Since being introduced over a century ago, trait extraversion and introversion have generated substantial research. However, this research has focused primarily on extraversion, with introversion being relatively neglected. Accordingly, the purpose of this paper is to take stock of extraversion and introversion research in the workplace. Doing so allows us to propose a shift in focus away from extraversion to the study of introversion and its potential positive benefits. First, we briefly review the traits’ evolution during the past century and then examine 10 commonly used trait extraversion scales to better understand how extraversion and introversion are studied. Thereafter, we review 10 years of scholarship (2009–2019) appearing in 12 leading management journals. Overall, we find that there is a positive bias towards extraversion and its positively valenced characteristics such as positive affect, outgoingness and socialness. In contrast, our review reveals that introversion is treated as ‘low extraversion’ and often imbued with negatively valenced characteristics such as social awkwardness and low social self-esteem. Based on our multilevel review of the literature, we propose a working list of positively valenced characteristics of introversion and suggest how these introversion characteristics might be beneficial at multiple levels in organizations. In doing so, we hope that our paper will generate new ways of seeing introversion and extraversion alike, which should help right the balance in our shared understanding of how extraversion and introversion can positively shape workplace outcomes.

中文翻译：

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纠正平衡：了解工作场所的内向者（和外向者）

自从一个多世纪前被引入以来，性格外向和内向已经产生了大量的研究。然而，这项研究主要集中在外向性上，内向性相对被忽视。因此，本文的目的是盘点工作场所的外向和内向研究。这样做使我们能够提议将焦点从外向性转移到对内向性及其潜在积极益处的研究。首先，我们简要回顾了过去一个世纪中特质的演变，然后检查了 10 个常用的特质外向性量表，以更好地了解如何研究外向性和内向性。此后，我们回顾了 12 种主要管理期刊中出现的 10 年学术研究（2009-2019）。全面的，我们发现，外向性及其积极的价值特征，如积极的情感、外向性和社交性，存在一种积极的偏见。相比之下，我们的审查表明，内向被视为“低外向”，并且经常充满负面的价值特征，例如社交尴尬和低社交自尊。基于我们对文献的多层次回顾，我们提出了一个内向正价特征的工作列表，并提出这些内向特征如何在组织的多个层次上有益。在这样做的过程中，我们希望我们的论文能够产生看待内向和外向的新方法，这应该有助于平衡我们对外向和内向如何积极塑造工作场所结果的共同理解。