Cultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment
Cultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment
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DOI：
10.1177/0146167219872473
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发表时间：
2019-09-10
影响因子：
4
通讯作者：
Kray, Laura J.
中科院分区：
文献类型：
--
作者：
Canning, Elizabeth A.;Murphy, Mary C.;Kray, Laura J.
三项研究考察了组织心态--公司是否被认为将人才视为固定的或可塑的--如何作为预测组织文化和员工信任和承诺的核心信念发挥作用。在研究1中，财富500强公司的使命声明被编码为思维定势语言，并与Glassdoor文化数据配对。员工在固定(相对于成长型)思维模式的公司中感受到了更负面的文化。研究2通过实验操纵了组织心态，发现人们评价固定(相对于成长型)心态的公司拥有更多负面的文化规范，并预测员工将体验到更少的信任和承诺。研究3证实了这些发现，他们来自7家财富1000强公司的500多名员工。认为他们的组织认可固定(而不是增长)心态的员工报告说，他们的公司文化的特点是协作、创新和诚信较少，他们报告的组织信任和承诺也较少。这些发现表明，组织心态塑造了组织文化。
Three studies examine how organizational mindset-whether a company is perceived to view talent as fixed or malleable-functions as a core belief that predicts organizational culture and employees' trust and commitment. In Study 1, Fortune 500 company mission statements were coded for mindset language and paired with Glassdoor culture data. Workers perceived a more negative culture at fixed (vs. growth) mindset companies. Study 2 experimentally manipulated organizational mindset and found that people evaluated fixed (vs. growth) mindset companies as having more negative culture norms and forecasted that employees would experience less trust and commitment. Study 3 confirmed these findings from more than 500 employees of seven Fortune 1000 companies. Employees who perceived their organization to endorse a fixed (vs. growth) mindset reported that their company's culture was characterized by less collaboration, innovation, and integrity, and they reported less organizational trust and commitment. These findings suggest that organizational mindset shapes organizational culture.