The Structure of Intrinsic Motivation

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Ayelet Fishbach ◽  
Kaitlin Woolley
Keyword(s):  
Social Psychology ◽  
Intrinsic Motivation ◽  
Organizational Behavior ◽  
Annual Review ◽  
Publication Date ◽  
Fusion Model ◽  
Work Activities ◽  
Means And Ends ◽  
Current State ◽  
Approaches To Study

Intrinsic motivation (IM) is key for persistence at work. When they are intrinsically motivated, people experience work activities as an end in itself, such that the activity and its goal collide. The result is increased interest and enjoyment of work activities. In this article, we review the current state of knowledge on IM, including studies within organizational, cognitive, and social psychology. We distinguish our structural perspective, which defines IM as the overlap between means and ends (e.g., the means-ends fusion model), from content-based approaches to study IM. We specifically discuss three questions: ( a) What is IM and why does it matter, ( b) how can individuals and organizations increase IM, and ( c) what biases and misconceptions do employees and managers hold about IM? 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.

scholarly journals Extrachromosomal DNA: An Emerging Hallmark in Human Cancer

2021 ◽  
Vol 17 (1) ◽  
Author(s):  
Sihan Wu ◽  
Vineet Bafna ◽  
Howard Y. Chang ◽  
Paul S. Mischel
Keyword(s):  
Human Cancer ◽  
Regulatory Elements ◽  
Annual Review ◽  
Publication Date ◽  
Cancer Evolution ◽  
Form And Function ◽  
Current State ◽  
Human Genes ◽  
Cancer Tumor ◽  
And Function

Human genes are arranged on 23 pairs of chromosomes, but in cancer, tumor-promoting genes and regulatory elements can free themselves from chromosomes and relocate to circular, extrachromosomal pieces of DNA (ecDNA). ecDNA, because of its nonchromosomal inheritance, drives high-copy-number oncogene amplification and enables tumors to evolve their genomes rapidly. Furthermore, the circular ecDNA architecture fundamentally alters gene regulation and transcription, and the higher-order organization of ecDNA contributes to tumor pathogenesis. Consequently, patients whose cancers harbor ecDNA have significantly shorter survival. Although ecDNA was first observed more than 50 years ago, its critical importance has only recently come to light. In this review, we discuss the current state of understanding of how ecDNAs form and function as well as how they contribute to drug resistance and accelerated cancer evolution. Expected final online publication date for the Annual Review of Pathology: Mechanisms of Disease, Volume 17 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Accumulating Knowledge in the Organizational Sciences

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Frank A. Bosco
Keyword(s):  
Organizational Behavior ◽  
Cognitive Neuroscience ◽  
Large Scale ◽  
Scientific Progress ◽  
Science Research ◽  
Annual Review ◽  
Publication Date ◽  
Organizational Research ◽  
Research Findings ◽  
Meta Analyses

In some fields, research findings are rigorously curated in a common language and made available to enable future use and large-scale, robust insights. Organizational researchers have begun such efforts [e.g., metaBUS ( http://metabus.org/ )] but are far from the efficient, comprehensive curation seen in areas such as cognitive neuroscience or genetics. This review provides a sample of insights from research curation efforts in organizational research, psychology, and beyond—insights not possible by even large-scale, substantive meta-analyses. Efforts are classified as either science-of-science research or large-scale, substantive research. The various methods used for information extraction (e.g., from PDF files) and classification (e.g., using consensus ontologies) is reviewed. The review concludes with a series of recommendations for developing and leveraging the available corpus of organizational research to speed scientific progress. 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 Psychology of Pandemics

2021 ◽  
Vol 18 (1) ◽  
Author(s):  
Steven Taylor
Keyword(s):  
Psychological Factors ◽  
Disease Outbreaks ◽  
Annual Review ◽  
Publication Date ◽  
Prolonged Grief ◽  
Psychological Phenomena ◽  
Current State ◽  
Health Authorities ◽  
Important Field ◽  
Mitigation Methods

This article reviews the current state of knowledge and promising new directions concerning the psychology of pandemics. Pandemics are disease outbreaks that spread globally. Historically, psychological factors have been neglected by researchers and health authorities despite evidence that pandemics are, to a large extent, psychological phenomena whereby beliefs and behaviors influence the spreading versus containment of infection. Psychological factors are important in determining ( a) adherence to pandemic mitigation methods (e.g., adherence to social distancing), ( b) pandemic-related social disruption (e.g., panic buying, racism, antilockdown protests), and ( c) pandemic-related distress and related problems (e.g., anxiety, depression, posttraumatic stress disorder, prolonged grief disorder). The psychology of pandemics has emerged as an important field of research and practice during the coronavirus 2019 (COVID-19) pandemic. As a scholarly discipline, the psychology of pandemics is fragmented and diverse, encompassing various psychological subspecialties and allied disciplines, but is vital for shaping clinical practice and public health guidelines for COVID-19 and future pandemics. Expected final online publication date for the Annual Review of Clinical Psychology, Volume 18 is May 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Lilia M. Cortina ◽  
Maira A. Areguin
Keyword(s):  
Sexual Harassment ◽  
Organizational Behavior ◽  
Organizational Context ◽  
Sexual Problem ◽  
Annual Review ◽  
Publication Date ◽  
Work Organizations ◽  
The Social ◽  
Social Organizational ◽  
Common Manifestation

Sexual harassment was once conceptualized solely as a sexual problem: coercive sexual advances that spring from natural feelings of sexual desire or romance. Research has since shown that by far the most common manifestation of sexual harassment is gender harassment, which has contempt at its core; this conduct aims to put people down and push them out, not pull them into sexual activity. With findings such as these, we have made many strides in the scientific study of sexual harassment. That body of scholarship is the focus of this article, which is organized around the following questions: What is sexual harassment, both behaviorally and legally? How common is this conduct in work organizations, and what are its consequences? What features of the social/organizational context raise the risk for sexual harassment? What are some promising (and not-so-promising) solutions to this pervasive problem? And finally, what are important directions for this area of research moving forward? 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.

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.

New Developments in Social Network Analysis

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Daniel J. Brass
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Social Network Analysis ◽  
Network Analysis ◽  
Organizational Behavior ◽  
Annual Review ◽  
Publication Date ◽  
Research Directions ◽  
New Research ◽  
Conceptual Foundations

This review of social network analysis focuses on identifying recent trends in interpersonal social networks research in organizations, and generating new research directions, with an emphasis on conceptual foundations. It is organized around two broad social network topics: structural holes and brokerage and the nature of ties. New research directions include adding affect, behavior, and cognition to the traditional structural analysis of social networks, adopting an alter-centric perspective including a relational approach to ego and alters, moving beyond the triad in structural hole and brokerage research to consider alters as brokers, expanding the nature of ties to include negative, multiplex/dissonant, and dormant ties, and exploring the value of redundant ties. The challenge is to answer the question “What's next in social network analysis?” 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 and Practice of Item Response Theory in Organizations

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Jonas W.B. Lang ◽  
Louis Tay
Keyword(s):  
Item Response Theory ◽  
Organizational Behavior ◽  
Item Response ◽  
Ideal Point ◽  
Annual Review ◽  
Publication Date ◽  
Response Theory ◽  
Test Items ◽  
Starting Point ◽  
Recent Developments

Item response theory (IRT) is a modeling approach that links responses to test items with underlying latent constructs through formalized statistical models. This article focuses on how IRT can be used to advance science and practice in organizations. We describe established applications of IRT as a scale development tool and new applications of IRT as a research and theory testing tool that enables organizational researchers to improve their understanding of workers and organizations. We focus on IRT models and their application in four key research and practice areas: testing, questionnaire responding, construct validation, and measurement equivalence of scores. In so doing, we highlight how novel developments in IRT such as explanatory IRT, multidimensional IRT, random item models, and more complex models of response processes such as ideal point models and tree models can potentially advance existing science and practice in these areas. As a starting point for readers interested in learning IRT and applying recent developments in IRT in their research, we provide concrete examples with data and R code. 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.

Theory and Technology in Organizational Psychology: A Review of Technology Integration Paradigms and Their Effects on the Validity of Theory

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Richard N. Landers ◽  
Sebastian Marin
Keyword(s):  
Organizational Behavior ◽  
Performance Management ◽  
Personnel Selection ◽  
Theory Development ◽  
Organizational Psychology ◽  
Annual Review ◽  
Publication Date ◽  
Philosophical Orientation ◽  
Theoretical Approaches ◽  
Groups And Teams

Despite the centrality of technology to understanding how humans in organizations think, feel, and behave, researchers in organizational psychology and organizational behavior even now often avoid theorizing about it. In our review, we identify four major paradigmatic approaches in theoretical approaches to technology, which typically occur in sequence: technology-as-context, technology-as-causal, technology-as-instrumental, and technology-as-designed. Each paradigm describes a typically implicit philosophical orientation toward technology as demonstrated through choices about theory development and research design. Of these approaches, one is unnecessarily limited and two are harmful oversimplifications that we contend have systematically weakened the quality of theory across our discipline. As such, we argue that to avoid creating impractical and even inaccurate theory, researchers must explicitly model technology design. To facilitate this shift, we define technology, present our paradigmatic framework, explain the framework's importance, and provide recommendations across five key domains: personnel selection, training and development, performance management and motivation, groups and teams, and leadership. 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.

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.

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