Value seeking and prediction-decision inconsistency: Why don’t people take what they predict they’ll like the most?

In this research, it is proposed that, when making a choice between consumption goods, people do not just think about which option will deliver the highest consumption utility but also think about which choice is most consistent with rationales—beliefs about how they should make decisions. The present article examines a specific rationale, value seeking. The value-seeking rationale refers to the belief that one should choose the option in a choice set that has the highest monetary value. Studies 1 and 2 show that value seeking could lead to a prediction-decision inconsistency, predicting a high consumption utility from one option but choosing another option. Study 3 shows that the prediction-decision inconsistency could be created even by “illusory” (as opposed to truly monetary) values and that the inconsistency could be turned on or off through empirical manipulation.     

The Effect of Decision Strategy on Deciding to Defer Choice

Recent research has examined consumer decision making when the option of not choosing any of the alternatives is also provided. The findings from this research suggest that the decision to defer choice is sensitive to the uncertainty of choosing the most preferred option from the set of alternatives provided. Building on this research, the author tests whether the decision to defer choice is also influenced by task variables that influence decision uncertainty. In the first experiment, this proposition is tested for choice problems in which information on three relatively equally attractive alternatives is presented either sequentially or simultaneously. As predicted, the preference for the defer-choice option was greater when the three alternatives were presented simultaneously. A second study forced subjects into using one of four decision strategies in order to choose between two non-dominated alternatives. The preference for the no-choice option was found to be higher when the rule required explicit attribute tradeoffs and lower when it simplified choice. These results suggest that choice uncertainty is influenced by the decision strategy used to determine the preference among alternatives. We conclude with a discussion of the implications of the results for marketers' communication strategies.     

Does matching up features mess up job choice? Boundary conditions on attribute‐salience effects

Research in decision making has suggested that the degree to which features of an option are shared versus unique influences preferences in a way that violates normative rules. The generalizability of these findings to job choice was investigated. Senior‐level, undergraduate job seekers (N = 216) were presented with three jobs from which they were asked to choose one. Attributes for two of the jobs (A and B) remained invariant across conditions, and attributes for a third job (C) were manipulated such that it shared unfavorable features with one of the invariant jobs (A or B) and favorable attributes with the other job (B or A). Results suggested that jobs with unique positive features and shared negative features were preferred over those with unique negative features and shared positive features only when information was presented in a simple (versus complex) format and when participants did not rate the importance of attributes prior to the choice task. We suggest that inferences from feature‐matching research should be qualified by these boundary conditions. Copyright © 2002 John Wiley & Sons, Ltd.     

Testing the Rules of Justice: The Effects of Frame‐of‐Reference and Pre‐Test Validity Information on Personality Test Responses and Test Perceptions

The resurgence of personality tests in selection has sparked interest in factors that may increase the utility and acceptability of these tests. Following a justice framework, the present study explores two possible methods for improving the psychometric properties and test‐taker perceptions of a widely used measure of personality, the NEO‐Five Factor Inventory. The first manipulation altered respondents' frame‐of‐reference (FOR) by adding “at‐work” tags to the personality test. The second provided information about the validity and appropriateness of the personality test for selection. Under the controlled setting of a laboratory experiment, participants (n=345) were randomly assigned to one of the conditions in the following between‐subjects design: 2 (FOR: work specific vs. generic) × 2 (information: validity vs. control). The FOR manipulation produced consistent effects on the personality test responses, but in contrast to recent claims, produced no effect on test perceptions. Alternatively, the information manipulation primarily influenced job‐relatedness perceptions, but had a modest negative effect on the psychometric properties of the personality test. These results show some possibilities, and difficulties, for enhancing perceptions of personality tests. They also have important implications for justice theory because they suggest that interactions among the procedural justice rules may yield unexpected and contradictory effects.     

Response Selection Contributes to the Preparation Cost for Bimanual Asymmetric Movements

Movement preparation of bimanual asymmetric movements takes more time than bimanual symmetric movements in choice reaction-time conditions. This bimanual asymmetric cost may be caused by increased processing demands on any stage of movement preparation. The authors tested the contributions of each stage of movement preparation to the asymmetric cost by using the additive factors method. This involved altering the stimulus contrast, response compatibility, and response complexity. These manipulations changed the processing demands on stimulus identification, response selection, and response programming, respectively. Any manipulation with a larger reaction time cost than control suggests that stage contributes to the bimanual asymmetric cost. The bimanual asymmetric cost was larger for incompatible stimuli, which supports that response selection contributes to the bimanual asymmetric cost.     

Effects of self–other decision-making on time-based intertemporal choice

The effects of self–other decision-making on intertemporal choice have been revealed in many studies using a monetary outcome. However, the outcome of intertemporal choice is not restricted to money; time is also a scarce and nonrenewable resource outcome. Thus, we conducted a series of experiments to address the effects of self–other decision-making on time-based intertemporal choice, a type of intertemporal choice that uses time as an outcome. Over the course of three experiments, differences in self–other decision-making were evidenced. Participants who made decisions for others were more likely to prefer the smaller but sooner (SS) option over the larger but later (LL) option and considered the gain of the SS option to be significantly greater than that of the LL option. Participants who made decisions for themselves were likely to prefer the LL option over the SS option. However, they considered the gains of the LL and the SS option to be indifferent. Changing the role of decision-making could affect the ability of individuals to consider the future consequences of their decisions. The effects of self–other decision-making on time-based intertemporal choice could be explained by the accounts of economic reasoning and construal level theory. The findings indicated that the effects of self–other decision-making on time-based intertemporal choice, which could be generated simply by rewording questions, can help individuals make optimal long-term choices without the need for increased control.     

All of the above: When multiple correct response options enhance the testing effect

Previous research has shown that multiple choice tests often improve memory retention. However, the presence of incorrect lures often attenuates this memory benefit. The current research examined the effects of “all of the above” (AOTA) options. When such options are correct, no incorrect lures are present. In the first three experiments, a correct AOTA option on an initial test led to a larger memory benefit than no test and standard multiple choice test conditions. The benefits of a correct AOTA option occurred even without feedback on the initial test; for both 5-minute and 48-hour retention delays; and for both cued recall and multiple choice final test formats. In the final experiment, an AOTA question led to better memory retention than did a control condition that had identical timing and exposure to response options. However, the benefits relative to this control condition were similar regardless of the type of multiple choice test (AOTA or not). Results suggest that retrieval contributes to multiple choice testing effects. However, the extra testing effect from a correct AOTA option, rather than being due to more retrieval, might be due simply to more exposure to correct information.     

Construction of preferences by constraint satisfaction

Participants were given a choice between two multiattribute alternatives (job offers). Preferences for the attributes were measured before, during, and after the choices were made. We found that over the course of decision making, the preferences shifted to cohere with the choice: The attributes of the option that was eventually chosen came to be rated more favorably than they had been rated initially, while the attributes of the rejected option received lower preference ratings than before. These coherence shifts were triggered by a single attribute that decisively favored one option (Experiment 1), and occurred spontaneously in the absence of a decisive attribute (Experiment 2). The coherence shift preceded commitment to choice. These findings favor constraint-satisfaction models of decision making.     

Contributions of the nucleus accumbens and its subregions to different aspects of risk-based decision making

The nucleus accumbens (NAc) has been implicated in mediating different forms of decision making in humans and animals. In the present study, we observed that inactivation of the rat NAc, via infusion of GABA agonists, reduced preference for a large/risky option and increased response latencies on a probabilistic discounting task. Discrete inactivations of the NAc shell and core revealed further differences between these regions in mediating choice and response latencies, respectively. The effect on choice was attributable to reduced win–stay performance (i.e., choosing risky after a being rewarded for a risky choice on a preceding trial). Moreover, NAc inactivation altered choice only when the large/risky option had greater long-term value, in terms of the amount of food that could be obtained over multiple trials relative to the small/certain option. Inactivation of the NAc or the shell subregion also slightly reduced preference for larger rewards on a reward magnitude discrimination. Thus, the NAc seems to play a small role in biasing choice toward larger rewards, but its contribution to behavior is amplified when delivery of these rewards is uncertain, helping to direct response selection toward more favorable outcomes.     

Integrity Testing and Deviance: Construct Validity Issues and the Role of Situational Factors

Two studies were conducted to investigate relationships among several types of preemployment integrity tests and situational factors which could play a role in employee deviance. In one study, three integrity measures were administered to subjects who were told to assume the role of job applicant for a position in either a large, small, or unspecified organization. Moral development stage, social desirability, and demographic data were collected. While there was some construct consistency across the different integrity measures, the expected relation between honesty and moral development was not found. There was also no difference in integrity test scores as a function of the organizational size manipulation. In a second laboratory study in which subjects were asked to play the role of job incumbents, both size and perceived equity of organizational climate were experimentally manipulated. The dependent measure was a scale of likelihood of engaging in organizationally proscribed behaviors. While again no effect was found for organizational size, those individuals who perceived themselves as employed in an organization in which employees are mistreated tended to report greater likelihood of engaging in organizational deviance. Implications for integrity testing in personnel selection are discussed.     

What makes a salary seem reasonable? Frequency context effects on starting‐salary expectations

Although considerable research attention has been directed at understanding perceptions of salary fairness, very little attention has been given to how salary expectations are formed or how trivial elements of the job search context may influence these expectations. Two experiments demonstrated how the simple manipulation of response options for a multiple‐choice item may influence subsequent salary expectations and salary satisfaction. Results are discussed in light of Parducci's (1995) contextual theory.     

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N?=?475) and one retrospective field study among actual job applicants (N?=?335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods.

     

Adding versus averaging: Evaluability theory applied to job choice decisions

While the unique roles of individual job attributes (e.g., salary and benefits) in job and organizational attraction have received extensive research attention, research examining the mechanisms through which an overall evaluation of a job option is made by combining evaluations of individual attributes is scarce. The current study examined the process through which job choice decisions are made under three conditions: when evaluating a single job offer, when comparing two job offers, and when evaluating more than two job offers. In Study 1, it was found that when a single job offer is evaluated, the average of perceived values of attributes in an offer (e.g., the perceived attractiveness of a salary) drives the choice, whereas the difference between jobs is what matters when two jobs are evaluated simultaneously, potentially leading to a preference reversal between conditions when the same two jobs are evaluated. In Study 2, it was found that average values of attributes across options (e.g., average salary in all job offers received) influence job choice when more than two job offers are evaluated simultaneously. These findings indicate that in all three conditions, job choice decisions are influenced by the evaluability of the choice set, which becomes low when a single job offer is evaluated without any context, or when more than two job offers are evaluated simultaneously, and becomes high when two jobs are compared with each other. When evaluability is low, candidates resort to averaging as the decision rule, whereas adding is used when evaluability is high.     

Criteria instability and the isolated option effect

In two-stage choices, decision makers often compare a new (isolated) option with the winner from the first stage. Previous research has identified a choice advantage for an isolated option, ostensibly due to loss aversion. We propose an alternative mechanism suggesting that instability of the criteria used in each choice stage is the main driver of the isolated option effect. Results from a series of experiments support the criteria instability account and not loss aversion as the explanation for the isolated option effect.     

JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS

Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work-family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes.     

TELL ME SOME MORE: EXPLORING HOW VERBAL ABILITY AND ITEM VERIFIABILITY INFLUENCE RESPONSES TO BIODATA QUESTIONS IN A HIGH‐STAKES SELECTION CONTEXT

Although self‐rated or self‐scored selection measures are commonly used in selection contexts, they are potentially susceptible to applicant response distortion or faking. The response elaboration technique (RET), which requires job applicants to provide supporting information to justify their responses, has been identified as a potential way to minimize applicant response distortion. In a large‐scale, high‐stakes selection context (N= 16,304), we investigate the extent to which RET affects responding on a biodata test as well as the underlying reasons for any potential effect. We find that asking job applicants to elaborate their responses leads to overall lower scores on a biodata test. Item verifiability affects the extent to which RET decreases faking, which we suggest is due to increased accountability. In addition, verbal ability was more strongly related to biodata item scores when items require elaboration, although the effect of verbal ability was small. The implications of these findings for reducing faking in personnel selection are delineated.     

Imagine Me and You,I Do: Effects of imagined intergroup contact on anti‐fat bias in the context of job interviews

Imagined intergroup contact (IIC) has been demonstrated to alleviate prejudice toward social groups as a whole, but the extent to which it prevents biases in ratings of individual job candidates has not yet been examined. This study uses a simulated employment interview where a female candidate either higher or lower in body fat is rated by participants who have undergone an IIC or a control manipulation. IIC successfully alleviated discrimination in ratings of interviewee competence but had no significant effect on ratings of warmth. Competence ratings fully mediated the effect of the two‐way interaction of IIC and interviewee body fat on a dichotomous hiring recommendation provided 1 week later. IIC may be an effective and inexpensive intervention for reducing bias in job interview contexts.     

Chimpanzees (Pan troglodytes) can wait,when they choose to: a study with the hybrid delay task

Self-control has been studied in nonhuman animals using a variety of tasks. The inter-temporal choice (ITC) task presents choices between smaller–sooner (SS) and larger–later (LL) options. Using food amounts as rewards, this presents two problems: (a) choices of the LL option could either reflect self-control or instead result from animals’ difficulty with pointing to smaller amounts of food; (b) there is no way to verify whether the subjects would not revert their choice for the LL option, if given the opportunity to do so during the ensuing delay. To address these problems, we have recently introduced a new protocol, the hybrid delay task, which combines an initial ITC with a subsequent accumulation phase in which selection of the SS option leads to its immediate delivery, but choice of the LL option then leads to one-by-one presentation of those items that continues only as long as the subject does not eat any of the accumulated items. The choice of the LL option therefore only reflects self-control when the number of items obtained from LL choices during the accumulation phase is higher than what could be received in the SS option. Previous research with capuchin monkeys demonstrated that their apparent self-control responses in the ITC task may have overestimated their general self-control abilities, given their poor performance in the hybrid delay task. Here, chimpanzees instead demonstrated that their choices for the LL option in the ITC phase of the hybrid delay task were confirmed by their ability to sustain long delays during accumulation of LL rewards.     

Effects of associatively significant posttrial stimuli on learning and memory

Pigeons were trained on a delayed conditional discrimination in which the choice between two simultaneously presented stimuli depended on how the trial started. Choice of one of the stimuli was reinforced if the trial had been initiated by presentation of a food sample and choice of the other was reinforced if no sample had been presented. Subsequently, test trials were administered on which an associatively significant stimulus was presented during the retention interval. This manipulation was intended to modulate the short-term retention of information about the food sample. It was found that performance on food sample test trials was enhanced by presentation of an excitor for food, disrupted by presentation of an inhibitor for food and unaffected by presentation of an associatively neutral stimulus. The impact of these posttrial stimuli was also assessed on the ability of the food sample to serve as a reinforcer. This was done by recording the development of responding to a keylight that signalled the food sample on these test trials. Compared to the associatively neutral stimulus, both the excitor and the inhibitor interfered with the development of keypecking. These results are discussed with regard to the issue of how posttrial events modulate associative learning.