Subjects: Psychology >> Cognitive Psychology submitted time 2023-12-05
Abstract： To establish a stable and sensitive experience of the world, the brain tends to use recent history when forming perceptual decisions. This results in serial dependence in perception, by which previous trials affect the current perception. The serial dependence effect can be divided into (at least) two categories: the effect of previous stimuli (i.e., the stimulus serial dependence effect) and the effect of previous decisions (i.e., the decisional serial dependence effect) on the current perception. Although separate stimulus and decisional serial dependence effects have been demonstrated in duration perception, their spatial selectivity is unclear. In the present study, we investigated whether and how serial dependence in duration perception generalizes across different visual positions of stimuli.
The modified temporal bisection task was used in three experiments. Specifically, 24 naïve volunteers participated in Experiment 1. During the experiment, the visual stimulus (a white Gaussian blob) was pseudorandomly presented in the central or peripheral (10° from the left fixation) visual field. Participants were asked to judge whether the duration of the test stimulus (i.e., 300, 395, 520, 684, or 900 ms) was shorter or longer than a reference stimulus of intermediate duration (i.e., 520 ms) once the test stimulus disappeared. A group of 23 new volunteers were recruited for Experiment 2. The task of Experiment 2 was similar to that of Experiment 1, except that the visual stimulus was pseudorandomly located at either 5° to the left or 5° to the right of the central fixation. A new set of 24 volunteers participated in Experiment 3, in which the positions of both the fixation and the visual stimulus were changed; there were thus four types of positional relationships between stimuli across trials (i.e., identity, retinal position change, external position change, and both changes).
The results showed that previous stimulus duration and previous choice exerted opposing effects on serial dependence of duration perception: specifically, a repulsive stimulus serial dependence and an attractive decisional serial dependence. In other words, current duration estimates were repelled away from the previous trial’s stimulus duration but attracted toward the previous choice. We found these effects in both the central and peripheral visual fields. More importantly, we found that the stimulus serial dependence effect was not constrained by the visual position of the stimuli: the effects were comparable between contexts in which the stimulus positions of previous and current trials were the same and when they were different. The effects fully transferred across the central and peripheral visual fields, across the left and right visual hemifields, and across different external spaces. However, we found that the decisional serial dependence effect was larger in the position-consistent context than in the position-inconsistent context. This indicates that the decisional serial dependence effect could only be partially transferred across different visual positions regardless of the types of positions (i.e., spatiotopic vs. retinotopic).
These results provide evidence that both previous stimuli duration and previous choices affect subsequent perceptual decisions about duration, resulting in repulsive and attractive serial dependence effects, respectively. The repulsive stimulus serial dependence effect fully generalizes across different visual positions, suggesting it occurs primarily in higher-level visual areas. This also implies the existence of fast-duration adaptation. The attractive decisional serial dependence effect suggests that there is decision inertia in perceptual choices. Moreover, this effect is partly contingent on the visual position, which may result from the category organization function of higher-order brain areas. This suggests that the brain takes advantage of the visual position context when forming the decisional prior. These findings are helpful for understanding the plasticity of duration perception.
Subjects: Psychology >> Management Psychology submitted time 2023-07-11
Abstract： Time and money are two important resource types. Individuals’ green consumption behavior is inevitably affected by these two resources in cognitive thinking and decision-making. However, the underlying mechanism of how resource type affects green consumption is still unclear. The present study introduces time and money into the field of green consumption. On the one hand, based on construal level theory and human value, it reveals how time resources promote green consumption and how money resources decrease green consumption. On the other hand, from the perspective of individuals, enterprises, and products, it combines experiments to explore the boundary conditions of time and money affecting green consumption. It further introduces emotional response level, environmental self-responsibility, and product effectiveness perception as mediating factors to build a theoretical framework of the impact of resource type on green consumption. These studies not only explore the positive role of time and money resources in promoting green consumption, but also provide new ideas for companies to use resource type to guide green consumption.
Subjects: Psychology >> Personality Psychology Subjects: Psychology >> Other Disciplines of Psychology submitted time 2023-03-31
Abstract： Persistence, a personality to finish what one starts even when faced with obstacles, is one of the most important personalities for human beings to achieve their goals and objectives. Although most persistence studies have discovered the significant influence persistence has on the individual level, extant research on persistence is incomplete because whether persistence varies on the regional level is still unknown. However, recent research has indicated that personalities vary systematically across regions, and correlate significantly with macro indexes on the regional level. To address this literature gap, we argue that persistence varies across Chinese provinces, and develop and validate a province-level persistence index (PPI) to quantify such provincial variations. We also try to explore the province-level antecedents and consequences of provincial variations in persistence. We used the Chinese General Social Survey (CGSS) as our main data source for the development of province-level persistence index. CGSS measured participant’s persistence in 2008 and 2011. A high correlation between the province-level persistence index in 2008 and in 2011 allowed us to combine data from the two years. Therefore, the final sample included 11,330 participants (6,006 were female) from 29 provinces, municipalities and autonomous regions. In the CGSS, the persistence scale was consisted of three items. We first carried out a survey on Credamo.com to validate the persistence scale in CGSS, the sample of which included 286 participants (142 were female). We also used data from National Bureau of Statistics of China, CSMAR, etc. as the data sources of antecedent and outcome variables of persistence. We used STATA 15 to analyze the data. Results showed that the three-item measure of persistence in CGSS is reliable and valid and the persistence data from CGSS is suitable for aggregation. In general, persistence does vary systematically across Chinese provinces and the PPI we developed is significantly related to antecedent and outcome variables documented in the existing research. Specifically, the harshness of the natural environment (coldness, air pollution and agricultural disasters), cultural values of masculinity and collectivism are positively related to PPI. Moreover, PPI is positively related to political (local government officials’performance orientation and effort allocation distortion), economic (economic development quality, industrial structure upgrade and foreign investment introduction), social (education attainment, income, and well-being of the residents) and innovative and entrepreneurial (patent authorization, company incubation) outcomes, even after controlling for provincial GDP and year fixed effect. The current study demonstrates the systematic difference in persistence across Chinese provinces, extends individual level research on persistence to macro regional level, and develops province-level persistence indexes to provide an important tool for future research dealing with regional differences. We also systematically explored antecedents of provincial variations in persistence, and its influences on province-level macro metrics, offering a perspective of macro-micro intersection. Furthermore, we provide new references for government’s development policy making and companies’ branch management.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Need for cognitive closure is referred to describe an individual’s epistemic motivation to form a firm answer to a question under uncertain circumstances. In the era of information explosion, the cognitive load of individuals has been rapidly increasing. Therefore, in-depth research of NFCC is of great importance in modern times. Diving into the conceptual structure and measurements of NFCC, along with related research over the past thirty years in areas including personality, information processing, decision making, attitudes, beliefs, and mental health, this article proposes that distinguishing ability from motivation is of necessity. Furthermore, this article urges future researchers to conduct empirical study on NFCC in terms of the in-depth discussion of its concept, dimension, measurements and antecedents.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Thriving at work is a psychological state in which individuals experience both the sense of vitality and learning at work. The contextual enablers, such as leadership, organizational support and fairness, job characteristics, and peers, can facilitate thriving at work. Drawing from the Trait Activation Theory and Self-Determination Theory, the model of “psychological mechanism of organizational context affecting thriving at work” is built: “omnibus” and “discrete” contextual factors can either directly affect the satisfaction of basic psychological needs, or activate traits, then affect the satisfaction of basic psychological needs and subsequently influence thriving at work. Future studies are suggested to pay more attention to the “omnibus” context and its intermediary mechanism; to conduct the multi-level research that simultaneously examines individual and contextual variables, or articulates the social and task levels; and to utilized the dynamic research method to study the relationship between organizational context and thriving at work, and hence to predict thriving at work.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Studying basic psychological needs in a unidimensional way supplements the general framework of need satisfaction research by exploring the uniqueness of each need satisfaction (i.e., autonomy, relatedness, or competence satisfaction). This article reviews the theoretical basis of the psychological mechanisms (the intrinsic motivation and the internalization of extrinsic motivation) and the research status quo of the need satisfaction successively from three unidimensional perspectives, i.e., the additive, synergistic and balanced perspectives. Notably, inspired by the three perspectives, the article provides insights for the “limited interchangeability” of each need satisfaction’s influence on individuals’ psychological functioning. Future studies may keep digging the need satisfactions from the three unidimensional perspectives, and explore the compensatory association among the three need satisfactions, the neurological basis of each need satisfaction, and the basic psychological need frustrations in a unidimensional way.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Time, is the basic element of personal life and work experience, everywhere. At present, most of the existing literature in the field of organizational behavior explores the relationship between variables from a static perspective, that is, mainly focuses on overall variable levels over a period of time. This is because these studies are based on a mainstream assumption, that is, the overall variable levels are relatively stable. While the role of time, such as the dynamic characteristics of variables over a period of time, has been largely neglected. This widely adopted static perspective that neglects the role of time keeps the existing theory of organizational behavior “static” to a certain extent. Over time, whether and how the overall variable levels change, and how and when the variables that change over time have an effect, the exploration of these issues provides a new perspective on existing research, which in turn expands traditional management theories. As more and more recent studies in recent years have taken the role of time into consideration in the discussion of theoretical models, researchers have gradually discovered that paying attention to the dynamic characteristics of variables from a dynamic perspective can increase explanatory effectiveness than exploring the impact of overall variable levels. Based on this approach, the construction methods of traditional management theories, the relationship between variables, and even the propositions derived from traditional theories have also changed. Taking the role of time into consideration, that is, focusing on the dynamic characteristics of variables and exploring their antecedents and outcomes from a dynamic perspective, existing research can better “provide an ontologically accurate description of the nature of a phenomenon” (George & Jones, 2000, p. 658). In line with this approach, in recent years, some scholars have begun to focus on the role of time and to explore the dynamic characteristics of variables. However, in general, this type of research is still quite rare and disorganized in different fields, and has not yet formed a structured system. Based on this, this review focused on the literature that has taken the role of time into consideration in recent years and explored the dynamic characteristics of variables over a period of time, in order to provide inspiration for future research. Specifically, this review selected two dimensions to sort out related research: the first of the dimensions being the type of dynamic characteristics of variables (i.e., trend vs. variability). The trend reflects the change trend of the variable over a period of time, including growth and decay. In research, the slope is often used as a measure. Variability reflects the degree of (in) stability a variable has over a period of time, which is often measured by standard deviation in research. The second of the dimensions being the role of dynamic characteristics of variables in the theoretical model (i.e., independent variable vs. dependent variable). That is, the researcher can use it as an independent variable to explore its outcomes, or use it as a dependent variable to explore its antecedents. Based on these two dimensions, this review divided the relevant research into four categories: (1) Trend is the independent variable; (2) Trend is the dependent variable; (3) Variability is the independent variable; (4) Variability is the dependent variable. Based on this categorization, this review systematically reviewed the related studies and the theories applied in them. Finally, based on the above analysis, suggestions for future research are provided by taking the role of time into consideration to expand the theory of organizational behavior more comprehensively and systematically, such as paying more attention to the variability of variables, investigating trends, interactions between fluctuations and overall average levels, focusing on time, duration and other important dynamic changes, from the perspective of characteristics, etc.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Inequality is the biggest challenge for global social and economic development, which has the potential to impede the goal of global sustainable development. One way to reduce such inequality is to use artificial intelligence (AI) for decision-making. However, recent research has found that while AI is more accurate and is not influenced by personal bias, people are generally averse to AI decision-making and perceive it as being less fair. Given the theoretical and practical importance of fairness perceptions of AI decision-making, a growing number of researchers have recently begun investigating how individuals form fairness perceptions in regard to AI decision-making. However, existing research is generally quite scattered and disorganized, which has limited researchers’ and practitioners’ understanding of fairness perceptions of AI decision-making from a conceptual and systematic perspective. Thus, this review first divided the relevant research into two categories based on the type of decision makers. The first category is fairness perception research in which AI is the decision-maker. Drawn upon moral foundations theory, fairness heuristic theory, and fairness theory, these studies explain how AI characteristics (i.e., transparency, controllability, rule, and appropriateness) and individual characteristics (demographics, personalities, and values) affect individuals’ fairness perceptions. Existing research revealed that there were three main underlying cognitive mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making: (a) individual characteristics and AI appropriateness affect individuals’ fairness perceptions via their moral intuition; (b) AI transparency affects individuals’ fairness perceptions via their perceived understandability; and (c) AI controllability affects individuals’ fairness perceptions via individuals’ needs fulfillment. The second category is fairness perception research that compares AI and humans as decision-makers. Based on computers are social actors (CASA) hypothesis, the algorithm reductionism perspective, and the machine heuristic model, these studies explained how individuals’ different perceptions of attributes between AI and humans (i.e., mechanistic attributes vs. societal attributes, simplified attributes vs. complex attributes, objective attributes vs. subjective attributes) affect individuals’ fairness perceptions and have revealed some inconsistent research findings. Specifically, some studies found that individuals perceive AI decision makers as being mechanical (i.e., lack of emotion and human touch) and simplified (i.e., decontextualization) than human decision makers, which leads individuals perceive that the decisions made by humans rather than AI are fairer. However, other studies found that compared to human decision makers, individuals regard AI decision makers as being more objective (i.e., consistent, neutral, and free of responsibility) than human decision makers, which leads individuals perceive that the decisions made by AI rather than human are fairer. Also, a small number of studies found that there is no significant difference in individuals’ fairness perceptions between AI decision makers and human decision makers. Such mixed findings reveal that individuals’ fairness perceptions of decision-making may be dependent on the specifical attributes of AI that individuals perceived in different contexts. Based on this systematic review, we proposed five promising directions for future research to help expand fairness perception literature in the context of AI decision-making. That is, (a) exploring the affective mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making; (b) exploring the antecedents of interactional fairness perceptions of AI decision-making; (c) exploring fairness perceptions when robotic AI is the decision maker; (d) clarifying the boundary conditions when AI decision-making is considered to be fairer than human decision-making, versus when human decision-making is considered to be fairer than AI decision-making; and (e) exploring fairness perceptions when AI and humans make decisions jointly. We hope this review contribute to the understanding of individuals' fairness perceptions of AI decision-making theoretically and practically.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Trust is a crucial part of interpersonal relationships within work environments. Previous research has revealed that feeling trusted, or “the perception that another party is willing to accept vulnerability to one’s actions,” by one’s supervisor benefits both subordinates and organizations in various ways such as enhancing organization-based self-esteem and improving individual and organizational performance. While extant research has provided insightful knowledge to help us understand the beneficial effects of feeling trusted, we know little about its potential drawbacks. We suggest that scholars may have overstated the benefits of feeling trusted and overlooked its potential costs. Thus, several important questions are arisen: When dose feeling trusted induce employees subsequent counterproductive work behavior (CWB), and Why? Drawing upon self-evaluation theory and trust literature, we propose that feeling trusted by their supervisors may promote employees’ psychological entitlement, which leads to subsequent CWB. Furthermore, we consider the perceived rarity of trust as a boundary condition and suggest that when employees perceive the rarity of trust is high, feeling trusted is more likely to make them feel psychologically entitled, thus leading to CWB. To test our theoretical model, we conducted three studies, including two experiments (i.e., Study 1 and 2) and one multi-wave, multi-source field study (i.e., Study 3) among diverse samples. In Study 1, we invited 115 full-time employees through the alumni networks of several large universities in China to participate our experiment. Participants were randomly assigned to one of two experimental conditions: the feeling trusted condition (n = 58) versus the control condition (n = 57). Feeling trusted was manipulated by the critical incident technique. Each participant was required to recall and describe a recent interaction with their supervisor. Next, participants completed an ostensibly unrelated task (filler task) and reported psychological entitlement, manipulation check, and demographics. In Study 2, we recruited 145 full-time working adults as participants from the United States using Amazon’s Mechanical Turk. Participants first reported the perceived rarity of trust in their organizations. Then, they were randomly assigned to one of two experimental conditions (the feeling trusted condition [n = 73] versus the control condition [n = 72]) and were subjected to the same manipulation and questionnaire as those defined in Study 1. In Study 3, we employed a multi-wave, multi-source design to test our full model in a field setting using a Chinese employee sample. At Time 1, the employees reported feeling trusted, perceived rarity of trust, psychological entitlement, and demographics. Approximately one week later (Time 2), their supervisors were invited to rate subordinates’ CWB. The final sample included 187 employees from 60 workgroups. The results of the studies revealed that feeling trusted positively influenced subordinates’ psychological entitlement, which in turn enhanced their subsequent CWB. Subordinates perceived rarity of trust moderated the effect of feeling trusted on psychological entitlement. Furthermore, subordinates perceived rarity of trust moderated the indirect effect of feeling trusted on CWB. That is, the positive indirect effect of feeling trusted on CWB via subordinates’ psychological entitlement was significant and positive when perceived rarity of trust was high and did not exist when perceived rarity of trust was low. This research makes several important contributions. First, we challenge the consensus regarding the universally positive effects of trust by suggesting that feeling trusted may have the potential to induce subordinates CWB. In doing so, this research provides a more dialectical perspective in understanding the effects of feeling trusted. Second, not only do we examine the potentially negative effects of feeling trusted, but we also examine when and why this effect unfolds. By exploring the dynamics of feeling trusted, we answer Bare et al.’s call for more research on feeling trusted. Finally, this research contributes to CWB literature by identifying an important but neglected antecedent of CWB in the workplace. We suggested that beyond leaders’ negative behaviors (e.g., abuse and injustice), their positive behaviors (i.e., expressed trust) may lead to subordinates’ CWB.
Subjects: Psychology >> Management Psychology submitted time 2021-11-26
Abstract： "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Other Disciplines of Psychology submitted time 2020-11-06
Abstract：目前，绝大部分组织行为学研究都是从静态视角聚焦变量在一段时间内的整体平均水平，而忽视了时间的角色，如变量在一段时间内的动态变化特征。通过引入时间的角色，从动态视角关注变量的动态变化特征并探讨其影响因素和结果，可能为现有研究提供新的、突破性视角，进而帮助拓展传统管理理论。鉴于其对理论发展的重要性，近年来，部分新近研究开始逐步关注时间的角色，从动态视角探索变量的动态变化特征。然而，整体来看，这类研究仍相对较少，且分散在不同的研究领域，还未能形成结构化体系。基于此，在将相关研究按照两个维度——变量的动态变化特征的类别(趋势 vs. 波动)与变量的动态变化特征的角色(自变量 vs. 因变量)分为四大类别后，系统地回顾和梳理相关研究，并厘清研究背后的理论机制。最后，基于以上梳理分析，未来研究可从关注变量的波动；考察趋势、波动和整体平均水平等的交互作用等角度出发，更加全面、系统地扩展组织行为学理论。
Peer Review Status:Awaiting Review
Subjects: Psychology >> Social Psychology submitted time 2020-07-31
Abstract： Studying basic psychological needs in a unidimensional way supplements the general framework of need satisfaction research by exploring the uniqueness of each need satisfaction (i.e., autonomy, relatedness, or competence satisfaction). This article reviews the theoretical basis of the psychological mechanisms (the intrinsic motivation and the internalization of extrinsic motivation) and the research status quo of the need satisfaction successively from three unidimensional perspectives, i.e., the additive, synergistic and balanced perspectives. Notably, inspired by the three perspectives, the article provides insights for the “limited interchangeability” of each need satisfaction’s influence on individuals’ psychological functioning. Future studies may keep digging the need satisfactions from the three unidimensional perspectives, and explore the compensatory association among the three need satisfactions, the neurological basis of each need satisfaction, and the basic psychological need frustrations in a unidimensional way.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2019-09-29
Abstract： Trust is a crucial part of interpersonal relationships within work environments. Previous research has revealed that feeling trusted, or “the perception that another party is willing to accept vulnerability to one’s actions,” by one’s supervisor benefits both subordinates and organizations in various ways such as enhancing organization-based self-esteem and improving individual and organizational performance. While extant research has provided insightful knowledge to help us understand the beneficial effects of feeling trusted, we know little about its potential drawbacks. We suggest that scholars may have overstated the benefits of feeling trusted and overlooked its potential costs. Thus, several important questions are arisen: When dose feeling trusted induce employees subsequent counterproductive work behavior (CWB), and Why? Drawing upon self-evaluation theory and trust literature, we propose that feeling trusted by their supervisors may promote employees’ psychological entitlement, which leads to subsequent CWB. Furthermore, we consider the perceived rarity of trust as a boundary condition and suggest that when employees perceive the rarity of trust is high, feeling trusted is more likely to make them feel psychologically entitled, thus leading to CWB. To test our theoretical model, we conducted three studies, including two experiments (i.e., Study 1 and 2) and one multi-wave, multi-source field study (i.e., Study 3) among diverse samples. In Study 1, we invited 115 full-time employees through the alumni networks of several large universities in China to participate our experiment. Participants were randomly assigned to one of two experimental conditions: the feeling trusted condition (n = 58) versus the control condition (n = 57). Feeling trusted was manipulated by the critical incident technique. Each participant was required to recall and describe a recent interaction with their supervisor. Next, participants completed an ostensibly unrelated task (filler task) and reported psychological entitlement, manipulation check, and demographics. In Study 2, we recruited 145 full-time working adults as participants from the United States using Amazon’s Mechanical Turk. Participants first reported the perceived rarity of trust in their organizations. Then, they were randomly assigned to one of two experimental conditions (the feeling trusted condition [n = 73] versus the control condition [n = 72]) and were subjected to the same manipulation and questionnaire as those defined in Study 1. In Study 3, we employed a multi-wave, multi-source design to test our full model in a field setting using a Chinese employee sample. At Time 1, the employees reported feeling trusted, perceived rarity of trust, psychological entitlement, and demographics. Approximately one week later (Time 2), their supervisors were invited to rate subordinates’ CWB. The final sample included 187 employees from 60 workgroups. The results of the studies revealed that feeling trusted positively influenced subordinates’ psychological entitlement, which in turn enhanced their subsequent CWB. Subordinates perceived rarity of trust moderated the effect of feeling trusted on psychological entitlement. Furthermore, subordinates perceived rarity of trust moderated the indirect effect of feeling trusted on CWB. That is, the positive indirect effect of feeling trusted on CWB via subordinates’ psychological entitlement was significant and positive when perceived rarity of trust was high and did not exist when perceived rarity of trust was low. This research makes several important contributions. First, we challenge the consensus regarding the universally positive effects of trust by suggesting that feeling trusted may have the potential to induce subordinates CWB. In doing so, this research provides a more dialectical perspective in understanding the effects of feeling trusted. Second, not only do we examine the potentially negative effects of feeling trusted, but we also examine when and why this effect unfolds. By exploring the dynamics of feeling trusted, we answer Bare et al.’s call for more research on feeling trusted. Finally, this research contributes to CWB literature by identifying an important but neglected antecedent of CWB in the workplace. We suggested that beyond leaders’ negative behaviors (e.g., abuse and injustice), their positive behaviors (i.e., expressed trust) may lead to subordinates’ CWB. "
Subjects: Psychology >> Management Psychology submitted time 2019-08-21
Abstract： " "
Subjects: Psychology >> Management Psychology submitted time 2019-02-20
Abstract： 神经组织行为学是指通过探究组织现象背后的生物学运作机理，从神经生理视角发展并重构组织行为学框架的新兴多领域交叉学科。多维范式下的神经组织行为学包括从还原论到涌现论的哲学基础，基于社会情境认知理论、跨层次研究和逆向推理的理论框架，以及神经成像法和ANS测量法并行的研究方法。未来研究应注意神经组织行为学可能给组织理论带来的变革，以及研究方法的未来走向。
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