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	<title>In Plain English</title>
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	<link>http://foresight3.wordpress.com</link>
	<description>Making Sense of New Research in Organizational Science</description>
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		<title>In Plain English</title>
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		<title>Higher Education Yields Higher Job Performance</title>
		<link>http://foresight3.wordpress.com/2009/05/06/higher-education-yeilds-higher-job-performance/</link>
		<comments>http://foresight3.wordpress.com/2009/05/06/higher-education-yeilds-higher-job-performance/#comments</comments>
		<pubDate>Wed, 06 May 2009 19:34:32 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[industrial/organizational psychology]]></category>
		<category><![CDATA[Training and Assessment]]></category>
		<category><![CDATA[Counterproductive Work Behaviors]]></category>
		<category><![CDATA[Creativity]]></category>
		<category><![CDATA[Education Level]]></category>
		<category><![CDATA[Employee Absenteeism]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[Human]]></category>
		<category><![CDATA[Job Performance]]></category>
		<category><![CDATA[OCB]]></category>
		<category><![CDATA[Personnel Decisions]]></category>
		<category><![CDATA[Personnel selection]]></category>
		<category><![CDATA[Training]]></category>
		<category><![CDATA[Workplace Agression]]></category>

		<guid isPermaLink="false">http://orgscience.foresightint.com/?p=51</guid>
		<description><![CDATA[I review a recent article examining the empirical link between employee education levels and job performance. Study indicates that this is generally a positive relationship, but I include a few points of caution.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=51&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">George Guajardo</media:title>
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		<title>Satisfied Employees Yield Satisfied Customers</title>
		<link>http://foresight3.wordpress.com/2009/04/24/satisfied-employees-yield-satisfied-customers/</link>
		<comments>http://foresight3.wordpress.com/2009/04/24/satisfied-employees-yield-satisfied-customers/#comments</comments>
		<pubDate>Fri, 24 Apr 2009 22:20:19 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[Customer Satisfaction]]></category>
		<category><![CDATA[Job Satisfaction]]></category>
		<category><![CDATA[Meta-Analysis]]></category>

		<guid isPermaLink="false">http://orgscience.foresightint.com/?p=48</guid>
		<description><![CDATA[Does employee job satisfaction lead to customer satisfaction? Yes it does! I discuss a recent empirical research article that demonstrates this link. <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=48&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://foresight3.wordpress.com/2009/04/24/satisfied-employees-yield-satisfied-customers/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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			<media:title type="html">George Guajardo</media:title>
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		<title>Turnover Contagion and Job Embeddedness</title>
		<link>http://foresight3.wordpress.com/2009/03/23/turnover-contagion-and-job-embeddedness/</link>
		<comments>http://foresight3.wordpress.com/2009/03/23/turnover-contagion-and-job-embeddedness/#comments</comments>
		<pubDate>Mon, 23 Mar 2009 17:56:51 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[Job Embeddedness]]></category>
		<category><![CDATA[Turnover Contagion]]></category>
		<category><![CDATA[Turnover Intentions]]></category>
		<category><![CDATA[Downsizing]]></category>
		<category><![CDATA[Employee Communication]]></category>
		<category><![CDATA[Employee Turnover]]></category>
		<category><![CDATA[Job Satisfaction]]></category>
		<category><![CDATA[Journal Article]]></category>
		<category><![CDATA[Layoff]]></category>
		<category><![CDATA[Layoff Rumors]]></category>
		<category><![CDATA[Mentorship Programs]]></category>
		<category><![CDATA[Organizational Commitment]]></category>
		<category><![CDATA[Organizational Research]]></category>
		<category><![CDATA[Personnel retention]]></category>
		<category><![CDATA[Personnel selection]]></category>
		<category><![CDATA[Reduction in Force]]></category>
		<category><![CDATA[Social Influence]]></category>

		<guid isPermaLink="false">http://orgscience.foresightint.com/?p=39</guid>
		<description><![CDATA[I offer a review of an Academy of Management Journal research article examining the relationship between turnover contagion, job embeddedness and employee turnover behavior. Results indicate that employees are more likely to engage in turnover behaviors if their co-workers are doing so. Additionally, increased job embeddedness, reduces turnover behaviors.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=39&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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			<media:title type="html">George Guajardo</media:title>
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		<title>Another Way of Looking at Absenteeism</title>
		<link>http://foresight3.wordpress.com/2009/02/23/another-way-of-looking-at-absenteeism/</link>
		<comments>http://foresight3.wordpress.com/2009/02/23/another-way-of-looking-at-absenteeism/#comments</comments>
		<pubDate>Mon, 23 Feb 2009 22:33:54 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[business management]]></category>
		<category><![CDATA[industrial/organizational psychology]]></category>
		<category><![CDATA[strategic human resource management]]></category>
		<category><![CDATA[Absenteeism]]></category>
		<category><![CDATA[Employee Absenteeism]]></category>
		<category><![CDATA[Job Satisfaction]]></category>
		<category><![CDATA[Organizational Commitment]]></category>
		<category><![CDATA[Social Influence]]></category>
		<category><![CDATA[Social Norms]]></category>
		<category><![CDATA[Unemployment Rate]]></category>

		<guid isPermaLink="false">http://foresight3.wordpress.com/?p=27</guid>
		<description><![CDATA[Distinguishing between individual and unit-level absenteeism is important for organizations seeking to curb the costs associated with high absenteeism. In this post, I summarize a recent article from the Academy of Management Journal on this topic for the busy practitioner. Results indicate that job satisfaction, organizational commitment and local labor market conditions have a substantial impact on employee absenteeism.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=27&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">George Guajardo</media:title>
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		<item>
		<title>Stereotyping at Work: Discriminating Between What We Know and What We Think We Know</title>
		<link>http://foresight3.wordpress.com/2009/02/16/stereotyping-at-work-discriminating-between-what-we-know-and-what-we-think-we-know/</link>
		<comments>http://foresight3.wordpress.com/2009/02/16/stereotyping-at-work-discriminating-between-what-we-know-and-what-we-think-we-know/#comments</comments>
		<pubDate>Mon, 16 Feb 2009 13:09:47 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[business management]]></category>
		<category><![CDATA[industrial/organizational psychology]]></category>
		<category><![CDATA[strategic human resource management]]></category>
		<category><![CDATA[Advancement]]></category>
		<category><![CDATA[Applied Psychology]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Organizational Climate]]></category>
		<category><![CDATA[Organizational Culture]]></category>
		<category><![CDATA[Personnel Decisions]]></category>
		<category><![CDATA[Personnel retention]]></category>
		<category><![CDATA[Personnel selection]]></category>
		<category><![CDATA[Prejudice]]></category>
		<category><![CDATA[Promotion]]></category>
		<category><![CDATA[stereotyping]]></category>
		<category><![CDATA[Strategic Human Resources]]></category>

		<guid isPermaLink="false">http://foresight3.wordpress.com/?p=11</guid>
		<description><![CDATA[Stereotyping. The word itself has a distasteful ring to it. When we think about stereotyping in the workplace, this discomfort grows along with our awareness of the negative associations linked with that word: injustice, intolerance, prejudice, litigation. As unpleasant as it may be, stereotyping is an important facet of organizational life and it is our [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=11&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://foresight3.wordpress.com/2009/02/16/stereotyping-at-work-discriminating-between-what-we-know-and-what-we-think-we-know/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">George Guajardo</media:title>
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		<title>An Introduction to the Blog</title>
		<link>http://foresight3.wordpress.com/2009/02/12/an-introduction-to-the-blog/</link>
		<comments>http://foresight3.wordpress.com/2009/02/12/an-introduction-to-the-blog/#comments</comments>
		<pubDate>Thu, 12 Feb 2009 19:56:25 +0000</pubDate>
		<dc:creator>George Guajardo</dc:creator>
				<category><![CDATA[business management]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[industrial/organizational psychology]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[strategic human resource management]]></category>
		<category><![CDATA[Training and Assessment]]></category>

		<guid isPermaLink="false">http://foresight3.wordpress.com/?p=6</guid>
		<description><![CDATA[Practitioners of organizational science (Human resources, organizational development, training, and business management) don't always have the time to read the latest developments in their academic fields. Business does not remove the pressure of remaining competitive and abreast of the state of the art in our disciplines. Through this blog, I hope to make this a bit easier. I will periodically summarize the important points of recent journal publications and emphasis how these findings can help improve your organizations.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=foresight3.wordpress.com&amp;blog=6376504&amp;post=6&amp;subd=foresight3&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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