Pub Date : 2023-11-14DOI: 10.1146/annurev-orgpsych-101022-101333
John D. Kammeyer-Mueller, Alex L. Rubenstein, Tianna S. Barnes
The relationship between work attitudes such as satisfaction and commitment and behaviors such as task effort, citizenship behavior, absenteeism, job search, and turnover is a perennial focus of organizational research. Over time we have learned a great deal about why, how, and when attitudes predict work behavior, but new questions and theories continue to proliferate. With this review, we aim to synthesize existing organizational literature on attitudes and behavior, focusing on how the field can be organized using principles from Ajzen & Kruglanski's (2019) theory of reasoned goal pursuit. The accumulated evidence answers longstanding questions while simultaneously raising new ones related to the link between general attitudes and specific behavior; the proximal effect of intentions; the role of goals, social contexts, and behavioral control; and the dynamic processes among attitudes, environments, and behavior. We also suggest applications of our organizing framework to enhance future work attitudes and behavior 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":"The Role of Attitudes in Work Behavior","authors":"John D. Kammeyer-Mueller, Alex L. Rubenstein, Tianna S. Barnes","doi":"10.1146/annurev-orgpsych-101022-101333","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-101022-101333","url":null,"abstract":"The relationship between work attitudes such as satisfaction and commitment and behaviors such as task effort, citizenship behavior, absenteeism, job search, and turnover is a perennial focus of organizational research. Over time we have learned a great deal about why, how, and when attitudes predict work behavior, but new questions and theories continue to proliferate. With this review, we aim to synthesize existing organizational literature on attitudes and behavior, focusing on how the field can be organized using principles from Ajzen & Kruglanski's (2019) theory of reasoned goal pursuit. The accumulated evidence answers longstanding questions while simultaneously raising new ones related to the link between general attitudes and specific behavior; the proximal effect of intentions; the role of goals, social contexts, and behavioral control; and the dynamic processes among attitudes, environments, and behavior. We also suggest applications of our organizing framework to enhance future work attitudes and behavior 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":"23 11","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"109126988","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 : 2023-11-14DOI: 10.1146/annurev-orgpsych-110721-040430
William L. Gardner, Andrew A. Hanna, Farzaneh Noghani, Claudia C. Cogliser
Leadership emergence is an inherently dynamic process whereby certain individuals come to be seen as leaders by others, some of whom will choose to follow them. The circumstances under which leadership emergence occurs depend on the persons involved, their interactions, and the context. Yet leadership research has too often viewed leadership emergence from a static and entity perspective, where some individuals are assumed to have qualities that predispose them to lead, without explaining how and why emergence occurs. Alternatively, we apply a typology that examines leadership emergence across levels of analysis (event, individual, dyadic, team, and organizational) and forms of emergence (global, compositional, and compilational). We examine representative theories of leadership emergence at the intersections of these considerations to demonstrate the utility of adopting a multilevel and dynamic perspective. Additionally, we offer recommendations for applying this typology to advance future theory and research into leadership emergence.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":"Leadership Emergence: Answering the “How” and “Why” Questions by Considering Levels of Analysis and Form of Emergence","authors":"William L. Gardner, Andrew A. Hanna, Farzaneh Noghani, Claudia C. Cogliser","doi":"10.1146/annurev-orgpsych-110721-040430","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-040430","url":null,"abstract":"Leadership emergence is an inherently dynamic process whereby certain individuals come to be seen as leaders by others, some of whom will choose to follow them. The circumstances under which leadership emergence occurs depend on the persons involved, their interactions, and the context. Yet leadership research has too often viewed leadership emergence from a static and entity perspective, where some individuals are assumed to have qualities that predispose them to lead, without explaining how and why emergence occurs. Alternatively, we apply a typology that examines leadership emergence across levels of analysis (event, individual, dyadic, team, and organizational) and forms of emergence (global, compositional, and compilational). We examine representative theories of leadership emergence at the intersections of these considerations to demonstrate the utility of adopting a multilevel and dynamic perspective. Additionally, we offer recommendations for applying this typology to advance future theory and research into leadership emergence.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":"24 3","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"109126984","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 : 2023-11-14DOI: 10.1146/annurev-orgpsych-111821-033012
Robert H. Moorman, Brian D. Lyons, Brittany K. Mercado, Anthony C. Klotz
The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB) is a form of job performance whereby motives stem from the quality of work relationships with direct supervisors, coworkers, and other organizational agents. However, gig workers experience very different work relationships and may perform OCB for different reasons (if at all). In this review, we address the question of how OCB theory should evolve to be relevant to gig workers. We summarize traditional motives for OCB performance and review current research describing and classifying gig work. We conclude by ( a) identifying gig worker citizenship (GWC) as a form of citizenship behavior that better fits the reality of gig work and ( b) offering a revised model of how OCB motives may help predict GWC performance.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":"Driving the Extra Mile in the Gig Economy: The Motivational Foundations of Gig Worker Citizenship","authors":"Robert H. Moorman, Brian D. Lyons, Brittany K. Mercado, Anthony C. Klotz","doi":"10.1146/annurev-orgpsych-111821-033012","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111821-033012","url":null,"abstract":"The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB) is a form of job performance whereby motives stem from the quality of work relationships with direct supervisors, coworkers, and other organizational agents. However, gig workers experience very different work relationships and may perform OCB for different reasons (if at all). In this review, we address the question of how OCB theory should evolve to be relevant to gig workers. We summarize traditional motives for OCB performance and review current research describing and classifying gig work. We conclude by ( a) identifying gig worker citizenship (GWC) as a form of citizenship behavior that better fits the reality of gig work and ( b) offering a revised model of how OCB motives may help predict GWC performance.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":"24 2","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"109126985","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 : 2023-01-23DOI: 10.1146/annurev-orgpsych-120920-050708
Scott Highhouse, Margaret E. Brooks
Some assert that noise (i.e., unwanted variance) is the most neglected yet most important source of error in judgment. We suggest that this problem was discovered nearly 100 years ago in the area of personnel selection and that a century of selection research has shown that noise can be demonstrably reduced by structuring the process (i.e., decomposing the component parts, agreeing on standards, and applying those standards consistently) and by aggregating judgments independently. Algorithms can aid significantly in this process but are often confused with methods that, in their current form, can substantially increase noise in judgment (e.g., artificial intelligence and machine learning).
{"title":"Improving Workplace Judgments by Reducing Noise: Lessons Learned from a Century of Selection Research","authors":"Scott Highhouse, Margaret E. Brooks","doi":"10.1146/annurev-orgpsych-120920-050708","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-120920-050708","url":null,"abstract":"Some assert that noise (i.e., unwanted variance) is the most neglected yet most important source of error in judgment. We suggest that this problem was discovered nearly 100 years ago in the area of personnel selection and that a century of selection research has shown that noise can be demonstrably reduced by structuring the process (i.e., decomposing the component parts, agreeing on standards, and applying those standards consistently) and by aggregating judgments independently. Algorithms can aid significantly in this process but are often confused with methods that, in their current form, can substantially increase noise in judgment (e.g., artificial intelligence and machine learning).","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" ","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42890432","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 : 2023-01-23DOI: 10.1146/annurev-orgpsych-080422-052147
Nathan P. Podsakoff, Kristen J. Freiburger, P. M. Podsakoff, Christopher C. Rosen
Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.
{"title":"Laying the Foundation for the Challenge–Hindrance Stressor Framework 2.0","authors":"Nathan P. Podsakoff, Kristen J. Freiburger, P. M. Podsakoff, Christopher C. Rosen","doi":"10.1146/annurev-orgpsych-080422-052147","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-080422-052147","url":null,"abstract":"Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"1 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42702792","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 : 2023-01-23DOI: 10.1146/annurev-orgpsych-031921-021922
S. Morris
Meta-analysis provides a powerful tool for integrating findings from the research literature and building statistical models to explore trends and inconsistencies in the research base. Meta-analysis starts with a process for translating results from each study into an effect size that represents all findings in a common metric. Statistical models are then applied to estimate the mean, variance, and moderators of effect size. This article explores several key decision points in conducting a meta-analysis, including issues in obtaining a common metric, accounting for psychometric artifacts, and choosing an appropriate statistical model. It provides recommendations for choosing among alternate approaches and reporting results to ensure transparency.
{"title":"Meta-Analysis in Organizational Research: A Guide to Methodological Options","authors":"S. Morris","doi":"10.1146/annurev-orgpsych-031921-021922","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-031921-021922","url":null,"abstract":"Meta-analysis provides a powerful tool for integrating findings from the research literature and building statistical models to explore trends and inconsistencies in the research base. Meta-analysis starts with a process for translating results from each study into an effect size that represents all findings in a common metric. Statistical models are then applied to estimate the mean, variance, and moderators of effect size. This article explores several key decision points in conducting a meta-analysis, including issues in obtaining a common metric, accounting for psychometric artifacts, and choosing an appropriate statistical model. It provides recommendations for choosing among alternate approaches and reporting results to ensure transparency.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" ","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45165931","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 : 2023-01-23DOI: 10.1146/annurev-orgpsych-031921-024406
E. Kross, M. Ong, O. Ayduk
It is difficult to fathom how an organization could be successful without its employees engaging in self-reflection. Gone would be its personnel's capacity to problem-solve, learn from past experiences, and engage in countless other introspective activities that are vital to success. Indeed, a large body of research highlights the positive value of reflection. Yet, as both common experience and a wealth of findings demonstrate, engaging in this introspective process while focusing on negative experiences often backfires, undermining people's health, well-being, performance, and relationships. Here we synthesize research on the benefits and costs of self-reflection in organizational contexts and discuss the role that psychological distance plays in allowing people to harness the potential of self-reflection while avoiding its common pitfalls.
{"title":"Self-Reflection at Work: Why It Matters and How to Harness Its Potential and Avoid Its Pitfalls","authors":"E. Kross, M. Ong, O. Ayduk","doi":"10.1146/annurev-orgpsych-031921-024406","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-031921-024406","url":null,"abstract":"It is difficult to fathom how an organization could be successful without its employees engaging in self-reflection. Gone would be its personnel's capacity to problem-solve, learn from past experiences, and engage in countless other introspective activities that are vital to success. Indeed, a large body of research highlights the positive value of reflection. Yet, as both common experience and a wealth of findings demonstrate, engaging in this introspective process while focusing on negative experiences often backfires, undermining people's health, well-being, performance, and relationships. Here we synthesize research on the benefits and costs of self-reflection in organizational contexts and discuss the role that psychological distance plays in allowing people to harness the potential of self-reflection while avoiding its common pitfalls.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":" ","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43909731","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 : 2023-01-23DOI: 10.1146/annurev-orgpsych-120920-050527
E. Kevin Kelloway, Jennifer K. Dimoff, Stephanie Gilbert
The increasing societal awareness of employee mental health issues, especially within the ongoing COVID-19 pandemic, has led to a great deal of research examining the occupational predictors and outcomes of mental ill health. The consequences of employee mental illness can be significant to organizations, whereas providing employee mental health resources may offer a competitive advantage. This article provides a review of the definitions of employee mental health, the costs of employee mental illness to organizations and to society as a whole, and the role of the workplace in promoting positive mental health, preventing mental illness, intervening to address employee mental ill health, and accommodating employees experiencing mental health challenges. We present recommendations for future research and implications for practice.
{"title":"Mental Health in the Workplace","authors":"E. Kevin Kelloway, Jennifer K. Dimoff, Stephanie Gilbert","doi":"10.1146/annurev-orgpsych-120920-050527","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-120920-050527","url":null,"abstract":"The increasing societal awareness of employee mental health issues, especially within the ongoing COVID-19 pandemic, has led to a great deal of research examining the occupational predictors and outcomes of mental ill health. The consequences of employee mental illness can be significant to organizations, whereas providing employee mental health resources may offer a competitive advantage. This article provides a review of the definitions of employee mental health, the costs of employee mental illness to organizations and to society as a whole, and the role of the workplace in promoting positive mental health, preventing mental illness, intervening to address employee mental ill health, and accommodating employees experiencing mental health challenges. We present recommendations for future research and implications for practice.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"80 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136251682","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 : 2022-11-30DOI: 10.1146/annurev-orgpsych-042021-100036
T. Judge
This article describes my journey as an organizational behavior scholar, including reflections on the state of the field of organizational scholarship. I organize the article into two main sections. First, I provide my autobiographical review, beginning with my early years and ending with the five universities where I have been employed in my career. Second, I provide a set of observations about the state of the organizational sciences, focusing specifically on the two areas of my most significant focus—personality and leadership—as well as offering some general observations about the field. The organizational sciences have seen many positive advances: Research is more rigorous theoretically and methodologically, and more concern is devoted to replication and research ethics. However, partly owing to prioritizing these advancements over other concerns, new problems have developed, and other long-standing concerns have been exacerbated. I discuss my own changing perspectives on these issues and present some thoughts on how they might be addressed. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 10 is January 2023. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Changes in Perspective and Perspectives on Change: Reflections on a Career","authors":"T. Judge","doi":"10.1146/annurev-orgpsych-042021-100036","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-042021-100036","url":null,"abstract":"This article describes my journey as an organizational behavior scholar, including reflections on the state of the field of organizational scholarship. I organize the article into two main sections. First, I provide my autobiographical review, beginning with my early years and ending with the five universities where I have been employed in my career. Second, I provide a set of observations about the state of the organizational sciences, focusing specifically on the two areas of my most significant focus—personality and leadership—as well as offering some general observations about the field. The organizational sciences have seen many positive advances: Research is more rigorous theoretically and methodologically, and more concern is devoted to replication and research ethics. However, partly owing to prioritizing these advancements over other concerns, new problems have developed, and other long-standing concerns have been exacerbated. I discuss my own changing perspectives on these issues and present some thoughts on how they might be addressed. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 10 is January 2023. 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":" ","pages":""},"PeriodicalIF":13.7,"publicationDate":"2022-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44115727","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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