Always Looking on the Bright Side: Is There a Positivity Bias in Research on Job Performance Antecedents?
通过分析20年文献和两项员工调查，发现工作绩效前因研究存在过度强调积极因素的正向偏差，建议未来研究关注更广泛的非积极前因。
ABSTRACT Job performance is among the most commonly studied outcomes in the field of organizational behavior. While this volume of research has produced valuable insights into the antecedents of job performance, in this article, we explore whether a barrier to more sophisticated insights is a “positivity bias” in this literature: a systematic tendency to overemphasize highly positive psychological antecedents when studying favorable performance outcomes . Any such bias would yield a body of evidence on job performance that over‐evidences the impact of its “brightest” antecedents, and under‐evidences the impact of its less positive or even “darker” ones. We tested for a positivity bias in the job performance literature by comparing results of three studies: an analysis of over 20 years of hypothesizing on job performance across 10 leading journals (Study 1), and two studies of workers’ subjective accounts of the psychological antecedents of typical performance (Study 2) and maximum performance (Study 3). Our results provide initial evidence of a positivity bias in research on job performance antecedents (at least if the reference point is workers’ own accounts of favorable performance), suggesting a need for researchers to engage with a broader range of less positive antecedents in future studies.