쿠퍼모닝 세미나 시즌15 - Annual Reviews

조직개발과 심리학의 최신 연구 성과를 공유하고 토론합니다.

by 구기욱

May 19. 2021

'얼리버드를 위한 지식 비타민!

쿠퍼 모닝은 2014년에 사랑방, 주제 있는 수다 모임으로 시작하였습니다.

집, 직장이 아닌 제3의 공간을 제공해 드리고 싶었습니다. 작은 지적 대화 그리고 주전부리가 있는 곳, 콘크리트의 숲 속에 따뜻한 정감과 책임의 무게가 해제된 오아시스 같은 곳을 만들어 드리고 싶었습니다.

사랑방으로 시작한 쿠퍼모닝

시간이 지나면서,

쿠퍼 모닝은 점점 지적으로 진화하였습니다. 지식으로 논문으로 향해 갔습니다. 제가 자꾸 논문을 들이댄 탓이 크고, 점점 학구열이 높아진 덕택이기도 합니다.

이제 시즌 14번째를 맞이합니다.

주제의 밀도는 더욱 높아졌습니다. 애뉴얼 리뷰 (Annual Review) 논문을 다루려고 하니까요. 애뉴얼 리뷰는 한 주제에 관하여 10년 이상 발간된 논문을 대상으로 연구하여 요약하고, 그 과정에서 새롭게 발견한 것을 소개하는 논문입니다. 논문의 논문인 셈이죠.

따라서, 최신의 연구 성과를 파악하는데 큰 도움이 되지만, 밀도가 높아서 읽기가 어려운 점이 문턱입니다. 이번에 그 문턱을 넘어서 보려고 합니다.

두개의 탑 저널, 'Annual review of Psychology'와 'Annual Review of Organizational Psychology and Organizational Behavior' (2015~2021) 논문 중 조직개발과 관련 있는 것으로 16개의 논문을 선정하였습니다.

논문의 내용은 치밀하지만, 모닝은 처음 제3의 공간이라는 취지를 기억하면서 책임과 긴장이 해제된 대화를 나눌 수 있도록 운영해볼 생각입니다.

주제와 논문 목록

<일터에서>

1. 일터에서의 긍정 감정 : Diener et al (2019) Positive Emotions at Work : 2021. 6. 8.(화)

Diener, E., Thapa, S., & Tay, L. (2020). Positive emotions at work. Annual Review of Organizational Psychology and Organizational Behavior, 7, 451-477.

초록

Positive organizational scholarship has led to a growing interest in the critical role of positive emotions for the lives of both workers and organizations. We review and integrate the different perspectives on positive emotions (i.e., positive valence, positive emotion regulation strategies, and positive adaptive function) and the four main mechanisms (i.e., cognition, affect, behavior, and physiology) that lead to positive organizational outcomes. There is growing evidence that positive emotions influence variables vital for workplace success such as positive beliefs, creativity, work engagement, positive coping, health, teamwork and collaboration, customer satisfaction, leadership, and performance. We additionally review dynamic features of positive emotions (i.e., intraindividual variability, reactivity, inertia, cycles, feedback loops) and their relation to psychological and work outcomes. Finally, we discuss additional questions and future directions for consideration.

긍정 조직 학계는 노동자와 조직의 삶에서 긍정 정서의 결정적 역할에 대한 관심을 높이는 일을 주도해왔다. 우리는 긍정적 조직 성과를 이끄는 긍정 정서(긍정 유형, 긍정 정서 조절 전략, 긍정 적응 기능 등)와 4가지의 주요 매커니즘(인지, 정동, 행동, 심리학 등)에 대한 여러가지 관점을 검토하고 통합을 시도한다. 긍정 정서가 긍정 신념, 창의성, 직무 열의, 건강, 팀워크와 협업, 고객만족, 리더십, 성과와 같은 일터의 성공에 활력을 주는 것이 긍정 정서라는 증거들이 늘어나고 있다. 우리는 추가적으로 긍정 정서의 역동적 특성(개인내 가변성, 반동성, 관성, 순환, 환류 고리 등)과 심리와 업무의 성과 간의 관계를 들여다 본다. 마지막으로 우리는 추가적인 질문을 던지면서 미래 연구의 방향을 논의한다.

2. 일터에서의 과잉자격 : Erdogan & Bauer (2020) Overqualification at Work : 2021. 6. 15.(화)

Erdogan, B., & Bauer, T. N. (2020). Overqualification at Work: A Review and Synthesis of the Literature. Annual Review of Organizational Psychology and Organizational Behavior, 8.

초록

Both perceived and objective measures of employee overqualification can impact job attitudes, various workplace behaviors, and work relationships. Utilizing motivation and capability-based theoretical approaches, this review summarizes research regarding the antecedents (demographic influences, personality traits, relational influences, job characteristics) and out- comes (individual health and well-being, turnover intentions and turnover, job performance, organizational citizenship behaviors, interpersonal relationships, innovative behaviors, counterproductive work behaviors, and career success) of overqualification. In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research.

지각이든 객관이든 구성원의 과잉자격의 정도는 직무 태도, 다양한 일터 행동, 직무 관계에 영향을 줄 수 있다. 동기화와 능력 기반 이론적 접근을 활용하여, 이 리뷰는 과잉자격에 관한 원인(인구학적 영향, 성격 특성, 관계적 영향, 직무 특성)과 결과(개인 건강과 웰빙, 이직 의도와 이직, 직무 성과, 조직시민행동, 개인간 관계, 혁신 행동, 반생산적 과업 행동, 경력 성공)에 관한 연구 성과를 요약한다. 추가로, 우리는 이 변수들의 매개변수와 조절변수에 대한 연구결과도 검토한다. 마지막으로 미래 연구 방향을 제시한다.

3. 일과 삶의 통합을 넘어서 : Williams (2016) Beyond Work-Life “Integration” : 2021. 6. 22.(화)

Williams, J. C., Berdahl, J. L., & Vandello, J. A. (2016). Beyond work-life “integration”. Annual review of psychology, 67, 515-539.

초록

Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man—the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done and life is lived meets resistance because it places these cherished identities at risk. Resistance to these identity threats keeps current workplace norms in place. This is why even the business case—which shows that current practices are not economically efficient—fails to persuade organizations to enact change. What is needed now is sustained attention to the implicit psychological infrastructure that cements the mismatch between today’s workplace and today’s workforce.

일-가정의 접점에 관한 연구는 1960년대에 시작하여 이후 기하급수적으로 성장했다. 이 방대한 연구는, 그러나, 일터의 실무에 상대적을 적은 영향을 주었고, 일-가정 갈등은 그 어느 때 보다도 높아졌다. 우리는 오늘날까지의 일-가정 연구를 검토한다. 그리고 일-가정에 관한 개인의 경험에서 벗어나 일에서 어떻게 정체성과 지위가 정의되고 있는 지와 같은 필요한 부분의 주의의 전환을 제안한다. 오늘날 일터의 규범에는 소중하게 지켜온 것이라는 정체성이 자리잡고 있다. 일에의 헌신이라는 생각은 그것을 멀어지게 하는 가정의 요구를 배제한 채, 일에 진정으로 몰입하고 일을 삶의 중심와 유일의 초점이 되도록 요구한다. 이 업무헌신사고는 가치화된 계층과 성 정체성을 만들어낸다. 업무헌신이 엘리트 계층의 지위를 실현하는 열쇠라거나, 남자다움의 척도로 기능한다. 더 긴 시간 일하고 더 높은 집중을 요구할수록, 더 좋은 것이다. 이와 같은 일하는 방식과 삶의 방식의 변화를 옹호하면 저항에 부딧히게 된다. 이는 소중한 것이라는 정체성에 위협이 된다. 이 정체성의 위협으로 여기는 저항은 오늘날의 일터에도 여전히 자리잡고 있다. 이는 현재의 방식이 경제적으로 효율이 떨어지고 있음을 보여주는 데도 불구하고 조직의 변화를 설득해 내기 어려운 이유이다. 오늘날 필요한 것은 일터와 인력 사이에 생겨난 불일치를 결합하는 암묵적인 심리적 기초에 꾸준히 주의를 기울이는 것이 필요하다.

4. 조직 지원 인식 : Eisenberger et al (2019) Perceived Organizational Support : 2021. 6. 29.(화)

Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived organizational support: why caring about employees counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101-124.

초록

According to organizational support theory (OST), employees develop a general perception concerning the extent to which their work organization values their contribution and cares about their well-being (perceived organizational support, or POS). We explain OST and review empirical POS findings relevant to OST’s main propositions, including new findings that suggest changes to OST. Major antecedents of POS include fairness, support from leaders, and human resource practices and work conditions, especially to the extent that employees perceive these as the discretionary choices of organizations. Among more recent findings, the average level of POS has modestly increased over the past three decades in the United States. Furthermore, POS appears to have stronger positive outcomes in Eastern cultures than Western cultures. Some additional promising recent areas of research on POS include trickle-down effects, POS of groups, and POS as relevant to creativity and innovation, positive emotional outcomes, and well-being.

조직지원이론에 의하면, 구성원은 자기가 속한 조직이 자신의 기여를 얼마나 가치롭게 여기고, 자신의 웰빙을 얼마나 돌보는 지에 따라 조직에 대한 일반적인 인식(조직지원인식, POS)이 달라진다고 한다. 우리는 조직지원이론을 설명하고, 조직지원이론에 근거한 조직지원인식의 실증적 연구를 검토한다. 여기에는 조직지원이론의 변경을 제안하는 발견도 포함되어 있다. 공정성, 리더로부터의 지원, 인적자원 실무, 특히 구성원이 조직에서 선택의 재량권을 가지는 정도와 같은 근무조건이 조직지원인식의 주요 선행요인이다. 보다 최근의 연구에 따르면, 미국에서 지난 30년 동안 조직지원인식의 평균수준은 서서히 증가하였다. 나아가, 조직지원인식은 서구 보다는 동양 문화권에서 긍정적 효과가 더 큰 것으로 나타난다. 조직지원인식의 기대되는 최근 연구영역은 낙수효과, 집단의 조직지원인식, 창의성과 혁신에 적합한 조직지원인식, 긍정 감정, 웰빙 등의 분야이다.

<결정에서>

5. 감정과 의사결정 : Lerner et al (2015) Emotion and Decision Making

Lerner, J. S., Li, Y., Valdesolo, P., & Kassam, K. S. (2015). Emotion and decision making. Annual review of psychology, 66.

초록

A revolution in the science of emotion has emerged in recent decades, with the potential to create a paradigm shift in decision theories. The research reveals that emotions constitute potent, pervasive, predictable, sometimes harmful and sometimes beneficial drivers of decision making. Across different domains, important regularities appear in the mechanisms through which emotions influence judgments and choices. We organize and analyze what has been learned from the past 35 years of work on emotion and decision making. In so doing, we propose the emotion-imbued choice model, which accounts for inputs from traditional rational choice theory and from newer emotion research, synthesizing scientific models.

최근 수십년간 감정에 관한 과학의 혁명적 변화가 일어났는데, 이는 결정의 새로운 패러다임을 만들어낼 정도의 잠재력을 지니고 있다. 연구에 의하면 감정은 의사결정에 있어서 강력하고, 널리 퍼져있고, 예측할 수 있는 때로는 해롭고, 때로는 이로운 유발자이다. 여러 다른 영역에 걸쳐서, 감정은 판단과 선택에 영향을 주는 조절의 매커니즘을 가지고 있다는 것을 보여준다. 우리는 지난 35년 동안 연구된 의사결정에서의 감정에 관하여 조직화하고 분석하였다. 그 결과를 통해, 우리는 감정 침투 선택 모델을 제시한다.이는 전통적인 이성적 선택 이론에 새로운 감정 연구의 결과를 더해낸 통합 과학 모델이다.

6. 판단력과 의사결정 Fischhoff & Broomell (2019) Judgment and Decision Making

Fischhoff, B., & Broomell, S. B. (2020). Judgment and decision making. Annual review of psychology, 71, 331-355.

초록

The science of judgment and decision making involves three interrelated forms of research: analysis of the decisions facing people, description of their natural responses, and interventions meant to help them do better. After briefly introducing the field’s intellectual foundations, we review recent basic research into the three core elements of decision making: judgment, or how people predict the outcomes that will follow possible choices; preference, or how people weigh those outcomes; and choice, or how people com- bine judgments and preferences to reach a decision. We then review research into two potential sources of behavioral heterogeneity: individual differences in decision-making competence and developmental changes across the life span. Next, we illustrate applications intended to improve individual and organizational decision making in health, public policy, intelligence analysis, and risk management. We emphasize the potential value of coupling analyt- ical and behavioral research and having basic and applied research inform one another.

7. 게임과 사회적 결정 Van Dijk & De Dreu (2020) Experimental Games and Social Decision Making

van Dijk, E., & De Dreu, C. K. (2021). Experimental Games and Social Decision Making. Annual Review of Psychology, 72, 415-438.

초록

Experimental games model situations in which the future outcomes of individuals and groups depend on their own choices and on those of other (groups of ) individuals. Games are a powerful tool to identify the neural and psychological mechanisms underlying interpersonal and group cooperation and coordination. Here we discuss recent developments in how experimental games are used and adapted, with an increased focus on repeated interactions, partner control through sanctioning, and partner (de)selection for future interactions. Important advances have been made in uncovering the neurobiological underpinnings of key factors involved in cooperation and coordination, including social preferences, cooperative beliefs, (emotion) signaling, and, in particular, reputations and (in)direct reciprocity. Emerging trends at the cross-sections of psychology, economics, and the neurosciences include an increased focus on group heterogeneities, intergroup polarization and conflict, cross-cultural differences in cooperation and norm enforcement, and neurocomputational modeling of the formation and updating of social preferences and beliefs.

8. 선택의 댓가 Shaddy et al (2021) Trade-Offs in Choice

Shaddy, F., Fishbach, A., & Simonson, I. (2021). Trade-offs in choice. Annual Review of Psychology, 72, 181-206.

초록

To explain trade-offs in choice, researchers have proposed myriad phenom- ena and decision rules, each paired with separate theories and idiosyncratic vocabularies. Yet most choice problems are ultimately resolved with one of just two types of solutions: mixed or extreme. For example, people adopt mixed solutions for resolving trade-offs when they allow exercising to li- cense indulgence afterward (balancing between goals), read different literary genres (variety seeking), and order medium-sized coffees (the compromise effect). By contrast, when people adopt extreme solutions for resolving these exact same trade-offs, they exhibit highlighting, consistency seeking, and compromise avoidance, respectively. Our review of the choice literature first illustrates how many seemingly unrelated phenomena actually share the same underlying psychology. We then identify variables that promote one solution versus the other. These variables, in turn, systematically influence which of opposite choice effects arise (e.g., highlighting versus balancing). Finally, we demonstrate how several mistakes people purport to make can potentially instead be reinterpreted as mixed solutions for resolving trade-offs. We conclude with guidance for distinguishing mistakes from mixed solutions.

<태도에서>

9. 정의와 협상 Druckman and Wagner (2016) Justice and Negotiation

Druckman, D., & Wagner, L. M. (2016). Justice and negotiation. Annual review of psychology, 67.

초록

This review article examines the literature regarding the role played by principles of justice in negotiation. Laboratory experiments and high-stakes ne- gotiations reveal that justice is a complex concept, both in relation to attaining just outcomes and to establishing just processes. We focus on how justice preferences guide the process and outcome of negotiated exchanges. Focusing primarily on the two types of principles that have received the most attention, distributive justice (outcomes of negotiation) and procedural jus- tice (process of negotiation), we introduce the topic by reviewing the most relevant experimental and field or archival research on the roles played by these justice principles in negotiation. A discussion of the methods used in these studies precedes a review organized in terms of a framework that high- lights the concept of negotiating stages. We also develop hypotheses based on the existing literature to point the way forward for further research on this topic.

10. 태도와 태도 변화 Albarracin & Shavitt (2018) Attitudes and Attitude Change

Albarracin, D., & Shavitt, S. (2018). Attitudes and attitude change. Annual review of psychology, 69, 299-327.

초록

This review covers research on attitudes and attitude change published be- tween 2010 and 2017. We characterize this period as one of significant progress toward an understanding of how attitudes form and change in three critical contexts. The first context is the person, as attitudes change in connection to values, general goals, language, emotions, and human de- velopment. The second context is social relationships, which link attitude change to the communicator of persuasive messages, the social media, and culture. The third context is sociohistorical and highlights the influence of unique events, including sociopolitical, economic, and climatic occurrences. In conclusion, many important recent findings reflect the fact that holism, with a focus on situating attitudes within their personal, social, and historical contexts, has become the zeitgeist of attitude research during this period.

11. 자발성의 신경인지적 기초 Haggard (2018) The Neurocognitive Bases of Human Volition

Haggard, P. (2019). The neurocognitive bases of human volition. Annual Review of Psychology, 70, 9-28.

초록

Volition refers to a capacity for endogenous action, particularly goal-directed endogenous action, shared by humans and some other animals. It has long been controversial whether a specific set of cognitive processes for volition exist in the human brain, and much scientific thinking on the topic continues to revolve around traditional metaphysical debates about free will. At its origins, scientific psychology had a strong engagement with volition. This was followed by a period of disenchantment, or even outright hostil- ity, during the second half of the twentieth century. In this review, I aim to reinvigorate the scientific approach to volition by, first, proposing a range of different features that constitute a new, neurocognitively realistic working definition of volition. I then focus on three core features of human volition: its generativity (the capacity to trigger actions), its subjectivity (the conscious experiences associated with initiating voluntary actions), and its teleology (the goal-directed quality of some voluntary actions). I conclude that volition is a neurocognitive process of enormous societal importance and susceptible to scientific investigation.

12. 협동의 기원과 심리학 Henrich & Muthukrishna (2020) The Origins and Psychology of Human Cooperation

Henrich, J., & Muthukrishna, M. (2021). The origins and psychology of human cooperation. Annual Review of Psychology, 72, 207-240.

초록

Humans are an ultrasocial species. This sociality, however, cannot be fully explained by the canonical approaches found in evolutionary biology, psychology, or economics. Understanding our unique social psychology requires accounting not only for the breadth and intensity of human cooperation but also for the variation found across societies, over history, and among be- havioral domains. Here, we introduce an expanded evolutionary approach that considers how genetic and cultural evolution, and their interaction, may have shaped both the reliably developing features of our minds and the well-documented differences in cultural psychologies around the globe. We review the major evolutionary mechanisms that have been proposed to explain human cooperation, including kinship, reciprocity, reputation, signaling, and punishment; we discuss key culture–gene coevolutionary hypotheses, such as those surrounding self-domestication and norm psychology; and we con- sider the role of religions and marriage systems. Empirically, we synthesize experimental and observational evidence from studies of children and adults from diverse societies with research among nonhuman primates.

<마음에서>

13. 문화를 바라보는 3가지 Oyserman (2016) Culture Three Ways

Oyserman, D. (2017). Culture three ways: Culture and subcultures within countries. Annual review of psychology, 68, 435-463.

초록

Culture can be thought of as a set of everyday practices and a core theme— individualism, collectivism, or honor—as well as the capacity to understand each of these themes. In one’s own culture, it is easy to fail to see that a cultural lens exists and instead to think that there is no lens at all, only reality. Hence, studying culture requires stepping out of it. There are two main methods to do so: The first involves using between-group comparisons to highlight differences and the second involves using experimental methods to test the consequences of disruption to implicit cultural frames. These methods highlight three ways that culture organizes experience: (a) It shields reflexive processing by making everyday life feel predictable, (b) it scaffolds which cognitive procedure (connect, separate, or order) will be the default in ambiguous situations, and (c) it facilitates situation-specific accessibility of alternate cognitive procedures. Modern societal social-demographic trends reduce predictability and increase collectivism and honor-based go-to cog- nitive procedures.

14. 개념과 창작성 Frankland & Greene (2017) Concepts and Compositionality

Frankland, S. M., & Greene, J. D. (2020). Concepts and compositionality: in search of the brain's language of thought. Annual review of psychology, 71, 273-303.

초록

Imagine Genghis Khan, Aretha Franklin, and the Cleveland Cavaliers per- forming an opera on Maui. This silly sentence makes a serious point: As humans, we can flexibly generate and comprehend an unbounded num- ber of complex ideas. Little is known, however, about how our brains accomplish this. Here we assemble clues from disparate areas of cognitive neuroscience, integrating recent research on language, memory, episodic simulation, and computational models of high-level cognition. Our review is framed by Fodor’s classic language of thought hypothesis, according to which our minds employ an amodal, language-like system for combining and recombining simple concepts to form more complex thoughts. Here, we highlight emerging work on combinatorial processes in the brain and con- sider this work’s relation to the language of thought. We review evidence for distinct, but complementary, contributions of map-like representations in subregions of the default mode network and sentence-like representations of conceptual relations in regions of the temporal and prefrontal cortex.

15. 마음과 두뇌의 활동, 기억 Craik (2019) Remembering- An Activity of Mind and Brain

Craik, F. I. (2020). Remembering: An activity of mind and brain. Annual review of psychology, 71, 1-24.

초록

I present the case for viewing human memory as a set of dynamic processes rather than as structural entities or memory stores. This perspective stems largely from the construct of levels of processing, reflecting work I published with Robert Lockhart and with Endel Tulving. I describe the personal and professional contexts in which these and other ideas evolved, and I discuss criticisms of the ideas and our responses to critics. I also show how later versions of a processing approach to memory may fit with current findings and theories in memory research. In related work I have been involved in studies of cognitive aging, and I describe some theoretical and empirical points deriving from this aspect of my research efforts. Finally, I deal briefly with some experiments and reflections on divided attention, consolidation, and bilingualism and touch upon the neural bases of a processing approach.

16. 합리화 심리의 새로운 패러다임 Oaksford & Chater (2019) New Paradigms in the Psychology of Reasoning

Oaksford, M., & Chater, N. (2020). New paradigms in the psychology of reasoning. Annual Review of Psychology, 71, 305-330.

초록

The psychology of verbal reasoning initially compared performance with classical logic. In the last 25 years, a new paradigm has arisen, which focuses on knowledge-rich reasoning for communication and persuasion and is typically modeled using Bayesian probability theory rather than logic. This paradigm provides a new perspective on argumentation, explaining the ratio- nal persuasiveness of arguments that are logical fallacies. It also helps explain how and why people stray from logic when given deductive reasoning tasks. What appear to be erroneous responses, when compared against logic, often turn out to be rationally justified when seen in the richer rational framework of the new paradigm. Moreover, the same approach extends naturally to in- ductive reasoning tasks, in which people extrapolate beyond the data they are given and logic does not readily apply. We outline links between social and individual reasoning and set recent developments in the psychology of reasoning in the wider context of Bayesian cognitive science.