she may be interested in whether national personality differences are real or imagined. Recent evidence makes us more confident that these are genuine. This can also have implications for strategies within assessment interviews, as we reported on last year.

When putting yourself forward for a job, there is a pressure to self-promote, even go beyond the truth, especially if you think everyone is doing it. A neat piece of research on job applicants uncovered honest admissions about their use of self-presentation tactics; it turns out that we tend to stick to the ones that recruiters consider ethical, bend the rules less frequently and break them even more rarely. So we could advise Holly to use her conscience as a guide as to how much to pitch herself.

Many job applications involve tests, and test providers commonly provide feedback on how well you did. The principle is laudable, to provide something of worth back to the candidate in the form of insights into their own capability. But for some, being forced to face a personal shortcoming, rather than being able to chalk up a job rejection to bad luck, ends up eroding wellbeing. It's possible that this could end up undermining motivation to make applications, so Holly may want to think about whether it's worthwhile picking through this feedback or pushing on regardless.

Given the ubiquity of testing, one gift you might want to give Holly is preparation for it, such as a book, article or even coaching. Recent research suggests that this can have a moderate effect for taking situational judgment tests.

Seventh day of Christmas digested: Go-getting Gyasi

Ah, the entrepreneurs, the doers, the makers. Someone like Gyasi, a go-getter. Maybe even a maverick, as outlined by this recent research. What do you get for the guy who does everything? A bit of digested advice, that's what.

As he builds his start-up, or recruits for his team, Gyasi might be wondering how to gather like minds. Is there a personality profile that really sinks their teeth into work? Here's some research that suggests so, and tells you what.

Many people appear to be making the move to self-employment nowadays, but the able self-employed are periodically offered jobs. What side of the fence would Gyasi be better on? The time he sticks as his own boss is likely to correlate with a few core traits, as explained by this research.

We spoke about stress when planning for Boris, but the picture is more interesting for Gyasi. Type A personalities, who really feed off work, do suffer more when their irritability is put under strain from high work loads. But they are rather more insulated from the dismaying stress that normally accompanies not being recognised for your efforts and under some conditions can even blow off stress better by venting it. To that extent, our advice for Gyasi is to recognise when his stress-reduction strategies may impact those around him in unpleasant ways.


Gift: A holiday. He probably deserves it. The trick is to get him to focus on the trip and not take the desk with him mentally. Highly absorbing activities are going to be a better respite than two weeks on the beach with the smartphone flashing under the deckchair.

Sixth day of Christmas digested: Farsighted Freya

Farsighted Freya likes to look ahead, and at the big picture. Ideally she has a senior role, or at least an advisory one, helping shape strategy in her organisation. Here are some ways she could influence company policy for the better.

Periods of organisational change can have critical effects on employee engagement, which can make the difference between a successful change and one that flounders. Evidence suggests that those who feel they've received the least from the organisation to date are, paradoxically, most suspicious that the change could improve their conditions. Freya could use this as an indicator as to which organisation areas will be less easier to get buy-in from.

Organisations involve a dance between form (directing efforts towards outcomes) and freedom (for individuals to discover, explore and modify activities). When employees are given the latitude to self-manage their work, it's tempting to want to balance this out by monitoring them. This turns out to be a terrible approach, eliciting push-back and counterproductive behaviour from workers who find this intrusive....so warn Freya off it. Perhaps she wants to go the whole hog, and move her organisation towards a non-hierarchical structure. Exciting stuff, but what are the pitfalls? Recent research explores this.

One way in which an organisation finds form is through developing and maintaining an identity - design and aesthetic at Apple, say, or ethical and community-oriented at the cooperative. Freya might be interested in a recent study exploring how identity is formed both by what is remembered and what is forgotten – sometimes deliberately.

Gift: a whistle. Simply to remind her that the long-term health of organisations depends on the willingness of its members to speak out about unsavoury practices. This isn't always easy, so some insights into the conditions that facilitate whistle-blowing may help her shape organisational policy in that direction.

Fifth day of Christmas digested: Existential Eric

Today is dedicated to Existential Eric, who is asking himself the question: what do I want to be? Maybe the Eric in your life is still at school, or someone arriving at a turning point later in life.,, either way, give them the gift of guidance to make their decisions a little easier.

Is leadership for Eric?

The best leaders often emerge from a match between their background and that of the group that they lead (and this year's New Psychology of Leadership is definitely giftable on that front). But there is consistent research linking individual traits to leadership effectiveness, a recent study even suggesting that these can be identified at school age.

Give a Warning: if your Eric is bullish about getting ahead and being in charge, you might want to give them a bit of farsighted wisdom: evidence suggests that people who make their way into management roles and then implode often possess a set of antagonistic traits summarised as 'moving against' others. Eric would need to discover how to manage his behaviours in order to manage others - or he's setting himself up for a fall.

Give Encouragement: conversely, if your Eric is cautious and preoccupied with their impact on others, there is actually evidence that they may be fit for leadership. You are more likely to be perceived as a good leader if you are prone to feelings of guilt - but not shame, the difference being that guilt is accompanied by an urge to take action (rather than hide in your room). Not only that, the guilt-prone are rated as actually being better leaders in both experimental and workplace situations.

Where to go

Where indeed! Your Eric might take a moment to consider following the family way: family firms have unique features that make them perform differently and form particular cultures.

They might want to do the opposite: pack their bags and see the world. The army is one time-honoured route for this, but it's worth their considering whether they will make it past training; recent research looks at the risk factors, which are complex but throw up some ideas, such as forming clear routines, and not joining up simply due to lack of options elsewhere. They should be aware, however, that military training appears to affect personality, damping down the flourishing of agreeableness that normally accompanies the movement into adulthood.

They might want to try something random: the 'happiest place on earth', where they will get to learn about customer-delighting techniques that are getting rolled out in more and more organisations, or they might want to take a grittier job that exposes them to all walks of life: that was one of the appeals reported by sex shop workers in this article on 'dirty work' occupations

Ultimately though, evidence again and again points at the importance of getting a job that you want. Intrinsic motivation - enjoying your work - leads to better managerial performance, and for all types of workers being involved with work that interests you leads to better performance, much more so than traditionally understood. Even training outcomes are influenced by being in your job of choice.

Finally, if your Eric is at a waypoint in later life and trying to figure out directions, he could do worse than consider his alternative self: who he could have been had he made other decisions. This seems a promising way to inform life decisions and crystallise understanding about your own strengths and weaknesses.

Fourth day of Christmas digested: Datahead Devani

Datahead Devani is the person in your life who is technical and loves it. Whether it be gadgets and the internet or science and facts, she loves to get involved. Here are some ways to help her help her organisation,

Give her tips on the impact of their organisation's communication tools. Perhaps she could check out this research examining telephone waiting time factors, and see whether their current set-up is solid? How about internet policy? Evidence suggests that 'cyber-loafing' peaks at certain periods, especially when people aren't getting enough sleep. One example is after the switch to summer time, as people struggle to adjust to the new hours. Perhaps smart teams might elect to employ one of the various programs that limits internet access during these 'risk periods'?

Introduce her to Occupational Psychology. Ok, we're biased here! But research suggests that the work done in our field is pretty solid; for example, experimental work tends to hold up well when examined in real-world situations. We can be proud of the scientific rigour that tends to exist underneath our work, and Devani can too. As we've documented, assessment tests have become more sophisticated and powerful in recent years, so being the go-to person in the organisation on this front could be useful. See also the BPS' resource on psychological testing, which contains research, advice and information on accreditation in the UK.

A gift? A camera. This lovely piece of research outlines the ways in which visual research in organisations democratises understanding, uncovers blind spots and gives a fuller understanding of how things are done, and could be done. Just ask her to turn off that superfluous digital 'click' sound while she's at it - she might actually be savvy enough to find it buried in the Settings somewhere.

Third day of Christmas digested: Caring Carl

Ah, Caring Carl. Maybe he works as a team leader, or perhaps he's simply a motivated member of a team. He certainly has ideas about how to improve the quality of the workplace. Why not give him a few more? These come with an evidence base behind them.

Getting better outcomes from the team. Simply put, a team that is willing to listen to other perspectives and to not take disagreements personally is going to reach better outcomes. On the first, research shows that the diversity within a team only translates to more creative outcomes if team members are prepared to feed that diverse input through their own positions. On the second, we now understand better that rare trick of how to transform conflict from a disabling to an enabling event: groups whose members feel free to speak out without being vilified can keep conflicts focused on task rather than relationship, allowing problems to be robustly interrogated and leading to better outcomes.

Pay attention when there is a change-up to team composition.  If Carl is in charge of the team, he should know that the emotional responses new starters have to their supervisor has a significant effect on their transition into the team. Making an effort to give support and make them feel in good hands is critical. More generally, when individuals find themselves working with a highly talented individual it's easy to feel intimidated and under pressure to perform comparably - especially once you've started to become familiar to each other but before you've developed an Us over I mentality. Being aware of that emotional component makes it easier to get past it, by recognising what lies behind tensions and acting as a spur to get the team on the same page sooner rather than later.

Finally Carl might want to be vocal about whether the managerial set-up works for his team. Specifically, evidence suggests that job outcomes and experiences can suffer when managers regularly work remotely. If it appears that this is a problem for his team, perhaps he would like to have a word, with this study as backup.

A gift for Carl? How about a book of (workplace appropriate) jokes? A compelling model has been drawn suggesting that even minor incidents of humour in the workplace lead to virtuous spirals that can lift mood and create a better working environment. Here, I'll start you off: what's orange and sounds like a parrot?