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Annual Review of Organizational Psychology and Organizational Behavior最新文献

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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":null,"pages":null},"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
{"title":"New Directions for Theories for Why Employees Stay or Leave","authors":"Peter W. Hom, Kohyar Kiazad","doi":"10.1146/annurev-orgpsych-110622-033733","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-033733","url":null,"abstract":"We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of movement. We next review the more contemporary unfolding model and its derivatives (i.e., shocks research, leader-departure effect, turnover event theory) that upended traditional explanations of how and why employees quit. After reviewing classic and contemporary turnover models, we shift our focus to job embeddedness, which over the past 20-plus years has taught us a great deal about why employees stay. We synthesize original job embeddedness research before appraising its extensions and recent developments. We conclude with a discussion of how organizations can cultivate the “right” kind of staying.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142007391","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
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":null,"pages":null},"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":null,"pages":null},"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
{"title":"Organizational Humor: A Foundation for Future Scholarship, a Review, and a Call to Action","authors":"Cecily D. Cooper, Maurice E. Schweitzer","doi":"10.1146/annurev-orgpsych-110622-041448","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-041448","url":null,"abstract":"Humor is a fundamental managerial tool that can help managers communicate, build trust, and promote cooperation. Humor, however, is complex, and humor scholarship has identified both benefits and risks of using humor for leaders, employees, and organizations. Although humor is both pervasive and impactful in organizations, humor scholarship is vastly under-represented relative to its managerial relevance and impact in leading management journals. In this review, we build on scholarship in the psychology, communication, and management literatures to define humor, introduce a framework and nomenclature for studying humor, and distinguish organizational humor from social humor. We identify open questions worthy of scholarly attention and barriers that have likely limited the publication of humor scholarship in management journals. We conclude with a call to action to guide future research in organizational humor.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141909011","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
A 25-Year Review of Research on Feedback in Organizations: From Simple Rules to Complex Realities 组织反馈研究 25 年回顾：从简单规则到复杂现实
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-01 DOI: 10.1146/annurev-orgpsych-110622-031927
Frederik Anseel, Elad N. Sherf
{"title":"A 25-Year Review of Research on Feedback in Organizations: From Simple Rules to Complex Realities","authors":"Frederik Anseel, Elad N. Sherf","doi":"10.1146/annurev-orgpsych-110622-031927","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-031927","url":null,"abstract":"Reviewing 25 years of research, we observed that the science of feedback at work is not yet a story of coherent and cumulative progress. Feedback is often generically defined, and assumptions substantially diverge. Consequently, insights often appear disconnected from the way feedback is practiced and experienced in organizations. We organize the literature by making three core assumptions explicit and identifying six distinct substreams of feedback research. For each substream, we highlight insights and limitations and point to seeming contradictions and departures from the daily reality of managers and employees. We call on scholars to explicate assumptions and develop coherent paradigms that mirror the complex realities of feedback in organizational life. We end with five recommendations for building a cumulative science of feedback.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141877358","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
Experts and Expertise in Organizations: An Integrative Review on Individual Expertise 组织中的专家和专业知识：关于个人专长的综合评论
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-08-01 DOI: 10.1146/annurev-orgpsych-020323-012717
Denise M. Rousseau, Jeroen Stouten
{"title":"Experts and Expertise in Organizations: An Integrative Review on Individual Expertise","authors":"Denise M. Rousseau, Jeroen Stouten","doi":"10.1146/annurev-orgpsych-020323-012717","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020323-012717","url":null,"abstract":"Experts and expertise contribute to consequential organizational decisions from recruitment to CEO succession, but these constructs are inconsistently operationalized and poorly understood. To better explicate how experts and expertise function in organizations, we first conduct an integrative review of the general literature to describe what is known about these phenomena in cognitive science, psychology, and the clinical and technical professions. This review of the general literature indicates that expertise represents domain-specific hierarchical knowledge structures developed by an individual over time. The quality of the individual's domain-related education, training, and opportunities for practice and learning affect the level of expertise acquired. We then review what is known about experts and expertise in organizations. Many organizational studies on expertise focus on an individual's years of experience rather than the nature of that experience or its contribution to expertise. Conflating expertise with years of experience generally leads to less consistent effects on performance than operationalizing expertise in terms of individual cognitive processes, knowledge, and capabilities. Findings from organizational studies that do assess expertise are in line with the general literature, indicating that the quality of practice and learning experiences are particularly important to developing expertise. We then offer ways for scholars to better study how expertise functions in organizations and conclude by developing implications for practice.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141877359","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
Dual-Earner Couples 双职工夫妇
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-07-22 DOI: 10.1146/annurev-orgpsych-110622-053405
Kristen M. Shockley, Winny Shen, Hope Dodd
{"title":"Dual-Earner Couples","authors":"Kristen M. Shockley, Winny Shen, Hope Dodd","doi":"10.1146/annurev-orgpsych-110622-053405","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-053405","url":null,"abstract":"In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division of labor, decision-making processes, and specific behavioral strategies. Next, we discuss research on dual-earner couples’ well-being and quality of life, making explicit comparisons to single-earner couples where possible. We close our review with a discussion of research on the macroenvironment, including how cultural norms and state policies relate to dual-earner couples’ functioning. Lastly, we offer numerous recommendations for future researchers to explore the contexts and conditions that facilitate the blending of dual-earner couples’ work and family roles.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141755175","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
Some Reflections on a Career in Organizational Behavior 对组织行为学职业生涯的一些思考
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-06-14 DOI: 10.1146/annurev-orgpsych-033023-022845
Greg R. Oldham
{"title":"Some Reflections on a Career in Organizational Behavior","authors":"Greg R. Oldham","doi":"10.1146/annurev-orgpsych-033023-022845","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-033023-022845","url":null,"abstract":"In this article, I reflect on my journey in the field of organizational behavior. It was an unplanned journey but one that has lasted more than 50 years and has been incredibly rewarding. I discuss some of the early decisions that were instrumental in my choosing this career and the people and experiences that shaped my research program. I also reflect on some of the changes in the field of organizational behavior that I've noticed over that past five decades and some of the opportunities for scholars to contribute in the years ahead to one of my research areas—the design of jobs. I conclude with a brief discussion of my journey's end.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141342191","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
Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality 全球人才管理：全球人才管理：新组织现实的批判性回顾和研究议程
IF 13.7 1区 管理学
Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2024-01-22 DOI: 10.1146/annurev-orgpsych-111821-033121
Paula M. Caligiuri, David G. Collings, Helen De Cieri, Mila B. Lazarova
{"title":"Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality","authors":"Paula M. Caligiuri, David G. Collings, Helen De Cieri, Mila B. Lazarova","doi":"10.1146/annurev-orgpsych-111821-033121","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-111821-033121","url":null,"abstract":"Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited evidence that MNEs are managing their talent effectively on a global scale. In this article, we review the GTM literature and identify the challenges of implementing GTM in practice. We explore how GTM is aligned with MNE strategy, examine how talent pools are identified, and highlight the role of global mobility. We discuss GTM at the macro level, including the exogenous factors that impact talent management and the outcomes of GTM at various levels. Finally, we identify some emerging challenges and opportunities for the future of GTM.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":null,"pages":null},"PeriodicalIF":13.7,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139522557","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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