Pub Date : 2025-09-23DOI: 10.1146/annurev-orgpsych-020924-071546
Herminia Ibarra, Sarah Wittman, Kendall Smith
The evolving landscape of contemporary careers is marked by frequent nonlinear transitions and their concomitant identity dynamics. In this review we define career transition as a movement from one institutionally recognized work role sequence into a role that forms part of a different role sequence and that is perceived as career discontinuity by the person making the transition. We review the current state of research on career transition and professional identity to uncover overarching themes and important lacunae in our understanding of the antecedents, processes, and outcomes of change in today's varied and often circuitous careers, recommend directions for future research, and elaborate on practical implications for people and organizations.
{"title":"Career Transition and Professional Identity: Dynamic Processes, Multiple Selves, and Nonlinear Trajectories","authors":"Herminia Ibarra, Sarah Wittman, Kendall Smith","doi":"10.1146/annurev-orgpsych-020924-071546","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-071546","url":null,"abstract":"The evolving landscape of contemporary careers is marked by frequent nonlinear transitions and their concomitant identity dynamics. In this review we define career transition as a movement from one institutionally recognized work role sequence into a role that forms part of a different role sequence and that is perceived as career discontinuity by the person making the transition. We review the current state of research on career transition and professional identity to uncover overarching themes and important lacunae in our understanding of the antecedents, processes, and outcomes of change in today's varied and often circuitous careers, recommend directions for future research, and elaborate on practical implications for people and organizations.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"2 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145128029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-23DOI: 10.1146/annurev-orgpsych-020924-070839
Stuart C. Carr
The name Humanitarian Work Psychology denotes harmonization with successive United Nations goals to tackle poverty. These encompass universally inclusive access to decent work, aligning research with serving underrepresented, forgotten populations. Since 2000, research with humanitarian aid workers from and serving poverty- and other disaster-affected populations first improved aid work conditions, boosting aid and later welfare services. When working poverty globalized, a more extensive quantum supported making work in general more inclusive by backing enterprise capabilities and skills, among microentrepreneurs in the majority informal economy or carried by dislocated/relocating immigrant groups, and by theorizing fair-pay evaluation across minimum-, living- and maximum-waged groups, up and down the formal economy. Today these two groups are combining to reconceptualize structural elements of decent work into functional Sustainable Livelihoods. Essential for inclusive, just transitions during climate action, they function to weather poly-crises and sustain livelihoods for others—especially future generations.
{"title":"Humanitarian Work Psychology: Research with Underrepresented and Forgotten Populations","authors":"Stuart C. Carr","doi":"10.1146/annurev-orgpsych-020924-070839","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-070839","url":null,"abstract":"The name Humanitarian Work Psychology denotes harmonization with successive United Nations goals to tackle poverty. These encompass universally inclusive access to decent work, aligning research with serving underrepresented, forgotten populations. Since 2000, research with humanitarian aid workers from and serving poverty- and other disaster-affected populations first improved aid work conditions, boosting aid and later welfare services. When working poverty globalized, a more extensive quantum supported making work in general more inclusive by backing enterprise capabilities and skills, among microentrepreneurs in the majority informal economy or carried by dislocated/relocating immigrant groups, and by theorizing fair-pay evaluation across minimum-, living- and maximum-waged groups, up and down the formal economy. Today these two groups are combining to reconceptualize structural elements of decent work into functional Sustainable Livelihoods. Essential for inclusive, just transitions during climate action, they function to weather poly-crises and sustain livelihoods for others—especially future generations.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"156 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145128031","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-22DOI: 10.1146/annurev-orgpsych-110622-040329
Mary Uhl-Bien, Melissa Carsten, Toby Newstead
Accelerating interest in followership research and practice is advancing development of followership as a field of study. Despite this, many are still confused by what followership is and how it differs from leadership. Findings from our review of followership research show that of the papers self-identified as followership, nearly half are more accurately described as leadership or general employee behavior (and not followership). Of the papers categorized as followership, nearly all use reversing the lens approaches, with less than 10% categorized as co-creation. Using these findings and drawing from the literature, we delineate theoretical boundaries between leadership, followership, and employeeship to help drive construct clarity in followership research. We also simplify previous conceptualizations of followership into two main categories of studies that emerged in our review: reversing the lens and co-creation approaches. We conclude by using paradigm interplay between reversing the lens and co-creation approaches to show how we can realize the potential and promise of followership by advancing theoretical frameworks that position leadership/followership as a co-creation.
{"title":"Toward Construct Clarity in Followership Research","authors":"Mary Uhl-Bien, Melissa Carsten, Toby Newstead","doi":"10.1146/annurev-orgpsych-110622-040329","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-040329","url":null,"abstract":"Accelerating interest in followership research and practice is advancing development of followership as a field of study. Despite this, many are still confused by what followership is and how it differs from leadership. Findings from our review of followership research show that of the papers self-identified as followership, nearly half are more accurately described as leadership or general employee behavior (and not followership). Of the papers categorized as followership, nearly all use reversing the lens approaches, with less than 10% categorized as co-creation. Using these findings and drawing from the literature, we delineate theoretical boundaries between leadership, followership, and employeeship to help drive construct clarity in followership research. We also simplify previous conceptualizations of followership into two main categories of studies that emerged in our review: reversing the lens and co-creation approaches. We conclude by using paradigm interplay between reversing the lens and co-creation approaches to show how we can realize the potential and promise of followership by advancing theoretical frameworks that position leadership/followership as a co-creation.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"38 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145127423","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-17DOI: 10.1146/annurev-orgpsych-110622-044243
Spencer H. Harrison, Gabriel R. Sala, Jean M. Bartunek, Boram Do
Organizations rely on roles, routines, and other mechanisms to build systems of shared expectations. By definition, surprises occur when expectations are violated. Hence, surprise is inevitable in organizations and important because the experience of surprise threatens to undo the expectations that make organizations feel predictable and therefore workable. Reacting to surprises can therefore feel unpredictable and threatening. Indeed, surprises can be seen as offering evidence of poor planning and bad management. However, in this review, we integrate literature on surprise that offers a contrasting perspective: that individuals in organizations do not just react to and experience surprises but also proactively engineer them. Our review explores who engineers surprises, why they choose to do so, how they structure situations to create surprises, what happens as individuals and collectives deal with the emotional impact of surprises, and what happens next as individuals and collectives either learn from or dismiss surprises. Our review provides an important corrective to research that focuses exclusively on surprises as negative events in organizational life and offers questions for future research that provide an agenda for developing theory on engineering surprise.
{"title":"Surprise at Work: An Integrative Review of Engineering Surprises (Not Just Reacting to Them)","authors":"Spencer H. Harrison, Gabriel R. Sala, Jean M. Bartunek, Boram Do","doi":"10.1146/annurev-orgpsych-110622-044243","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-044243","url":null,"abstract":"Organizations rely on roles, routines, and other mechanisms to build systems of shared expectations. By definition, surprises occur when expectations are violated. Hence, surprise is inevitable in organizations and important because the experience of surprise threatens to undo the expectations that make organizations feel predictable and therefore workable. Reacting to surprises can therefore feel unpredictable and threatening. Indeed, surprises can be seen as offering evidence of poor planning and bad management. However, in this review, we integrate literature on surprise that offers a contrasting perspective: that individuals in organizations do not just react to and experience surprises but also proactively engineer them. Our review explores who engineers surprises, why they choose to do so, how they structure situations to create surprises, what happens as individuals and collectives deal with the emotional impact of surprises, and what happens next as individuals and collectives either learn from or dismiss surprises. Our review provides an important corrective to research that focuses exclusively on surprises as negative events in organizational life and offers questions for future research that provide an agenda for developing theory on engineering surprise.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"1 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145089417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-17DOI: 10.1146/annurev-orgpsych-020924-064242
Evangelia Demerouti
Job crafting empowers employees to proactively shape their work environment to better align with their skills, interests, and needs. This review provides a comprehensive overview of job crafting, examining its predictors, positive and negative outcomes, and the role of culture. Additionally, it discusses issues that have not been frequently addressed, such as the nomological network of job crafting, various forms of job crafting, and the time perspective in job crafting research. It outlines how to design effective job crafting interventions and suggests avenues for future research. By addressing gaps in our understanding of job crafting mechanisms and contextual factors, we can unlock its full potential to transform workplaces and improve employee experiences. This review emphasizes the importance of balanced job crafting efforts to maximize benefits while mitigating risks such as increased workload and burnout. Ultimately, understanding and promoting job crafting can lead to healthier, more engaged, and more productive workplaces.
{"title":"Job Crafting Revisited: Current Insights, Emerging Challenges, and Future Directions","authors":"Evangelia Demerouti","doi":"10.1146/annurev-orgpsych-020924-064242","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-064242","url":null,"abstract":"Job crafting empowers employees to proactively shape their work environment to better align with their skills, interests, and needs. This review provides a comprehensive overview of job crafting, examining its predictors, positive and negative outcomes, and the role of culture. Additionally, it discusses issues that have not been frequently addressed, such as the nomological network of job crafting, various forms of job crafting, and the time perspective in job crafting research. It outlines how to design effective job crafting interventions and suggests avenues for future research. By addressing gaps in our understanding of job crafting mechanisms and contextual factors, we can unlock its full potential to transform workplaces and improve employee experiences. This review emphasizes the importance of balanced job crafting efforts to maximize benefits while mitigating risks such as increased workload and burnout. Ultimately, understanding and promoting job crafting can lead to healthier, more engaged, and more productive workplaces.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"4 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145089412","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-16DOI: 10.1146/annurev-orgpsych-031424-094329
Bradley L. Kirkman, Troy A. Smith
As business environments remain increasingly volatile, uncertain, complex, and ambiguous, both team empowerment and team resilience have increased in importance for teams in organizations worldwide. We review the literatures on both team empowerment and team resilience over the past 15 years to uncover what has been learned about these two important team constructs. We discuss patterns and advancements in each area followed by a brief review of their intersection, including both commonalities and important differences. We then highlight directions for future research for each, followed by practical implications emanating from our review. In doing so, we provide a crucial roadmap for theoretical and empirical advancements for team empowerment and team resilience over the next decade.
{"title":"Team Empowerment and Team Resilience","authors":"Bradley L. Kirkman, Troy A. Smith","doi":"10.1146/annurev-orgpsych-031424-094329","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-031424-094329","url":null,"abstract":"As business environments remain increasingly volatile, uncertain, complex, and ambiguous, both team empowerment and team resilience have increased in importance for teams in organizations worldwide. We review the literatures on both team empowerment and team resilience over the past 15 years to uncover what has been learned about these two important team constructs. We discuss patterns and advancements in each area followed by a brief review of their intersection, including both commonalities and important differences. We then highlight directions for future research for each, followed by practical implications emanating from our review. In doing so, we provide a crucial roadmap for theoretical and empirical advancements for team empowerment and team resilience over the next decade.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"29 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145072444","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-09DOI: 10.1146/annurev-orgpsych-031424-094951
Martin Kilduff, Kun Wang, Stefano Tasselli
Self-monitoring research poses a challenge to conventional treatments of personality due to its focus on the extent to which people adapt their self-presentations to the demands of social situations. The adaptable self, characteristic of a high self-monitoring orientation, contrasts with the principled self, characteristic of a low self-monitoring orientation. We review research linking self-monitoring to careers, leadership, workplace social networks, authenticity, and deception. We outline future research paths related to agency, top management, and cross-cultural outcomes. We conclude with practical suggestions for how low self-monitors can enhance their workplace outcomes, how high self-monitors can avoid overengagement in projects, and how managers can facilitate people's careers in light of self-monitoring differences. The self-monitoring research program opens avenues of exploration on vital issues concerned with careers, leadership, status, and performance in workplace settings.
{"title":"Self-Monitoring at Work: State of the Science","authors":"Martin Kilduff, Kun Wang, Stefano Tasselli","doi":"10.1146/annurev-orgpsych-031424-094951","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-031424-094951","url":null,"abstract":"Self-monitoring research poses a challenge to conventional treatments of personality due to its focus on the extent to which people adapt their self-presentations to the demands of social situations. The adaptable self, characteristic of a high self-monitoring orientation, contrasts with the principled self, characteristic of a low self-monitoring orientation. We review research linking self-monitoring to careers, leadership, workplace social networks, authenticity, and deception. We outline future research paths related to agency, top management, and cross-cultural outcomes. We conclude with practical suggestions for how low self-monitors can enhance their workplace outcomes, how high self-monitors can avoid overengagement in projects, and how managers can facilitate people's careers in light of self-monitoring differences. The self-monitoring research program opens avenues of exploration on vital issues concerned with careers, leadership, status, and performance in workplace settings.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"34 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145043731","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-09-02DOI: 10.1146/annurev-orgpsych-020924-071358
Margaret E. Beier, Gwenith G. Fisher
Demographic shifts in population aging and disruption caused by technology and automation are rapidly changing the landscape of work across the globe. The current review provides a focused, forward-looking perspective on key issues relevant to workplace aging and new realities of the workplace, namely workplace learning and development, an age-diverse workforce, and retirement. Our review provides a multilevel perspective on these issues, including the macro (societal/cultural), meso (job design/organizational climate and HR practices), and micro (individual health, wealth, traits, and motivation) factors that influence workplace aging. We also apply lifespan development theories that describe normative and individual influences on aging to the work context, particularly regarding socio-emotional selectivity theory, and process models of successful aging at work. We conclude by providing practical implications and presenting areas of future research that are the most pressing in the workplace of the twenty-first century, including specific research questions at multiple levels (i.e., macro, meso, and micro).
{"title":"Aging, Work, and Retirement: Twenty-First-Century Issues in an Interdisciplinary Context","authors":"Margaret E. Beier, Gwenith G. Fisher","doi":"10.1146/annurev-orgpsych-020924-071358","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-071358","url":null,"abstract":"Demographic shifts in population aging and disruption caused by technology and automation are rapidly changing the landscape of work across the globe. The current review provides a focused, forward-looking perspective on key issues relevant to workplace aging and new realities of the workplace, namely workplace learning and development, an age-diverse workforce, and retirement. Our review provides a multilevel perspective on these issues, including the macro (societal/cultural), meso (job design/organizational climate and HR practices), and micro (individual health, wealth, traits, and motivation) factors that influence workplace aging. We also apply lifespan development theories that describe normative and individual influences on aging to the work context, particularly regarding socio-emotional selectivity theory, and process models of successful aging at work. We conclude by providing practical implications and presenting areas of future research that are the most pressing in the workplace of the twenty-first century, including specific research questions at multiple levels (i.e., macro, meso, and micro).","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"84 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144930750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-08-27DOI: 10.1146/annurev-orgpsych-020924-072127
Paul R. Sackett, Filip Lievens, Richard N. Landers
Here we review recent work in the personnel selection field. We open with two sections, the first focusing on meta-analytic validity research on well-established predictors and the second on new measurement approaches. These include moving from a holistic to a modular view of predictors; from face-to-face to asynchronous video interviews; from resumes to social media assessments; from multiple choice to constructed response; and to artificial intelligence to develop, administer, and score tests, among approaches. We then review developments in estimating validity, including issues in correcting validity estimates for error of measurement and restriction of range. We address technical issues on the topic of fairness and bias, including Pareto optimization, effect size measures for predictive bias, and approaches to algorithmic bias mitigation, and offer insight into addressing the validity-diversity dilemma. We then discuss insights into applicant reactions to selection systems and perspectives of other stakeholders in the selection process.
{"title":"Hiring People in Organizations: The State and Future of the Science","authors":"Paul R. Sackett, Filip Lievens, Richard N. Landers","doi":"10.1146/annurev-orgpsych-020924-072127","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-072127","url":null,"abstract":"Here we review recent work in the personnel selection field. We open with two sections, the first focusing on meta-analytic validity research on well-established predictors and the second on new measurement approaches. These include moving from a holistic to a modular view of predictors; from face-to-face to asynchronous video interviews; from resumes to social media assessments; from multiple choice to constructed response; and to artificial intelligence to develop, administer, and score tests, among approaches. We then review developments in estimating validity, including issues in correcting validity estimates for error of measurement and restriction of range. We address technical issues on the topic of fairness and bias, including Pareto optimization, effect size measures for predictive bias, and approaches to algorithmic bias mitigation, and offer insight into addressing the validity-diversity dilemma. We then discuss insights into applicant reactions to selection systems and perspectives of other stakeholders in the selection process.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"138 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906389","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-08-20DOI: 10.1146/annurev-orgpsych-020924-064249
René T. Proyer, Rebekka Sendatzki
Playfulness—the ability to frame or reframe situations in an engaging, intellectually stimulating, or entertaining way—is an emerging topic in organizational research. Traditionally seen as the opposite of work, play and playfulness are increasingly recognized for their potential to enhance creativity, motivation, and well-being in professional settings. This review synthesizes theoretical and empirical perspectives on workplace play and playfulness, distinguishing them from related concepts such as humor and creativity. We examine existing models, measurement approaches, and mechanisms through which playfulness may influence workplace outcomes. We highlight the need to consider contextual factors such as job type, organizational culture, and leadership. Open questions remain regarding the optimal level of playfulness, cultural differences, and its long-term impact. Finally, we discuss practical implications for organizations, emphasizing the importance of fostering playfulness through voluntary, context-sensitive approaches that complement meaningful work structures.
{"title":"Examining Play and Playfulness at Work: Current Knowledge, Practical Applications, and Future Research Directions","authors":"René T. Proyer, Rebekka Sendatzki","doi":"10.1146/annurev-orgpsych-020924-064249","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-064249","url":null,"abstract":"Playfulness—the ability to frame or reframe situations in an engaging, intellectually stimulating, or entertaining way—is an emerging topic in organizational research. Traditionally seen as the opposite of work, play and playfulness are increasingly recognized for their potential to enhance creativity, motivation, and well-being in professional settings. This review synthesizes theoretical and empirical perspectives on workplace play and playfulness, distinguishing them from related concepts such as humor and creativity. We examine existing models, measurement approaches, and mechanisms through which playfulness may influence workplace outcomes. We highlight the need to consider contextual factors such as job type, organizational culture, and leadership. Open questions remain regarding the optimal level of playfulness, cultural differences, and its long-term impact. Finally, we discuss practical implications for organizations, emphasizing the importance of fostering playfulness through voluntary, context-sensitive approaches that complement meaningful work structures.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"7 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144899921","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：