The goal of the current manuscript is to embed the theory of mindsets about malleability in workplace contexts. We first define fixed-growth mindsets and the methods that have to date been used to study them. We then briefly review the domains in which mindsets have been documented to shape outcomes meaningfully, linking each to exciting research questions that we hope will soon be studied in workplace contexts. We also highlight some of the fascinating, new questions scholars can study by considering how mindsets might shape outcomes across a diversity of workplaces (e.g., the workforce of low wage and vulnerable populations). We further propose that studying mindsets in workplace contexts can develop mindset theory. We first ask whether workplace contexts provide opportunities to test for moderation on mindset expression. Second, we see opportunity for studying moderation of mindset processes – evaluating whether the psychological processes through which mindsets shape outcomes may differ based on contextual factors that vary across workplaces. We argue that investigating these possibilities will advance both the theory of mindsets about malleability and the study of human flourishing in the workplace. We invite scholars to join us in this endeavour.

当前手稿的目标是将关于可延展性的心态理论嵌入工作环境中。我们首先定义固定增长的心态，以及迄今为止用于研究它们的方法。然后，我们简要回顾一下已记录了思维方式的领域，这些思维方式可以有意义地塑造结果，并将每种思维方式与令人振奋的研究问题联系起来，我们希望这些问题很快将在工作场所中得到研究。我们还重点介绍了一些有趣的新问题，学者们可以通过考虑思维方式如何影响各种工作场所（例如低工资和脆弱人群的劳动力）来研究结果，从而研究一些有趣的新问题。我们进一步建议，在工作场所中研究思维模式可以发展思维模式理论。首先，我们要问工作场所的环境是否提供了测试思维定式是否适度的机会。第二，我们看到了研究心态过程调节的机会–根据因工作场所而异的情境因素，评估影响心态形成结果的心理过程是否可能不同。我们认为，研究这些可能性将促进关于可延展性的思维定势理论和对工作场所中的人们蓬勃发展的研究。我们邀请学者加入我们的努力。