Social Interactions, Identity and Well-Being Accomplishments

Some examples of the research advances achieved by program members include:

• Narrow definitions of well-being are dominant in the workplace, and in society at large, leading many employers and policymakers to believe that salary and other forms of economic reward are the cornerstone of personal and collective satisfaction. CIFAR program members have turned this belief on its head, showing that increased trust in your employer is worth a 36 percent pay raise, a greater variety of projects worth 21 percent, a position that requires skill. 19 percent, and enough time to finish assigned work, 11 percent.
• Religious involvement generates many significant benefits to well-being. In the United States these are found to derive specifically from church-based friendships, and are concentrated in those whose social identities are centered in the church.
• When women break through the “glass ceiling” to lead corporations, political parties and other organizations, those institutions are more likely to fail. This correlation is not, though, an indicator that women are less capable leaders. Research by CIFAR members demonstrates that women are more likely than men to be placed in charge of organizations that are already in crisis, and are then not given the resources and support needed for success. This phenomenon, known as the “glass cliff,” demonstrates how women – even those at the top of the corporate ladder – face different systemic challenges than men.
• Members of this program are often called upon to advise and consult with influential organizations all over the world, including the World Bank, the European Economic Association, the Canadian Psychological Association, the Federal Reserve Bank of Boston, and others. Given the relevance of the group's research, many program members receive major media attention for their contributions on schooling programs, the earnings of Canadian immigrants, and many other urgent issues.