University of Illinois at Chicago, IL 60607, USA.
Pers Soc Psychol Bull. 2010 Mar;36(3):283-96. doi: 10.1177/0146167209347380. Epub 2009 Oct 13.
Traditionally, researchers have conceptualized implicit theories as individual differences-lay theories that vary between people. This article, however, investigates the consequences of organization-level implicit theories of intelligence. In five studies, the authors examine how an organization's fixed (entity) or malleable (incremental) theory of intelligence affects people's inferences about what is valued, their self- and social judgments, and their behavioral decisions. In Studies 1 and 2, the authors find that people systematically shift their self-presentations when motivated to join an entity or incremental organization. People present their "smarts" to the entity environment and their "motivation" to the incremental environment. In Studies 3a and 4, they show downstream consequences of these inferences for participants' self-concepts and their hiring decisions. In Study 3b, they demonstrate that the effects are not due to simple priming. The implications for understanding how environments shape cognition and behavior and, more generally, for implicit theories research are discussed.
传统上，研究人员将内隐理论概念化为个体差异——人们之间存在差异的外显理论。然而，本文探讨了智力的组织层面内隐理论的后果。在五项研究中，作者研究了组织的智力固定（实体）或可塑（渐进）理论如何影响人们对有价值的事物的推断、他们的自我和社会判断以及他们的行为决策。在研究 1 和研究 2 中，作者发现，当人们受到激励加入实体或渐进组织时，他们会系统地改变自己的表现。人们在实体环境中展示自己的“聪明才智”，在渐进环境中展示自己的“动力”。在研究 3a 和研究 4 中，他们展示了这些推断对参与者自我概念和招聘决策的下游影响。在研究 3b 中，他们证明这些影响不是由于简单的启动。讨论了这些发现对理解环境如何塑造认知和行为，以及更广泛的内隐理论研究的意义。
