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Articles by Liat Eldor
The Lower Boundary of Workplace Mistreatment: Do Small Slights Matter?
Forthcoming in Proceedings of the National Academy of Sciences. We have benefited from feedback provided by participants at the 8th Solomon Lew Conference on Behavioral Economics, the 2023 Academy of Management Meeting, the 2023 European Economics Association Congress, the 40th annual conference of the Israel Economic Association, the 2025 ASSA Annual Meeting, and the MEDS Seminar at The Hebrew University of Jerusalem Business School.
¿Puede haber demasiada seguridad psicológica en el lugar de trabajo?
La noción de seguridad psicológica fue una idea desarrollada por primera vez en la década de 1950 que ha sido ampliada de manera importante y cuidadosa en años recientes. La esencia de la idea es que un contexto psicológicamente seguro es aquel en el que las personas sienten que no experimentarán daño interpersonal (ser ridiculizadas o atacadas personalmente de otra manera) si intentan expresar su opinión, cometer errores, tomar riesgos o pedir ayuda.
Can Workplaces Have Too Much Psychological Safety?
The notion of psychological safety is an idea first developed in the 1950s that has been extended in important and careful ways in recent years, especially by Amy Edmondson of Harvard Business School. The core of the idea is that a context that is psychologically safe is one where people feel they won’t experience interpersonal harm — being ridiculed or otherwise personally attacked — if they try to speak up, make mistakes, take risks, or ask for help.
Treating Employees Like Contractors Is On the Rise-and Will Likely Backfire
These days, a majority of U.S. workers are bound by a legal contract of one kind or another. These include noncompete agreements, which prevent employees from taking jobs with competitors; nondisclosure agreements that limit the use elsewhere of confidential information acquired at an employer; and nonsolicitation agreements, which restrict ex-employees from recruiting former clients and/or former colleagues to a new organization.
The Use of Agency Workers Hurts Business Performance: An Integrated Indirect Model
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Where Measuring Engagement Goes Wrong
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