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dc.contributor.authorKotera, Yasuhiro
dc.contributor.authorSheffield, David
dc.contributor.authorVan Gordon, William
dc.date.accessioned2018-11-26T14:00:12Z
dc.date.available2018-11-26T14:00:12Z
dc.date.issued2018-11-15
dc.identifier.citationKotera Y., Sheffield D., and Van Gordon, W. (2018) ‘The applications of neuro‐linguistic programming in organizational settings: a systematic review of psychological outcomes’, Human Resource Development Quarterly. doi: 10.1002/hrdq.21334en
dc.identifier.issn1044-8004
dc.identifier.doi10.1002/hrdq.21334
dc.identifier.urihttp://hdl.handle.net/10545/623156
dc.description.abstractNeuro‐linguistic programming (NLP) is an approach to communication and personal development focusing on how individuals organize their thinking, feelings, and language. While a growing number of academic articles highlight the application of NLP in organizational settings, a systematic review synthesizing and evaluating the quality of this evidence has not been conducted to date. The aim of this article was to follow the preferred reporting items for systematic reviews and meta‐analysis (PRISMA) guidelines and conduct a systematic review of empirical studies evaluating the application of NLP in organizational settings. Targeted outcomes included self‐esteem, trustworthiness, organizational commitment, and occupational stress. Academic research databases used to identify articles included ProQuest, PsycINFO, Science Direct, Google Scholar, and a specific NLP database. The literature search yielded 952 titles from which seven studies met all of the inclusion criteria. Findings indicate that NLP can be effective for improving a wide range of work‐related psychological outcomes including self‐esteem and occupational stress. However, there were concerns regarding methodological rigor. In general, the benefits of NLP were both overpromised and undersupported. Implications for future NLP application and research, with a focus on the relevance to current issues in the field of human resource (HR) development, are discussed.
dc.description.sponsorshipN/Aen
dc.language.isoenen
dc.publisherWileyen
dc.relation.urlhttp://doi.wiley.com/10.1002/hrdq.21334en
dc.rightsArchived with thanks to Human Resource Development Quarterlyen
dc.subjectTraining/Training and developmenten
dc.subjectCoachingen
dc.subjectOrganizational Performanceen
dc.subjectWorkplace Stressen
dc.subjectHuman Resource managementen
dc.titleThe applications of neuro-linguistic programming in organizational settings: A systematic review of psychological outcomes.en
dc.typeArticleen
dc.contributor.departmentUniversity of Derbyen
dc.identifier.journalHuman Resource Development Quarterlyen
dc.contributor.institutionCentre for Psychological Research; University of Derby; Derby UK
dc.contributor.institutionCentre for Psychological Research; University of Derby; Derby UK
dc.contributor.institutionCentre for Psychological Research; University of Derby; Derby UK
refterms.dateFOA2019-02-28T17:48:37Z
html.description.abstractNeuro‐linguistic programming (NLP) is an approach to communication and personal development focusing on how individuals organize their thinking, feelings, and language. While a growing number of academic articles highlight the application of NLP in organizational settings, a systematic review synthesizing and evaluating the quality of this evidence has not been conducted to date. The aim of this article was to follow the preferred reporting items for systematic reviews and meta‐analysis (PRISMA) guidelines and conduct a systematic review of empirical studies evaluating the application of NLP in organizational settings. Targeted outcomes included self‐esteem, trustworthiness, organizational commitment, and occupational stress. Academic research databases used to identify articles included ProQuest, PsycINFO, Science Direct, Google Scholar, and a specific NLP database. The literature search yielded 952 titles from which seven studies met all of the inclusion criteria. Findings indicate that NLP can be effective for improving a wide range of work‐related psychological outcomes including self‐esteem and occupational stress. However, there were concerns regarding methodological rigor. In general, the benefits of NLP were both overpromised and undersupported. Implications for future NLP application and research, with a focus on the relevance to current issues in the field of human resource (HR) development, are discussed.


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