基于P2P的混合过滤文章推荐系统

研究了在分布式的情况下的混合推荐机制,根据P2P环境下文档线性增长的特点,提出了用户兴趣模板的更新算法。实验表明,基于混合过滤的方法推荐效果要远远好于基于内容过滤或基于协作过滤的方法。     

Trick or trait? The combined effects of employee impression management modesty and trait modesty on supervisor evaluations

Prior research on the benefits of modest self-presentation in organizational contexts has shown positive effects on several career-related outcomes, including employees' reputation, organizational support, and mentoring. However, little is known about the nature, mechanisms, and boundary conditions of this promising impression management tactic. Our study addresses this research gap by integrating two theoretical conceptions of modesty, i.e., impression management modesty (IM modesty) and trait modesty. We developed and tested an overarching theoretical model that postulates positive interactive effects of employees' IM modesty and trait modesty on supervisor ratings of employees' likeability, competence, and job performance. Data on 233 employee–supervisor dyads were analyzed using hierarchical regression and conditional process analyses. As expected, the effects of IM modesty were systematically moderated by employees' trait modesty: For employees with high trait modesty, IM modesty demonstrated significant positive effects on supervisor ratings of employee likeability and competence, which in turn were associated with higher job performance ratings. For employees with low trait modesty, however, using IM modesty was neither beneficial nor detrimental to supervisor evaluations. Implications for theory, practice, and avenues for future research are discussed.     

Good Guys Can Finish First: How Brand Reputation Affects Extension Evaluations

This research investigates how consumer evaluations of brand extensions are affected by two distinct types of brand reputation: a reputation for social responsibility built through commitments to societal obligations, versus a reputation for ability developed by delivering quality offerings. Through six studies, we establish that while the two reputation types equivalently influence high fit brand extensions, a reputation for social responsibility (vs. ability) leads to more favorable responses toward low fit brand extensions by inducing a desire to support and help the company that has acted to benefit consumers. Furthermore, the facilitative effect of social responsibility on low fit brand extension evaluations is more prominent among consumers who value close relationships and caring for one another's well‐being (i.e., those with high communal orientation), and tends to dissipate when social responsibility initiatives are tainted with self‐serving motives (i.e., when these initiatives are aligned with the brand's core offering).     

Personal trust extends cooperation beyond trustees: A Mexican study

We studied 2 groups of workers from Oaxaca (Mexico) with different levels of income and education to investigate the role that the affective‐based psychological mechanism of personal trust, as evolutionarily acquired, plays on group cooperation. We measured trust levels through some questionnaires and cooperative behaviour through an iterated prisoner's dilemma under different conditions and analysed trust networks of group members. While these groups did not differ in trust levels or cooperation among trustees, they did differ in terms of cooperation with other group members. Such differences are related to dissimilarities in the trust network topology—as a measure of group cohesion. These results suggest that some personal trust networks extend cooperation within a group beyond trustees in a way that complements the role of the reputation for indirect reciprocity.     

Do chimpanzees learn reputation by observation? Evidence from direct and indirect experience with generous and selfish strangers

Can chimpanzees learn the reputation of strangers indirectly by observation? Or are such stable behavioral attributions made exclusively by first-person interactions? To address this question, we let seven chimpanzees observe unfamiliar humans either consistently give (generous donor) or refuse to give (selfish donor) food to a familiar human recipient (Experiments 1 and 2) and a conspecific (Experiment 3). While chimpanzees did not initially prefer to beg for food from the generous donor (Experiment 1), after continued opportunities to observe the same behavioral exchanges, four chimpanzees developed a preference for gesturing to the generous donor (Experiment 2), and transferred this preference to novel unfamiliar donor pairs, significantly preferring to beg from the novel generous donors on the first opportunity to do so. In Experiment 3, four chimpanzees observed novel selfish and generous acts directed toward other chimpanzees by human experimenters. During the first half of testing, three chimpanzees exhibited a preference for the novel generous donor on the first trial. These results demonstrate that chimpanzees can infer the reputation of strangers by eavesdropping on third-party interactions.     

The social behavior and reputation of the attributionally complex

Attributional complexity (AC, [Fletcher, G. J. O., Danilovics, P., Fernandez, G., Peterson, D., & Reeder, G. D. (1986). Attributional complexity: An individual differences measure. Journal of Personality and Social Psychology, 51, 875–884]) is a construct designed to describe individual differences in the motivation and preference for complex attributions for behavior. Scores on the Attributional Complexity Scale (ACS) have been found to be related to a lesser propensity to error and greater accuracy in social judgment. However, little is known concerning how people who score higher on this scale (the attributionally complex) actually behave or are viewed by others. Participants (n = 178) completed the ACS, their behavior as videotaped during a social interaction was rated by four observers, and they were described by two acquaintances along numerous personality characteristics. Behavior of individuals higher in AC was directly observed to be relatively open, positive, expressive, and socially skilled. Although AC was unrelated to academic achievement or SAT scores, those higher in AC tended to be described by peers as having social wisdom, thoughtfulness, empathy, and openness. The behaviors and personality characteristics associated with AC likely contribute to good social judgment.     

Effects of being watched on self-referential processing,self-awareness and prosocial behaviour

Reputation management theory suggests that our behaviour changes in the presence of others to signal good reputation (audience effect). However, the specific cognitive mechanisms by which being watched triggers these changes are poorly understood. Here we test the hypothesis that these changes happen because the belief in being watched increases self-referential processing. We used a novel deceptive video-conference paradigm, where participants believe a video-clip is (or is not) a live feed of a confederate watching them. Participants completed four tasks measuring self-referential processing, prosocial behaviour and self-awareness under these two belief settings. Although the belief manipulation and self-referential effect task were effective, there were no changes on self-referential processing between the two settings, nor on prosocial behaviour and self-awareness. Based on previous evidence and these findings, we propose that further research on the role of the self, social context and personality traits will help elucidating the mechanisms underlying audience effects.     

以“八卦”为途径的声誉传播及其对合作行为的影响

声誉是人类的合作行为产生和维持的基石,但由于人与人之间的互动所提供的声誉信息有限,如何准确有效地传播声誉成为促进合作的另一个难题。因此,研究者们提出“八卦”可能是声誉传播的重要途径之一。作为一种间接的传播方式,“八卦”如何促进人类合作？其是否是一种准确有效的声誉传播途径？本文从八卦信息的传播者、接收者和八卦对象的角度对以上的问题进行了论述。在合作情景中,传播者乐意对他人的声誉信息进行传播,特别是背叛者的声誉信息,以帮助潜在的受害者;信息的接收者认可传递声誉信息的八卦,并且利用八卦信息辨别合作者,决定与八卦对象的合作行为;八卦同样能够有效地威慑八卦对象,促使八卦对象表现出更高的合作水平。未来的研究应该关注传播者的互惠动机、接收者对信息的主动寻求以及实际发生的八卦对八卦对象的影响,并开展声誉传播的神经机制研究。     

Dispositional antecedents and outcomes of political skill in organizations: A four-study investigation with convergence

We developed a four-study research plan to examine the dispositional antecedents of political skill and its job performance consequences, and also to incorporate the mediating role of reputation, drawing upon a recent theoretical model of political skill in organizations. Study 1 established the psychometric properties of the two reputation scales used in the present research, and also demonstrated the validity of the self-report reputation measure in Study 4. Study 2 tested, and demonstrated support for, the ‘Affability’ dispositional theme as a predictor of political skill, and political skill as predictor of job performance. In Study 3, the political skill-job performance linkage was replicated, but when reputation was investigated as an intermediate linkage, it was found to fully mediate the relationship between political skill and job performance. Study 4 investigated all the linkages examined in Studies 2 and 3, and found that the ‘Active Influence’ dispositional theme predicted political skill, and that the political skill-job performance relationship was fully mediated by reputation. Collectively, these studies demonstrated support for recent theoretical developments in political skill and reputation, suggesting that political skill has dispositional antecedents, and that political skill demonstrates a significant impact on job performance, through reputation. The strengths and limitations of this research are discussed, and directions for future research are provided.     

No Harm,Still Foul: Concerns About Reputation Drive Dislike of Harmless Plagiarizers

Across a variety of situations, people strongly condemn plagiarizers who steal credit for ideas, even when the theft in question does not appear to harm anyone. Why would people react negatively to relatively harmless acts of plagiarism? In six experiments, we predict and find that these negative reactions are driven by people's aversion toward agents who attempt to falsely improve their reputations. In Studies 1–3, participants condemn plagiarism cases that they agree are harmless (i.e., stealing credit from an anonymous source). This effect is mediated by the extent to which participants perceive the plagiarizer to have falsely benefitted from plagiarizing. In Studies 4–5, we demonstrate that this effect is not explained solely by participants’ negative response to lies or violations of permission. In Study 6, participants condemn a plagiarism case in which the idea's original author actually benefits, providing the strongest evidence that people condemn plagiarism for reasons beyond perceived harm. We discuss how this work connects to broader questions of intellectual property and impression management.