Social Information Processing Research Articles

New Thoughts on Research Framework for Integrating Leader Voice-Taking Behavior: A Literature Review Based Study

Objective: The purpose of this study is to conduct a relatively comprehensive literature review with leader voice-taking behavior as the core dimension in order to construct a logical quantitative research framework for studying organizational innovation in the hospitality industry. Theoretical Framework: The framework can be used to guide the optimization of management processes in Chinese hospitality industry, especially in response to corporate innovation problems caused by leaders who do not pay attention to the voices of their front-line employees (FLEs). Method: This study used a theoretical integration of a conventional review of literature textual research, drawing on persuasion theory, social information processing theory, and affective event theory to explain a model of leader voice-taking behavior. Results and Discussion: The findings of this paper more systematically integrates the logical relationships between the dimensions related to leader voice-taking behavior, including message factors (promotive voice, prohibitive voice, issue importance, voice directness), source factors (employee’s voice efficacy, value congruence, employee loyalty, employee expertise) and context factors (diversity, LMX) as predictable antecedents of leader voice-taking behavior. On the other hand, FOCC and affective factors (positive emotions, relational energy) are potentially mediating the relationship between leader discourse behavior and service innovation in FLEs. Research Implications: This study provides theoretical support for leadership-employee related behavioral theories, emphasizes the role of voice-taking behavior in corporate innovation, and is instructive for quantitative analysis of Chinese hospitality industry related to this type of research. Originality/Value: This study contributes to the literature review by leader voice-taking behavior. This is academically capable of guiding other related research and has a strong academic value.

The double‐edged sword of ethical leadership: Investigating when and why ethical leadership promotes versus inhibits team performance

AbstractAlthough previous studies pointed towards a positive association of ethical leadership and team performance, we suggest that ethical leadership may have unintended, paradoxical effects on interpersonal dynamics within the team, and, ultimately, team performance. Drawing on social information processing theory, we propose that ethical leadership can be a mixed blessing, with paradoxical impacts on team performance via two distinct pathways—task and relationship conflicts, contingent upon the team's informal power disparity. Specifically, we propose that ethical leadership has a positive indirect effect on team performance via reducing relationship conflict but a negative indirect effect on team performance via suppressing task conflict. Those indirect effects are more pronounced when the team has a more egalitarian power structure among their members. Results from a three‐wave field study, in which we surveyed 90 work teams in China, provided support for our conceptual model. Our findings reveal the benefits and costs of ethical leadership and the importance of examining informal power disparity in this leadership process.

Atypical neural encoding of faces in individuals with autism spectrum disorder.

Individuals with autism spectrum disorder (ASD) experience pervasive difficulties in processing social information from faces. However, the behavioral and neural mechanisms underlying social trait judgments of faces in ASD remain largely unclear. Here, we comprehensively addressed this question by employing functional neuroimaging and parametrically generated faces that vary in facial trustworthiness and dominance. Behaviorally, participants with ASD exhibited reduced specificity but increased inter-rater variability in social trait judgments. Neurally, participants with ASD showed hypo-activation across broad face-processing areas. Multivariate analysis based on trial-by-trial face responses could discriminate participant groups in the majority of the face-processing areas. Encoding social traits in ASD engaged vastly different face-processing areas compared to controls, and encoding different social traits engaged different brain areas. Interestingly, the idiosyncratic brain areas encoding social traits in ASD were still flexible and context-dependent, similar to neurotypicals. Additionally, participants with ASD also showed an altered encoding of facial saliency features in the eyes and mouth. Together, our results provide a comprehensive understanding of the neural mechanisms underlying social trait judgments in ASD.

Social cognition in children with neurofibromatosis type 1

ABSTRACT Introduction Neurofibromatosis type 1 (NF1) is a genetic pathology that can lead to impaired social functioning that has a negative impact on patients’ quality of life. To date, although the hypothesis of impaired social cognition has been proposed as a potential explanation for these difficulties, very few studies have focused on theory of mind in children with NF1. Furthermore, other complex sociocognitive abilities have never been investigated. The aim of the present study was to assess theory of mind, moral reasoning, and social information processing in children with NF1 compared with a control group. Method We administered the Paediatric Evaluation of Emotions, Relationships and Socialization® to 38 children with NF1 aged between 8 years and 16 years 11 months (mean = 11.4, SD = 2.3) and 43 control children with comparable sociodemographic characteristics. Results Patients performed significantly worse than controls on moral reasoning and social information processing tests, but there was no significant difference on theory of mind. Conclusions These results seem to confirm the presence of social cognition difficulties in NF1 that could explain, at least in part, their social difficulties, although not all dimensions are concerned. The differences between the processes we assessed are discussed in relation to the methodologies used to measure them, and raises questions about the complementarity of traditional tools and more ecological assessments.

Investigating the relationship between green human resource management and employees' environmental behavior

AbstractAlthough accumulated evidence has shown that green human resource management (GHRM) has crucial effects on employees' environmental behavior, there is limited research on the underlying mechanisms of the link. Drawing on social information processing theory, we build a multilevel model to test that how and when GHRM has benefits for employees' environmental behavior. For a sample of 866 frontline employees organized into 53 hotels collected from three data sources, we find that GHRM is positively associated with work group green advocacy, which in turn is positively associated with employees' environmental behavior. Moreover, managerial interpretations of environmental issues strengthen the positive effect of work group green advocacy on employees' environmental behavior. Theoretical and practical implications of our results are discussed.

Will human capital humble CEOs? Effects of career variety and education

ABSTRACT Integrating human capital theory, social information processing theory, and literature on humble leadership behaviours, this study takes an initial step to investigate the effects of CEO human capital on CEO humble leadership behaviours. We developed a model that explains how experience human capital (career variety) and education human capital (education level and elite education) independently and jointly influence CEO humble leadership behaviours. We examined the proposed model using multi-source data. The data of the independent variables were hand-collected from multiple sources, including the CSMAR database, corporate websites, and press releases. The data of the dependent variable were collected with an online survey from 175 listed companies. We found that career variety positively influenced CEO humble leadership behaviours, while elite education was negatively associated with CEO humble leadership behaviours. Moreover, career variety and education level had a positive interaction effect on CEO humble leadership behaviours, while career variety and elite education had a negative interaction effect on CEO humble leadership behaviours. Our findings highlight that different types of human capital may exert different impacts. Moreover, apart from the direct impact of one specific type of human capital, various types of human capital can interact to influence CEO humble leadership behaviours.

Electrophysiological correlates of (mis)judging social information.

Social information can be used to optimize decision-making. However, the simultaneous presentation of multiple sources of advice can lead to a distinction bias in judging the validity of the information. While the involvement of event-related potential (ERP) components in social information processing has been studied, how they are modulated by (mis)judging an advisor's information validity remains unknown. In two experiments participants performed a decision-making task with highly accurate or inaccurate cues. Each experiment consisted of an initial, learning, and test phase. During the learning phase, three advice cues were simultaneously presented and the validity of them had to be assessed. The effect of different cue constellations on ERPs was investigated. In the subsequent test phase, the willingness to follow or oppose an advice cue was tested. Results demonstrated the distinction bias with participants over or underestimating the accuracy of the most uncertain cues. The P2 amplitude was significantly increased during cue presentation when advisors were in disagreement as compared to when all were in agreement, regardless of cue validity. Further, a larger P3 amplitude during outcome presentation was found when advisors were in disagreement and increased with more informative cues. As such, the most uncertain cues were related to the smallest P3 amplitude. The findings hint at the possible role of P3 in judging and learning the predictability of social cues. This study provides novel insights into the role of P2 and P3 components during the judgment of social information validity.

Social Identities and Cognitive Information Processing Theory: A Qualitative Analysis

Social identities impact the way individuals see themselves and their career options but career theories have been slow to the call in exploring how social identities interface with theoretical assumptions. The purpose of this study was to examine how social identities affect and inform specific dimensions identified by cognitive information processing (CIP) theory as being essential for effective career decision-making, that is, self-knowledge, options knowledge, decision-making process and skills, career beliefs, and overall career decision. Seventy-six students across ten sections of an undergraduate CIP-based career development course answered questions on an anonymous survey related to how their social identities impacted aspects of their career decision-making. Frequencies for social identities were calculated for each CIP dimension, and 11 categories identified for open-ended responses using the consensual qualitative research-modified approach accompanied pre-determined domains based on CIP theory. Across each component, the most common SI was age and generational differences. While students expressed the influence of social identities as occurring in each CIP dimension, statements related to the self-concept category occurred most often and were present in each domain. Our findings support previous work that the presence and impact of SIs on career decision-making components is undeniable, but also not universal. CIP theory provides a structure and avenues for discussing the role of social identities in career decision-making.

How does humble leadership stimulate employees’ service improvisation in hospitality? A social information processing perspective

PurposeDrawing on social information processing theory (SIP), this paper examines whether and how humble leadership affects employees' service improvisation (ESI) in the hospitality industry. Further, the study investigates the mediating role of psychological safety and the moderating role of creative self-efficacy (CSE).Design/methodology/approachTo test the proposed relationships, the study adopts a cross-sectional design, administering questionnaires to 456 frontline staff in Egypt’s hospitality industry across three main sectors: restaurants, hotels and travel agencies. SPSS 27 and AMOS 22 were used for statistical analysis.FindingsThe study reveals a positive relationship between humble leadership and ESI, partially mediated by psychological safety. Furthermore, CSE not only strengthens the relationship between psychological safety and ESI but also enhances the indirect effect of humble leadership on ESI via psychological safety.Practical implicationsThe study offers valuable insights for practitioners in the hospitality industry. To boost ESI, organizations can incorporate humble leadership attributes into their leadership development programs. Fostering a psychologically safe workplace would facilitate the positive impact of humble leadership on ESI. Recognizing CSE as a pivotal moderator underscores the importance of strategically selecting and developing employees with high CSE. These insights aim to cultivate a more service-oriented and effective workforce in the hospitality industry.Originality/valueThis study significantly contributes to leadership research in the hospitality industry by uncovering a previously unexplored link between humble leadership and ESI. Exploring psychological safety as a mediator and CSE as a moderator enhances our comprehension of how and when humble leadership influences ESI.

How can leaders spark employee creativity? An interpersonal emotion management perspective

Purpose This paper seeks to examine how leaders shape employee creativity by using interpersonal emotion management (IEM) strategies. Drawing on the social information processing (SIP) theory, the authors argue that psychological safety translates leader problem-focused IEM into employee creativity, an impact which is moderated by organizational justice.Design/methodology/approach Data were collected in two waves from 201 employees and their leaders in China. Regression analysis was used to test the hypotheses.Findings Leader problem-focused IEM is positively related to employee creativity, and this relationship is mediated by psychological safety. Organizational justice positively moderates the relationship between leader problem-focused IEM and psychological safety as well as the indirect relationship between leader problem-focused IEM and employee creativity via psychological safety.Originality/value This paper identifies a novel and useful predictor of employee creativity from the perspective of leader problem-focused IEM and provides practical insights for organizations regarding ways of improving employee creativity.

Evolution of olfactory receptor superfamily in bats based on high throughput molecular modelling.

The origin of flight and laryngeal echolocation in bats is likely to have been accompanied by evolutionary changes in other aspects of their sensory biology. Of all sensory modalities in bats, olfaction is perhaps the least well understood. Olfactory receptors (ORs) function in recognizing odour molecules, with crucial roles in evaluating food, as well as in processing social information. Here we compare OR repertoire sizes across taxa and apply a new pipeline that integrates comparative genome data with protein structure modelling and then we employ molecular docking techniques with small molecules to analyse OR functionality based on binding energies. Our results suggest a sharp contraction in odorant recognition of the functional OR repertoire during the origin of bats, consistent with a reduced dependence on olfaction. We also compared bat lineages with contrasting different ecological characteristics and found evidence of differences in OR gene expansion and contraction, and in the composition of ORs with different tuning breadths. The strongest binding energies of ORs in non-echolocating fruit-eating bats were seen to correspond to ester odorants, although we did not detect a quantitative advantage of functional OR repertoires in these bats compared with echolocating insectivorous species. Overall, our findings based on molecular modelling and computational docking suggest that bats have undergone olfactory evolution linked to dietary adaptation. Our results from extant and ancestral bats help to lay the groundwork for targeted experimental functional tests in the future.

Neighborhood features moderate genetic and environmental influences on children's social information processing.

Neighborhood is a key context where children learn to process social information; however, the field has largely overlooked the ways children's individual characteristics might be moderated by neighborhood effects. We examined 1,030 six- to 11-year-olds (48.7% female; 82% White) twin pairs oversampled for neighborhood disadvantage from the Twin Study of Behavioral and Emotional Development in Children. We evaluated neighbor reports (N = 1,880) of neighborhood structural and social characteristics as moderators of genetic and environmental influences on children's social processing. Although there was no evidence of moderation for children's hostile attributions, there was robust evidence that the social and structural characteristics of the neighborhood moderated the genetic and environmental origins of children's positive expectations of aggressive behavior. Specifically, we found that genetic influences on aggressive expectations increased in the presence of neighborhood deprivation and decreased in the presence of protective social processes and availability of resources. Such findings suggest that protective neighborhood social processes may buffer against the development of aggressive expectations during middle childhood by suppressing the expression of genetic influences on those outcomes. In doing so, they suggest that neighborhood social processes may be able to promote youth resilience to neighborhood deprivation "under the skin." (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Neural correlates of aggression outcome expectation and their association with aggression: A voxel-based morphometry study

BackgroundAggression outcome expectation is an important cognitive factor of aggression. Discovering the neural mechanism of aggression outcome expectation is conducive to developing aggression research. However, the neural correlates underlying aggression outcome expectation and its effect remain elusive. MethodsWe utilized voxel-based morphometry (VBM) to unravel the neural architecture of aggression outcome expectation measured by the Social Emotional Information Processing Assessment for Adults and its relationship with aggression measured by the Buss Perry Aggression Questionnaire in a sample of 185 university students (114 female; mean age = 19.94 ± 1.62 years; age range: 17–32 years). ResultsWe found a significantly positive correlation between aggression outcome expectation and the regional gray matter volume (GMV) in the right middle temporal gyrus (MTG) (x = 55.5, y = −58.5, z = 1.5; t = 3.35; cluster sizes = 352, p < 0.05, GRF corrected). Moreover, aggression outcome expectation acted as a mediator underlying the association between the right MTG volume and aggression. ConclusionsThese results revealed the neural correlates of aggression outcome expectation and its effect on aggression for the first time, which may contribute to our understanding of the cognitive neural mechanism of aggression and potentially identifying neurobiological markers for aggression.

How and when socially responsible human resource management affects employee voluntary green behavior—evidence from the healthcare sector

To achieve greener healthcare with the goal of net-zero carbon, it is urgent to motivate healthcare-employees to voluntarily participate in green behavior. Our focus is on examining a novel predictor of voluntary green behavior (VGB): socially responsible human resource management (SRHRM). Drawing on social information processing theory, a theoretical model was built to linking SRHRM and VGB. Based on the healthcare sector, we examined the mediating effect of green passion and the moderating effect of CSR attributions in the above mediation. We employed two studies: Study 1, which includes two experiments to examine the boundary of CSR attributions (H1 and H4), and Study 2, which empirically tested the mediated moderation model (H1–H4). We found that (a) SRHRM was positively associated with VGB; (b) green passion mediates the relation between SRHRM and VGB; and (c) CSR attributions moderate the association between SRHRM and green passion and influence the indirect effect of SRHRM on VGB (via green passion). We further elaborate on the implications, acknowledge limitations, and propose directions for future research.

Being a victim: how knowledge hiding affects student creativity and performance in higher education

ABSTRACT Taking the perspective of the hidden object in knowledge hiding of higher education institutions (HEIs), this article explores how HEI students’ perceived knowledge hiding (PKH) affects their knowledge resources in the form of academic creativity and academic performance. Based on social information processing (SIP) theory, we investigate the mediating role of perceived social undermining (PSU) and the moderating role of proactive personality. Using time-lag data from 306 HEI students collected in China, we found that PKH was a strong predictor of PSU, and PSU mediated the negative relationship between PKH and academic creativity and academic performance. In addition, proactive personality not only played a moderating role between PKH and PSU, but also moderated the negative indirect effect of PKH on academic creativity and academic performance (through PSU). Overall, our research expands the literature on the consequences of knowledge hiding from the victim’s perspective.

Social Functioning in Children and Adolescents with ADHD and Autism Spectrum Disorder: A Cross-Disorder Comparison

ABSTRACT Objective Social functioning can be defined according to three main components: social perception, social performance, and social knowledge. Although they are important in daily life relationships and in children’s adaptation, these components have never been tested together in children and adolescents with Attention Deficit/Hyperactivity Disorder (ADHD) or with Autism Spectrum Disorder (ASD) using lab-based tasks. The present study used a cross-disorder approach to compare the performance of children with ADHD and ASD and non-diagnosed (ND) peers utilizing a task that involves these three fundamental social functioning components. Methods Two hundred and twenty-five Italian children (86% boys) aged between 8 and 16 (66 with a clinical diagnosis of ADHD; 51 with a clinical diagnosis of ASD, level 1; 108 ND children) were enrolled. The three groups were matched for age, gender, and IQ. Social functioning was assessed using a lab-based task, including videos of problematic interactions among peers, created ad hoc for the study, and a semi-structured interview based on the Social Information Processing model. Results Data were analyzed using one-way ANOVAs and multinomial mixed effects models. Our findings suggested that both groups with ADHD and ASD presented social functioning difficulties in comparison to ND children. However, a different pattern of performance emerged. Children with ADHD showed higher difficulties in social performance than those with ASD, whereas autistic children revealed more difficulties in social perception and in some aspects of social knowledge. Conclusions Our findings have important clinical implications for assessment, intervention, and differential diagnosis, and should encourage clinicians to investigate different aspects of social functioning and identify specific strengths and weaknesses in each social profile.

Different but Synergistic Effects of Union and Manager Leadership on Member Job Satisfaction.

Existing research has tended to overlook the diverse roles of union leadership in contributing to member attitudes. Drawing on the social information processing theory, this study examines how union leaders' (shop stewards) service-oriented leadership relates to member job satisfaction. To clarify the mechanism underlying this relationship, this study focuses on union instrumentality as a mediator. The research also examines managers' ethical leadership as a conditional factor in the relationship between union leaders' service-oriented leadership and member job satisfaction through union instrumentality. To test our hypothesis, this study analyzed the results of a survey of 603 respondents from two branches of the Korean Metal Workers' Union. The findings of this study indicate that union instrumentality is the link between service-oriented union leadership and member job satisfaction. Additionally, the strength of the mediated relationship between the aforementioned factors through union instrumentality is contingent on managerial ethical leadership. This study contributes to an integrated understanding of the way in which service-oriented union stewards and ethical managers influence member job satisfaction through their leadership.

Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship

AbstractHuman resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision‐making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization.

Mothers' and fathers' neural responses toward gender-stereotype violations by their own children.

Gender stereotypes facilitate people's processing of social information by providing assumptions about expected behaviors and preferences. When gendered expectations are violated, people often respond negatively, both on a behavioral and neural level. Little is known about the impact of family kinship on the behavioral and neural reactions to gender-stereotype violations. Therefore, we examined whether parents show different responses when gender stereotypes are violated by their own children vs unknown children. The sample comprised 74 Dutch families with a father (Mage = 37.54), mother (Mage = 35.83), son, and daughter aged 3-6 years. Electroencephalography measurements were obtained while parents viewed pictures of their own and unknown children paired with toy or problem behavior words that violated or confirmed gender stereotypes. In half of the trials, parents evaluated the appropriateness of toy-gender and behavior-gender combinations. Parents showed stronger late positive potential amplitudes toward gender stereotype-violating behaviors by own children compared to unknown children. Moreover, parents' P1 responses toward gender stereotype-violating child behaviors were stronger for boys than for girls and for parents who evaluated gender-stereotype violations as less appropriate than gender-stereotype confirmations. These findings indicated that gender-stereotype violations by parents' own children are particularly salient and viewed as less appropriate than gender-stereotype confirmations.

How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context

AbstractWith heightened uncertainties and risks in the fluctuating business environment, existing studies have concentrated on elucidating how service organizations leverage human resource practices to adapt to and survive such unforeseen and disruptive threats. However, how such practices could serve the strategic objective of cultivating a sustainably thriving workforce across different situations is not well understood. Thriving is a core transitional state that fosters positive behaviors, such as creative customer‐related problem‐solving. Applying social information processing theory, we propose and test a model by exploring how organizations that engage in thriving‐oriented human resource management (HRM) encourage employees to take responsibility and promote constructive change, thereby activating their creative problem‐solving behaviors. Specifically, we theorize and develop measures to promote thriving‐oriented HRM in Study 1. In Study 2, we collected multisource and multi‐wave data from 296 frontline service employees and 45 supervisors in China. Our findings reveal that thriving‐oriented HRM is positively related to felt responsibility for change, which ultimately encourages creative problem‐solving. We also show that the threat imposed by a crisis, that is, the COVID‐19 pandemic, strengthens the positive relationship between thriving‐oriented HRM and felt responsibility for change. Our study contributes to the HRM literature, especially on thriving‐oriented HRM and employee perception, and has practical implications for service organizations in the uncertain context.