情绪变量对人际信任判断的影响作用

当前人际信任的作用变得尤为突出,人际信任问题的研究也成为社会各界关注的课题。分析影响人际信任的因素,探讨情绪对人际信任的影响,通过理论研究具体情绪对个体人际信任判断的影响,具有不同效价和控制评价的情绪在信任判断中的影响差异,情绪的控制评价、情绪源的显著性以及信任者对受信任者的熟悉程度在情绪对信任判断的影响过程中起到的调节作用。     

产品伤害中不同忠诚度顾客情绪反应及行为意向的差异性研究

产品伤害发生后,顾客会对伤害责任进行归因,并表现出不同的情绪和反应。本文通过现场实验,研究在产品伤害外部归因情境下,不同忠诚度顾客的情绪反应和行为意向,研究结果表明,忠诚顾客会基于"我信任的企业伤我最深"的情感认知而表现出更强的愤怒情绪,并通过报复或负向口碑宣传来惩罚企业,而非忠诚顾客会基于自己错误选择的认知而表现出更强的后悔情绪,并通过转换或沉默的应因措施以降低其负面情绪。     

研发团队领导愤怒对团队创新绩效的影响：情绪与认知的双路径

领导愤怒是个体在组织中最易被感知并会对其做出回应的一种消极情绪,其会对个体行为具有差异化的影响。而在研发团队中,领导愤怒是否会对团队创新绩效造成影响及如何影响,目前尚未见直接的研究成果。本文通过运用经验抽样法,对科技型企业的研发团队进行调查,试图探讨领导愤怒与团队创新绩效之间的作用机制。结果发现：领导愤怒对团队创新绩效有显著的负向影响;团队情绪和团队自省在领导愤怒和团队创新绩效之间起中介作用;领导-成员交换分别在领导愤怒与团队情绪、领导愤怒与团队自省之间起调节作用,即在较高水平的领导-成员交换下,领导愤怒对团队情绪正向影响和对团队自省负向影响越弱。这既补充了中国情境下领导愤怒领域的相关研究成果,又为解决团队中面临的情绪问题提供了新的思路。     

社会负面事件中情绪的作用机理研究

研究发现,人们的集体内疚情绪和愤怒情绪都与感知伤害程度正相关。同时,集体内疚情绪更容易引发反省自我的行为意图,而愤怒情绪更容易带来惩罚他人的行为意图。另外,当群体认同较高时,更容易诱发人们的集体内疚情绪,而当群体认同较低时,更容易诱发愤怒情绪。由此,在社会层面将2种情绪结合起来,对比了情绪的诱因差异和效应差异。     

投资者现状偏见及其影响因素的实验研究

现状偏见是影响投资者决策的一个重要因素,现有的研究主要利用前景理论对其进行阐释。框架效应、投资者情绪以及信息结构在投资者现状偏见中发挥着重要作用,本文利用实验的方法研究了三者对投资者现状偏见的影响,研究结果表明:差值投资组合框架中投资者被试的现状偏见程度高于比率投资组合框架中投资者被试的现状偏见程度;三种情绪组中均存在投资者现状偏见,积极情绪下被试的偏见水平较低,消极情绪下被试的偏见水平较高;被试选择信息结构确定的选项是选择信息模糊选项的5倍,投资者被试对外在现状赋值的偏见程度小于自我现状赋值。     

有话好好说：建言者情绪、建言类型对上级采纳建言的影响及其内在机制

员工通过建言向上级指出问题或提出想法,被上级采纳才能真正发挥作用。基于情绪即社会信息模型,分析了建言者情绪和建言类型对上级采纳建言的影响及其内在机制。以133名管理人员为样本,采用模拟情境实验,2(积极情绪/消极情绪)×2(促进性建言/抑制性建言)被试间设计,结果发现：建言者情绪的主效应显著,上级更多采纳以积极情绪提出的建言;建言类型的主效应显著,上级更多采纳促进性建言;建言者情绪和建言类型的交互效应显著,当建言者提出抑制性建言时,建言者情绪对上级采纳建言的影响更大;建言者情绪、建言类型及其交互效应通过感知的建言者忠诚的中介作用影响上级采纳建言。最后,讨论了研究的理论贡献与管理启示,并提出了未来研究方向。     

领导愤怒表达对下属的影响及作用机制研究综述

传统观点认为,领导消极情绪往往会对下属的情绪、行为和工作产出等产生负面影响。但是越来越多的研究发现,在适当的情况下,领导愤怒会对下属产生积极影响。领导愤怒会通过影响下属情绪产生作用,还可能通过下属的认知推理对下属产生影响。领导个体层面、下属个体差异及触发愤怒的原因、任务类型等变量,都会调节领导愤怒对下属产生的影响。未来可以对领导愤怒的前因进行专门研究,以及考虑情境因素对领导愤怒作用机制的影响,对比研究领导愤怒影响的长期结果和短期结果是否不同等。     

上司创意拒绝、知识型员工离散情绪与趋避行为——基于情绪认知评价理论视角

本研究基于情绪认知评价理论,旨在探究上司创意拒绝对知识型员工离散情绪和趋避行为的影响机制及创意拒绝归因的边界条件作用。基于一项多时点回顾式问卷调查和两项情境实验,研究发现：（1）上司创意拒绝对知识型员工人际偏离、工作退缩和自我改善均存在显著正向影响;（2）知识型员工愤怒情绪中介创意拒绝对人际偏离和工作退缩的影响,焦虑情绪中介创意拒绝对工作退缩和自我改善的影响,羞愧情绪中介创意拒绝对自我改善的影响;（3）创意拒绝归因调节上司创意拒绝对知识型员工愤怒和羞愧情绪的直接作用,以及通过愤怒和羞愧情绪对趋避行为的间接作用。具体而言,当员工对创意拒绝做出“对人不对事”消极归因时,更易触发愤怒情绪,此时创意拒绝通过愤怒对人际偏离和工作退缩的间接作用更强;相比之下,当员工做出“对事不对人”积极归因时,更易触发羞愧情绪,此时创意拒绝通过羞愧对自我改善的间接作用更强。     

多代理人网络中信任与可信度的实验研究

在经典的1位委托人对1位代理人的信任博弈实验的基础上设计了一位委托人对两位代理人的信任博弈实验,以观察存在多位代理人时委托人和代理人之间的信任水平和可信度.通过与经典单代理人信任博弈实验对比,发现多代理人信任实验中的委托人在面对2位陌生代理人的时候表现出更高的信任水平,并且委托人倾向于在2位代理人之间平均分配投资总额.回归分析结果表明委托代理关系网络结构的确对委托人的信任水平有显著影响,另外,委托人的风险偏好和成长环境等因素也对其信任水平产生显著影响.总之,尽管不同网络结构中代理人的可信度之间并没有明显差异,社会整体的效率在多代理人情境下得到显著提升.     

社交电商中融合信任和声誉的图神经网络推荐研究

社交电商可依据用户间的社交关系为用户提供感兴趣的商品或服务。现有研究多基于社会信任或社会声誉进行推荐，却忽略了信任与声誉间的相互作用，导致推荐效果欠理想。针对以上问题，本文提出了一种融合信任(Trust)和社会声誉(Social Reputation)的图神经网络推荐算法(TSR-GM)，采用社会声誉来深度刻画用户关系在推荐系统中的作用，利用社交网络中用户被信任程度对用户声誉进行排名，以图神经网络量化整合用户信任与声誉，并将结合后的新矩阵不断校正以获取更准确的用户信任，以此对矩阵分解后得到的新评分模型更新，最终得到更准确度量的预测评分矩阵。运用Epinions数据集开展的相关实验表明：与同类方法比，TSR-GM算法对提高推荐精度有较好效果。     

Why do users trust algorithms? A review and conceptualization of initial trust and trust over time

Algorithms are increasingly playing a pivotal role in organizations' day-to-day operations; however, a general distrust of artificial intelligence-based algorithms and automated processes persists. This aversion to algorithms raises questions about the drivers that lead managers to trust or reject their use. This conceptual paper aims to provide an integrated review of how users experience the encounter with AI-based algorithms over time. This is important for two reasons: first, their functional activities change over the course of time through machine learning; and second, users' trust develops with their level of knowledge of a particular algorithm. Based on our review, we propose an integrative framework to explain how users’ perceptions of trust change over time. This framework extends current understandings of trust in AI-based algorithms in two areas: First, it distinguishes between the formation of initial trust and trust over time in AI-based algorithms, and specifies the determinants of trust in each phase. Second, it links the transition between initial trust in AI-based algorithms and trust over time to representations of the technology as either human-like or system-like. Finally, it considers the additional determinants that intervene during this transition phase.     

Increasing trust improves productivity

The author describes the Management by Trust system and its application in two plants in India: the practical difficulties encountered and the rewards in terms of improved interpersonal relationships and increased levels of trust, which are reflected in more effective performance and a higher level of productivity.     

Communication after an integrity-based trust violation: How organizational account giving affects trust

How can an organization repair trust through communication after an ethical failure? This study examines how trust is repaired after an integrity-based trust violation using three different accounts: apology, excuse, and refusal. In our approach, we rely on two strands of attribution theory, which suggests that different attributions for responsibility and credibility affect trust. An experiment with n = 368 was conducted to explore trust repair effectiveness of apology versus refusal and apology versus excuse after an integrity-based trust violation. Results revealed apology as a double-edged sword; it repairs trust more successfully than refusal and excuse because it is evaluated as more credible. However, it is less successful than refusal and excuse because it is evaluated as more responsible.     

The effect of trust on international joint venture performance in China

The role of trust between the parent companies of international joint ventures (IJVs) is re-examined, and it is suggested that trust between parents is not only a major predictor of the achievement of financial and non-financial goals by IJVs as reported in the literature, but also moderates the relationship between IJV performance and certain contextual factors.Based on the responses of senior executives of IJVs and their parent companies in China, it is confirmed that trust influences IJV performance. The moderating effects of trust on the relationships between IJV performance and local reliance and the experience of executives were confirmed for the senior executive sample, but the moderating effect of cultural distance was not consistent between the firm-level and country-level measures. There was no significant result regarding these moderating relationships for the parent sample, except local reliance.     

E-commerce: the role of familiarity and trust

Familiarity is a precondition for trust, claims Luhmann [28: Luhmann N. Trust and power. Chichester UK: Wiley, 1979. (translation from German)], and trust is a prerequisite of social behavior, especially regarding important decisions. This study examines this intriguing idea in the context of the E-commerce involved in inquiring about and purchasing books on the Internet. Survey data from 217 potential users support and extend this hypothesis. The data show that both familiarity with an Internet vendor and its processes and trust in the vendor influenced the respondents’ intentions to inquire about books, and their intentions to purchase them. Additionally, the data show that while familiarity indeed builds trust, it is primarily people’s disposition to trust that affected their trust in the vendor. Implications for research and practice are discussed.     

网上交易中诚信交易激励机制设计

网上交易中日益增长的欺诈行为阻碍了人们参与网上交易的积极性.激励参与方在网上交易中诚信交易非常必要,而现有的简单反馈机制难以实现激励诚信交易的功能.提出了一种新的网上交易市场中激励诚信交易的机制——注册押金和交易保证金制度.该机制不仅把交易前的交易保证金与交易方信誉指数结合起来防范交易方欺诈,而且重构了每次交易可获得的信誉指数计算方法以激励交易方在长期中保持诚信.通过对该机制下交易方行为的博弈分析,证明了诚信不仅是单阶段博弈的纳什均衡策略,还是长期博弈的子博弈完美纳什均衡策略.最后,通过随机选取eBay市场的交易数据,对机制进行了模拟,并验证了其有效性.     

Consumer trust repair: A critical literature review

Consumers are fundamental to organisational functioning and survival. Their loyalty, commitment, product acceptance and good long-term relationships with firms and brands are underpinned by their trust. Unfortunately, over the last decade or so, we have witnessed some of the more spectacular violations of consumer trust in the history of business. This has led to negative consequences, such as loss of competitive advantage, rage, lack of commitment and decrease in turnover. Consequently, study of trust repair has become an important theoretical concern for a growing number of trust scholars. This article reviews and synthesises existing theory and research on the topic. It first sketches general characteristics of the consumer trust repair literature, including its meta-theoretical underpinning. It then identifies specific strategies associated with consumer trust repair and synthesises them into five categories of trust repair strategies. In addition, this paper highlights theoretical processes that explain why/how trust repair strategies work. Third, the paper proposes six fruitful avenues for future research. This study contributes to the field of consumer trust repair research by critically reviewing and synthesising emerging theory and research on strategies associated with consumer trust repair, by showing why and how these strategies work and by identifying most fruitful research areas.     

Building trust and collaboration between physicians and administrators

If you think someone else's behavior is blocking you from achieving a goal, think again. As a physician leader, there may be something you can do to take responsibility for a situation and make the necessary changes. Learn how you can help build the trust and cooperation needed to make change happen.     

Merger-specific trust cues in the development of trust in new supervisors during an organizational merger: A naturally occurring quasi-experiment

Organizational mergers and subsequent restructurings often create situations in which employees are assigned a new supervisor and they start to form a new relationship. In this study, we investigated how the development of trust in a new supervisor is affected by trust cues specific to the merger context. We conducted a quasi-experiment using three-wave longitudinal data to follow the development of trust throughout two years. About half of the participants were assigned a new supervisor between pre-merger (Time 1) and first post-merger (Time 2) measurement time points, while the remaining participants continued to work with the same supervisor. Results showed that new supervisor's outgroup membership prior to the merger was negatively related, while favorable outgroup attitudes and perceptions of top management reliability were positively related to the development of trust. These cues were important especially in the early phase of the relationship but their relative importance decreased over time.