Zur Analyse des Bumerang-Effektes

Zusammenfassung In zwei Experimenten wurde mit Hilfe unterschiedlicher sozialer Attitüden und Werthaltungen jeweils die Hypothese geprüft, daß sich Einstellungen nach einstellungskonträrer Agitation in Richtung dieser Agitation oder aber nicht und in Gegenrichtung zur Agitation ändern, je nachdem ob sie weniger oder mehr in allgemeineren Werthaltungen verankert sind. Im Rahmen einer um die Konzeption der Verankerung erweiterten Theorie der kognitiven Dissonanz können damit besser als bisher sogenannte Bumerang-Effekte bei Änderungen von Attitüden erklärt werden.

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Summary In two experiments we tested the following hypothesis concerning social attitudes and value orientations: Attitudes will be changed after counter-attitudinal agitation in the direction of this agitation or in opposite direction depending on their degree of being anchored in general value orientations. With the theory of cognitive dissonance, supplemented by the conception of anchoring, we are now able to explain better than before the so-called boomerang-effects which appear with attitude changes.

     

Team Semantics for Interventionist Counterfactuals: Observations vs. Interventions

Journal of Philosophical Logic - Team semantics is a highly general framework for logics which describe dependencies and independencies among variables. Typically, the (in)dependencies considered...     

Elusive Propositions

Journal of Philosophical Logic - David Kaplan observed in Kaplan (1995) that the principle $\forall p \Diamond \forall q (Qq \leftrightarrow q = p)$ cannot be verified at a world in a standard...     

Closed Structure

Journal of Philosophical Logic - According to the structured theory of propositions, if two sentences express the same proposition, then they have the same syntactic structure, with corresponding...     

Developmental kinesics: How children acquire communicative and non-communicative nonverbal behavior

This article is a position paper concerning the major issues in the study of children's acquistion of nonverbal behavior. In linguistic theory non-verbal behavior may be considered irrelevant, it may be condsidered the precursor of verbal language, or it may be viewed as an integral part of human communication which is verbal and nonverbal. The author opts for the latter theory. Concerning the relationship between what is innate and what is learned, the paper discusses that nonverbal expression is innate, but culture determines its forms and its uses. The paper then presents a brief history of Developmental Kinesics, explaining its technical difficulties and its methodological complexities. It proceeds by documenting the function of maternal nonverbal behavior towards the neonate. Finally, the paper treats the levels of analysis. A distinction is drawn between communicative and non-communicative nonverbal behavior. Its affective, emotional function relates to ego state; its regulatory function governs face-to-face interaction; and its referential, informative function pertains to the message proper. The child also acquires the non-interactional aspects of body movements which distinguish different peoples. Expression and perception must be studied separately; and finally, nonverbal behavior has to be correlated with verbal behavior and particular attention has to be focused on the double bind.     

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Abstract

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N?=?313) and Germany (N?=?190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.