Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： In recent years, the nudging method of default options has been increasingly used to improve public behavior and increase the public approval of social policies. Default option setting is a tool of choice architecture. It involves setting a pre-selected option that takes advantage of people’s inertia, subtly increasing the likelihood that decision-makers choose this default option. Defaults are commonly framed in the opt-in system (without any default) and opt-out system (target option as a default). The frequencies at which the target option is of the target option is chosen are considerably higher in the latter, which is known as the default effect. Although a great number of studies have shown the default effect in various scenarios, the effectiveness of default nudge has been questioned by scholars and the public nowadays. For example, there are a series of studies that show that default option settings are ineffective or even counterproductive in promoting public behavior. Given the dispute on the effectiveness of the default nudge method, the current study aims to systematically examine how effective defaults are and whether their effectiveness varies across culture (Eastern culture vs. Western culture), domains (money-related domain, health-related domain, and environment-related domain), behavioral motives (benefits self vs. benefits others; whether there is real financial consequence of choice), and experiment characteristics (type of dependent variables, time of publication, sample size, and type of experiment). We conducted a literature search and meta-analysis of 56 articles, covering 92 default studies (pooled n = 112, 212, range = 16 ~ 19992) that fitted our inclusion criteria. The meta-analysis revealed that opt-out defaults lead to more pre-selected decisions than opt-in defaults do (d = 0.59, t = 10.12, 95% CI = [0.47, 0.71], p < 0.001), indicating that default nudging has a considerable effect. Further analysis showed two factors that could partially explain when the defaults’ effectiveness varies. First, moderating analysis showed that cultural background moderated the effect of default nudging: the effect of opt-out system under Western culture performed better than that under Eastern culture (b = 0.44, 95% CI = [0.05, 0.84], p = 0.027). Second, the moderating analysis also revealed the moderating effect of consumer choice and health choice. The nudging effectiveness of the default option settings was relatively better in the field of consumer choice (b = 0.43, 95% CI = [0.15, 0.70], p = 0.002), also somewhat effective in the field of pro-environmental choice (b = -0.32, 95% CI = [-0.66, 0.02], p = 0.067), and weakest in the field of health domain (b = -0.32, 95% CI = [-0.42, 0.10], p = 0.233). Lately, the default effect was not influenced by motivational factors or experiment characteristics. In conclusion, the current work-integrated findings in previous default-related studies and answered the questions regarding how effective the defaults are and when their effectiveness varies. The present meta-analysis covered 21 more studies than previous analyses and 5 more studies based on the Asian samples. In the 92 studies included in this meta-analysis, most showed a positive effect of default nudge on people’s behavioral change, and only a few studies found no significant or negative effects. The total default effect in our analysis was slightly lower than the results reported by Jachimowicz et al. (2018), but it still showed a medium-sized effect, indicating that the default nudge is indeed effective in promoting behavioral changes. Our finding provides a new conclusion for the studies of the effectiveness of the default effect, and reveals the moderating effect of cultural background for the first time, which may help us to better understand whether the defaults are effective and when to use the defaults.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Extant emotional intelligence (EI) research has documented its intrapersonal benefits and has begun to examine its interpersonal effects. However, this line of research has primarily focused on the interpersonal effects of EI in the work context, while ignoring the potential influences from non-work domain. Considering employees’ family may have a spillover effect on their work behaviors, in this research, we propose that spouse EI will affect employees’ work engagement. Specifically, integrating effort-recovery model with the EI literature, we argue that spouse EI exerts a positive impact on employee work engagement through improving employees’ life well-being. Furthermore, we argue that employee gender alters the aboved relationships such that the positive interpersonal influences of spouse EI will be stronger among male employees than among female employees. We conducted two studies to examine the hypothesized model. In Study 1, we collected two-wave survey data from a large bank. At time 1, 126 employees and their spouses rated their own EI and provided their demographic information. At time 2, two weeks later, 126 employees evaluated their own life well-being and work engagement. The final valid sample consisted of 124 employee-spouse dyads. In Study 2, we collected three-wave survey data from an internet company. At time 1, 80 employees assessed their own EI and some control variables (i.e., leader EI, coworker EI, job demands, and job control); and their 80 spouses evaluated their own EI and provided their demographic information. At time 2, one month later, 78 employees rated their own life well-being. At time 3, another month later, 73 employees rated their own work engagement. The HR department of the company provided the archival data of employees’ demographic information. The final valid sample included 73 employee-spouse dyads. Regression analysis and bootstrapping technique were used to test the mediation, moderation, and moderated-mediation effects. In line with the hypotheses, two studies consistently showed that: (1) Spouse EI was positively related to employee life well-being; (2) Employee life well-being was positively related to employee work engagement; (3) Employee life well-being served as a mediator to transmit the effect of spouse EI on employee work engagement; (4) Employee gender moderated the relationship between spouse EI and employee life well-being such that when employees were male, the positive effect of spouse EI on employee life well-being was stronger; (5) Employee gender also moderated the indirect effect of spouse EI on employee work engagement via employee life well-being such that the indirect effect was stronger among male employees than among female employees. Our theoretical contributions are threefold. First, our research has deepened our understanding on EI, as it is among the first to establish a link between spouse EI and employee work engagement and supports the interpersonal effects of EI from the family to the work domain. Second, our research identifies employee life well-being as a key mediator that explains how spouse EI affects employee work engagement. Third, our research highlights the role of employee gender and unravels the conditions under which spouse EI exerts more or less effects on employee work engagement. Practically, our research offers implications to improve employee life well-being and work engagement through improving spouse EI, especially wife EI.
Subjects: Psychology >> Applied Psychology submitted time 2021-11-22
Abstract： Default–based nudge has been increasingly used in recent years to improve the public approval of social policies. However, its effectiveness has also been questioned by the public and some scholars. A meta-analysis was conducted to explore the effect of default options and the related variables that may affect its effectiveness. A total of 56 empirical research and 92 studies were included through literature retrieval. Results of the meta-analysis are as follows: (1) A considerable effect of default options was observed, (2) The moderating analysis of cultural background revealed that the nudging effect of default options under Western culture was better than that under Eastern culture, and (3) Lastly, the moderating analysis showed a significant difference of default effect between different domains and that the nudging effect of default options was greater in the money–related domain than in the health and environmental domains.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2021-03-25
Abstract： " " " " " " " " "
Peer Review Status:Awaiting Review
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