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}
Pub Date : 2023-11-29DOI: 10.1146/annurev-orgpsych-110721-043001
Rebecca J. Bennett, Bella L. Galperin, Long Wang, Jigyashu Shukla
Norm violations can not only cause harm but also contribute to the well-being of organizations. During the last several decades, two different foci of research on workplace norm violations have generated a host of empirical studies on both constructive and destructive norm-violating behavior (NVB). However, the two closely related bodies of literature have remained in almost complete isolation from each other. Our conceptual review seeks to kindle a new perspective to better understand the general concept of NVB in organizations by combining the bifurcated silos of both constructive and destructive NVB. By conducting a systematic literature review of research on workplace NVBs over the past 30 years, we synthesize the major research findings on both constructive and destructive deviance into a general framework and examine the major antecedents, moderators, mediators, and outcomes as they fit within the major theoretical perspectives. Moreover, we study the commonalities of constructive and destructive NVB, focusing especially on the overlapping and dynamic relationships between the two concepts. To conclude, we propose new lines of inquiry for future research to assist academics and practitioners in understanding and managing different forms of organizational norm violations.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":"Norm-Violating Behavior in Organizations: A Comprehensive Conceptual Review and Model of Constructive and Destructive Norm-Violating Behavior","authors":"Rebecca J. Bennett, Bella L. Galperin, Long Wang, Jigyashu Shukla","doi":"10.1146/annurev-orgpsych-110721-043001","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-043001","url":null,"abstract":"Norm violations can not only cause harm but also contribute to the well-being of organizations. During the last several decades, two different foci of research on workplace norm violations have generated a host of empirical studies on both constructive and destructive norm-violating behavior (NVB). However, the two closely related bodies of literature have remained in almost complete isolation from each other. Our conceptual review seeks to kindle a new perspective to better understand the general concept of NVB in organizations by combining the bifurcated silos of both constructive and destructive NVB. By conducting a systematic literature review of research on workplace NVBs over the past 30 years, we synthesize the major research findings on both constructive and destructive deviance into a general framework and examine the major antecedents, moderators, mediators, and outcomes as they fit within the major theoretical perspectives. Moreover, we study the commonalities of constructive and destructive NVB, focusing especially on the overlapping and dynamic relationships between the two concepts. To conclude, we propose new lines of inquiry for future research to assist academics and practitioners in understanding and managing different forms of organizational norm violations.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":"105 36","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138455344","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 : 2023-11-29DOI: 10.1146/annurev-orgpsych-110721-040030
Philip M. Podsakoff, Nathan P. Podsakoff, Larry J. Williams, Chengquan Huang, Junhui Yang
Despite recognition of the harmful effects of common method bias (CMB), its causes, consequences, and remedies are still not well understood. Therefore, the purpose of this article is to review our current knowledge of CMB and provide recommendations on how to control it. We organize our review into five main sections. First, we explain the harmful effects of CMB (why it is bad). Second, we discuss the complexity caused by the fact that there are multiple sources of CMB, several of which are likely to be present in any study. Third, we present evidence that the conditions under which CMB is likely to occur are relatively widespread, and fourth, we explain why CMB is not easy to fix. Finally, we identify several avenues 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":"Common Method Bias: It's Bad, It's Complex, It's Widespread, and It's Not Easy to Fix","authors":"Philip M. Podsakoff, Nathan P. Podsakoff, Larry J. Williams, Chengquan Huang, Junhui Yang","doi":"10.1146/annurev-orgpsych-110721-040030","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-040030","url":null,"abstract":"Despite recognition of the harmful effects of common method bias (CMB), its causes, consequences, and remedies are still not well understood. Therefore, the purpose of this article is to review our current knowledge of CMB and provide recommendations on how to control it. We organize our review into five main sections. First, we explain the harmful effects of CMB (why it is bad). Second, we discuss the complexity caused by the fact that there are multiple sources of CMB, several of which are likely to be present in any study. Third, we present evidence that the conditions under which CMB is likely to occur are relatively widespread, and fourth, we explain why CMB is not easy to fix. Finally, we identify several avenues 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":"105 37","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138455286","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 : 2023-11-28DOI: 10.1146/annurev-orgpsych-110721-045931
Remus Ilies, Joyce E. Bono, Arnold B. Bakker
We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by capitalizing on them via interpersonal means, such as sharing work events and experiences with others. We integrate theory and research on savoring and interpersonal capitalization within affective events theory and the broader job demands–resources (JD-R) theory—and we explain how these approach-oriented agentic strategies that employees can easily use to derive additional psychological benefits from work experiences can extend JD-R theory. Specifically, we discuss how using these strategies can build additional resources, fulfill employees’ basic psychological needs, and make their jobs more meaningful, thereby enhancing well-being at the day-to-day level and in the long term.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":"Crafting Well-Being: Employees Can Enhance Their Own Well-Being by Savoring, Reflecting upon, and Capitalizing on Positive Work Experiences","authors":"Remus Ilies, Joyce E. Bono, Arnold B. Bakker","doi":"10.1146/annurev-orgpsych-110721-045931","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-045931","url":null,"abstract":"We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by capitalizing on them via interpersonal means, such as sharing work events and experiences with others. We integrate theory and research on savoring and interpersonal capitalization within affective events theory and the broader job demands–resources (JD-R) theory—and we explain how these approach-oriented agentic strategies that employees can easily use to derive additional psychological benefits from work experiences can extend JD-R theory. Specifically, we discuss how using these strategies can build additional resources, fulfill employees’ basic psychological needs, and make their jobs more meaningful, thereby enhancing well-being at the day-to-day level and in the long term.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":"79 16","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138449783","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 : 2023-11-21DOI: 10.1146/annurev-orgpsych-111821-031621
Gilad Chen, Ruth Kanfer
The study of motivation in and of teams has flourished and expanded over the past few decades. We now have a better understanding of core motivational processes at the individual and team levels of analysis, along with cross-level processes through which individuals and teams influence each other. However, societal, cultural, economic, and technological changes have led to new forms of team-based designs and teaming strategies in work organizations. In this article we review five major changes to the nature of teams and teaming and identify fruitful avenues for future research that can generate new and important knowledge about the motivation of individuals in teams as well as the motivation of team systems as wholes.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 Future of Motivation in and of Teams","authors":"Gilad Chen, Ruth Kanfer","doi":"10.1146/annurev-orgpsych-111821-031621","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111821-031621","url":null,"abstract":"The study of motivation in and of teams has flourished and expanded over the past few decades. We now have a better understanding of core motivational processes at the individual and team levels of analysis, along with cross-level processes through which individuals and teams influence each other. However, societal, cultural, economic, and technological changes have led to new forms of team-based designs and teaming strategies in work organizations. In this article we review five major changes to the nature of teams and teaming and identify fruitful avenues for future research that can generate new and important knowledge about the motivation of individuals in teams as well as the motivation of team systems as wholes.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":"21 16","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138293855","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 : 2023-11-21DOI: 10.1146/annurev-orgpsych-030822-044158
Angelo S. DeNisi
My research journey was completely unexpected. I never envisioned becoming a professor, or still working after more than 40 years. I discuss this journey in terms of how events unfolded without much planning, in hopes of encouraging others to accomplish more than they believe they can. Since I have had a long career, I also discuss some ways in which the field of management has changed and how these present challenges to our field in the future. It is my contention that the field benefits most from good scholars doing good work on topics that interest them, and not by scholars learning how to game the system or worrying too much about which journals “count.” I also discuss some differences I experience being associated with both the Society for Industrial and Organizational Psychology (SIOP) and the Academy of Management. I conclude on an optimistic note pointing out various efforts to address some of the challenges I outlined.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":"A Surprising Journey Through a Changing Landscape","authors":"Angelo S. DeNisi","doi":"10.1146/annurev-orgpsych-030822-044158","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-030822-044158","url":null,"abstract":"My research journey was completely unexpected. I never envisioned becoming a professor, or still working after more than 40 years. I discuss this journey in terms of how events unfolded without much planning, in hopes of encouraging others to accomplish more than they believe they can. Since I have had a long career, I also discuss some ways in which the field of management has changed and how these present challenges to our field in the future. It is my contention that the field benefits most from good scholars doing good work on topics that interest them, and not by scholars learning how to game the system or worrying too much about which journals “count.” I also discuss some differences I experience being associated with both the Society for Industrial and Organizational Psychology (SIOP) and the Academy of Management. I conclude on an optimistic note pointing out various efforts to address some of the challenges I outlined.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 26","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138293938","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 : 2023-11-21DOI: 10.1146/annurev-orgpsych-110721-041023
Tara S. Behrend, Daniel M. Ravid, Stuti Thapa
More than half of the global population now uses social media. This technological ubiquity has transformed the way that individuals communicate and engage with the world around them, and consequently has had drastic effects on modern work. In the 20 years since early social media platforms such as LinkedIn and Myspace were first launched, much research on the consequences of social media has been conducted in the fields of organizational psychology and organizational behavior. In this article, we review this body of literature, highlighting the ways that social media has changed modern work, both in changing organizational behavior and human resource management and in changing the nature of work itself. We detail ethical, legal, and practical challenges that have arisen in this changing landscape and conclude with recommendations for additional research on this topic.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":"Implications of Social Media for a Changing Work Landscape","authors":"Tara S. Behrend, Daniel M. Ravid, Stuti Thapa","doi":"10.1146/annurev-orgpsych-110721-041023","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-041023","url":null,"abstract":"More than half of the global population now uses social media. This technological ubiquity has transformed the way that individuals communicate and engage with the world around them, and consequently has had drastic effects on modern work. In the 20 years since early social media platforms such as LinkedIn and Myspace were first launched, much research on the consequences of social media has been conducted in the fields of organizational psychology and organizational behavior. In this article, we review this body of literature, highlighting the ways that social media has changed modern work, both in changing organizational behavior and human resource management and in changing the nature of work itself. We detail ethical, legal, and practical challenges that have arisen in this changing landscape and conclude with recommendations for additional research on this topic.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 10","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138293933","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 : 2023-11-21DOI: 10.1146/annurev-orgpsych-111821-035514
Toon W. Taris, Jan de Jonge
Drawing on 50 years of research, this article defines workaholism as involving high motivation (e.g., being driven to work due to internal pressures) as well as high effort expenditure (e.g., having persistent thoughts about work when not working and working beyond what can reasonably be expected). Workaholism can be distinguished from concepts such as work engagement, work passion, and Type-A behavior, and valid workaholism measures are available. Regarding its antecedents, demographic and personality factors are weakly related to workaholism. Work-related factors (such as the presence of an overwork culture and high job demands) are more important. Workaholism may have adverse outcomes for a worker's mental and physical health, well-being, and family life. Workaholics do not perform better (but may well perform worse) than others. Although many interventions have been put forward to address workaholism, the effects of these are usually unclear. We conclude with a short agenda 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":"Workaholism: Taking Stock and Looking Forward","authors":"Toon W. Taris, Jan de Jonge","doi":"10.1146/annurev-orgpsych-111821-035514","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111821-035514","url":null,"abstract":"Drawing on 50 years of research, this article defines workaholism as involving high motivation (e.g., being driven to work due to internal pressures) as well as high effort expenditure (e.g., having persistent thoughts about work when not working and working beyond what can reasonably be expected). Workaholism can be distinguished from concepts such as work engagement, work passion, and Type-A behavior, and valid workaholism measures are available. Regarding its antecedents, demographic and personality factors are weakly related to workaholism. Work-related factors (such as the presence of an overwork culture and high job demands) are more important. Workaholism may have adverse outcomes for a worker's mental and physical health, well-being, and family life. Workaholics do not perform better (but may well perform worse) than others. Although many interventions have been put forward to address workaholism, the effects of these are usually unclear. We conclude with a short agenda 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":"24 11","pages":""},"PeriodicalIF":13.7,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138293932","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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