Informal (Field-Based) Learning

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Scott I. Tannenbaum ◽  
Mikhail A. Wolfson
Keyword(s):  
Organizational Behavior ◽  
Research Literature ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Formal Learning ◽  
Research Needs ◽  
Senior Leaders ◽  
Stakeholder Groups ◽  
Organizational Needs

Most learning in the workplace occurs outside of formal learning environments—it happens informally, “in the field.” In this review, we share what is known about how such informal field-based learning (IFBL) works, offer guidance on how to promote healthy IFBL, and identify future research needs. We first situate IFBL within the broader stream of the learning literature. On the basis of the literature and organizational needs, we propose a CAM-OS framework that emphasizes five personal and situational readiness factors for enabling constructive IFBL: Capability, Awareness, Motivation, Opportunity, and Support. We use the framework to offer practical, evidence-based advice for each of three stakeholder groups—senior leaders, managers, and employees—and conclude with suggested avenues for future research. The review is grounded in the research literature with an emphasis on implications for practice. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Workplace Envy

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Michelle K. Duffy ◽  
KiYoung Lee ◽  
Elizabeth A. Adair
Keyword(s):  
Organizational Behavior ◽  
Online Publication ◽  
Current Knowledge ◽  
Cross Cultural ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
The Past ◽  
Current Knowledge Base ◽  
Practical Implications

In the past 20 years, there has been a growing interest in the phenomenon of workplace envy. This article provides an overarching review and analysis of the workplace envy literature. We first consider conceptual and measurement challenges facing envy researchers. We then review the current knowledge base in the research with a focus on synthesizing what we have learned regarding workplace envy's transmutations, highlighting directions for future research. We explore two relatively understudied areas in the envy literature—antecedents of envy and the experience of being envied. We discuss methodologies used in the literature to study envy and outcomes and conclude with a focus on cross-cultural and practical implications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Revisiting Behavioral Integrity: Progress and New Directions After 20 Years

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Tony Simons ◽  
Hannes Leroy ◽  
Lisa Nishii
Keyword(s):  
Organizational Behavior ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Behavioral Integrity ◽  
Positive Behaviors ◽  
Positive Attitudes ◽  
Leadership Initiatives ◽  
And Performance ◽  
The Individual

Behavioral integrity (BI) describes the extent to which an observer believes that an actor's words tend to align with their actions. It considers whether the actor is seen as keeping promises and enacting the same values they espouse. Although the construct of BI was introduced in 1999 and developed more fully in 2002, it builds on the work of earlier scholars that discussed related notions of hypocrisy, credibility, and gaps between espousal and enactment. Since the 2002 paper, a growing literature has established the BI construct, largely but not exclusively in the leadership realm, as a critical antecedent to positive attitudes such as trust and commitment, positive behaviors such as turnover and performance, and as a moderator of the effectiveness of leadership initiatives. BI is by definition subjectively assessed, and perceptions of BI are susceptible to various forms of perceptual biases. A variety of factors appear to affect whether observers interpret a particular word-action alignment or gap as an indication of the actor's high or low BI. In this article, we examine and synthesize this literature and suggest directions for future research. We discuss the early history of BI research and then examine contemporary research at the individual, group, and organizational levels of analysis. We assess what we have learned and what methodological challenges and theoretical questions remain to be addressed. We hope in this way to stimulate further research on this consequential construct. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

The Science of Workplace Instruction: Learning and Development Applied to Work

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Kurt Kraiger ◽  
J. Kevin Ford
Keyword(s):  
Organizational Behavior ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Self Directed Learning ◽  
Primary Methods ◽  
New Science ◽  
Empirically Supported ◽  
Instructional Outcomes ◽  
Training Delivery

Learning is the engagement in mental processes resulting in the acquisition and retention of knowledge, skills, and/or affect over time and applied when needed. Building on this definition, we integrate the science of training and the science of learning to propose a new science of workplace instruction, linking the design of instructional events to instructional outcomes such as transfer and job performance through the mediating effects of learner events and learning outcomes. We propose three foundational elements: the learner, instructional principles, and training delivery (methods and media). Understanding and applying instructional principles are the primary methods for enhancing training effectiveness; thus, we detail 15 empirically supported principles. We then discuss the erroneous pursuit of aptitude-by-treatment interactions under the guise of learner styles and age-specific instruction. Finally, we offer suggestions for future research that draw on the foundation of instructional principles to optimize self-directed learning and learning in synthetic learning environments. Expected final online publication date for the Annual Review of Organizational Pscyhology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Assessing Interests in the Twenty-First-Century Workforce: Building on a Century of Interest Measurement

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Christopher D. Nye
Keyword(s):  
Organizational Behavior ◽  
Vocational Interests ◽  
Future Research ◽  
Annual Review ◽  
Past Century ◽  
Publication Date ◽  
Organizational Contexts ◽  
Organizational Settings ◽  
Advantages And Disadvantages ◽  
And Behavior

Recent research has re-emphasized the importance of vocational interests for understanding workplace attitudes and behavior. As a result, there is a renewed interest in the assessment of vocational interests in organizations. Numerous interest assessments have been developed over the past century, and they are now administered to millions of people throughout the world. Nevertheless, there is still work to be done, particularly as interest assessments are increasingly being used in organizational settings. This article reviews developments in interest assessments and discusses the implications of their use for both research and practice. It discusses the advantages and disadvantages of examining vocational interests in organizational contexts and proposes future research directions. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

The Lazy or Dishonest Respondent: Detection and Prevention

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Winfred Arthur ◽  
Ellen Hagen ◽  
Felix George
Keyword(s):  
Organizational Behavior ◽  
Self Report ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Response Distortion ◽  
High Stakes ◽  
Careless Responding ◽  
Practical Guidelines ◽  
Future Research Directions

Self-report measures are characterized as being susceptible to threats associated with deliberate dissimulation or response distortion (i.e., social desirability responding) and careless responding. Careless responding typically arises in low-stakes settings (e.g., participating in a study for course credit) where some respondents are not motivated to respond in a conscientious manner to the items. In contrast, in high-stakes assessments (e.g., prehire assessments), because of the outcomes associated with their responses, respondents are motivated to present themselves in as favorable a light as possible and, thus, may respond dishonestly in an effort to accomplish this objective. In this article, we draw a distinction between the lazy respondent, which we associate with careless responding, and the dishonest respondent, which we associate with response distortion. We then seek to answer the following questions for both careless responding and response distortion: ( a) What is it? ( b) Why is it a problem or concern? ( c) Why do people engage in it? ( d) How pervasive is it? ( e) Can and how is it prevented or mitigated? (  f ) How is it detected? ( g) What does one do when one detects it? We conclude with a discussion of suggested future research directions and some practical guidelines for practitioners and researchers. Expected final online publication date for the Annual Review of Organizational Pscyhology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Stigmatized Work and Stigmatized Workers

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Glen Kreiner ◽  
Christine A. Mihelcic ◽  
Sven Mikolon
Keyword(s):  
Organizational Behavior ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Social Evaluation ◽  
Organizational Life ◽  
Practical Applications ◽  
Workplace Stigma ◽  
Blind Spots ◽  
Do So

Stigmas pervade organizational life. A stigma is a discrediting social evaluation that devalues an individual or group. We review research on stigmatized work and stigmatized workers, with a particular emphasis on how people become stigmatized and what they (and others) do about it. To do so, we connect stigma to other concepts in its nomological net and compare multiple models of stigma dynamics. We consider the intertwining nature of stigma and identity/image, how context affects stigma, and how stigma is managed by both the stigmatized and the nonstigmatized. We also offer critiques of key blind spots in workplace stigma research and point toward future research in this area that is more interconnected with other literatures and more inclusive of overlooked populations. Our vantage point is that workplace stigma continues to be an exciting domain of research with a high potential for theoretical discoveries and practical applications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

The Science of Leadership: A Theoretical Model and Research Agenda

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Andrew M. Carton
Keyword(s):  
Organizational Behavior ◽  
Research Agenda ◽  
Empirical Literature ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Leader Behaviors ◽  
Single Construct ◽  
Leadership Research ◽  
Do So

I review the empirical literature on leadership, focusing on papers published since 2010. To do so, I introduce a framework composed of two features: whether theories ( a) involve the study of leaders or leading (i.e., the person versus the process) and ( b) conceptualize leadership as a cause or a consequence (i.e., an independent versus dependent variable). This framework can enable future research to accumulate in a more programmatic fashion and help scholars determine where their own studies are located within the landscape of leadership research. I end the review by critically evaluating existing work, arguing that the most popular subcategory of leadership research—lumped conceptualizations of leading, in which scholars examine multiple leader behaviors within a single construct—has significant limitations and may need to be replaced by a greater focus on split conceptualizations of leading, wherein scholars isolate single leader behaviors. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Balancing the Scales: A Configurational Approach to Work-Life Balance

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Nancy P. Rothbard ◽  
Arianna M. Beetz ◽  
Dana Harari
Keyword(s):  
Organizational Behavior ◽  
Organizational Factors ◽  
Work Life ◽  
Work Life Balance ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Life Balance ◽  
Configurational Approach ◽  
High Enrichment

Work-life balance is a topic eliciting much attention and scholarship. Yet what scholars mean by work-life balance is wide-ranging. This review focuses on work-life balance scholarship published primarily between 2000 and 2020. To understand what constitutes balance, we integrate this research with work on enrichment and depletion, two constructs that contribute to work-life balance. We identify four configurations of enrichment and depletion that undergird different levels of work-life balance: ( a) low enrichment and high depletion (no balance), ( b) low enrichment and low depletion (minimal balance), ( c) high depletion and high enrichment (balance), and ( d) low depletion and high enrichment (balance/flourishing). We examine how other factors, such as cognitive and behavioral factors, other individual differences, and organizational factors, relate to enrichment, depletion, and work-life balance. We conclude with future research directions and practical implications, urging scholars and practitioners to consider novel work-life concerns from the lenses of enrichment and depletion. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Research Advances in Potyviruses: From the Laboratory Bench to the Field

2021 ◽  
Vol 59 (1) ◽  
Author(s):  
Xiuling Yang ◽  
Yinzi Li ◽  
Aiming Wang
Keyword(s):  
Control Strategies ◽  
Genetic Resistance ◽  
Plant Viruses ◽  
Infection Process ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Viral Pathogens ◽  
Genome Expression ◽  
Amount Of Knowledge

Potyviruses (viruses in the genus Potyvirus, family Potyviridae) constitute the largest group of known plant-infecting RNA viruses and include many agriculturally important viruses that cause devastating epidemics and significant yield losses in many crops worldwide. Several potyviruses are recognized as the most economically important viral pathogens. Therefore, potyviruses are more studied than other groups of plant viruses. In the past decade, a large amount of knowledge has been generated to better understand potyviruses and their infection process. In this review, we list the top 10 economically important potyviruses and present a brief profile of each. We highlight recent exciting findings on the novel genome expression strategy and the biological functions of potyviral proteins and discuss recent advances in molecular plant–potyvirus interactions, particularly regarding the coevolutionary arms race. Finally, we summarize current disease control strategies, with a focus on biotechnology-based genetic resistance, and point out future research directions. Expected final online publication date for the Annual Review of Phytopathology, Volume 59 is August 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Cultivating Resilience During the COVID-19 Pandemic: A Socioecological Perspective

2021 ◽  
Vol 73 (1) ◽  
Author(s):  
Ning Zhang ◽  
Shujuan Yang ◽  
Peng Jia
Keyword(s):  
Cost Effective ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
Physical And Mental Health ◽  
Pandemic Preparedness ◽  
Predicting Factors ◽  
Effective Interventions ◽  
Interdisciplinary Framework ◽  
The Individual

The coronavirus disease 2019 (COVID-19) pandemic poses wide-ranging impacts on the physical and mental health of people around the world, increasing attention from both researchers and practitioners on the topic of resilience. In this article, we review previous research on resilience from the past several decades, focusing on how to cultivate resilience during emerging situations such as the COVID-19 pandemic at the individual, organizational, community, and national levels from a socioecological perspective. Although previous research has greatly enriched our understanding of the conceptualization, predicting factors, processes, and consequences of resilience from a variety of disciplines and levels, future research is needed to gain a deeper and comprehensive understanding of resilience, including developing an integrative and interdisciplinary framework for cultivating resilience, developing an understanding of resilience from a life span perspective, and developing scalable and cost-effective interventions for enhancing resilience and improving pandemic preparedness. Expected final online publication date for the Annual Review of Psychology, Volume 73 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

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