Although the concept of mindsets is relatively ubiquitous in the common press and well-studied in the education literature, the idea of a growth mindset, rooted in implicit theories is less represented in human resource development (HRD) scholarly literature. Given that absence, the purpose of this paper is to investigate the effects of a growth mindset on HRD outcomes. To achieve this purpose, we conducted a scoping literature review including research conducted globally and in a wide variety of organizations. Based on the empirical findings, we discuss three categories of HRD outcomes of mindsets: (a) individual-level outcomes (e.g., work engagement, creativity, task performance, job satisfaction), (b) dyadic-level outcomes (e.g., supervisor-employee relationship and conflict resolution), and (c) organizational-level outcomes (e.g., organizational citizenship behaviors and organizational growth mindset). We synthesize several suggestions for growth mindset interventions emphasizing career development, training and development, and organizational development for HRD practitioners. Research implications and future research suggestions for HRD scholars are presented.
Bibliographical noteFunding Information:
We thank Emily Poitevin and Tina Starnes, former graduate assistants for Organizational Performance and Workplace Learning program at Boise State University, for their help with portions of the literature review and drafting of earlier versions of this research. We are also grateful to Rebeca Peacock, Assistant Professor and Instructional Design Librarian at Boise State University, for sharing her expertise. We are immensely thankful to editors and reviewers for their insightful suggestions to improve upon an earlier draft of this manuscript. The author(s) received no financial support for the research, authorship, and/or publication of this article.
© 2020 The Author(s).
All Science Journal Classification (ASJC) codes
- Organizational Behavior and Human Resource Management