We present an assessment of curiosity measures used in organizational and social psychology literature published since the start of this century. We focus on: (a) the validity and reliability of existing measures; (b) the main dimensions tapping the operationalization of the constructs; and (c) the use of each measure in organizational settings. We identify implications of the use of each of these measures for theory and practice in the field of human resource development. Our study concludes with an assessment of the contexts in which the available measures of curiosity may be used and potential challenges in the application of these measures to further the field of human resource development. We find that curiosity measures may be most useful in organizational contexts where learning occurs, including training, socialization, collaboration, research and development, selection, global management, innovation, creativity, and career change.

中文翻译：

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好奇心的衡量标准：文献综述

我们对自本世纪初以来出版的组织和社会心理学文献中使用的好奇心度量进行了评估。我们关注：(a) 现有措施的有效性和可靠性；(b) 利用构造的可操作性的主要维度；(c) 每项措施在组织环境中的使用。我们确定了使用这些措施中的每一个对人力资源开发领域的理论和实践的影响。我们的研究最后评估了可以使用可用的好奇心衡量标准的背景以及应用这些衡量标准以进一步推动人力资源开发领域的潜在挑战。我们发现好奇心测量可能在发生学习的组织环境中最有用，包括培训、社交、协作、