Subjects: Psychology >> Management Psychology Subjects: Management Science >> Development and Management of Human Resources submitted time 2023-12-01
Abstract： Although experimental vignette methodology (EVM) enhances both internal and ecological validity, there is still a lack of detailed and standardized guidance for the design of vignettes in the field of management. Based on this, this study first introduced the definition and types of EVM. The differences between EVM and contextual priming methodology were also clarified. Secondly, this study coded and analyzed 93 scenario experiments drawn from 20 major domestic and foreign management-related journals in the past five years. Utilizing the coded data, we answered the question of how to design the vignettes of EVM from the three stages of pre-design, design and post-design. Among them, the pre-design phase focused on when to use the EVM; the design stage focused on how to draft the vignettes, which was divided into five sub-stages: determining the number of vignettes, drafting the vignettes, choosing the media, standardizing vignettes and enhancing vignettes realism. The post-design stage focused on evaluating whether the vignettes were clear, realistic, complete and effective. If the vignettes didn’t pass the test or there was a need for another scenario experiment, the researcher should return to the design stage to continuously modify or rewrite the vignettes until they met the standards. Future research could use incident technique, information technology to design the vignettes. Furthermore, vignettes with iterative decision are encouraged to be created. It is also important to note that the design process of vignettes should follow theoretical guidance. In doing so, it will help enhance the applicability, richness and authenticity of vignettes.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Negative workplace gossip (NWG) occurs when one organizational member (the gossiper) engages in informal and negative evaluative communication with another member(s) (the gossip recipient) about an absent third member(the target), and in recent years researchers have begun to focus on the effects of NWG on the behaviors of the targets. Despite the burgeoning number of studies that have explored the relationship between NWG and the targets' behaviors and its intermediate mechanisms, the explanatory perspectives of these intermediate mechanisms are fragmented and the relationships among them are not yet clear. At the same time, there are some inconsistencies in the findings on the relationship between NWG and the targets' behaviors, for example, some studies found that NWG led to a decrease in positive behaviors and an increase in negative behaviors among the targets, while others studies found that NWG increased positive behaviors and eliminated potential negative behaviors among them.To clarify the relationship between NWG and the targets' behaviors, this study constructs a cognitive-emotional explanatory mechanism for NWG affecting the targets' behaviors based on the cognitive-affective personality system theory, and explores the role of the attributes of NWG perception and cultural differences in reconciling the contradictory findings of the relationship between NWG and the targets' behaviors. We assume that NWG can influence the behaviors of the targets through their positive interpersonal perceptions and positive affective experiences, and the differences in the perceived attributes of NWG and cultural differences may moderate the relationship between NWG and the behaviors of the targets. Then, We searched for studies related to NWG and obtained 51 empirical articles(including 61 studies, 198 effect values, 21549 samples) that met the requirements after screening, and validated the above conjectures by a two-stage structural equation modeling meta-analysis approach.The results of the meta-analysis indicated that NWG was significantly and negatively related to the targets' positive behaviors (ρ = -0.18, p < 0.001). Positive interpersonal perceptions (indirect effect of -0.12, p < 0.001) and positive affective experiences (indirect effect of 0.01, p < 0.05) of the targets mediated the relationship between NWG and positive behaviors respectively. Specifically, NWG can reduce positive behaviors by undermining positive interpersonal perceptions of the targets, while increasing positive behaviors by damaging positive affective experiences of the targets (this is contrary to our previous hypothesis). Further analysis of the moderating effect showed that the attributes of NWG perception of the targets moderated the relationship between NWG and positive behaviors (QB = 59.15, p < 0.001), when targets perceived that they have been negatively gossiped, they will show fewer positive behaviors, but when they perceived that they are about to be negatively gossiped, they will show more positive behaviors; Cultural differences also moderated the relationship between NWG and positive behaviors (QB = 38.55, p < 0.001), in the context of Eastern culture, NWG has a stronger negative influence on the targets' positive behaviors than in the context of Western culture. The above findings suggest that NWG has both negative and positive effects on the targets' behaviors, which has certain implications for both research and management of NWG. From a theoretical perspective, this study examined the mediating mechanisms of NWG influencing the targets' behaviors through a structural equation modeling meta-analysis approach, which helps to open the black box of how NWG influences the targets' behaviors. In addition, this study also examines the moderating effects of the attributes of NWG perception and cultural differences on the relationship between NWG and the targets' behaviors, which helps to reconcile the contradictory findings on this relationship. From a practical point of view, by playing the role of a listener, managers can obtain information that is not available through formal channels, and intervene timely to prevent NWG that is dysfunctional and may lead to negative consequences from causing a bigger organizational crisis; At the same time, managers can also use NWG to discipline potential anomie behaviors and guide employees to behave more positively.
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.
Subjects: Psychology >> Management Psychology submitted time 2022-06-26
Abstract：
Despite the burgeoning number of studies on negative workplace gossip (NWG), the literature has not reached an agreement on the relationship between NWG and targets’ behavioral responses. Drawing on the cognitive-affective personality system theory, this study proposes that targets’ perceived NWG influences their workplace behaviors through two psychological processes (i.e., the cognitive and the affective route) and explores the moderating role of NWG perceptions and cultural differences in the relationship between NWG and targets’ behaviors. Based on 51 studies and 21549 employees, this meta-analysis found a negative relationship between NWG and targets’ positive behaviors through interpersonal perception (i.e., the cognitive route) and targets’ affect (i.e., the affective route). Moreover, moderation analyses revealed that when employees perceive that they have been negatively gossiped about, they will show fewer positive behaviors, but when they perceive that they are about to be negatively gossiped about, they will show more positive behaviors. And in the context of Eastern culture, NWG has a stronger negative influence on targets’ positive behaviors than in the context of Western culture. Theoretical implications, practical implications, potential limitations, and future directions are also discussed.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2022-03-25
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.
"
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology Subjects: Psychology >> Psychological Measurement submitted time 2021-12-15
Abstract： Manipulation checks are important to ensure the construct validity of experiment, however, they have been less discussed in Chinese managerial psychology research. To investigate the status quo of manipulation checks among Chinese studies, we coded 144 experiments drawn from 49 research in the field of managerial psychology which were published in 4 top-tier journals in 2020 (i.e., Acta Psychologica Sinica, Journal of Psychological Science, Management World, and Nankai Business Review). We found that among these experiments, the way to implement manipulation checks appeared monistic with self-report dominating. And very few experiments focused on discriminant manipulation checks or instructional manipulation checks. In addition, the choice of location, the time to implement, and the strategy of analysis remained underexplored. Future research should pay attention to the application of non-interventional forms to reduce the interference of manipulation checks on the experimental process. Besides, error control strategies should be advocated to eliminate invalid data and competitive explanations. At the same time, we suggest that researchers should consider the characteristics of manipulation checks when they decide the appropriate position of manipulation checks included in the experiment material. Researchers are also encouraged to use pre and post manipulation checks to ensure flexibility. In the data analysis phase, we recommend researchers use manipulation strength and mediation analysis to guarantee the internal and external validity of the experiment. By doing so, we expect the normativity of manipulation checks will be improved to a great extent."
Subjects: Psychology >> Cognitive Psychology submitted time 2021-10-13
Abstract： Physiognomy is an important factor in identifying and inferring the individual traits and behaviors. However, its internal mechanism still needs to be further explored. Based on general cognitive perspective and evolutionary cognitive perspective, then combined with the local and overall features of physiognomy, this paper expounds the process and effect of judging people by physiognomy. Based on the general cognitive perspective, physiognomy affects the recognition of individual traits through various cognitive processing systems, and these traits play important roles in judgment (ability, income, social hierarchy) and decision-making (trust, recruitment, promotion). Based on the perspective of evolutionary cognition, physiognomy plays an important role in evaluating individual health and genetic status through various evolutionary selection mechanisms, and thus has an important influence on judgment (marriage satisfaction, happiness, life satisfaction) and mate selection decision. In addition, the effect of physiognomy on individual life depends on the situations and individual traits. Future research should investigate the interaction among different physiognomy features, and explore the boundary conditions that influence the effect of facial recognition. Furthermore, it is necessary to improve the external validity of the research through big data analysis, and pay more attention to physiognomy features modified by epigenetics on individuals. It is also important to conduct research within the domestic context. In doing so, it will help enrich physiognomy-related research and build a more systematic physiognomy theory. " "
Subjects: Psychology >> Social Psychology submitted time 2020-07-12
Abstract： Recent years, marketing scholars showed increasing interest in examining how crowding affected consumers’ emotion and behavior. However, these crowding literature in Marketing reported many inconsistent findings which await to be reconciled. The current meta-analysis paper therefore aims to find out the reasons why past crowding studies showed heterogeneity. In this meta-analysis paper, the authors analyzed 149 effect sizes which were from 38 Eastern and Western empirical studies and 81 samples. This paper found that social crowding significantly increased consumers’ negative emotion, but dramatically decreased consumers’ dominance. However, social crowding was found to be positively correlated with the approach-related shopping responses (ρ=0.208，N=28624), and negatively correlated with consumer attitudes and willingness to shop (ρ=–0.135，N=10094). This paper also found that spatial crowding which had a significant negative effect on the avoidance-related shopping responses (ρ=–0.409，N=3223), however, had no significant influence on the approach-related shopping responses. Further moderation analyses showed that some of the aforementioned main effects were significantly moderated by types of shopping environment (utilitarian vs. hedonic), the reality of the context (virtual vs. real), and sources of research samples (western countries vs. eastern countries, students vs. non-students). The current paper’s theoretical advances and practical implications are evident as well.
Subjects: Psychology >> Psychological Measurement submitted time 2019-02-24
Abstract： Single-item measures have long been debated by researchers. Proponents advocate the efficiency of single-item measures, while opponents question reliability and validity of them. Through comprehensive qualitative and quantitative reviews, advantages and disadvantages of single-item measures are summarized, and doubts and debates in the literature are analyzed and responded specially. Through systematic review, results show that single-item measures have acceptable level of reliability and validity. More notably, the criterion-related validity of multi-item measures is not superior than single-item measures. With the review and current findings, issues that should be noted during the development and usage of single-item measures were addressed. Although multi-item measures are more acceptable, single-item measures may also have its legitimacy in academic research. That is, researchers should value the potential advantages and application scope of single-item measures, so that single-item measures can play its appropriate role in managerial psychology and social science research.
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