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：共同的个人看法的起源和结果


声誉对于个人和组织都非常重要。然而，关于工作场所声誉的研究分散在许多文献中。在本文中，我们首先回顾围绕工作场所声誉研究的概念和定义问题。然后，我们总结了研究声誉的几个理论框架，这些理论框架借鉴了关于人们感知的准确性和错误的文献，调查了现实准确性模型、自我其他知识不对称模型、印象管理、社会分析理论、社会认知、刻板印象、八卦和文化。我们提出特质-声誉-身份模型作为整合这些不同文献的框架。接下来，我们讨论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、职业成功和幸福感。最后，我们提供了一些有关声誉和对组织心理学和组织行为做出贡献的前景的文献的观察。