Effects of Visual Representation on Social Influence in Computer‐Mediated Communication

Two experiments investigated if and how visual representation of interactants affects depersonalization and conformity to group norms in anonymous computer‐mediated communication (CMC). In Experiment 1, a 2 (intergroup versus interpersonal) × 2 (same character versus different character) between‐subjects design experiment (N= 60), each participant made a decision about social dilemmas after seeing two other (ostensible) participants’ unanimous opinions and then exchanged supporting arguments. Consistent with the Social Identity model of Deindividuation Effects (SIDE), when the group level of self‐identity was rendered salient in an intergroup encounter, uniform virtual appearance of CMC partners triggered depersonalization and subsequent conformity behavior. By contrast, when the personal dimension of the self was salient, standardized representation tended to reduce conformity. To elucidate the mediation process, Experiment 2 investigated the causal links between depersonalization, group identification, and conformity. The results show that depersonalization accentuated adherence to group norms, both directly and indirectly via group identification.     

Attributional Style and Engagement/Disengagement Responses in the Chinese Workforce

Internal attribution for bad events, along with stable and global attributions, has been regarded as a component of pessimism, a precursor of negative work outcomes. Most evidence in support of this conceptualisation has come from research conducted in individualist cultures. We questioned if internal attribution has the same pessimistic implication in a collectivist culture. Findings from two studies conducted on Chinese employees supported our expectations that the stability and globality dimensions (but not the internality dimension) would predict disengagement responses (such as quitting and being neglectful at work) and lack of engagement responses (such as voicing suggestions and being loyal to the organisation). A reconceptualisation of pessimism in the workplace is therefore necessary. A dimensional, rather than a composite, scoring method is proposed for maintaining the predictive and construct validities of attributional style as an indicator of pessimism.     

The Multiple Source Effect and Synthesized Speech

Two experiments examine the effect of multiple synthetic voices in an e‐commerce context. In Study 1, participants (N= 40) heard five positive reviews about a book from five different synthetic voices or from a single synthetic voice. Consistent with the multiple source effect, results showed that participants hearing multiple synthetic voices evaluated the reviewed books more positively, predicted more favorable public reaction to the books, and felt greater social presence of virtual speakers. The effects were mediated by participants’ feelings of social presence. The second experiment (N= 40) showed that the observed effects persisted even when participants were shown the purely artificial nature of synthesized speech. These results support the idea that characteristics of synthetic voices in doubly disembodied language settings influence participants’ imagination of virtual speakers, and that technological literacy does not hinder social responses to anthropomorphic technologies such as text‐to‐speech (TTS).     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

Psychological Flexibility at Work and Employees' Proactive Work Behaviour: Cross‐Level Moderating Role of Leader Need for Structure

How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross‐level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full‐time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person‐situation interactional research are discussed.     

Does spreading activation summate?

Summary Network models of semantic memory assume implicitly or explicitly that the degree of activation of a node is a monotonic function of the total amount of excitation reaching that node from all sources. For example, the activation level of the node representing apple should be greater if it is receiving excitation due to the activation of the nodes for fruit and pear than if only one of these neighboring nodes is activated. This notion was tested by presenting semantic primes 80 ms or 320 ms before a letter string (e.g., apple or ipple) requiring a lexical decision. The prime stimuli consisted of a pair of simultaneous items that were identical in the single prime condition (e.g., fruit/fruit or pear/pear) or different in the double prime condition (e.g., fruit/pear or pear/fruit), and were either related (target = apple) or unrelated (target = copper) to the target, or neutral. As predicted by the summation of semantic activation assumption of network models there was a larger priming effect (in the 320 ms SOA condition) following the simultaneous activation of two related nodes than following the activation of only one node.This research was supported by grants to the first author from the Natural Sciences and Engineering Research Council of Canada.