Abstract

In this essay, I argue that work and organizational psychology needs to move beyond measuring performance and well-being as the only outcomes relevant to our research. I outline the main difficulties with a narrow focus on performance and well-being, and argue that we need to broaden our scope of outcomes to stay relevant in a rapidly changing society. One example includes a dignity-paradigm, which postulates that there may be other outcomes in work and organizational psychology research which are relevant for both researchers, practitioners and society.