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 >> 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 >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Legacy motivation refers to the phenomenon that individuals want to leave a mark on this planet and be remembered by others for a long time. It is a fundamental motivation that has been widely possessed by human beings. It can have important psychological and behavioral consequences because it offers individuals an enduring meaning for self-identity and motivates them to extend themselves into the future. Previous work examined the influences of legacy motivation in the domains of intergenerational decision making and employee behaviors. However, research on how legacy motivation influences individuals' other behaviors remains in infancy. The current work takes a novel perspective and focuses on the influence of legacy motivation in the domain of financial decision making. We examine how and why legacy motivation affects individuals' risk- taking behavior and when it occurs. We propose that legacy motivation would diminish individuals' tendency to engage in risk-taking behavior. This effect is driven by future self-continuity perception and occurs among people with a high socioeconomic status (SES). Four experiments were conducted to test our proposed hypothesis. Study 1 was designed to offer initial evidence that legacy motivation would lead to a greater perception of future self-continuity. This study employed a one factor (legacy motivation: legacy vs. control) between-subject design and manipulated legacy motivation by asking participants to write an essay on what they wanted to be remembered for by future others. In the control condition, participants were instructed to imagine and write about what life would be in 30 years. Study 2a established the main effect of legacy motivation on individuals' risk-taking tendency. Participants were presented a job recruitment advertisement featuring a high wage but low job security to measure their risk-taking tendency. They indicated their likelihood of adopting this new job. Study 2b replicated the effect of legacy motivation on risk-taking behavior and explored the underlying mechanism of future self-continuity. Risk-taking behavior was operationalized by asking participants to select one of three financial portfolio products that represent different degrees of financial risk. Study 3 investigated the moderation role of individuals' SES. A 2 (legacy motivation: legacy vs. control) � 2 (SES: continuous variable) design was employed, in which legacy motivation was manipulated, and SES was measured. The propositions were supported by several convergent results. Study 1 provided initial evidence that activating legacy motivation would result in a higher future self-continuity perception (Mlegacy = 4.25, SD = 1.50, Mcontrol = 3.81, SD = 1.44; F(1, 182) = 4.08, p = 0.045, Cohen's d = 0.30). Study 2a documented the main effect by showing that legacy motivation weakened individuals' likelihood of engaging in financial risk taking (Mlegacy = 4.22, SD = 1.84, Mcontrol = 4.66, SD = 1.72; F(1, 259) = 4.09, p = 0.044, Cohen's d = 0.25) and ruled out several alternative interpretations such as self-esteem, mood, and impression management. Study 2b confirmed the mediation role of future self-continuity in driving legacy motivation's effect on financial risk taking (b = 0.12, SE = 0.06, 95% CI = 0.03~0.26). Study 3 investigated the moderating role of participants' SES. We found that the legacy effect on financial risk taking as a function of future self-continuity only existed in participants with a relatively high SES (b = 0.19, SE = 0.08, 95% CI = 0.05~0.37) and disappeared with a relatively low SES (b = 0.03, SE = 0.05, 95% CI = -0.04~0.15). This study contributes to the literature on legacy motivation, future self-continuity, and financial risk-taking behavior. It extends the research on legacy motivation by documenting an important behavioral consequence in the domain of individual financial decision making. It also provides a new antecedent for future self-continuity and financial risk-taking behavior.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Aesthetic is the first medium of a product in the era of “appearance economy.” Previous studies have explored the effects of aesthetic elements on consumer behavior, including color, packaging transparency, size, logo shape, and so on. Unlike existing studies, this research discusses the overall dimension of design, that is, the degree of complexity of the design. Specifically, we propose that people’s subjective social status affects their preference for complexity in design. Meanwhile, people with low social status are more likely to prefer a complex packaging design than those with high social status. We conducted five experiments to test the hypotheses. Experiment 1 used 2 (social status: low vs. high) × 2 (product design: simple vs. complex) between-subjects design with 198 adults (female = 128) participating in the experiment. The results showed that people with relatively low social status have higher evaluations of complex packaging designs (vs. simple designs). At the same time, the level of complexity did not influence how people with high social status evaluate products. Using a more rigorous method to manipulate the social status, Experiment 2 employed a one-factor two-level (social status: low vs. high) between-subjects design with 134 adults (female = 97). After manipulating social statuses, participants reported their preferences between complex and simple packaging designs. The result confirmed that people with low social status prefer products with complex designs (vs. simple designs). Similar to Experiment 2, Experiment 3 (211 participants, female = 151) also used a one-way design (social status: low vs. high vs. control) but added a control group as the baseline group for comparison. The results confirmed that a low social status could drive preference for complexity. Furthermore, the results showed that people with low social status prefer complex packing design more than those in control and high social status groups. At the same time, no significant difference was observed in the preference between the high social status and control groups. Experiment 3 also found that consumers’ perceived effort mediated the above effect. Specifically, low social status individuals (vs. individuals in high social status vs. individuals in the control group) perceived that complex packing products entailed more effort from producers. Hence, they preferred such products. Experiment 4 was a pre-registration experiment (200 participants, female = 151). The experimental design and procedure were the same as in Experiment 2. The results also showed that people with low social status preferred complex packaging designs and believed these products had a higher value. Compared with high social status individuals, low social status individuals perceived that producers spent more effort on a product if it had a complex packaging design. Thus, these consumers perceived higher product value, as well as higher preference toward the product (sequential mediation: model 6). Experiment 5 tested the mediation effect by moderators. We proposed that the impact of social status only existed in consumers who believed in the value of effort. Experiment 5 used a 2 (social status: low vs. high) × 2 (product design: simple vs. complex) × 2 (belief in effort value: low vs. high) between-subjects design (346 participants, female = 208). The ANOVA revealed a three-way interaction. Furthermore, the Johnson-Neyman analysis found that the preference for complex design among low social status individuals only existed among those who believed in the value of effort. The results of this interaction again suggested that the preference of low social status individuals for complexity stems from their perception of the producer’s effort in making these products. This study has the following theoretical contributions. First, it brings the perspective of subjective social status to the study of consumer aesthetics. Second, it provides a new mechanism for the role of social status, i.e., social status affects people’s behavior by influencing their perceived importance of effort. Previous explanations of the behavior of low social status individuals have tended to be from a compensatory psychological perspective. In contrast, the current research takes the perspective of effort to demonstrate that low social status individuals value effort, which influences their behavior. Third, this research also contributes to the study of consumer effort, as this study finds that simply changing the level of complexity of packaging design can change people’s perceptions of producer effort.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Guanxi HRM practices depict how performance and contributions give their way to interpersonal relationships for personnel decisions. That is, an employee’s relationships with the supervisor can largely factor in job tasks, performance appraisal, promotion, compensation, and training opportunities. Prevalent and conspicuous, guanxi HRM practices compromise organizational justice and undermine the legitimacy of personnel decisions. The upshot would include a group of demotivated employees, discredited employer branding, and intensified organizational politics. The extant literature has paid much attention to the detriments to individuals, organizations, and society. Yet, reactions from the beneficiaries have been largely overlook. Would they take it for granted? Or would they otherwise seek to “call it even”? We can hardly reach to a firm conclusion on what guanxi HRM practices implicate until those with vested interests are involved in the analysis. Drawing upon compensatory ethics theory, we made the first attempt to theoretically explicate and empirically investigate the position that guanxi HRM practices could spur the beneficiaries’ altruistic behavior by arousing the intention to “call it even.” We conducted four independent experiments with various samples and materials to allow for causal inferences. Specifically, we tested the main effect of guanxi HRM practices on the beneficiaries’ altruistic behavior (Hypothesis 1) and the mediation effect of guilt (Hypothesis 2) with a vignette of performance evaluation and bonus allocation in Study 1a (N = 124) and 1b (N = 184), respectively. The serial mediating effect involving moral self-image (Hypothesis 3) was tested in Study 2 (N = 211), with a vignette of promotion. Finally, we tested the moderating effect of coworker relationship closeness (Hypothesis 4) in Study 3 with a 2 (guanxi HRM practices: high vs. low) × 2 (coworker relationship closeness: high vs. low) factorial design (N = 211) using the vignette of bonus allocation. The results of four experiments fully supported our theoretical model. We found that the beneficiaries’ moral self-image and sense of guilt serially mediated the effect of guanxi HRM practices on their altruistic behavior (Study 1 and Study 2). Moreover, coworker relationship closeness moderated the serial mediating effect such that guanxi HRM practice sparked a more substantial impact on the beneficiaries’ altruistic behavior when they enjoy more close relationships with coworkers than vice versa (Study 3). Collectively, the reported effect size - being from medium to large, the various samples, and the diverse set of materials lead to robust findings. Therefore, those beneficiaries would “call it even” than take it for granted. This research stressed the power of moral compensation and revealed a bright side of guanxi HRM practices for non-beneficiaries, those deprived of justice and resources. We added a meaningful complement to the extant sentiments that deem guanxi HRM practices overwhelmingly detrimental. It is also essential to differentiate between supervisors, beneficiaries, and non-beneficiaries to better understand this phenomenon. In short, this research broadens the theoretical spectra and informs organizations on how to balance the pros and cons of guanxi HRM practices.
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