PEOPLE ANALYTICS

Evidence-based decision-making
to help people and organizations thrive, together.

ABOUT WHARTON PEOPLE ANALYTICS

We use data to advance how organizations make decisions about people,
and help leaders operate based on evidence rather than intuition.

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Thanks to the generous support of the Larry & Celia Moh Foundation, the Moh Foundation Applied Insights Lab continues to bring students, researchers, and organizations together to advance the practice of people analytics.

Evidence-Based Solutions for Inclusion in the Workplace: Actions for Middle Managers

While disruptive times often breed uncertainty and a scaling back of investment in workforce talent, research has found that companies that renew their commitment to employee development in a downturn recover more quickly. To help companies create more effective talent management solutions in these unprecedented times, experts at Wharton People Analytics and DiversityInc Media, LLC collaborated to investigate the relationships among diversity and inclusion practices and employees’ experiences at work, with a focus on the factors driving feelings of inclusion and belonging in companies today.

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SLOAN ARTICLES

Wharton People Analytics Faculty Featured in MIT Sloan Management Review Series on People Analytics

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The Surprising Value of Obvious Insights

by Adam Grant
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Can We Really Test People For Potential?

by Reb Rebele
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Self-Reports Spur Self-Reflection

by Angela Duckworth
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Career Management Isn’t Just the Employee’s Job

by Matthew Bidwell and Federica De Stefano
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How You Can Have More Impact as a People Analyst

by Cade Massey

WHY PEOPLE ANALYTICS?

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News & Articles

Check out our Wharton People Analytics content feed for everything from academic papers and popular press articles to full conference videos and radio shows from Wharton People Analytics’ faculty, staff and friends.

  • Experienced well-being rises with income, even above $75,000 per year

    Matthew A. Killingsworth | Proceedings of the National Academy of Sciences (PNAS)

    Past research has found that experienced well-being does not increase above incomes of $75,000/y. This finding has been the focus of substantial attention from researchers and the general public, yet is based on a dataset with a measure of experienced well-being that may or may not be indicative of actual emotional experience (retrospective, dichotomous reports). Here, over one million real-time reports of experienced well-being from a large US sample show evidence that experienced well-being rises linearly with log income, with an equally steep slope above $80,000 as below it. This suggests that higher incomes may still have potential to improve people’s day-to-day well-being, rather than having already reached a plateau for many people in wealthy countries.

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  • There’s a Name for the Blah You’re Feeling: It’s Called Languishing

    Adam Grant | The New York Times

    The neglected middle child of mental health can dull your motivation and focus — and it may be the dominant emotion of 2021.

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