Subjects: Other Disciplines >> Synthetic discipline submitted time 2023-10-09 Cooperative journals: 《心理科学进展》
Abstract： With the rise of employee-centered human resource practices in the last two decades, the relationship between high-performance work systems and employee well-being has become an important topic in human resource management research. However, to date, research findings on the relationship between high-performing work systems and employee well-being remain divergent. The reasons are, firstly, the existing studies on the relationship between high-performance work systems and employee well-being mainly focus on some dimensions and indicators, ignoring the multidimensional nature of employee well-being; secondly, the conclusions on the specific strength and direction of the correlation between high-performance work systems and specific dimensions of employee well-being are inconsistent and require systematic and in-depth analysis; thirdly, the existing studies ignore the context in which high-performance work systems affect employee well-being variables, i.e., the boundary conditions of the relationship between the two, especially the role of cultural context and industry differences.Based on 55 independent studies from 53 papers with a total study sample of 51,750, this paper conducted a meta-analysis of the relationship between high performance work systems and employee well-being (subjective well-being, psychological well-being, relational well-being, and health well-being) and examined the moderating effects of cultural differences (power distance, individual-collectivism, and short-term-long-term orientation) and industry differences on the relationship. The results indicate that: (1) there is a significant positive effect of high performance work systems on all dimensions of employee well-being. (2) Cultural contexts moderated the relationship between high performance work systems and employee well-being, and the positive correlations between employees' perceived high performance work systems and subjective well-being, psychological well-being, and health well-being were stronger in high power distance and collectivist-oriented cultural contexts. (3) Industry has a significant moderating effect on the relationship between high-performing work systems and employee well-being. Compared with the production service industry, the positive correlation between perceived high performance work system and subjective well-being was stronger for employees in the health care service industry; however, the positive correlation between perceived high performance work system and health well-being was lower for employees in the health care service industry than in the production service industry.The theoretical contributions of this study lies in: First, the relationship between high performance work system and employee well-being dimensions was clarified and found to have a “consistent effect” rather than a “contradictory effect”. Secondly, it was found that high performance work system has a positive effect on health well-being rather than a negative effect. Finally, the research results on the boundary conditions of the relationship between high-performing work systems and employee well-being were expanded, and the cross-cultural and industry research results on the relationship between the two were enriched. The findings contribute to a comprehensive understanding of the relationship between high-performing work systems and employee well-being, and enlighten the academic community to re-conceptualize and re-examine the value of high-performing work systems.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： The eye-tracking technique has been widely used in behavioural decision-making research owing to its advantages: 1) does not interfere with the decision-making process, 2) objectively collects information and 3) provides accurate and rich process data. To reveal the causality between eye movement and decision making, gaze manipulation could be utilised to examine whether shifting visual attention can alter choice behaviour. Gaze manipulation is classified into two types: exogenous manipulation and gaze-contingent manipulation. The two types of gaze manipulation have the same goals but have different characteristics, thus typically limiting their use for different research areas. Researchers can use exogenous manipulations, including spatial cueing, visual salience and exposure time to enforce participants’ bias towards attending to a particular stimulus since the initial stage of decision making and to alter their choice finally. Fixation count and fixation duration are two common indexes used for exogenous manipulation. One of the limitations of exogenous manipulation is participants’ possible susceptibility to the demand effect. Participants might infer that the stimulus which presents for longer or brighter is the one they are supposed to choose. Designing the framework of exogenous manipulation experiment is easy, and its conclusion has profound significance in our daily life. Therefore, exogenous manipulation can be used to explore which marketing methods can effectively promote customer purchasing and how to improve the effectiveness of advertising design in consumer behaviour research. Gaze-contingent manipulation is an experimental paradigm that interrupts decision makers’ decision processes on the basis of their gaze behaviour. In this paradigm, participants’ gaze is monitored and information relating to their fixation duration in a trial is used to trigger the decision prompt and remind participants to indicate their choice. Last fixation and fixation duration are two common manipulation indexes in such research. This paradigm overcomes the negative impact on the demand effect because researchers need not change the stimuli. However, participants’ eye movements may occasionally fail to trigger the decision prompt which might then generate timed-out trials. Gaze-contingent manipulation has been widely used in consumption choice, intertemporal choice, risky choice, moral choice and cognitive choice, among others, to explore the causal link between eye movement and decision making and to test and compare different decision models on the basis of the decision-making process. Gaze manipulation study has crucial theoretical and practical significance. On the one hand, examining the causal link between eye movement and decision making may help test and compare different decision-making models to provide process evidence that will support the hypotheses of decision-making models. On the other hand, gaze manipulation can alter decision-makers’ choices on the condition that researchers need not change the value of the choice and interfere with the decision-making process. Thus, it can provide ideas to improve decision making from the perspective of information processing. To improve the gaze manipulation experiment and cater for practical needs, we give three suggestions to advance gaze manipulation study. Firstly, future research should fully consider the differences in individual preference and choice strategy to reduce the number of timed-out trials. Before the experiment, researchers should test individual preference and choice strategy differences under different parameters and set unique stimuli for each participant. Secondly, future research should integrate gaze manipulation with computational modelling or other methods to enrich the manipulation indexes. By computational modelling, researchers can determine key indexes with high explanatory power for outcome and improve the effectiveness of gaze manipulation. By machine learning, researchers can remove the redundancy from massive data and effectively and accurately determine manipulation indexes. Thirdly, in the context of the COVID-19 pandemic, future research should extend the research field to human resource management and provide suggestions for the changing work style.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： During the commuting time, the activities employees used to reduce their physical and mental stress and restore their physical and psychological resources to their normal state are called “commuting recovery activities”. Commuting recovery activities may have a dynamic, cross-domain impact on individuals' work passion. Through the diary research method and potential profile analysis, from short-term to long-term research on the dynamic impact, internal mechanism and boundary conditions of commuting recovery activities on work passion, three key issues were planned to be solved. First, how do commuting recovery activities affect employees' harmonious work passion and obsessive work passion and what are their internal mechanisms? Second, how do employees with different self-regulation patterns play a moderating effect based on the mechanism of commuting recovery activities on work passion? Third, how does the different profile of possible combination of commuting recovery activities affect work passion? The in-depth discussion of these issues not only makes up for the neglected but important research flaws in commuting research and recovery research, but also has strong practical significance for people to increase their work passion by carrying out and improving commuting recovery activities.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Inequality is the biggest challenge for global social and economic development, which has the potential to impede the goal of global sustainable development. One way to reduce such inequality is to use artificial intelligence (AI) for decision-making. However, recent research has found that while AI is more accurate and is not influenced by personal bias, people are generally averse to AI decision-making and perceive it as being less fair. Given the theoretical and practical importance of fairness perceptions of AI decision-making, a growing number of researchers have recently begun investigating how individuals form fairness perceptions in regard to AI decision-making. However, existing research is generally quite scattered and disorganized, which has limited researchers’ and practitioners’ understanding of fairness perceptions of AI decision-making from a conceptual and systematic perspective. Thus, this review first divided the relevant research into two categories based on the type of decision makers. The first category is fairness perception research in which AI is the decision-maker. Drawn upon moral foundations theory, fairness heuristic theory, and fairness theory, these studies explain how AI characteristics (i.e., transparency, controllability, rule, and appropriateness) and individual characteristics (demographics, personalities, and values) affect individuals’ fairness perceptions. Existing research revealed that there were three main underlying cognitive mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making: (a) individual characteristics and AI appropriateness affect individuals’ fairness perceptions via their moral intuition; (b) AI transparency affects individuals’ fairness perceptions via their perceived understandability; and (c) AI controllability affects individuals’ fairness perceptions via individuals’ needs fulfillment. The second category is fairness perception research that compares AI and humans as decision-makers. Based on computers are social actors (CASA) hypothesis, the algorithm reductionism perspective, and the machine heuristic model, these studies explained how individuals’ different perceptions of attributes between AI and humans (i.e., mechanistic attributes vs. societal attributes, simplified attributes vs. complex attributes, objective attributes vs. subjective attributes) affect individuals’ fairness perceptions and have revealed some inconsistent research findings. Specifically, some studies found that individuals perceive AI decision makers as being mechanical (i.e., lack of emotion and human touch) and simplified (i.e., decontextualization) than human decision makers, which leads individuals perceive that the decisions made by humans rather than AI are fairer. However, other studies found that compared to human decision makers, individuals regard AI decision makers as being more objective (i.e., consistent, neutral, and free of responsibility) than human decision makers, which leads individuals perceive that the decisions made by AI rather than human are fairer. Also, a small number of studies found that there is no significant difference in individuals’ fairness perceptions between AI decision makers and human decision makers. Such mixed findings reveal that individuals’ fairness perceptions of decision-making may be dependent on the specifical attributes of AI that individuals perceived in different contexts. Based on this systematic review, we proposed five promising directions for future research to help expand fairness perception literature in the context of AI decision-making. That is, (a) exploring the affective mechanisms underlying the relationship between AI or individual characteristics and their fairness perceptions of AI decision-making; (b) exploring the antecedents of interactional fairness perceptions of AI decision-making; (c) exploring fairness perceptions when robotic AI is the decision maker; (d) clarifying the boundary conditions when AI decision-making is considered to be fairer than human decision-making, versus when human decision-making is considered to be fairer than AI decision-making; and (e) exploring fairness perceptions when AI and humans make decisions jointly. We hope this review contribute to the understanding of individuals' fairness perceptions of AI decision-making theoretically and practically.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Feeling trusted by supervisors is not only beneficial for employees’ job attitude and performance, but also for organizational effectiveness. Feeling ability-distrusted, defined as “the extent to which a subordinate perceives that their leader evaluates their ability to be untrustworthy”, is a crucial part of trust research. Previous research has revealed that feeling ability-distrusted by supervisors is detrimental to employees’ self-concept. Nevertheless, this prevailing assumption leaves our understandings of trust incomplete. Traditional Chinese management practice (e.g., “Jijiangfa”) has suggested that supervisors’ distrust may encourage employees to exhibit their better self. However, limited attention has been paid to the potential positive influence of employees' feeling ability- distrusted by their supervisors on their self-concept. For example, when employees perceive ability-distrust from their supervisors, they may lose their confidence in their abilities, or, on the other hand, may be motivated to prove their abilities. Thus, an important question is: Does feeling ability-distrusted by supervisors have both positive and negative effects on subordinates’ self-concept, and if so, why? To address this question, drawing from self-evaluation and psychological reactant theories, we examine the effects of feeling ability-distrusted by supervisors on employees’ job self-efficacy and desire to prove their abilities, which in turn influence employee work effort and job performance. Furthermore, we examine the moderating effect of perceived supervisor competence on the relationship between feeling ability-distrusted by supervisors and employees’ job self-efficacy or employees’ desire to prove their abilities. We conducted one experiment and two multi-wave field studies to test our hypothesis. In Study 1, we designed a 2 × 2 experiment, with 4 different scenarios. The scenarios described the interaction at work between a fictional employee named Wang Chen and his supervisor. We recruited 164 undergraduates from a university and assigned participants randomly to each of the scenarios. Each participant read the scenario and took on the role of Wang Chen. Next, participants reported their job self-efficacy, desire to prove their abilities, manipulation check, and demographics. In Study 2, we initially recruited 227 employees and their immediate supervisors from an insurance company in southern China. Employees were asked to report on their feeling ability-distrusted by their supervisors, job self-efficacy, desire to prove abilities, work effort, perceived supervisor competence, and demographics. One week later, supervisors were asked to report their subordinates’ job performance. Before responding to the surveys, participants were informed that the survey data would be confidential and only used for academic research., There were 195 pairs of matched and usable data for our final sample. In Study 3, we surveyed 266 employees and their supervisors across 65 workgroups. The employees reported on feelings of ability-distrust by their supervisors, perceived supervisor competence, and their demographics. One month later, employees were required to assess self-efficacy on the job, desire to prove their abilities and work effort. Supervisors were then invited to rate employees’ job performance. Results showed that when perceived supervisor competence was high, feeling ability-distrusted by supervisors was negatively associated with job self-efficacy, which in turn, decreased employee work effort and task performance. On the other hand, when perceived supervisor competence was low, feeling ability-distrusted by supervisors was positively associated with employee’s desire to prove their abilities, which in turn increased employee work effort and task performance. This study makes several theoretical contributions. First, we contribute to the literature on trust by challenging the consensus that feeling ability-distrusted by supervisors is unequivocally detrimental to employees’ self- concept. Second, we contribute by identifying an important boundary condition for the effects of feeling ability- distrusted by supervisors. From the perspective of perceived credibility of evaluation information, we found that perceived supervisor competence moderated the effects of feeling ability distrusted. Finally, we contribute to the literature on work effort by identifying an important but neglected antecedent of employee work effort. We suggest that beyond leaders’ positive behavior, their negative behaviors (e.g., expressed distrust) may also lead to employees’ increased work effort when employees perceive supervisor competence to be low.
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