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Rethinking Stardom: A Relativistic Approach to Studying the Absolute Best Performers 重新思考明星：研究绝对最佳表演者的相对论方法
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-07-31 DOI: 10.1146/annurev-orgpsych-020924-065909
Ernest H. O'Boyle, Martin Götz
{"title":"Rethinking Stardom: A Relativistic Approach to Studying the Absolute Best Performers","authors":"Ernest H. O'Boyle, Martin Götz","doi":"10.1146/annurev-orgpsych-020924-065909","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-065909","url":null,"abstract":"Star performers—individuals who make exceptionally significant contributions to their organizations—are increasingly capturing the attention of both researchers and practitioners alike. However, studies on these uber-performers often employ disparate definitions, theoretical foundations and assumptions, and methods and analyses, which creates significant tension and confusion in the comparison of findings and the formation of a clear understanding of what star performance truly entails and its impact on individuals, teams, and organizations. This review aims to clarify these issues by presenting a framework for identifying stars based on four key factors: type of performance, comparison group, duration of observation, and threshold for stardom. We summarize current research on the emergence of stars, their productivity over time, and the spillover effect on nonstars. We also address the unique challenges of studying stars—such as their rarity and the skewed nature of their performance—and offer guidance on research designs and analytical tools that can more effectively capture these dynamics. We conclude with a roadmap for future research aimed at developing a more consistent and useful understanding of star performers.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"1 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144755869","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}
引用次数: 0
The Psychology of Gratitude: Implications for Organizations 感恩心理学：对组织的启示
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-07-29 DOI: 10.1146/annurev-orgpsych-031424-094816
Ryan Fehr, Yu Tse Heng, Ashley Fulmer
{"title":"The Psychology of Gratitude: Implications for Organizations","authors":"Ryan Fehr, Yu Tse Heng, Ashley Fulmer","doi":"10.1146/annurev-orgpsych-031424-094816","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-031424-094816","url":null,"abstract":"In this review, we distill existing research on gratitude and its role in organizations. We begin by examining how gratitude is conceptualized and defined, considering its manifestations as an emotion, an expression, and a feature of a collective. We next develop a model arguing that gratitude is best understood as a phenomenon that begins within the self but has the potential to cascade beyond the self and emerge at higher levels of analysis. After reviewing the key theories that underpin gratitude scholarship, we explore existing research on gratitude's functions. We follow with a consideration of gratitude's antecedents. Finally, we conclude with a discussion of promising trajectories for future research, emphasizing important directions for both theory and practice.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"20 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144736764","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}
引用次数: 0
Organizational Climate and Culture: History, Current Status, Integration, and Change 组织气候与文化：历史、现状、整合与变迁
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-07-29 DOI: 10.1146/annurev-orgpsych-020924-070545
Benjamin Schneider, Mark G. Ehrhart, William H. Macey
{"title":"Organizational Climate and Culture: History, Current Status, Integration, and Change","authors":"Benjamin Schneider, Mark G. Ehrhart, William H. Macey","doi":"10.1146/annurev-orgpsych-020924-070545","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-070545","url":null,"abstract":"This article first reviews the history of the research on organizational climate and then organizational culture with definitions of each. The research approaches to both constructs are explicated in some detail, with climate being characterized by survey/quantitative approaches and culture by qualitative methods. Early climate struggles with levels and validity issues are followed by summaries of research since the 1980s on specific outcomes such as service and safety. Culture research has pursued the deeper meanings employees attach to organizational norms and values without attention to specific outcomes. As these different approaches to understanding organizations yield different learnings, we propose integrating research on the two constructs as a useful basis for understanding how people in organizations interpret decisions, actions, and what is important for organization effectiveness. We conclude by exploring the potential benefits of such an integrative approach for understanding and facilitating organizational change and effectiveness.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"59 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144736765","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}
引用次数: 0
On the Evolution of Qualitative Methods in Organizational Research 论组织研究中定性方法的演变
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-01-21 DOI: 10.1146/annurev-orgpsych-111722-032953
Michael G. Pratt
{"title":"On the Evolution of Qualitative Methods in Organizational Research","authors":"Michael G. Pratt","doi":"10.1146/annurev-orgpsych-111722-032953","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111722-032953","url":null,"abstract":"I explore how qualitative research has evolved in organizational research by examining developments in two major areas: how we do qualitative research and how we evaluate it. In particular, I track broad changes in case study, grounded theory, and ethnographic methods, as well as changes in various analytic practices or “moves” common across each as they relate to study design and data collection, coding and analysis, and writing and publishing. In reviewing where the field has been, I discuss areas where qualitative methods have been particularly strong and where there are opportunities for growth. I conclude by discussing the future of qualitative methods as they pertain to the global proliferation of qualitative research, the ongoing challenges to positivist science, and the emergence of artificial intelligence.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"9 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142992766","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}
引用次数: 0
Intensive Longitudinal Models 强化纵向模型
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-01-21 DOI: 10.1146/annurev-orgpsych-110622-054803
Robert E. Ployhart, Paul D. Bliese, Sam D. Strizver
{"title":"Intensive Longitudinal Models","authors":"Robert E. Ployhart, Paul D. Bliese, Sam D. Strizver","doi":"10.1146/annurev-orgpsych-110622-054803","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-054803","url":null,"abstract":"Intensive longitudinal models (ILMs) allow researchers to analyze nested data collected through frequent measurements—typically 20 or more repeated occasions—over densely spaced durations. Rather than being a single statistical approach, ILMs encompass various models unified by their capability to handle densely collected longitudinal data. We briefly summarize the nature of intensive longitudinal designs and why such designs require the use of ILMs. We then provide a classification typology to help readers understand the features of an ILM they should adopt. This classification typology provides the structure for a narrative review of existing ILM research. We conclude with specific recommendations for using ILMs to enhance theory, design, and analysis. Altogether, ILMs are a fairly straightforward extension of longitudinal models many researchers already use, and so we encourage their application to a broader range of theories and topics.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"46 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142992749","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}
引用次数: 0
Algorithmic Management in Organizations? From Edge Case to Center Stage 组织中的算法管理？从边缘案例到中心舞台
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-01-21 DOI: 10.1146/annurev-orgpsych-110622-070928
Anne Keegan, Jeroen Meijerink
{"title":"Algorithmic Management in Organizations? From Edge Case to Center Stage","authors":"Anne Keegan, Jeroen Meijerink","doi":"10.1146/annurev-orgpsych-110622-070928","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-070928","url":null,"abstract":"This article offers a comprehensive review of the literature on algorithmic management (AM), focusing on insights from human resource management (HRM), organizational psychology (OP), and organizational behavior (OB). It examines how AM is conceptualized in the contexts of platform work and the gig economy, revealing unique challenges and implications. AM functions as a holistic system, primarily in online labor platforms, where it creates a gray zone in which workers exist in an ambiguous space, neither fully inside nor outside organizational boundaries. This gray zone strategically blurs the lines between employees and freelancers, allowing platforms to circumvent traditional employment regulations. As a result, AM poses a unique challenge for HRM, OP, and OB scholars, whose frameworks typically rely on clear distinctions between employment and freelancing, often overlooking the complexities of this gray zone. The article identifies key themes emerging from the literature, highlighting the impact of AM on both individuals and organizations. It reviews AM in HRM systems, highlighting the interlocking nature, dispersion to new actors, and strategic misalignment of AM-based HRM activities. Its review of AM and careers surfaces the role of algorithmic bosses, multi-actor signaling, and identity challenges that arise from the gray zone. In conclusion, the article summarizes its findings and proposes an agenda for future research. It calls on HRM, OP, and OB scholars to engage with the expanding gray zone of work and careers shaped by platform-based ecosystems and AM, urging them to reconsider traditional boundaries and develop more nuanced approaches to understanding work in this evolving landscape.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"11 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142992755","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}
引用次数: 0
Moral Decision-Making in Organizations 组织中的道德决策
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-11-15 DOI: 10.1146/annurev-orgpsych-110622-045715
Maryam Kouchaki, Isaac H. Smith
{"title":"Moral Decision-Making in Organizations","authors":"Maryam Kouchaki, Isaac H. Smith","doi":"10.1146/annurev-orgpsych-110622-045715","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-045715","url":null,"abstract":"Research on moral decision-making in organizations has expanded significantly over the past few decades. In this review, we build on prior comprehensive reviews on the topic to provide an updated view of the field, based on the latest findings. We first provide a brief historical overview of influential theories of moral decision-making and then describe the individual characteristics, interpersonal factors, and organizational factors that have been shown to influence people's morally relevant choices, as well as the cognitive, affective, and even physiological processes at play. We then provide a more critical view of the field and focus on what we do not know, suggesting several avenues for future research. Specifically, we call for more research that incorporates the temporal dynamics of moral decision-making in organizations and that better accounts for the nature of the real-world moral issues people face at work. We conclude with some practical implications.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"48 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142643018","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}
引用次数: 0
How Effective Are Work-Life Balance Policies? The Importance of Inclusion 工作与生活平衡政策的效果如何？包容的重要性
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-10-10 DOI: 10.1146/annurev-orgpsych-110622-050544
Wendy J. Casper, Shelia A. Hyde, Shona G. Smith, Faezeh Amirkamali, Julie Holliday Wayne
{"title":"How Effective Are Work-Life Balance Policies? The Importance of Inclusion","authors":"Wendy J. Casper, Shelia A. Hyde, Shona G. Smith, Faezeh Amirkamali, Julie Holliday Wayne","doi":"10.1146/annurev-orgpsych-110622-050544","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-050544","url":null,"abstract":"In this manuscript we review research on the effectiveness of work-life balance (WLB) policies in improving employee and organizational outcomes. We find that while WLB policies are often implemented with good intentions, their effects are generally small or inconsistent. We identify eight barriers to policy inclusivity that we theorize are linked to reduced effectiveness—a narrow definition of family, focusing on work-family rather than work-nonwork balance, low policy awareness, the practical constraints of access, overlooking vulnerable workers, the nature of the job, supervisor attitudes and behaviors, and unsupportive organizational cultures—and make recommendations for addressing these barriers. We also highlight the importance of considering individual differences and cultural contexts when implementing WLB policies. We conclude by proposing future research directions, such as examining coworker support and the impact of national culture on policy effectiveness.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"15 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142404974","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}
引用次数: 0
Positive Identity Construction in Diverse Organizations 多元组织中的积极身份构建
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-10-01 DOI: 10.1146/annurev-orgpsych-110721-041934
Laura Morgan Roberts, Brianna Barker Caza
{"title":"Positive Identity Construction in Diverse Organizations","authors":"Laura Morgan Roberts, Brianna Barker Caza","doi":"10.1146/annurev-orgpsych-110721-041934","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110721-041934","url":null,"abstract":"Our desire to cultivate and sustain positive identities has a powerful influence on workplace diversity, equity, and inclusion (DEI) dynamics. While sometimes the quest for positive identities promotes celebration of diversity and uniqueness, in many other circumstances our inherent motivation to strive toward building more positive identities can have unintended consequences for DEI in organizations. In this review, we organize research on positive identities at work to better understand the experiences of the diverse set of individuals that compose our work organizations today. We invite a critical examination of how individuals with underrepresented and dominant identities deal with identity demands in diverse workplaces in both helpful and harmful ways. We conclude with directions for future research on interventions that mitigate identity threat and promote inclusion.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"3 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142363009","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}
引用次数: 0
Interpersonal Relationships in Organizations: Building Better Pipes and Looking Through Prisms 组织中的人际关系：建立更好的管道，透过棱镜看世界
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-09-19 DOI: 10.1146/annurev-orgpsych-110622-061354
Kevin W. Rockmann, Caroline A. Bartel
{"title":"Interpersonal Relationships in Organizations: Building Better Pipes and Looking Through Prisms","authors":"Kevin W. Rockmann, Caroline A. Bartel","doi":"10.1146/annurev-orgpsych-110622-061354","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-061354","url":null,"abstract":"In this review, we attempt to make sense of the broad, complex, incoherent, fascinating yet frustrating literatures that implicate interpersonal relationships in organizations by focusing on how relationships are treated and what relationships do for organizations and the people therein. We leverage the existing literature to push the study of interpersonal relationships in organizations in three ways. First, we conceptualize relationships in ways that are deeper than are typically studied, in terms of the nature of interpersonal bonds, the trajectory of relationships, and how relationships are measured. Second, we build on multilevel research that demonstrates how (top-down) organization-level processes and relational systems impact dyadic relationships and associated outcomes, and how (bottom-up) those same relationships implicate organizational processes and outcomes. Third, we realize the potential of viewing relationships not just as pipes for the direct transmission of knowledge and socioemotional support but as prisms for studying indirect processes of attention and interpretation.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"36 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142275891","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}
引用次数: 0
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