Annual Review of Organizational Psychology and Organizational Behavior最新文献

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

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

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

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

Elevating Health Significance Post-Pandemic: Is the Employee-Organization Relationship in a Period of Change? 大流行后提升健康的重要性：员工与组织的关系是否正处于变革时期？

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-09-11 DOI: 10.1146/annurev-orgpsych-110622-065549

Lynn M. Shore, Jacqueline A-M. Coyle-Shapiro, Aurelie Cnop-Nielsen

{"title":"Elevating Health Significance Post-Pandemic: Is the Employee-Organization Relationship in a Period of Change?","authors":"Lynn M. Shore, Jacqueline A-M. Coyle-Shapiro, Aurelie Cnop-Nielsen","doi":"10.1146/annurev-orgpsych-110622-065549","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-065549","url":null,"abstract":"The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address the need for development of the role of the EOR on employee health, we focus on two of the most popular EOR concepts: psychological contracts and perceived organizational support. We review the empirical research on the EOR and health and well-being as well as theoretical underpinnings of social exchange and reciprocity. We then suggest that the COVID-19 pandemic may have increased emphasis on employee health and well-being, resulting in heightened employee expectations from their organization. Subsequently, we present a model based on social exchange theory to explain how this increased attention on health is linked with employee perceptions of organizational support and psychological contracts, ultimately contributing to enhanced or decreased health and well-being. Finally, we discuss the practical implications of the changing emphasis on the health and well-being of employees for the EOR and the importance of an expansion of research linking the EOR with health and well-being.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"31 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142170776","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

Machine Replacement: A Mind-Role Fit Perspective 机器替代：心灵角色契合视角

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-09-04 DOI: 10.1146/annurev-orgpsych-030223-044504

Kai Chi Yam, Alexander Eng, Kurt Gray

{"title":"Machine Replacement: A Mind-Role Fit Perspective","authors":"Kai Chi Yam, Alexander Eng, Kurt Gray","doi":"10.1146/annurev-orgpsych-030223-044504","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-030223-044504","url":null,"abstract":"Here we review work examining reactions to machines replacing humans in both professional and personal domains. Using a mind-role fit perspective, we synthesize findings across several decades of research spanning multiple disciplines to suggest the types and trends for how people will respond to machines replacing humans. We propose that as intelligent machines have evolved to possess “minds,” their range of replacement and the scope of people's reactions to this replacement increase. Additionally, we suggest that people's reactions to machine replacement depend on the fit between the perceived mind of the machine and their ideal conception of the mind deemed suitable for that particular role. Our review organizes the literature on machine replacement into three distinct phases: the pre-2000s era, characterized by the perception of machines as mindless tools; the 2000s, which explored the extent to which machines are perceived as possessing minds; and the 2010s, marked by the proliferation of artificial intelligence and the emergence of reactions such as algorithm aversion and appreciation. This review suggests that our mind-role fit perspective is influenced by three key factors: how an individual in the machine interaction is involved in or affected by the introduction of intelligent machines, the characteristics of the machine itself, and the nature of the task the machine is intended to perform.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"130 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142138062","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

New Directions for Theories for Why Employees Stay or Leave 员工去留理论的新方向

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-19 DOI: 10.1146/annurev-orgpsych-110622-033733

Peter W. Hom, Kohyar Kiazad

引用次数: 0

Dynamic Interpersonal Processes at Work: Taking Social Interactions Seriously 工作中的动态人际交往过程：认真对待社会互动

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-19 DOI: 10.1146/annurev-orgpsych-110622-035421

Nale Lehmann-Willenbrock

{"title":"Dynamic Interpersonal Processes at Work: Taking Social Interactions Seriously","authors":"Nale Lehmann-Willenbrock","doi":"10.1146/annurev-orgpsych-110622-035421","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-035421","url":null,"abstract":"Dynamic interpersonal processes are the core foundation of many phenomena of interest to organizational psychology and organizational behavior scholars. This article views the organization as a system of social interaction. From this vantage point, I present a selective review of the current literature that supports a behavioral interaction perspective of interpersonal processes at work. I organize insights into phenomena such as (emergent) leadership, team processes, change management, coaching, selection, and negotiation according to the respective interaction constellation (i.e., dyadic, group, or across the organizational boundary). For each of these constellations, I highlight key empirical insights into behavioral interaction dynamics at the core of each interpersonal phenomenon. I discuss gaps and derive commonalities across different interaction constellations. To promote the consistent pursuit of a social interaction perspective and theory-method alignment, I derive a future research agenda including methodological recommendations for identifying meaningful patterns of social interaction at work.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"41 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142007392","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

Electronic Monitoring at Work 工作场所电子监控

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-14 DOI: 10.1146/annurev-orgpsych-110622-060758

Cornelius J. König

{"title":"Electronic Monitoring at Work","authors":"Cornelius J. König","doi":"10.1146/annurev-orgpsych-110622-060758","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-060758","url":null,"abstract":"Employers’ electronic monitoring of employees’ actions, also known as employee surveillance, has become a common phenomenon in contemporary workplaces, enabled by advancements in technology. This comprehensive review synthesizes current knowledge across multiple research streams regarding electronic monitoring. While the overall impact of monitoring on performance appears neutral, a small positive correlation can be observed with strain, and a small negative correlation can be observed with job attitudes. These modest effect sizes may stem from paradoxical effects that counterbalance each other, a phenomenon known as suppression. Moreover, these relationships are likely contingent upon various moderating factors, including individual traits, job characteristics, and national differences, particularly in legal regulations. To foster a more nuanced understanding of electronic monitoring's implications, future research should prioritize methodological rigor, embrace open science practices, and use validated measures and longitudinal designs. Additionally, adopting a process-oriented approach delineating the phases of decision-making, preparation, start, continuation, and discontinuation of electronic monitoring implementation could offer valuable insights.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"246 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2024-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141986401","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 Humor: A Foundation for Future Scholarship, a Review, and a Call to Action 组织幽默：未来学术研究的基础、回顾和行动呼吁

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-08 DOI: 10.1146/annurev-orgpsych-110622-041448

Cecily D. Cooper, Maurice E. Schweitzer

引用次数: 0