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.

尽管心态的概念在普通媒体中相对普遍，并且在教育文献中得到了很好的研究，但是根植于内隐理论的成长心态的思想却很少出现在人力资源开发（HRD）学术文献中。考虑到这种缺席，本文的目的是研究成长心态对HRD结局的影响。为了实现这一目的，我们进行了范围广泛的文献回顾，包括全球范围内以及在各种组织中进行的研究。基于经验结果，我们讨论了心态的HRD结果的三类：（a）个人水平的结果（例如，工作投入，创造力，任务绩效，工作满意度），（b）二元水平的结果（例如，主管-员工关系和解决冲突），以及（c）组织层面的成果（例如，组织公民行为和组织成长心态）。我们针对人力资源开发从业人员的成长心态干预措施综合了一些建议，重点是职业发展，培训和发展以及组织发展。介绍了对人力资源开发学者的研究意义和未来的研究建议。