The Annual Review of Organizational Psychology and Organizational Behavior, launched in March 2014, is devoted to publishing reviews of the I/O Psychology and HRM/OB literature.

The Annual Review of Organizational Psychology and Organizational Behavior, launched in March 2014, focuses on publishing comprehensive reviews of the literature in Industrial/Organizational Psychology (I/O Psychology) and Human Resource Management/Organizational Behavior (HRM/OB).

《Annual Review of Organizational Psychology and Organizational Behavior》期刊于2014年3月创刊，专注于发布工业与组织心理学（I/O Psychology）以及人力资源管理与组织行为（HRM/OB）文献的综述。

Annual Review of Organizational Psychology and Organizational Behavior

Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

Stevan E. Hobfoll

Jonathon Halbesleben

Jean-Pierre Neveu

Mina Westman

Annu. Rev. Organ. Psychol. Organ. Behav.

Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psychological contract research. This discussion is organized around the expansion of resources exchanged and the antecedents of contract breach and outcomes, moving beyond reciprocity as an underpinning explanation. We highlight the practical implications of research to date on psychological contracts and end with directions for future research to include the need for greater attention given to ideological currency, employee health, polycontextual approaches, the role of psychological needs, and post-breach/violation.

Jacqueline A.-M. Coyle-Shapiro

Sandra Pereira Costa

Wiebke Doden

Chiachi Chang

Psychological Contracts: Past, Present, and Future

Regulatory focus theory distinguishes between two different value concerns: promotion concerns with advancement and growth, and prevention concerns with safety and security. Since its publication more than 20 years ago, regulatory focus theory has generated a substantial amount of research and it has been applied to numerous organizational contexts. We identified four main domains: decision making, messaging, people management (e.g., leadership, organizational development, wellness and employees’ productivity), and entrepreneurship. We selected significant findings in those domains based on individuals, teams, and organizations being motivated by promotion or prevention goals and on the consequences of the match between regulatory focus goal orientation and the manner in which the goal is pursued, as conceptualized by regulatory fit theory. We also highlighted whether the research was concerned with the individual or with a broader group within the organization (including the organization itself). We conclude by suggesting future avenues for research.

E. Tory Higgins

Federica Pinelli

Regulatory Focus and Fit Effects in Organizations

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 findings and theoretical innovations in relationship to job demands–resources (JD-R) theory. We discuss four major innovations of the past decade, namely ( a) the person × situation approach of JD-R, ( b) multilevel JD-R theory, ( c) new proactive approaches in JD-R theory, and ( d) the work–home resources model. After discussing practical implications, we elaborate on more opportunities for future research, including JD-R interventions, team-level approaches, and demands and resources from other life domains.

Arnold B. Bakker

Evangelia Demerouti

Ana Sanz-Vergel

Job Demands–Resources Theory: Ten Years Later

工作需求-资源理论：十年之后

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 provides a review of the definitions of employee mental health, the costs of employee mental illness to organizations and to society as a whole, and the role of the workplace in promoting positive mental health, preventing mental illness, intervening to address employee mental ill health, and accommodating employees experiencing mental health challenges. We present recommendations for future research and implications for practice.

E. Kevin Kelloway

Jennifer K. Dimoff

Stephanie Gilbert

Mental Health in the Workplace

工作场所的心理健康

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 factors, and organizational factors that have been shown to influence people's morally relevant choices, as well as the cognitive, affective, and even physiological processes at play. We then provide a more critical view of the field and focus on what we do not know, suggesting several avenues for future research. Specifically, we call for more research that incorporates the temporal dynamics of moral decision-making in organizations and that better accounts for the nature of the real-world moral issues people face at work. We conclude with some practical implications.

Maryam Kouchaki

Isaac H. Smith

Moral Decision-Making in Organizations

组织中的道德决策

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, focusing on work-family rather than work-nonwork balance, low policy awareness, the practical constraints of access, overlooking vulnerable workers, the nature of the job, supervisor attitudes and behaviors, and unsupportive organizational cultures—and make recommendations for addressing these barriers. We also highlight the importance of considering individual differences and cultural contexts when implementing WLB policies. We conclude by proposing future research directions, such as examining coworker support and the impact of national culture on policy effectiveness.

Wendy J. Casper

Shelia A. Hyde

Shona G. Smith

Faezeh Amirkamali

Julie Holliday Wayne

How Effective Are Work-Life Balance Policies? The Importance of Inclusion

工作与生活平衡政策的效果如何？包容性的重要性

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 organize research on positive identities at work to better understand the experiences of the diverse set of individuals that compose our work organizations today. We invite a critical examination of how individuals with underrepresented and dominant identities deal with identity demands in diverse workplaces in both helpful and harmful ways. We conclude with directions for future research on interventions that mitigate identity threat and promote inclusion.

Laura Morgan Roberts

Brianna Barker Caza

Positive Identity Construction in Diverse Organizations

多元组织中的积极身份建构

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. First, we conceptualize relationships in ways that are deeper than are typically studied, in terms of the nature of interpersonal bonds, the trajectory of relationships, and how relationships are measured. Second, we build on multilevel research that demonstrates how (top-down) organization-level processes and relational systems impact dyadic relationships and associated outcomes, and how (bottom-up) those same relationships implicate organizational processes and outcomes. Third, we realize the potential of viewing relationships not just as pipes for the direct transmission of knowledge and socioemotional support but as prisms for studying indirect processes of attention and interpretation.

Kevin W. Rockmann

Caroline A. Bartel

Interpersonal Relationships in Organizations: Building Better Pipes and Looking Through Prisms

组织中的人际关系：构建更好的管道与透过棱镜审视

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 the need for development of the role of the EOR on employee health, we focus on two of the most popular EOR concepts: psychological contracts and perceived organizational support. We review the empirical research on the EOR and health and well-being as well as theoretical underpinnings of social exchange and reciprocity. We then suggest that the COVID-19 pandemic may have increased emphasis on employee health and well-being, resulting in heightened employee expectations from their organization. Subsequently, we present a model based on social exchange theory to explain how this increased attention on health is linked with employee perceptions of organizational support and psychological contracts, ultimately contributing to enhanced or decreased health and well-being. Finally, we discuss the practical implications of the changing emphasis on the health and well-being of employees for the EOR and the importance of an expansion of research linking the EOR with health and well-being.

短名	Annu. Rev. Organ. Psychol. Organ. Behav.
Journal Impact	14.34
国际分区	PSYCHOLOGY, APPLIED(Q1)
期刊索引	SCI Q1中科院 1 区

ISSN	2327-0608, 2327-0616
h-index	75
国内分区	管理学(1区)管理学管理学(1区)管理学心理学应用(1区)

涉及主题	心理学计算机科学政治学经济社会心理学社会学法学哲学数学管理公共关系工程类物理生物认识论知识管理量子力学人工智能统计医学程序设计语言业务地理社会科学历史考古热力学地质学
出版信息	出版商: Annual Reviews Inc.，出版周期: ，期刊类型: journal，开源期刊: 否
基本数据	创刊年份: 2014，原创研究文献占比: 94.12%，自引率:1.40%， Gold OA占比: 36.73%

Annual Review of Organizational Psychology and Organizational Behavior

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