Reputations are immensely consequential for both people and organizations. Yet research on reputations in the workplace is fragmented across a number of literatures. In this article, we first review conceptual and definitional issues surrounding the study of reputations in the workplace. We then summarize several theoretical frameworks for studying reputations drawing from the literature on accuracy and errors in person perception, surveying the Realistic Accuracy Model, Self-Other Knowledge Asymmetry model, impression management, socioanalytic theory, social cognition, stereotypes, gossip, and culture. We present the Trait-Reputation-Identity model as a framework for integrating these disparate literatures. Next, we discuss broad areas where workplace reputations may impact individual and organizational outcomes including job performance, career success, and well-being. We conclude by offering a number of observations regarding the state of the literature on reputations and prospects for contributing to organizational psychology and organizational behavior.

中文翻译：

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工作中的声誉：共享人认知的起源和结果


声誉对个人和组织都具有巨大的影响。然而，关于工作场所声誉的研究在许多文献中是分散的。在本文中，我们首先回顾了围绕工作场所声誉研究的概念和定义问题。然后，我们从关于个人感知准确性和错误的文献中总结了几个用于研究声誉的理论框架，调查了现实准确性模型、自我-他人知识不对称模型、印象管理、社会分析理论、社会认知、刻板印象、八卦和文化。我们将 Trait-Reputation-Identity 模型作为整合这些不同文献的框架。接下来，我们讨论了工作场所声誉可能影响个人和组织成果的广泛领域，包括工作绩效、职业成功和福祉。最后，我们提供了一些关于声誉和为组织心理学和组织行为做出贡献的前景的文献状况的观察。