Pub Date : 2021-11-08DOI: 10.1146/annurev-orgpsych-012420-062016
T. Simons, H. Leroy, L. Nishii
Behavioral integrity (BI) describes the extent to which an observer believes that an actor's words tend to align with their actions. It considers whether the actor is seen as keeping promises and enacting the same values they espouse. Although the construct of BI was introduced in 1999 and developed more fully in 2002, it builds on the work of earlier scholars that discussed related notions of hypocrisy, credibility, and gaps between espousal and enactment. Since the 2002 paper, a growing literature has established the BI construct, largely but not exclusively in the leadership realm, as a critical antecedent to positive attitudes such as trust and commitment, positive behaviors such as turnover and performance, and as a moderator of the effectiveness of leadership initiatives. BI is by definition subjectively assessed, and perceptions of BI are susceptible to various forms of perceptual biases. A variety of factors appear to affect whether observers interpret a particular word-action alignment or gap as an indication of the actor's high or low BI. In this article, we examine and synthesize this literature and suggest directions for future research. We discuss the early history of BI research and then examine contemporary research at the individual, group, and organizational levels of analysis. We assess what we have learned and what methodological challenges and theoretical questions remain to be addressed. We hope in this way to stimulate further research on this consequential construct. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Revisiting Behavioral Integrity: Progress and New Directions After 20 Years","authors":"T. Simons, H. Leroy, L. Nishii","doi":"10.1146/annurev-orgpsych-012420-062016","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-062016","url":null,"abstract":"Behavioral integrity (BI) describes the extent to which an observer believes that an actor's words tend to align with their actions. It considers whether the actor is seen as keeping promises and enacting the same values they espouse. Although the construct of BI was introduced in 1999 and developed more fully in 2002, it builds on the work of earlier scholars that discussed related notions of hypocrisy, credibility, and gaps between espousal and enactment. Since the 2002 paper, a growing literature has established the BI construct, largely but not exclusively in the leadership realm, as a critical antecedent to positive attitudes such as trust and commitment, positive behaviors such as turnover and performance, and as a moderator of the effectiveness of leadership initiatives. BI is by definition subjectively assessed, and perceptions of BI are susceptible to various forms of perceptual biases. A variety of factors appear to affect whether observers interpret a particular word-action alignment or gap as an indication of the actor's high or low BI. In this article, we examine and synthesize this literature and suggest directions for future research. We discuss the early history of BI research and then examine contemporary research at the individual, group, and organizational levels of analysis. We assess what we have learned and what methodological challenges and theoretical questions remain to be addressed. We hope in this way to stimulate further research on this consequential construct. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48474979","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 : 2021-11-08DOI: 10.1146/annurev-orgpsych-012420-090657
Frank Bosco
In some fields, research findings are rigorously curated in a common language and made available to enable future use and large-scale, robust insights. Organizational researchers have begun such efforts [e.g., metaBUS ( http://metabus.org/ )] but are far from the efficient, comprehensive curation seen in areas such as cognitive neuroscience or genetics. This review provides a sample of insights from research curation efforts in organizational research, psychology, and beyond—insights not possible by even large-scale, substantive meta-analyses. Efforts are classified as either science-of-science research or large-scale, substantive research. The various methods used for information extraction (e.g., from PDF files) and classification (e.g., using consensus ontologies) is reviewed. The review concludes with a series of recommendations for developing and leveraging the available corpus of organizational research to speed scientific progress. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Accumulating Knowledge in the Organizational Sciences","authors":"Frank Bosco","doi":"10.1146/annurev-orgpsych-012420-090657","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-090657","url":null,"abstract":"In some fields, research findings are rigorously curated in a common language and made available to enable future use and large-scale, robust insights. Organizational researchers have begun such efforts [e.g., metaBUS ( http://metabus.org/ )] but are far from the efficient, comprehensive curation seen in areas such as cognitive neuroscience or genetics. This review provides a sample of insights from research curation efforts in organizational research, psychology, and beyond—insights not possible by even large-scale, substantive meta-analyses. Efforts are classified as either science-of-science research or large-scale, substantive research. The various methods used for information extraction (e.g., from PDF files) and classification (e.g., using consensus ontologies) is reviewed. The review concludes with a series of recommendations for developing and leveraging the available corpus of organizational research to speed scientific progress. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44751870","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 : 2021-11-08DOI: 10.1146/annurev-orgpsych-012420-091122
Ayelet Fishbach, Kaitlin Woolley
Intrinsic motivation (IM) is key for persistence at work. When they are intrinsically motivated, people experience work activities as an end in itself, such that the activity and its goal collide. The result is increased interest and enjoyment of work activities. In this article, we review the current state of knowledge on IM, including studies within organizational, cognitive, and social psychology. We distinguish our structural perspective, which defines IM as the overlap between means and ends (e.g., the means-ends fusion model), from content-based approaches to study IM. We specifically discuss three questions: ( a) What is IM and why does it matter, ( b) how can individuals and organizations increase IM, and ( c) what biases and misconceptions do employees and managers hold about IM? Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"The Structure of Intrinsic Motivation","authors":"Ayelet Fishbach, Kaitlin Woolley","doi":"10.1146/annurev-orgpsych-012420-091122","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-091122","url":null,"abstract":"Intrinsic motivation (IM) is key for persistence at work. When they are intrinsically motivated, people experience work activities as an end in itself, such that the activity and its goal collide. The result is increased interest and enjoyment of work activities. In this article, we review the current state of knowledge on IM, including studies within organizational, cognitive, and social psychology. We distinguish our structural perspective, which defines IM as the overlap between means and ends (e.g., the means-ends fusion model), from content-based approaches to study IM. We specifically discuss three questions: ( a) What is IM and why does it matter, ( b) how can individuals and organizations increase IM, and ( c) what biases and misconceptions do employees and managers hold about IM? Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"94 2","pages":""},"PeriodicalIF":13.7,"publicationDate":"2021-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41295157","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 : 2021-11-04DOI: 10.1146/annurev-orgpsych-012420-091423
Glen E. Kreiner, C. A. Mihelcic, Sven Mikolon
Stigmas pervade organizational life. A stigma is a discrediting social evaluation that devalues an individual or group. We review research on stigmatized work and stigmatized workers, with a particular emphasis on how people become stigmatized and what they (and others) do about it. To do so, we connect stigma to other concepts in its nomological net and compare multiple models of stigma dynamics. We consider the intertwining nature of stigma and identity/image, how context affects stigma, and how stigma is managed by both the stigmatized and the nonstigmatized. We also offer critiques of key blind spots in workplace stigma research and point toward future research in this area that is more interconnected with other literatures and more inclusive of overlooked populations. Our vantage point is that workplace stigma continues to be an exciting domain of research with a high potential for theoretical discoveries and practical applications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Stigmatized Work and Stigmatized Workers","authors":"Glen E. Kreiner, C. A. Mihelcic, Sven Mikolon","doi":"10.1146/annurev-orgpsych-012420-091423","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-091423","url":null,"abstract":"Stigmas pervade organizational life. A stigma is a discrediting social evaluation that devalues an individual or group. We review research on stigmatized work and stigmatized workers, with a particular emphasis on how people become stigmatized and what they (and others) do about it. To do so, we connect stigma to other concepts in its nomological net and compare multiple models of stigma dynamics. We consider the intertwining nature of stigma and identity/image, how context affects stigma, and how stigma is managed by both the stigmatized and the nonstigmatized. We also offer critiques of key blind spots in workplace stigma research and point toward future research in this area that is more interconnected with other literatures and more inclusive of overlooked populations. Our vantage point is that workplace stigma continues to be an exciting domain of research with a high potential for theoretical discoveries and practical applications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46416624","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 : 2021-11-02DOI: 10.1146/annurev-orgpsych-012420-055903
I. Fulmer, Junting Li
Research on compensation and employee benefits has enjoyed a long and rich history. Energized by a new generation of scholars, changes in the broader workplace context, and developments in adjacent areas of inquiry, many classic theoretical tensions and research questions have begun to evolve in novel directions, and exciting new areas of research are developing. In addition, there have been numerous calls for more academic research on both compensation and benefits and for greater alignment of that research with the needs and interests of practice, including the tendency of many practitioners (and employees) to view pay and benefits holistically as a package. In this review we highlight selected recent research on key components of core total rewards—compensation plus retirement, health, and work-life benefits. Extrapolating from our review, we identify evolving themes and trends and advance several recommendations for future research and suggestions for practice. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Compensation, Benefits, and Total Rewards: A Bird's-Eye (Re)View","authors":"I. Fulmer, Junting Li","doi":"10.1146/annurev-orgpsych-012420-055903","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-055903","url":null,"abstract":"Research on compensation and employee benefits has enjoyed a long and rich history. Energized by a new generation of scholars, changes in the broader workplace context, and developments in adjacent areas of inquiry, many classic theoretical tensions and research questions have begun to evolve in novel directions, and exciting new areas of research are developing. In addition, there have been numerous calls for more academic research on both compensation and benefits and for greater alignment of that research with the needs and interests of practice, including the tendency of many practitioners (and employees) to view pay and benefits holistically as a package. In this review we highlight selected recent research on key components of core total rewards—compensation plus retirement, health, and work-life benefits. Extrapolating from our review, we identify evolving themes and trends and advance several recommendations for future research and suggestions for practice. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49072220","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 : 2021-11-02DOI: 10.1146/annurev-orgpsych-012420-091355
S. Sonnentag, B. Cheng, Stacey L. Parker
Unwinding and recovering from everyday work is important for sustaining employees’ well-being, motivation, and job performance. Accordingly, research on work recovery has grown tremendously in the past few decades. This article summarizes research on recovery during work breaks, leisure-time evenings, weekends, and vacations. Focusing on day-level and longitudinal field studies, the article describes predictors as well as outcomes of recovery in different recovery settings and addresses potential between-group and cross-cultural differences. It presents findings from intervention research demonstrating that recovery processes can be improved by deliberate training programs. The article then discusses how future recovery research can address emerging themes relevant to the future of work—changing boundaries between work and nonwork life, increased reliance on teams and technology, and changes in employment arrangements. We conclude with an overall summary, open research questions, directions for methodological improvements, and practical implications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Recovery from Work: Advancing the Field Toward the Future","authors":"S. Sonnentag, B. Cheng, Stacey L. Parker","doi":"10.1146/annurev-orgpsych-012420-091355","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-091355","url":null,"abstract":"Unwinding and recovering from everyday work is important for sustaining employees’ well-being, motivation, and job performance. Accordingly, research on work recovery has grown tremendously in the past few decades. This article summarizes research on recovery during work breaks, leisure-time evenings, weekends, and vacations. Focusing on day-level and longitudinal field studies, the article describes predictors as well as outcomes of recovery in different recovery settings and addresses potential between-group and cross-cultural differences. It presents findings from intervention research demonstrating that recovery processes can be improved by deliberate training programs. The article then discusses how future recovery research can address emerging themes relevant to the future of work—changing boundaries between work and nonwork life, increased reliance on teams and technology, and changes in employment arrangements. We conclude with an overall summary, open research questions, directions for methodological improvements, and practical implications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44838103","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 : 2021-11-02DOI: 10.1146/annurev-orgpsych-012420-091249
T. Scandura, Jeremy D. Meuser
Relationships are central to understanding what occurs in the workplace. The leader-member exchange (LMX) approach dominates the literature on relational dynamics of leadership. Research supports LMX as a mediator between leadership and outcomes, and this reflects the centrality of relationships at work. However, LMX is not a leadership theory. We critically review the literature on LMX, with discussion of the requirements for “good” theory and how LMX falls short. We acknowledge some attempts through the years to develop theory to guide LMX research. The concept of “exchange” was not original to LMX. Our review of social exchange theory reveals that, contrary to the common approach, LMX is not consonant with exchange theory. Other attempts at theory offer partial explanations that do not capture leader-member relational dynamics. Some promising approaches to studying leader-member relationships have emerged in recent years. We offer suggestions for future theory and research and advocate for a return to role theory and the development of emotional sociocognitive approaches. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Relational Dynamics of Leadership: Problems and Prospects","authors":"T. Scandura, Jeremy D. Meuser","doi":"10.1146/annurev-orgpsych-012420-091249","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-091249","url":null,"abstract":"Relationships are central to understanding what occurs in the workplace. The leader-member exchange (LMX) approach dominates the literature on relational dynamics of leadership. Research supports LMX as a mediator between leadership and outcomes, and this reflects the centrality of relationships at work. However, LMX is not a leadership theory. We critically review the literature on LMX, with discussion of the requirements for “good” theory and how LMX falls short. We acknowledge some attempts through the years to develop theory to guide LMX research. The concept of “exchange” was not original to LMX. Our review of social exchange theory reveals that, contrary to the common approach, LMX is not consonant with exchange theory. Other attempts at theory offer partial explanations that do not capture leader-member relational dynamics. Some promising approaches to studying leader-member relationships have emerged in recent years. We offer suggestions for future theory and research and advocate for a return to role theory and the development of emotional sociocognitive approaches. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43998012","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 : 2021-10-26DOI: 10.1146/annurev-orgpsych-012420-091013
A. Kluger, Guy Itzchakov
Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality of relationships (e.g., trust), job knowledge, job attitudes, and well-being. To advance understanding of the powerful effects of listening on organizational outcomes, we review the construct of listening, its measurement and experimental manipulations, and its outcomes, antecedents, and moderators. We suggest that listening is a dyadic phenomenon that benefits both the listener and the speaker, including supervisor-subordinate and salesperson-customer dyads. To explain previous findings and generate novel and testable hypotheses, we propose the episodic listening theory: listening can lead to a fleeting state of togetherness, in which dyad members undergo a mutual creative thought process. This process yields clarity, facilitates the generation of novel plans, increases well-being, and strengthens attachment to the conversation partner. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"The Power of Listening at Work","authors":"A. Kluger, Guy Itzchakov","doi":"10.1146/annurev-orgpsych-012420-091013","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-091013","url":null,"abstract":"Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality of relationships (e.g., trust), job knowledge, job attitudes, and well-being. To advance understanding of the powerful effects of listening on organizational outcomes, we review the construct of listening, its measurement and experimental manipulations, and its outcomes, antecedents, and moderators. We suggest that listening is a dyadic phenomenon that benefits both the listener and the speaker, including supervisor-subordinate and salesperson-customer dyads. To explain previous findings and generate novel and testable hypotheses, we propose the episodic listening theory: listening can lead to a fleeting state of togetherness, in which dyad members undergo a mutual creative thought process. This process yields clarity, facilitates the generation of novel plans, increases well-being, and strengthens attachment to the conversation partner. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44880959","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 : 2021-10-26DOI: 10.1146/annurev-orgpsych-012420-090628
Daniel J. Brass
This review of social network analysis focuses on identifying recent trends in interpersonal social networks research in organizations, and generating new research directions, with an emphasis on conceptual foundations. It is organized around two broad social network topics: structural holes and brokerage and the nature of ties. New research directions include adding affect, behavior, and cognition to the traditional structural analysis of social networks, adopting an alter-centric perspective including a relational approach to ego and alters, moving beyond the triad in structural hole and brokerage research to consider alters as brokers, expanding the nature of ties to include negative, multiplex/dissonant, and dormant ties, and exploring the value of redundant ties. The challenge is to answer the question “What's next in social network analysis?” Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"New Developments in Social Network Analysis","authors":"Daniel J. Brass","doi":"10.1146/annurev-orgpsych-012420-090628","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-090628","url":null,"abstract":"This review of social network analysis focuses on identifying recent trends in interpersonal social networks research in organizations, and generating new research directions, with an emphasis on conceptual foundations. It is organized around two broad social network topics: structural holes and brokerage and the nature of ties. New research directions include adding affect, behavior, and cognition to the traditional structural analysis of social networks, adopting an alter-centric perspective including a relational approach to ego and alters, moving beyond the triad in structural hole and brokerage research to consider alters as brokers, expanding the nature of ties to include negative, multiplex/dissonant, and dormant ties, and exploring the value of redundant ties. The challenge is to answer the question “What's next in social network analysis?” Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44506967","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 : 2021-10-12DOI: 10.1146/annurev-orgpsych-012420-083050
S. Tannenbaum, M. Wolfson
Most learning in the workplace occurs outside of formal learning environments—it happens informally, “in the field.” In this review, we share what is known about how such informal field-based learning (IFBL) works, offer guidance on how to promote healthy IFBL, and identify future research needs. We first situate IFBL within the broader stream of the learning literature. On the basis of the literature and organizational needs, we propose a CAM-OS framework that emphasizes five personal and situational readiness factors for enabling constructive IFBL: Capability, Awareness, Motivation, Opportunity, and Support. We use the framework to offer practical, evidence-based advice for each of three stakeholder groups—senior leaders, managers, and employees—and conclude with suggested avenues for future research. The review is grounded in the research literature with an emphasis on implications for practice. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
{"title":"Informal (Field-Based) Learning","authors":"S. Tannenbaum, M. Wolfson","doi":"10.1146/annurev-orgpsych-012420-083050","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-012420-083050","url":null,"abstract":"Most learning in the workplace occurs outside of formal learning environments—it happens informally, “in the field.” In this review, we share what is known about how such informal field-based learning (IFBL) works, offer guidance on how to promote healthy IFBL, and identify future research needs. We first situate IFBL within the broader stream of the learning literature. On the basis of the literature and organizational needs, we propose a CAM-OS framework that emphasizes five personal and situational readiness factors for enabling constructive IFBL: Capability, Awareness, Motivation, Opportunity, and Support. We use the framework to offer practical, evidence-based advice for each of three stakeholder groups—senior leaders, managers, and employees—and conclude with suggested avenues for future research. The review is grounded in the research literature with an emphasis on implications for practice. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. 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":"2021-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44698512","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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