Annual Review of Organizational Psychology and Organizational Behavior最新文献

Career Transition and Professional Identity: Dynamic Processes, Multiple Selves, and Nonlinear Trajectories 职业转型与职业认同：动态过程、多重自我和非线性轨迹

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-23 DOI: 10.1146/annurev-orgpsych-020924-071546

Herminia Ibarra, Sarah Wittman, Kendall Smith

引用次数: 0

Humanitarian Work Psychology: Research with Underrepresented and Forgotten Populations 人道主义工作心理学：对代表性不足和被遗忘人群的研究

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-23 DOI: 10.1146/annurev-orgpsych-020924-070839

Stuart C. Carr

{"title":"Humanitarian Work Psychology: Research with Underrepresented and Forgotten Populations","authors":"Stuart C. Carr","doi":"10.1146/annurev-orgpsych-020924-070839","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-070839","url":null,"abstract":"The name Humanitarian Work Psychology denotes harmonization with successive United Nations goals to tackle poverty. These encompass universally inclusive access to decent work, aligning research with serving underrepresented, forgotten populations. Since 2000, research with humanitarian aid workers from and serving poverty- and other disaster-affected populations first improved aid work conditions, boosting aid and later welfare services. When working poverty globalized, a more extensive quantum supported making work in general more inclusive by backing enterprise capabilities and skills, among microentrepreneurs in the majority informal economy or carried by dislocated/relocating immigrant groups, and by theorizing fair-pay evaluation across minimum-, living- and maximum-waged groups, up and down the formal economy. Today these two groups are combining to reconceptualize structural elements of decent work into functional Sustainable Livelihoods. Essential for inclusive, just transitions during climate action, they function to weather poly-crises and sustain livelihoods for others—especially future generations.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"156 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145128031","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

Toward Construct Clarity in Followership Research 论追随者研究中的清晰建构

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-22 DOI: 10.1146/annurev-orgpsych-110622-040329

Mary Uhl-Bien, Melissa Carsten, Toby Newstead

{"title":"Toward Construct Clarity in Followership Research","authors":"Mary Uhl-Bien, Melissa Carsten, Toby Newstead","doi":"10.1146/annurev-orgpsych-110622-040329","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-040329","url":null,"abstract":"Accelerating interest in followership research and practice is advancing development of followership as a field of study. Despite this, many are still confused by what followership is and how it differs from leadership. Findings from our review of followership research show that of the papers self-identified as followership, nearly half are more accurately described as leadership or general employee behavior (and not followership). Of the papers categorized as followership, nearly all use reversing the lens approaches, with less than 10% categorized as co-creation. Using these findings and drawing from the literature, we delineate theoretical boundaries between leadership, followership, and employeeship to help drive construct clarity in followership research. We also simplify previous conceptualizations of followership into two main categories of studies that emerged in our review: reversing the lens and co-creation approaches. We conclude by using paradigm interplay between reversing the lens and co-creation approaches to show how we can realize the potential and promise of followership by advancing theoretical frameworks that position leadership/followership as a co-creation.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"38 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145127423","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

Surprise at Work: An Integrative Review of Engineering Surprises (Not Just Reacting to Them) 工作中的意外：工程意外的综合回顾（不只是对它们做出反应）

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-17 DOI: 10.1146/annurev-orgpsych-110622-044243

Spencer H. Harrison, Gabriel R. Sala, Jean M. Bartunek, Boram Do

{"title":"Surprise at Work: An Integrative Review of Engineering Surprises (Not Just Reacting to Them)","authors":"Spencer H. Harrison, Gabriel R. Sala, Jean M. Bartunek, Boram Do","doi":"10.1146/annurev-orgpsych-110622-044243","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-110622-044243","url":null,"abstract":"Organizations rely on roles, routines, and other mechanisms to build systems of shared expectations. By definition, surprises occur when expectations are violated. Hence, surprise is inevitable in organizations and important because the experience of surprise threatens to undo the expectations that make organizations feel predictable and therefore workable. Reacting to surprises can therefore feel unpredictable and threatening. Indeed, surprises can be seen as offering evidence of poor planning and bad management. However, in this review, we integrate literature on surprise that offers a contrasting perspective: that individuals in organizations do not just react to and experience surprises but also proactively engineer them. Our review explores who engineers surprises, why they choose to do so, how they structure situations to create surprises, what happens as individuals and collectives deal with the emotional impact of surprises, and what happens next as individuals and collectives either learn from or dismiss surprises. Our review provides an important corrective to research that focuses exclusively on surprises as negative events in organizational life and offers questions for future research that provide an agenda for developing theory on engineering surprise.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"1 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145089417","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

Job Crafting Revisited: Current Insights, Emerging Challenges, and Future Directions 重新审视职业塑造：当前的见解、新出现的挑战和未来的方向

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-17 DOI: 10.1146/annurev-orgpsych-020924-064242

Evangelia Demerouti

引用次数: 0

Team Empowerment and Team Resilience 团队授权和团队弹性

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-16 DOI: 10.1146/annurev-orgpsych-031424-094329

Bradley L. Kirkman, Troy A. Smith

引用次数: 0

Self-Monitoring at Work: State of the Science 工作中的自我监控：科学现状

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-09 DOI: 10.1146/annurev-orgpsych-031424-094951

Martin Kilduff, Kun Wang, Stefano Tasselli

引用次数: 0

Aging, Work, and Retirement: Twenty-First-Century Issues in an Interdisciplinary Context 老龄化、工作和退休：跨学科背景下的21世纪问题

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-09-02 DOI: 10.1146/annurev-orgpsych-020924-071358

Margaret E. Beier, Gwenith G. Fisher

{"title":"Aging, Work, and Retirement: Twenty-First-Century Issues in an Interdisciplinary Context","authors":"Margaret E. Beier, Gwenith G. Fisher","doi":"10.1146/annurev-orgpsych-020924-071358","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-071358","url":null,"abstract":"Demographic shifts in population aging and disruption caused by technology and automation are rapidly changing the landscape of work across the globe. The current review provides a focused, forward-looking perspective on key issues relevant to workplace aging and new realities of the workplace, namely workplace learning and development, an age-diverse workforce, and retirement. Our review provides a multilevel perspective on these issues, including the macro (societal/cultural), meso (job design/organizational climate and HR practices), and micro (individual health, wealth, traits, and motivation) factors that influence workplace aging. We also apply lifespan development theories that describe normative and individual influences on aging to the work context, particularly regarding socio-emotional selectivity theory, and process models of successful aging at work. We conclude by providing practical implications and presenting areas of future research that are the most pressing in the workplace of the twenty-first century, including specific research questions at multiple levels (i.e., macro, meso, and micro).","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"84 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144930750","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

Hiring People in Organizations: The State and Future of the Science 在组织中雇用人员：科学的现状和未来

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-08-27 DOI: 10.1146/annurev-orgpsych-020924-072127

Paul R. Sackett, Filip Lievens, Richard N. Landers

引用次数: 0

Examining Play and Playfulness at Work: Current Knowledge, Practical Applications, and Future Research Directions 检视工作中的玩耍与玩乐：目前的知识、实际应用与未来的研究方向

IF 13.7 1区管理学

Annual Review of Organizational Psychology and Organizational Behavior Pub Date : 2025-08-20 DOI: 10.1146/annurev-orgpsych-020924-064249

René T. Proyer, Rebekka Sendatzki

{"title":"Examining Play and Playfulness at Work: Current Knowledge, Practical Applications, and Future Research Directions","authors":"René T. Proyer, Rebekka Sendatzki","doi":"10.1146/annurev-orgpsych-020924-064249","DOIUrl":"https://doi.org/10.1146/annurev-orgpsych-020924-064249","url":null,"abstract":"Playfulness—the ability to frame or reframe situations in an engaging, intellectually stimulating, or entertaining way—is an emerging topic in organizational research. Traditionally seen as the opposite of work, play and playfulness are increasingly recognized for their potential to enhance creativity, motivation, and well-being in professional settings. This review synthesizes theoretical and empirical perspectives on workplace play and playfulness, distinguishing them from related concepts such as humor and creativity. We examine existing models, measurement approaches, and mechanisms through which playfulness may influence workplace outcomes. We highlight the need to consider contextual factors such as job type, organizational culture, and leadership. Open questions remain regarding the optimal level of playfulness, cultural differences, and its long-term impact. Finally, we discuss practical implications for organizations, emphasizing the importance of fostering playfulness through voluntary, context-sensitive approaches that complement meaningful work structures.","PeriodicalId":48019,"journal":{"name":"Annual Review of Organizational Psychology and Organizational Behavior","volume":"7 1","pages":""},"PeriodicalIF":13.7,"publicationDate":"2025-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144899921","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