Evaluating and Improving Probability Assessment in an Ambiguous,Sequential Environment

The current study explores the validity of verbal probability assessments in a sequential and highly ambiguous task, that is, one in which it is virtually impossible to know or learn about the true probabilities of possible outcomes. Participants observed the pre-defined motion of an unmanned aerial vehicle (UAV), such that the participant’s success depended on the UAV reaching a target sector without being spotted by an opponent UAV. At several points in each trajectory, participants’ task was to evaluate the likelihood of reaching the target successfully. The study utilized a 2?×?2 independent-groups factorial design to examine the effect of probability incentivization (Brier vs none), in which participants receive payment based on the nearness of their predictions to actual outcomes, and informational reviews (present vs absent), in which participants engage in detailed discussion with the experimenter, regarding their assessments in seven previous trials before continuing, on probability assessment. A statistically significant main effect of Brier scoring was found, such that Brier based incentivization improved assessment accuracy. The effect of informational review and the interaction effect were not significant. All groups performed significantly better than random and uninformed performance. Outcomes from this study improve our understanding of the validity of online judgments made by operators of unmanned vehicles in strategic settings. It is concluded that non-expert probability assessments carry important information value even in ambiguous settings and even without incentives, and importantly, are further amenable to incentives and training.     

On the distinction between Karma and Rebirth in Hinduism

The doctrines of Kanna and rebirth dovetail so neatly that they are often treated as a single philosophical package. This paper demonstrates that when they are each treated separately in their own right and their possible relationships are re‐examined, it leads to a much more nuanced understanding of not only these concepts but also the issues they were developed to address.     

Microworlds for experimental research: Having your (control and collection) cake, and realism too

Microworlds (MWs) are dynamic computer-generated environments that subjects interact with in the laboratory and that simulate conditions encountered in the field. Precise levels of experimental control and improved accuracy and efficiency of data collection procedures are characteristic of MWs. It is proposed that these benefits are achieved with concomitant gains in internal validity (afforded by high levels of experimental realism) and external validity (afforded by the replication of the temporal-interactive nature of most field phenomena). To illustrate these ideas, three sets of MW studies are described that investigated rumor and behavior in the stock market (Broker), escalation behavior (Inve$tment Choice$), and the application of foraging theory to internet shopping (Cybershopper).     

When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance

In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in workplace deviance. Three studies tested these ideas. All of the studies supported the hypothesized relationships. In addition, self-control was found to be a moderator of the relationship between revenge cognitions and deviant acts; the relationship was weaker for people high in self-control.     

Correction to: Is Ultimate Attribution Error Universal? Inter-group Attribution for Success and Failure among University Students in Delhi

In the abstract, the sixth line should read as “Results indicated that both General Caste category and Scheduled Caste category participants showed no inter-group attribution bias.     

Differences in sharing knowledge interpersonally and via databases: The role of evaluation apprehension and perceived benefits

Knowledge sharing is an essential component of effective knowledge management. However, evaluation apprehension, or the fear that your work may be critiqued, can inhibit knowledge sharing. Using the general framework of social exchange theory, we examined the effects of evaluation apprehension and perceived benefit of knowledge sharing (such as enhanced reputation) on employees' knowledge sharing intentions in two contexts: interpersonal (i.e., by direct contact between two employees) and database (i.e., via repositories). Evaluation apprehension was negatively associated with knowledge sharing intentions in both contexts while perceived benefit was only positively associated with knowledge sharing intentions in the database context. Moreover, compared to the interpersonal context, evaluation apprehension was higher and knowledge sharing lower in the database context. Finally, the negative effects of evaluation apprehension upon knowledge sharing intentions were worse when perceived benefits were low compared to when perceived benefits were high.     

Workplace Familism and Psychological Contract Breach in the Philippines

Cette étude cherche à promouvoir des investigations à fondement théorique sur le vécu familial du travail. Elle apporte sa contribution en proposant et en évaluant la fonction régulatrice du vécu familial du travail en ce qui concerne aussi bien la rupture du contrat psychologique que le comportement civique. Nous avons enquêté auprès de 267 salariés à plein‐temps et avons mis en évidence des effets majeurs des deux sortes de vécu familial du travail (c’est‐à‐dire le vécu familial organisationnel et le vécu familial de la relation avec le supérieur hiérarchique) et de la rupture des obligations relationnelles sur les conduites civiques. Le vécu familial des rapports avec le supérieur intervient aussi dans la relation entre la rupture et le comportement civique, la relation négative entre ces deux termes étant plus affirmée quand le vécu familial vis‐à‐vis du chef est fort. On peut en conclure que les salariés vivant une étroite relation de type familial avec leur supérieur risquent de se sentir trahis et par suite de réagir plus négativement s’ils sont confrontés à une rupture de contrat. On analyse les retombées de ces travaux sur la pratique et les orientations des recherches à venir. The present study addresses the call for theory‐based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviour. We surveyed 267 full‐time employees and found main effects of both types of workplace familism (i.e. workplace organisational and workplace supervisor familism) and breach of relational obligations on civic virtue behaviour. Workplace supervisor familism also moderated the relationship between breach and civic virtue behaviour, with the negative relationship between breach and civic virtue behaviour stronger when workplace supervisor familism was high. This suggests that employees with a high level of workplace supervisor familism may feel a sense of betrayal and, therefore, respond more negatively to contract breach. Implications for practice and directions for future research are discussed.