The promise and perversity of perspective-taking in organizations

IF 3.1 Q2 MANAGEMENT
Gillian Ku , Cynthia S. Wang , Adam D. Galinsky
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引用次数: 149

Abstract

Successful managers and leaders need to effectively navigate their organizational worlds, from motivating customers and employees to managing diversity to preventing and resolving conflicts. Perspective-taking is a psychological process that is particularly relevant to each of these activities. The current review critically examines perspective-taking research conducted by both management scholars and social psychologists and specifies perspective-taking's antecedents, consequences, mechanisms, and moderators, as well as identifies theoretical and/or empirical shortfalls. Our summary of the current state of perspective-taking research offers three important contributions. First, we offer a new definition of perspective-taking: the active cognitive process of imagining the world from another's vantage point or imagining oneself in another's shoes to understand their visual viewpoint, thoughts, motivations, intentions, and/or emotions. Second, we highlight that although perspective-taking has many positive benefits for managers and leaders, it also carries with it the potential for perverse effects. Third, we argue that previous theoretical lenses to understand perspective-taking's goal are insufficient in light of all the available evidence. Instead, we offer a new theoretical proposition to capture the full range of perspective-taking's positive and negative effects: perspective-taking helps individuals effectively navigate a world filled with mixed-motive social interactions. Our mixed-motive model of perspective-taking not only captures the current findings but also offers new directions for future research.

组织中换位思考的承诺和弊端
成功的管理者和领导者需要有效地驾驭他们的组织世界,从激励客户和员工到管理多样性,再到预防和解决冲突。换位思考是一种心理过程,与上述每一种活动都特别相关。本文对管理学者和社会心理学家进行的换位思考研究进行了批判性的考察,并详细说明了换位思考的前提、后果、机制和调节因素,同时指出了理论和/或经验上的不足。我们对换位思考研究现状的总结提供了三个重要贡献。首先,我们对换位思考给出了一个新的定义:一种积极的认知过程,即从他人的角度想象世界,或者想象自己站在他人的角度来理解他们的视觉观点、想法、动机、意图和/或情绪。其次,我们强调,虽然换位思考对管理者和领导者有很多积极的好处,但它也有可能产生负面影响。第三,我们认为,鉴于所有可用的证据,以前理解换位思考目标的理论镜头是不够的。相反,我们提供了一个新的理论命题来捕捉换位思考的积极和消极影响的全部范围:换位思考帮助个人有效地驾驭一个充满混合动机的社会互动的世界。我们的混合动机换位思考模型不仅抓住了当前的研究成果,而且为未来的研究提供了新的方向。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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