Social Behavior and Personality: an international journal

Journal Information
ISSN / EISSN : 0301-2212 / 1179-6391
Published by: Scientific Journal Publishers Ltd (10.2224)
Total articles ≅ 3,830
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Latest articles in this journal

Guan Wang, Xiaohu Zhou
Social Behavior and Personality: an international journal, Volume 49, pp 1-15; https://doi.org/10.2224/sbp.10641

Abstract:
We developed and tested a model linking safety innovation resources with safety innovation behavior and safety performance. Participants were 381 employees of blasting, chemical, mining, and other high-risk industries in China. Results show that safety innovation resources were positively associated with safety innovation behavior and safety performance, and that safety innovation behavior played a partial mediating role in this relationship. In addition, leader–member exchange moderated the relationship between safety innovation resources and safety innovation behavior. Our results provide a new theoretical perspective and empirical evidence for safety innovation behavior, and they are a valuable guide for leaders on how to promote safety innovation behavior.
Minjung Roh, Sung-Byung Yang
Social Behavior and Personality: an international journal, Volume 49, pp 1-15; https://doi.org/10.2224/sbp.10825

Abstract:
While some online reviews explicitly praise or criticize a product, others reveal a neutral evaluation. We predicted that extreme reviews would be considered more useful than moderate ones, and that negative reviews would be considered more useful than positive ones. To test these predictions, this study collected a dataset comprising 951,178 reviews of New York restaurants made by 142,286 reviewers on Yelp. com. By combining these two datasets, we incorporated each reviewer's unique reference point into a model and showed that extremely positive or negative reviews were considered more useful than moderate ones and that negative reviews were considered more useful than positive ones. This dominance of negative over positive reviews was also more pronounced in the conditions of larger variance and lower average ratings for restaurants. Overall, these results support the presence and influence of extremity and negativity biases, particularly in the context of high preference heterogeneity.
Qiangqiang Li, Gengdan Hu, Dandan Pan
Social Behavior and Personality: an international journal, Volume 49, pp 1-11; https://doi.org/10.2224/sbp.10841

Abstract:
Although time pressure is closely related to altruistic behavior, there is relatively little research on whether altruistic traits can predict altruistic behavior under time pressure. Using a modified dictator game paradigm, we investigated whether the altruistic traits of agreeableness and social value orientation could predict altruistic behavior under time pressure. We recruited 120 participants for the main study and used a one-factor within-subjects design in which respondents made decisions about allocation of 10 yuan and 100 yuan options under time pressure. Results show that although agreeableness negatively predicted altruistic behavior, and social value orientation positively predicted altruistic behavior under time pressure, these traits were not significantly related to real-life altruistic behavior. Thus, the two altruistic traits differed in their effects on altruistic behavior under intuitive processing, and there were different psychological mechanisms for the effects of the traits on altruistic behavior.
Tuwei Sun, Zhen Li
Social Behavior and Personality: an international journal, Volume 49, pp 1-11; https://doi.org/10.2224/sbp.10902

Abstract:
In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.
Youngsang Kim, Hoonsik Yoo
Social Behavior and Personality: an international journal, Volume 49, pp 1-23; https://doi.org/10.2224/sbp.10824

Abstract:
We analyzed international differences in preferences related to the two dimensional (2D) versus three dimensional (3D) and male versus female external appearance of artificial intelligence (AI) agents for use in self-driving automobiles. We recruited 823 participants in five countries (South Korea, United States, China, Russia, and Brazil), who completed a survey. South Korean, Chinese, and North American respondents preferred a 2D appearance of the AI agent, which appears to result from the religious or philosophical views held in countries with a large or growing number of Christians, whereas Brazilian and Russian respondents preferred a 3D appearance. Brazilian respondents' high rate of functional illiteracy may be the reason for this finding; however, there were difficulties in identifying the reason for the Russian preference. Furthermore, men in all five countries preferred female AI agents, whereas South Korean, Chinese, and Russian women preferred female agents, but in the United States and Brazil women preferred male agents. These findings may offer valuable guidelines for design of personalized AI agent appearance, taking into account differences in preferences between countries and by gender.
Rongbin Ruan, Wan Chen
Social Behavior and Personality: an international journal, Volume 49, pp 1-12; https://doi.org/10.2224/sbp.10316

Abstract:
The extant literature contains conflicting findings about the relationship between organizational identification and employee voice. To estimate a more realistic correlation between these two variables, we conducted a meta-analysis of 40 empirical studies associated with organizational identification and employee voice. We also analyzed cultural context, education level, common method variance, and the measurement scale used in each study as moderators of the relationship between organizational identification and employee voice. The results show that organizational identification had a positive association with employee voice, and that the moderating role of cultural context was not significant, whereas education level, measurement scales, and common method variance were significant moderators. On the basis of our meta-analysis results, we propose that human resource managers pay attention to the effect of organizational identification in eliciting employee voice, and implement policies that allow employees to express more ideas that promote organizational development in practice.
Yuan Fang, Bin Meng, Yitong Liu, Jinhua Liu
Social Behavior and Personality: an international journal, Volume 49, pp 1-8; https://doi.org/10.2224/sbp.10878

Abstract:
Although previous researchers have explored positive outcomes of workplace fun, the workplace fun–employee creativity relationship has received little attention. We investigated the link between workplace fun and employee creativity, and the mediating effect of leader–member exchange (LMX) on this relationship. Participants comprised 226 subordinates and 45 supervisors from Chinese stateowned companies. We employed structural equation modeling analysis to examine the hypotheses. Results show that workplace fun did not have a significant direct relationship with employee creativity. However, LMX fully mediated the workplace fun–employee creativity link. These results suggest that, to promote employee creativity, organizations should create a fun work environment in which employees can develop high-quality LMX.
Guo Cheng, Weiping Yu
Social Behavior and Personality: an international journal, Volume 49, pp 1-18; https://doi.org/10.2224/sbp.10804

Abstract:
Comprehension of the driving factors and dimensional structure of oppositional loyalty (OL), which comprises willingness to pay a price premium, oppositional referrals, schadenfreude, and antibrand actions, is limited. To analyze OL behavior, we collected 453 surveys from Xiaomi mobile online communities. The results show that brand attachment had a positive effect on each dimension of OL. In addition, moral identity positively moderated the brand attachment–oppositional referrals relationship, and negatively moderated the impact of brand attachment on schadenfreude and antibrand actions. Our results can help corporate managers understand OL behavior, and contribute to new understanding of brand loyalty, customer relationships, and business ethics.
Xiaojuan Shi
Social Behavior and Personality: an international journal, Volume 49, pp 1-10; https://doi.org/10.2224/sbp.10547

Abstract:
The purpose of this study was to examine the positive relationship between employee perceived leader humor and employee negative workplace gossip about a leader (NWGL). Using a multiple time point investigation of leaders and followers (N = 168), I found that perceived leader humor was positively related to NWGL and that employee perceived team inclusion mediated this relationship. Further, employee job security moderated the relationship between perceived leader humor and employee perceived team inclusion, and also moderated the mediating effect of employee perceived team inclusion in the link between perceived leader humor and employee NWGL. These findings suggest that the beneficial effects of leader humor are not universal, and that the fostering of leader humor might have unintended negative consequences, that is, increased NWGL through employee perception of team inclusion. Implications for theory and research are discussed.
Chang Wang, Yuzhu Zhang
Social Behavior and Personality: an international journal, Volume 49, pp 1-11; https://doi.org/10.2224/sbp.10769

Abstract:
Cultural factors play an important role in new employees' help-seeking behavior (HSB). The relationship between social face consciousness (SFC), as an aspect of traditional Chinese cultures, and HSB has seldom been explored in empirical studies. To examine the potential mediating effects of perceived social support (PSS) and social anxiety (SA) in the relationship between SFC and HSB, we recruited 682 employees with 1 year or less of experience in the job market to complete the survey. As predicted, SFC had a significantly negative predictive effect on HSB, and the chain mediating effects of PSS and SA in the relationship between SFC and HSB were significant. The results of the study could be used as a reference for training new employees in learning how to seek help when needed.
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