Pub Date : 2024-08-01DOI: 10.1146/annurev-orgpsych-110622-031927
Frederik Anseel, Elad N. Sherf
Reviewing 25 years of research, we observed that the science of feedback at work is not yet a story of coherent and cumulative progress. Feedback is often generically defined, and assumptions substantially diverge. Consequently, insights often appear disconnected from the way feedback is practiced and experienced in organizations. We organize the literature by making three core assumptions explicit and identifying six distinct substreams of feedback research. For each substream, we highlight insights and limitations and point to seeming contradictions and departures from the daily reality of managers and employees. We call on scholars to explicate assumptions and develop coherent paradigms that mirror the complex realities of feedback in organizational life. We end with five recommendations for building a cumulative science of feedback.
{"title":"A 25-Year Review of Research on Feedback in Organizations: From Simple Rules to Complex Realities","authors":"Frederik Anseel, Elad N. Sherf","doi":"10.1146/annurev-orgpsych-110622-031927","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-031927","url":null,"abstract":"Reviewing 25 years of research, we observed that the science of feedback at work is not yet a story of coherent and cumulative progress. Feedback is often generically defined, and assumptions substantially diverge. Consequently, insights often appear disconnected from the way feedback is practiced and experienced in organizations. We organize the literature by making three core assumptions explicit and identifying six distinct substreams of feedback research. For each substream, we highlight insights and limitations and point to seeming contradictions and departures from the daily reality of managers and employees. We call on scholars to explicate assumptions and develop coherent paradigms that mirror the complex realities of feedback in organizational life. We end with five recommendations for building a cumulative science of feedback.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"15 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141877358","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 : 2024-08-01DOI: 10.1146/annurev-orgpsych-020323-012717
Denise M. Rousseau, Jeroen Stouten
Experts and expertise contribute to consequential organizational decisions from recruitment to CEO succession, but these constructs are inconsistently operationalized and poorly understood. To better explicate how experts and expertise function in organizations, we first conduct an integrative review of the general literature to describe what is known about these phenomena in cognitive science, psychology, and the clinical and technical professions. This review of the general literature indicates that expertise represents domain-specific hierarchical knowledge structures developed by an individual over time. The quality of the individual's domain-related education, training, and opportunities for practice and learning affect the level of expertise acquired. We then review what is known about experts and expertise in organizations. Many organizational studies on expertise focus on an individual's years of experience rather than the nature of that experience or its contribution to expertise. Conflating expertise with years of experience generally leads to less consistent effects on performance than operationalizing expertise in terms of individual cognitive processes, knowledge, and capabilities. Findings from organizational studies that do assess expertise are in line with the general literature, indicating that the quality of practice and learning experiences are particularly important to developing expertise. We then offer ways for scholars to better study how expertise functions in organizations and conclude by developing implications for practice.
{"title":"Experts and Expertise in Organizations: An Integrative Review on Individual Expertise","authors":"Denise M. Rousseau, Jeroen Stouten","doi":"10.1146/annurev-orgpsych-020323-012717","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020323-012717","url":null,"abstract":"Experts and expertise contribute to consequential organizational decisions from recruitment to CEO succession, but these constructs are inconsistently operationalized and poorly understood. To better explicate how experts and expertise function in organizations, we first conduct an integrative review of the general literature to describe what is known about these phenomena in cognitive science, psychology, and the clinical and technical professions. This review of the general literature indicates that expertise represents domain-specific hierarchical knowledge structures developed by an individual over time. The quality of the individual's domain-related education, training, and opportunities for practice and learning affect the level of expertise acquired. We then review what is known about experts and expertise in organizations. Many organizational studies on expertise focus on an individual's years of experience rather than the nature of that experience or its contribution to expertise. Conflating expertise with years of experience generally leads to less consistent effects on performance than operationalizing expertise in terms of individual cognitive processes, knowledge, and capabilities. Findings from organizational studies that do assess expertise are in line with the general literature, indicating that the quality of practice and learning experiences are particularly important to developing expertise. We then offer ways for scholars to better study how expertise functions in organizations and conclude by developing implications for practice.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"296 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141877359","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 : 2024-07-22DOI: 10.1146/annurev-orgpsych-110622-053405
Kristen M. Shockley, Winny Shen, Hope Dodd
In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and specific behavioral strategies. Next, we discuss research on dual-earner couples’ well-being and quality of life, making explicit comparisons to single-earner couples where possible. We close our review with a discussion of research on the macroenvironment, including how cultural norms and state policies relate to dual-earner couples’ functioning. Lastly, we offer numerous recommendations for future researchers to explore the contexts and conditions that facilitate the blending of dual-earner couples’ work and family roles.
{"title":"Dual-Earner Couples","authors":"Kristen M. Shockley, Winny Shen, Hope Dodd","doi":"10.1146/annurev-orgpsych-110622-053405","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-053405","url":null,"abstract":"In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and specific behavioral strategies. Next, we discuss research on dual-earner couples’ well-being and quality of life, making explicit comparisons to single-earner couples where possible. We close our review with a discussion of research on the macroenvironment, including how cultural norms and state policies relate to dual-earner couples’ functioning. Lastly, we offer numerous recommendations for future researchers to explore the contexts and conditions that facilitate the blending of dual-earner couples’ work and family roles.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"93 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141755175","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 : 2024-01-22DOI: 10.1146/annurev-orgpsych-111821-033121
Paula M. Caligiuri, David G. Collings, Helen De Cieri, Mila B. Lazarova
Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited evidence that MNEs are managing their talent effectively on a global scale. In this article, we review the GTM literature and identify the challenges of implementing GTM in practice. We explore how GTM is aligned with MNE strategy, examine how talent pools are identified, and highlight the role of global mobility. We discuss GTM at the macro level, including the exogenous factors that impact talent management and the outcomes of GTM at various levels. Finally, we identify some emerging challenges and opportunities for the future of GTM.
{"title":"Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality","authors":"Paula M. Caligiuri, David G. Collings, Helen De Cieri, Mila B. Lazarova","doi":"10.1146/annurev-orgpsych-111821-033121","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111821-033121","url":null,"abstract":"Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited evidence that MNEs are managing their talent effectively on a global scale. In this article, we review the GTM literature and identify the challenges of implementing GTM in practice. We explore how GTM is aligned with MNE strategy, examine how talent pools are identified, and highlight the role of global mobility. We discuss GTM at the macro level, including the exogenous factors that impact talent management and the outcomes of GTM at various levels. Finally, we identify some emerging challenges and opportunities for the future of GTM.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"72 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139522557","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 : 2023-12-08DOI: 10.1146/annurev-orgpsych-120920-051543
Scott Seibert, Jos Akkermans, Cheng-Huan (Jerry) Liu
This article provides a critical review of developments in the literature on career success. We review work from both the organizational psychology (OP) and organizational behavior (OB) disciplines, highlighting the different perspectives, strengths, and weaknesses of each area and attempt to reconcile these perspectives on career success to suggest productive new research directions. First, the article reflects on conceptualizations of objective and subjective career success and their relative value to the field. We then discuss several categories of career success predictors drawn from economic, sociological, and social-psychological perspectives used in OP and OB. These include human capital, internal and external labor markets, sponsorship and social capital, stable and malleable individual differences, and career self-management behaviors. We provide research suggestions within each of those sections as well as an integrative research agenda built around several emerging issues and theoretical perspective, encouraging future research on the implications of sustainable careers, career shocks, marginalized group experiences, and alternative employment arrangements for career success.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Understanding Contemporary Career Success: A Critical Review","authors":"Scott Seibert, Jos Akkermans, Cheng-Huan (Jerry) Liu","doi":"10.1146/annurev-orgpsych-120920-051543","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-120920-051543","url":null,"abstract":"This article provides a critical review of developments in the literature on career success. We review work from both the organizational psychology (OP) and organizational behavior (OB) disciplines, highlighting the different perspectives, strengths, and weaknesses of each area and attempt to reconcile these perspectives on career success to suggest productive new research directions. First, the article reflects on conceptualizations of objective and subjective career success and their relative value to the field. We then discuss several categories of career success predictors drawn from economic, sociological, and social-psychological perspectives used in OP and OB. These include human capital, internal and external labor markets, sponsorship and social capital, stable and malleable individual differences, and career self-management behaviors. We provide research suggestions within each of those sections as well as an integrative research agenda built around several emerging issues and theoretical perspective, encouraging future research on the implications of sustainable careers, career shocks, marginalized group experiences, and alternative employment arrangements for career success.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"15 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138559335","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 : 2023-12-08DOI: 10.1146/annurev-orgpsych-110721-033711
Deanne N. Den Hartog, Annebel H.B. De Hoogh
While leadership is an important way to coordinate around the globe, societal culture may shape leadership processes and their effects. In this review, we discuss conceptualizations of culture and address what is known about the role culture plays in shaping leadership processes. For example, societal culture shapes people's implicit theories of leadership, and these affect how leaders and followers behave toward each other. Also, culture can moderate the relationship between leadership and important outcomes. We review research done in these areas as well as research on emerging topics in the field, such as followership across cultures and leading groups of employees who are from different areas of the world. As we review the findings of the literature to date, we also acknowledge some of the problems and methodological challenges faced in this field and discuss practical implications and areas for future research.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Cross-Cultural Leadership: What We Know, What We Need to Know, and Where We Need to Go","authors":"Deanne N. Den Hartog, Annebel H.B. De Hoogh","doi":"10.1146/annurev-orgpsych-110721-033711","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-033711","url":null,"abstract":"While leadership is an important way to coordinate around the globe, societal culture may shape leadership processes and their effects. In this review, we discuss conceptualizations of culture and address what is known about the role culture plays in shaping leadership processes. For example, societal culture shapes people's implicit theories of leadership, and these affect how leaders and followers behave toward each other. Also, culture can moderate the relationship between leadership and important outcomes. We review research done in these areas as well as research on emerging topics in the field, such as followership across cultures and leading groups of employees who are from different areas of the world. As we review the findings of the literature to date, we also acknowledge some of the problems and methodological challenges faced in this field and discuss practical implications and areas for future research.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"4 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138559163","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 : 2023-12-06DOI: 10.1146/annurev-orgpsych-091922-020639
Robert R. Sinclair, Baylor A. Graham, Tahira M. Probst
Economic sources of stress are some of the most pervasive and significant in adults’ working lives. However, while the link between economic stress and health is well established, some forms of economic stress have received disproportionately less attention than they warrant in organizational psychology and organizational behavior scholarship. In this review, we identify five important domains of economic stress: financial stress, financial deprivation, unemployment, underemployment, and job insecurity. We review each area of literature, focusing on its antecedents, theoretical mechanisms, and consequences. We then highlight an emerging body of research that studies economic stress as a multilevel phenomenon and present a framework for economic stress interventions that discusses primary, secondary, and tertiary interventions at the individual, organizational, and community levels. We conclude by identifying several important directions for future economic stress research.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Economic Stress and Occupational Health","authors":"Robert R. Sinclair, Baylor A. Graham, Tahira M. Probst","doi":"10.1146/annurev-orgpsych-091922-020639","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-091922-020639","url":null,"abstract":"Economic sources of stress are some of the most pervasive and significant in adults’ working lives. However, while the link between economic stress and health is well established, some forms of economic stress have received disproportionately less attention than they warrant in organizational psychology and organizational behavior scholarship. In this review, we identify five important domains of economic stress: financial stress, financial deprivation, unemployment, underemployment, and job insecurity. We review each area of literature, focusing on its antecedents, theoretical mechanisms, and consequences. We then highlight an emerging body of research that studies economic stress as a multilevel phenomenon and present a framework for economic stress interventions that discusses primary, secondary, and tertiary interventions at the individual, organizational, and community levels. We conclude by identifying several important directions for future economic stress research.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" 2","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138491843","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 : 2023-12-06DOI: 10.1146/annurev-orgpsych-091922-015852
Paul M. Leonardi, Sienna Helena Parker, Roni Shen
Remote work is typically characterized as work that is done at some physical distance from the office. Existing research has shown that the main elements of this characterization—physical distance and the office—are far more complex than most people realize. This review develops a framework that refracts the concept of remote work into four types of distance—psychological, temporal, technological, and structural—and three objects from which one can be distant—material resources, social resources, and symbolic resources. We then use this refraction framework to answer five questions about the way remote work is changing the future of work: ( a) Who will work remotely? ( b) Where will people work remotely? ( c) When will people work remotely? ( d) Why will people work remotely? and ( e) How will people work remotely? After demonstrating how existing research can help us answer these questions, we discuss important avenues for future investigation.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"How Remote Work Changes the World of Work","authors":"Paul M. Leonardi, Sienna Helena Parker, Roni Shen","doi":"10.1146/annurev-orgpsych-091922-015852","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-091922-015852","url":null,"abstract":"Remote work is typically characterized as work that is done at some physical distance from the office. Existing research has shown that the main elements of this characterization—physical distance and the office—are far more complex than most people realize. This review develops a framework that refracts the concept of remote work into four types of distance—psychological, temporal, technological, and structural—and three objects from which one can be distant—material resources, social resources, and symbolic resources. We then use this refraction framework to answer five questions about the way remote work is changing the future of work: ( a) Who will work remotely? ( b) Where will people work remotely? ( c) When will people work remotely? ( d) Why will people work remotely? and ( e) How will people work remotely? After demonstrating how existing research can help us answer these questions, we discuss important avenues for future investigation.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138491844","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 : 2023-12-06DOI: 10.1146/annurev-orgpsych-110721-034105
Madeline E. Heilman, Suzette Caleo, Francesca Manzi
Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, we consider how the characterization of women as communal conflicts with the perceived demands of many male gender-typed jobs and fields, thus promoting perceptions of women's incompetence in those areas. Second, we consider how norms about how women should and should not behave cause women to incur penalties when they exhibit counter-stereotypical attributes and behaviors at work. Our review further focuses on the conditions that foster or undercut gender bias and discrimination and uses this knowledge as a foundation for proposing strategies to promote more egalitarian organizational processes.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Women at Work: Pathways from Gender Stereotypes to Gender Bias and Discrimination","authors":"Madeline E. Heilman, Suzette Caleo, Francesca Manzi","doi":"10.1146/annurev-orgpsych-110721-034105","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-034105","url":null,"abstract":"Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, we consider how the characterization of women as communal conflicts with the perceived demands of many male gender-typed jobs and fields, thus promoting perceptions of women's incompetence in those areas. Second, we consider how norms about how women should and should not behave cause women to incur penalties when they exhibit counter-stereotypical attributes and behaviors at work. Our review further focuses on the conditions that foster or undercut gender bias and discrimination and uses this knowledge as a foundation for proposing strategies to promote more egalitarian organizational processes.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" 3","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138491846","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 : 2023-12-06DOI: 10.1146/annurev-orgpsych-110721-041458
Bryan J. Dik, Denise Daniels, Alexandra J. Alayan
Religion and spirituality strongly influence how most people experience the world, and opportunities to integrate faith and work abound. Yet research on religion, spirituality, and the workplace continues to have somewhat limited impact on mainstream organizational psychology and organizational behavior research. We review the most recent generation of research in this area. We describe high-level trends in the literature and summarize consistent patterns of results linking these constructs with usually beneficial attitudinal, behavioral, and other types of criterion variables. We identify four challenges that hamper progress in this area of research: conceptualizing and measuring core constructs, finding coherence amid theoretical diversity, integrating multiple levels of analysis and explanation, and navigating religion and spirituality in organizational practice. All of these challenges point to paths forward that may usher in a new wave of scholarship using meaning systems as an integrative framework, and practices that foster inclusion, integration, and both individual and organizational well-being.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Religion, Spirituality, and the Workplace: A Review and Critique","authors":"Bryan J. Dik, Denise Daniels, Alexandra J. Alayan","doi":"10.1146/annurev-orgpsych-110721-041458","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-041458","url":null,"abstract":"Religion and spirituality strongly influence how most people experience the world, and opportunities to integrate faith and work abound. Yet research on religion, spirituality, and the workplace continues to have somewhat limited impact on mainstream organizational psychology and organizational behavior research. We review the most recent generation of research in this area. We describe high-level trends in the literature and summarize consistent patterns of results linking these constructs with usually beneficial attitudinal, behavioral, and other types of criterion variables. We identify four challenges that hamper progress in this area of research: conceptualizing and measuring core constructs, finding coherence amid theoretical diversity, integrating multiple levels of analysis and explanation, and navigating religion and spirituality in organizational practice. All of these challenges point to paths forward that may usher in a new wave of scholarship using meaning systems as an integrative framework, and practices that foster inclusion, integration, and both individual and organizational well-being.Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" 4","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138491845","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}
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