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	<title>Sergio P. Valenzuela-Ibarra</title>
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	<description>PhD Student - Industrial &#38; Organizational Psychology</description>
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		<title>Sergio P. Valenzuela-Ibarra</title>
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		<title>Understanding turnover</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/understanding-turnover/</link>
		<comments>http://sergiovalenzuela.wordpress.com/2011/08/24/understanding-turnover/#comments</comments>
		<pubDate>Wed, 24 Aug 2011 04:50:28 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Turnover]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=169</guid>
		<description><![CDATA[Understanding turnover By Sergio Valenzuela-Ibarra The causes of retention and methods for reducing turnover vary across jobs, organizations, industry, and locations. A low retention rate may be desirable for organizations that want to keep only their best employees, and not &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/understanding-turnover/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=169&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Individual and Organizational Factors in Turnover</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/individual-and-organizational-factors-in-turnover/</link>
		<comments>http://sergiovalenzuela.wordpress.com/2011/08/24/individual-and-organizational-factors-in-turnover/#comments</comments>
		<pubDate>Wed, 24 Aug 2011 04:49:17 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Turnover]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=167</guid>
		<description><![CDATA[Individual and Organizational Factors in Turnover By Sergio Valenzuela-Ibarra The reasons why people leave their job are diverse and sometimes complex to understand. In this scenario, methods for retaining employees should consider individuals characteristics of employees as well in order &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/individual-and-organizational-factors-in-turnover/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=167&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Dynamics aspects of diversity influencing group performance at work</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/dynamics-aspects-of-diversity-influencing-group-performance-at-work/</link>
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		<pubDate>Wed, 24 Aug 2011 04:47:51 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Diversity]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=165</guid>
		<description><![CDATA[Dynamics aspects of diversity influencing group performance at work By Sergio Valenzuela-Ibarra This article reviews the main findings around the relationship between diversity and team performance and proposes the study of the diversity dynamics to understand the effects of diversity &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/dynamics-aspects-of-diversity-influencing-group-performance-at-work/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=165&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>What about diversity at work</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/what-about-diversity-at-work/</link>
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		<pubDate>Wed, 24 Aug 2011 04:43:43 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=163</guid>
		<description><![CDATA[What about diversity at work By Sergio Valenzuela-Ibarra Diversity is defined as the differences among people in terms of several attributes such as age, gender, ethnicity, background, personality, etc. (Knippenberg, De Dreu, &#38; Homan, 2004). Teams in organizations can be &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/what-about-diversity-at-work/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=163&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Organizational processes as dynamics and complex</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/organizational-processes-as-dynamics-and-complex/</link>
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		<pubDate>Wed, 24 Aug 2011 00:08:21 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Complex Systems]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=115</guid>
		<description><![CDATA[Organizational processes as dynamics and complex By Sergio Valenzuela-Ibarra Accepting that organizational processes are dynamics and complex is not a mere semantic or philosophical issue. It has specific impacts on how research is conducted and understood. At least three factors &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/organizational-processes-as-dynamics-and-complex/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=115&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Innovation: Same concept, at least three understandings</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/24/innovation-same-concept-at-least-three-understandings/</link>
		<comments>http://sergiovalenzuela.wordpress.com/2011/08/24/innovation-same-concept-at-least-three-understandings/#comments</comments>
		<pubDate>Wed, 24 Aug 2011 00:00:03 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Innovation]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=112</guid>
		<description><![CDATA[Innovation: Same concept, at least three understandings By Sergio Valenzuela-Ibarra Today it is very common to hear about innovation. Researchers, politicians, managers, and government authorities talk about the benefits of innovation and its importance for countries and companies. Universities study &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/24/innovation-same-concept-at-least-three-understandings/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=112&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Looking for a new view in organizational studies</title>
		<link>http://sergiovalenzuela.wordpress.com/2011/08/23/looking-for-a-new-view-in-organizational-studies/</link>
		<comments>http://sergiovalenzuela.wordpress.com/2011/08/23/looking-for-a-new-view-in-organizational-studies/#comments</comments>
		<pubDate>Tue, 23 Aug 2011 23:28:21 +0000</pubDate>
		<dc:creator>servaliba</dc:creator>
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		<category><![CDATA[Organizational Studies]]></category>

		<guid isPermaLink="false">http://sergiovalenzuela.wordpress.com/?p=98</guid>
		<description><![CDATA[Looking for a new view in organizational studies By Sergio Valenzuela-Ibarra Most of the used research methods are based on linear relationship between variables. It means to investigate whether there is an influence, positive o negative, from one variable to &#8230; <a href="http://sergiovalenzuela.wordpress.com/2011/08/23/looking-for-a-new-view-in-organizational-studies/">Continue reading <span class="meta-nav">&#8594;</span></a><img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=sergiovalenzuela.wordpress.com&amp;blog=4263343&amp;post=98&amp;subd=sergiovalenzuela&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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