Department of Behavioral Science, University of Chicago Booth School of Business.
Department of Psychology, University of Michigan-Flint.
J Exp Psychol Gen. 2023 Dec;152(12):3526-3545. doi: 10.1037/xge0001465. Epub 2023 Sep 7.
Growth mindsets are beliefs that abilities, like intelligence, are mutable. Although most prior work has focused on people's personal mindset beliefs, a burgeoning literature has identified that organizations also vary in the extent to which they communicate and endorse growth mindsets. Organizational growth mindsets have powerful effects on belonging and interest in joining organizations, suggesting that they may be a productive way to intervene to improve individual and societal outcomes. Yet, little is known about for whom organizational mindset interventions might be more or less effective, a critical question for effective implementation and theory. We examine whether people's personal mindset beliefs might determine the effect of organizational growth mindsets, and if so, whether this moderation reflects a matching or mismatching pattern. Three experiments manipulated the espoused mindset of an organization and found that organizational growth mindsets primarily increased belonging and interest in joining among participants who personally endorsed matching growth mindset beliefs. An additional field study provided ecological validity to these findings, replicating them with students' experiences of belonging in classrooms. This study also revealed a divergent mismatching pattern on grades: rather than bolstering the grades of students with growth mindsets, growth mindset classroom contexts primarily enhanced the grades of students with more fixed mindsets. By clarifying for whom organizational growth mindsets are beneficial and in what manner, the current work provides theoretical and practical insight into the psychological dynamics of organizational growth mindsets. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
成长心态是一种信念，认为能力（如智力）是可以改变的。虽然之前的大多数研究都集中在个人心态信念上，但越来越多的文献已经确定，组织在传播和支持成长心态的程度上也存在差异。组织的成长心态对归属感和加入组织的兴趣有强大的影响，这表明它们可能是一种改善个人和社会成果的有效干预方式。然而，对于哪些人可能更受益于组织心态干预，或者干预的效果如何，我们知之甚少，这对于有效实施和理论研究都是至关重要的问题。我们研究了个人心态信念是否可能决定组织成长心态的效果，如果是，这种调节是否反映了匹配或不匹配的模式。三项实验操纵了组织所倡导的心态，发现组织的成长心态主要增加了那些个人认同匹配的成长心态信念的参与者的归属感和加入意愿。一项额外的现场研究为这些发现提供了生态有效性，复制了学生在课堂上的归属感体验。这项研究还揭示了一种发散的不匹配模式在成绩上：成长心态的课堂环境并没有提高有成长心态的学生的成绩，而是主要提高了有固定心态的学生的成绩。通过阐明组织成长心态对哪些人有益以及以何种方式有益，本研究为组织成长心态的心理动态提供了理论和实践上的见解。（PsycInfo 数据库记录（c）2023 APA，保留所有权利）。
