Righting the balance: Understanding introverts (and extraverts) in the workplace
回顾了职场中外向性和内向性的研究，发现存在偏向外向性的正向偏见，而内向性常被视为低外向性并带有负面特征。基于十年文献综述，提出内向性的积极特征及其在组织中的潜在益处，旨在平衡对两者的理解。
Abstract Since being introduced over a century ago, trait extraversion and introversion have generated substantial research. However, this research has focused primarily on extraversion, with introversion being relatively neglected. Accordingly, the purpose of this paper is to take stock of extraversion and introversion research in the workplace. Doing so allows us to propose a shift in focus away from extraversion to the study of introversion and its potential positive benefits. First, we briefly review the traits’ evolution during the past century and then examine 10 commonly used trait extraversion scales to better understand how extraversion and introversion are studied. Thereafter, we review 10 years of scholarship (2009–2019) appearing in 12 leading management journals. Overall, we find that there is a positive bias towards extraversion and its positively valenced characteristics such as positive affect, outgoingness and socialness. In contrast, our review reveals that introversion is treated as ‘low extraversion’ and often imbued with negatively valenced characteristics such as social awkwardness and low social self‐esteem. Based on our multilevel review of the literature, we propose a working list of positively valenced characteristics of introversion and suggest how these introversion characteristics might be beneficial at multiple levels in organizations. In doing so, we hope that our paper will generate new ways of seeing introversion and extraversion alike, which should help right the balance in our shared understanding of how extraversion and introversion can positively shape workplace outcomes.