Research on moral decision-making in organizations has expanded significantly over the past few decades. In this review, we build on prior comprehensive reviews on the topic to provide an updated view of the field, based on the latest findings. We first provide a brief historical overview of influential theories of moral decision-making and then describe the individual characteristics, interpersonal

In this manuscript we review research on the effectiveness of work-life balance (WLB) policies in improving employee and organizational outcomes. We find that while WLB policies are often implemented with good intentions, their effects are generally small or inconsistent. We identify eight barriers to policy inclusivity that we theorize are linked to reduced effectiveness—a narrow definition of family

Our desire to cultivate and sustain positive identities has a powerful influence on workplace diversity, equity, and inclusion (DEI) dynamics. While sometimes the quest for positive identities promotes celebration of diversity and uniqueness, in many other circumstances our inherent motivation to strive toward building more positive identities can have unintended consequences for DEI in organizations

In this review, we attempt to make sense of the broad, complex, incoherent, fascinating yet frustrating literatures that implicate interpersonal relationships in organizations by focusing on how relationships are treated and what relationships do for organizations and the people therein. We leverage the existing literature to push the study of interpersonal relationships in organizations in three ways

The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address

Here we review work examining reactions to machines replacing humans in both professional and personal domains. Using a mind-role fit perspective, we synthesize findings across several decades of research spanning multiple disciplines to suggest the types and trends for how people will respond to machines replacing humans. We propose that as intelligent machines have evolved to possess “minds,” their

We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of

Dynamic interpersonal processes are the core foundation of many phenomena of interest to organizational psychology and organizational behavior scholars. This article views the organization as a system of social interaction. From this vantage point, I present a selective review of the current literature that supports a behavioral interaction perspective of interpersonal processes at work. I organize

Employers’ electronic monitoring of employees’ actions, also known as employee surveillance, has become a common phenomenon in contemporary workplaces, enabled by advancements in technology. This comprehensive review synthesizes current knowledge across multiple research streams regarding electronic monitoring. While the overall impact of monitoring on performance appears neutral, a small positive

Humor is a fundamental managerial tool that can help managers communicate, build trust, and promote cooperation. Humor, however, is complex, and humor scholarship has identified both benefits and risks of using humor for leaders, employees, and organizations. Although humor is both pervasive and impactful in organizations, humor scholarship is vastly under-represented relative to its managerial relevance

Reviewing 25 years of research, we observed that the science of feedback at work is not yet a story of coherent and cumulative progress. Feedback is often generically defined, and assumptions substantially diverge. Consequently, insights often appear disconnected from the way feedback is practiced and experienced in organizations. We organize the literature by making three core assumptions explicit

Experts and expertise contribute to consequential organizational decisions from recruitment to CEO succession, but these constructs are inconsistently operationalized and poorly understood. To better explicate how experts and expertise function in organizations, we first conduct an integrative review of the general literature to describe what is known about these phenomena in cognitive science, psychology

In Western societies, most married working employees are now part of a dual-earner couple, meaning both people are engaged in the paid workforce to some extent. Such arrangements introduce benefits as well as challenges in managing two unique work roles and the shared family domain. In this review, we first summarize research about how dual-earner couples manage work and family, including the division

In this article, I reflect on my journey in the field of organizational behavior. It was an unplanned journey but one that has lasted more than 50 years and has been incredibly rewarding. I discuss some of the early decisions that were instrumental in my choosing this career and the people and experiences that shaped my research program. I also reflect on some of the changes in the field of organizational

Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited

While leadership is an important way to coordinate around the globe, societal culture may shape leadership processes and their effects. In this review, we discuss conceptualizations of culture and address what is known about the role culture plays in shaping leadership processes. For example, societal culture shapes people's implicit theories of leadership, and these affect how leaders and followers

This article provides a critical review of developments in the literature on career success. We review work from both the organizational psychology (OP) and organizational behavior (OB) disciplines, highlighting the different perspectives, strengths, and weaknesses of each area, and attempt to reconcile these perspectives on career success to suggest productive new research directions. First, the article

Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant

Religion and spirituality strongly influence how most people experience the world, and opportunities to integrate faith and work abound. Yet research on religion, spirituality, and the workplace continues to have somewhat limited impact on mainstream organizational psychology and organizational behavior research. We review the most recent generation of research in this area. We describe high-level

Remote work is typically characterized as work that is done at some physical distance from the office. Existing research has shown that the main elements of this characterization—physical distance and the office—are far more complex than most people realize. This review develops a framework that refracts the concept of remote work into four types of distance—psychological, temporal, technological,

Economic sources of stress are some of the most pervasive and significant in adults’ working lives. However, while the link between economic stress and health is well established, some forms of economic stress have received disproportionately less attention than they warrant in organizational psychology and organizational behavior scholarship. In this review, we identify five important domains of economic

Norm violations can not only cause harm but also contribute to the well-being of organizations. During the last several decades, two different foci of research on workplace norm violations have generated a host of empirical studies on both constructive and destructive norm-violating behavior (NVB). However, the two closely related bodies of literature have remained in almost complete isolation from

Despite recognition of the harmful effects of common method bias (CMB), its causes, consequences, and remedies are still not well understood. Therefore, the purpose of this article is to review our current knowledge of CMB and provide recommendations on how to control it. We organize our review into five main sections. First, we explain the harmful effects of CMB (why it is bad). Second, we discuss

We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by capitalizing on them via interpersonal means, such

My research journey was completely unexpected. I never envisioned becoming a professor, or still working after more than 40 years. I discuss this journey in terms of how events unfolded without much planning, in hopes of encouraging others to accomplish more than they believe they can. Since I have had a long career, I also discuss some ways in which the field of management has changed and how these

More than half of the global population now uses social media. This technological ubiquity has transformed the way that individuals communicate and engage with the world around them, and consequently has had drastic effects on modern work. In the 20 years since early social media platforms such as LinkedIn and Myspace were first launched, much research on the consequences of social media has been conducted

Drawing on 50 years of research, this article defines workaholism as involving high motivation (e.g., being driven to work due to internal pressures) as well as high effort expenditure (e.g., having persistent thoughts about work when not working and working beyond what can reasonably be expected). Workaholism can be distinguished from concepts such as work engagement, work passion, and Type-A behavior

Models of work design emerged in the twentieth century to address workplace changes created by the industrial revolution. However, the world of work is currently undergoing a new, profound revolution in terms of technological, demographic, and environmental changes, leading to a new economy, within which organizations and employees must function. The field of work design currently includes robust theories

The study of motivation in and of teams has flourished and expanded over the past few decades. We now have a better understanding of core motivational processes at the individual and team levels of analysis, along with cross-level processes through which individuals and teams influence each other. However, societal, cultural, economic, and technological changes have led to new forms of team-based designs

The relationship between work attitudes such as satisfaction and commitment and behaviors such as task effort, citizenship behavior, absenteeism, job search, and turnover is a perennial focus of organizational research. Over time we have learned a great deal about why, how, and when attitudes predict work behavior, but new questions and theories continue to proliferate. With this review, we aim to

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

The goal of person-centered methods is to identify subpopulations of individuals based on within-group similarity of data relative to between-group variability. In this article, we provide an overview of specific person-centered methods, thus shifting the attention from studying relations between variables to studying relations between people or entities of interest. Next, we present a selective and

The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB)

Leadership emergence is an inherently dynamic process whereby certain individuals come to be seen as leaders by others, some of whom will choose to follow them. The circumstances under which leadership emergence occurs depend on the persons involved, their interactions, and the context. Yet leadership research has too often viewed leadership emergence from a static and entity perspective, where some

It is difficult to fathom how an organization could be successful without its employees engaging in self-reflection. Gone would be its personnel's capacity to problem-solve, learn from past experiences, and engage in countless other introspective activities that are vital to success. Indeed, a large body of research highlights the positive value of reflection. Yet, as both common experience and a wealth

Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes,

This article describes my journey as an organizational behavior scholar, including reflections on the state of the field of organizational scholarship. I organize the article into two main sections. First, I provide my autobiographical review, beginning with my early years and ending with the five universities where I have been employed in my career. Second, I provide a set of observations about the

Meta-analysis provides a powerful tool for integrating findings from the research literature and building statistical models to explore trends and inconsistencies in the research base. Meta-analysis starts with a process for translating results from each study into an effect size that represents all findings in a common metric. Statistical models are then applied to estimate the mean, variance, and

Some assert that noise (i.e., unwanted variance) is the most neglected yet most important source of error in judgment. We suggest that this problem was discovered nearly 100 years ago in the area of personnel selection and that a century of selection research has shown that noise can be demonstrably reduced by structuring the process (i.e., decomposing the component parts, agreeing on standards, and

Self-awareness—how we see ourselves and the effects we have on our environment—influences our behavior and the type of person we want to become. This article examines recent research and areas of practice that address the meaning of self-awareness and how it develops over time. We build on extant comprehensive reviews of the literature to define self-awareness and its accuracy, measurement, and effects

Burnout refers to a work-related state of exhaustion and a sense of cynicism. In contrast, work engagement is a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the concepts of burnout and work engagement and review their antecedents and consequences. We look back at our inaugural Annual Reviews article ( Bakker et al. 2014 ) and highlight new empirical

Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or employee green behavior (EGB). We argue that, to advance this literature

Emerging from distinct perspectives, decent work and meaningful work are fundamental aspects of contemporary work with profound implications for individuals, organizations, and society. Decent work reflects basic workplace conditions to which all employees are entitled, whereas meaningful work is aspirational, reflecting significance at work. Following a conceptual and empirical review of scholarship

There is no situation where leadership is more important than during a crisis, and yet crisis leadership is a relatively underdeveloped field. This article explores what we know and what remains unknown about crisis leadership. We begin with an overview of what crises are, including different types and key dynamics of crises. We then review four leadership theories that offer insights into crisis leadership

Individual and team creativity and innovation are essential for organizational effectiveness and success. The typology we developed in 2014 has stimulated much research in the past decade. We review this body of work and structure our article around the four quadrants described in our typology. We then revisit and update the eight research recommendations we proposed previously, identifying rich opportunities

The use of structural equation modeling (SEM) has grown substantially over the past 40 years within organizational research and beyond. There have been many different developments in SEM that make it increasingly useful for a variety of data types, research designs, research questions, and research contexts in the organizational sciences. To give researchers a better understanding of how and why SEM

Since its renaissance in the 1990s, psychological safety research has flourished—a boom motivated by recognition of the challenge of navigating uncertainty and change. Today, its theoretical and practical significance is amplified by the increasingly complex and interdependent nature of the work in organizations. Conceptual and empirical research on psychological safety—a state of reduced interpersonal

The increasing societal awareness of employee mental health issues, especially within the ongoing COVID-19 pandemic, has led to a great deal of research examining the occupational predictors and outcomes of mental ill health. The consequences of employee mental illness can be significant to organizations, whereas providing employee mental health resources may offer a competitive advantage. This article

The growth in virtual work is reshaping how leaders interface with their followers: Face-to-face interactions are increasingly being supplanted by virtual exchanges. To advance understanding of the implications of leading in this changing environment, we apply functional leadership theory to synthesize the findings of the virtual leadership research that has been conducted across different leadership

Innovation, and the creative thinking that provides the basis for innovation, is of great value for organizations. In this article we describe what is needed for people to think creatively, noting that creative thinking is a complex, albeit voluntary, activity involving performance on certain types of problems. The ways leaders influence peoples’ willingness to engage in, and ability to solve, creative

It is difficult to draw definitive conclusions about the workplace impact of race from the organizational psychology and organizational behavior literature. Topical coverage is spotty and the findings are fragmented, with little existing theory to orient, integrate, and reconcile them. Consequently, it is unsurprising that public opinion is highly divergent about the influence of race at work, and

We review the research on the psychology of entrepreneurship of the last decade. We focus on two key topics in entrepreneurship research: action and process. Combining action and process in a model of the psychology of entrepreneurship, we present the action theory process model of entrepreneurship and use it as a guiding framework for the review. We discuss theories of action, such as effectuation/causation

Technology has changed the way that organizational researchers obtain participants for their research studies. Although technology has facilitated the collection of large quantities of data through online platforms, it has also highlighted potential data quality issues for many of our samples. In this article, we review different sampling techniques, including convenience, purposive, probability-based

Over the past decade, hundreds of studies have been published on employee voice and silence. In this review, I summarize that body of work, with an emphasis on the progress that has been made in our understanding of when and why employees choose to speak up or remain silent, as well as the individual and organizational implications of these choices. I identify underexplored issues, limitations in how

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

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

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

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

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

Relationships are central to understanding what occurs in the workplace. The leader-member exchange (LMX) approach dominates the literature on relational dynamics of leadership. Research supports LMX as a mediator between leadership and outcomes, and this reflects the centrality of relationships at work. However, LMX is not a leadership theory. We critically review the literature on LMX, with discussion