scholarly journals The Situated Assessment Method (SAM^2): Establishing Individual Differences in Habitual Behavior

2021 ◽  
Author(s):  
Léo Dutriaux ◽  
Naomi Clark ◽  
Esther K. Papies ◽  
Christoph Scheepers ◽  
Lawrence Barsalou
Keyword(s):  
Individual Differences ◽  
Assessment Method ◽  
Two Dimensions ◽  
Self Control ◽  
Assessment Instruments ◽  
Composite Measure ◽  
Situated Action ◽  
Individual Level ◽  
Habitual Behavior ◽  
The Individual

From the perspectives of grounded, situated, and embodied cognition, we have developed a new approach for assessing individual differences. Because this approach is grounded in two dimensions of situatedness—situational experience and the Situated Action Cycle—we refer to it as the Situated Assessment Method (SAM2). Rather than abstracting over situations during assessment of a construct (as in traditional assessment instruments), SAM2 assesses a construct in situations where it occurs, simultaneously measuring factors from the Situated Action Cycle known to influence it. To demonstrate this framework, we developed the SAM2 Habitual Behavior Instrument (SAM2 HBI). Across three studies with a total of 442 participants, the SAM2 HBI produced a robust and replicable pattern of results at both the group and individual levels. Three trait-level measures of behavior regularity across 80 behaviors, 40 positive behaviors, and 40 negative behaviors exhibited large reliable individual differences. Several sources of evidence demonstrated the construct validity of these measures. At both the group and individual levels, the SAM2 measure of behavior regularity was associated with factors from the Situated Action Cycle known to influence habitual behavior in the literature (consistency, automaticity, immediate reward, long-term reward). Regressions explained approximately 65% of the variance at the group level and a median of approximately 75% at the individual level. The SAM2 measure of behavior regularity also exhibited well-established interactions with personality measures for self-control and neuroticism. Cognitive-affective processes from the Situated Action Cycle explained nearly all the variance in these interactions. Finally, a composite measure of habitualness established habitual behaviors at both the group and individual levels. Additionally, a composite measure of reward was strongly related to the composite measure of habitualness, increasing with self-control and decreasing with neuroticism.

Individual Level Knowledge Transfer in Virtual Settings

2015 ◽  
Vol 11 (2) ◽  
pp. 29-61 ◽  
Author(s):  
Zeying Wan ◽  
Nicole Haggerty ◽  
Yinglei Wang
Keyword(s):  
Knowledge Transfer ◽  
Virtual Teams ◽  
Virtual Communities ◽  
Virtual Work ◽  
Two Dimensions ◽  
Future Research ◽  
Firm Level ◽  
Individual Level ◽  
Work Arrangements ◽  
The Individual

Since the emergence of the knowledge-based view of the firm in the mid-1990, researchers have made considerable effort to untangle the complexity of how individuals create, capture and realize value from knowledge. To date, this burgeoning field has offered rich and yet diverse insights involving contextual, process and outcome factors that influence individual level knowledge transfer. Concomitantly globalization and advancing technologies have extended virtual work arrangements such as virtual teams and virtual communities on the internet and considerably extended the knowledge base upon which individuals can draw when creating, acquiring, sharing and integrating knowledge. Research on individual level knowledge transfer has also embraced these virtual environments spawning new insights. Hence the objective of this paper is to assess current state of research and identify potential avenues for future research at the intersection of these two dimensions. The authors focus specifically on knowledge transfer research at the individual level instead of the team or firm level and within virtual settings. Applying a process view of knowledge transfer, they synthesize existing findings and discuss issues surrounding the inputs, processes, and outputs. The synthesis reveals both strengths and gaps in the literature. Accordingly, the authors offer directions for future research that may address the gaps and contribute to a more comprehensive understanding of individual level knowledge transfer in virtual settings.

scholarly journals Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice

2017 ◽  
Vol 64 (1) ◽  
pp. 1-18
Author(s):  
Sebastian Uriesi
Keyword(s):  
Organizational Justice ◽  
Work Performance ◽  
Pay For Performance ◽  
Financial Incentive ◽  
Employee Performance ◽  
Performance Pay ◽  
Two Dimensions ◽  
Individual Level ◽  
Positive Effects ◽  
The Individual

Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual – level financial incentive systems are more efficient in fostering work performance than the team – level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.

Subtle Discrimination in the Workplace

2016 ◽  
Author(s):  
Ashleigh Shelby Rosette ◽  
Modupe Akinola ◽  
Anyi Ma
Keyword(s):  
Individual Differences ◽  
Social Categorization ◽  
Two Dimensions ◽  
Employee Rights ◽  
Social Categories ◽  
Individual Level ◽  
Critical Junctures ◽  
Subtle Discrimination ◽  
Prejudice And Discrimination

Despite the laws that protect employee rights, discrimination still persists in the workplace. This chapter examines individual-level factors that may influence subtle discrimination in the workplace. More specifically, it examines how social categories tend to perpetuate the use of stereotypes and reviews contemporary theories of subtle prejudice and discrimination. In addition, the chapter divides discrimination in the workplace along two dimensions, gateways and pathways, and examines the extent to which stereotypes, prejudice, and social categorization processes influence subtle discrimination at these critical junctures in an individual’s career. Finally, it considers the extent to which individual differences may influence a person’s propensity toward prejudice and discrimination.

Justice in Teams

2017 ◽  
Author(s):  
Vincente Martínez-Tur ◽  
Carolina Moliner
Keyword(s):  
Individual Differences ◽  
Organizational Context ◽  
Single Group ◽  
Team Members ◽  
Individual Level ◽  
Successful Model ◽  
Shared Experiences ◽  
The Individual ◽  
Different Levels ◽  
Justice Climate

Traditionally, justice in teams refers to a specific climate—called justice climate—describing shared perceptions about how the team as a whole is treated. Justice at the individual level has been a successful model from which to build the concept of justice in teams. Accordingly, there is a parallelism between the individual and team levels in the investigation of justice, where scholars’ concerns and responses have been very similar, despite studying different levels of construct. However, the specific particularities of teams are increasingly considered in research. There are three concepts (faultlines, subgrouping, and intergroup justice) that contribute to knowledge by focusing on particularities of teams that are not present at the individual level. The shift toward team-based structures provides an opportunity to observe the existence of dividing lines that may split a team into subgroups (faultlines) and the difficulty, in many cases, of conceiving of the team members as part of a single group. This perspective about teams also stimulates the study of the subgroup as a source of justice and the focus on intergroup justice within the team. In sum, the organizational context facilitates shared experiences and perceptions of justice beyond individual differences but also can result in potential conflicts and discrepancies among subgroups within the team in their interpretation of fairness.

scholarly journals Research on Behavior Cause of Limited Space Accident Based on “2-4” Model

2020 ◽  
Vol 198 ◽  
pp. 04010
Author(s):  
Fengjie Yu ◽  
Lijing Zhang ◽  
Gang Tao
Keyword(s):  
Prevention And Control ◽  
Organizational Level ◽  
Behavioral Safety ◽  
Individual Level ◽  
Limited Space ◽  
Habitual Behavior ◽  
The Individual ◽  
Safety Knowledge ◽  
And Control ◽  
Space Operation

In order to prevent accidental casualties in the course of limited space operation, the behavioral safety “2-4” model is used to study the behavioral causes of typical limited space operation accidents. First, the causes of one-time and habitual behavior are studied from the individual level, that is, unsafe action, physical state and safety knowledge, consciousness; then, the research of operational behavior and guiding behavior is studied from the organizational level. Finally, the prevention and control suggestions are put forward to reduce the occurrence of such accidents.

Issues in the Conceptualization and Assessment of Hot Executive Functions in Childhood

2014 ◽  
Vol 20 (2) ◽  
pp. 152-156 ◽  
Author(s):  
Marilyn Welsh ◽  
Eric Peterson
Keyword(s):  
Executive Function ◽  
Individual Differences ◽  
Construct Validity ◽  
Executive Functions ◽  
Effortful Control ◽  
Self Regulation ◽  
Self Control ◽  
Current State ◽  
Research Questions ◽  
The Individual

AbstractOur review examines the current state of the research on hot executive function (EF), as contrasted with cool EF, with regard to the evidence for construct validity. Current theoretical discussions have examined the conceptual overlap among constructs such as hot EF, effortful control, self-control, and self-regulation. We explore this emerging literature with a focus on research questions, tasks, and methods. Finally, we consider the unresolved questions facing the study of hot EF, most notably the difficulty in determining the relative “heat” of a given task based on task content, testing context, and the individual differences among the participants. (JINS, 2014, 20, 1–5)

scholarly journals Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice

2017 ◽  
Vol 64 (1) ◽  
pp. 1-18
Author(s):  
Sebastian Uriesi
Keyword(s):  
Organizational Justice ◽  
Work Performance ◽  
Pay For Performance ◽  
Financial Incentive ◽  
Employee Performance ◽  
Performance Pay ◽  
Two Dimensions ◽  
Individual Level ◽  
Positive Effects ◽  
The Individual

Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual - level financial incentive systems are more efficient in fostering work performance than the team - level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.

The routinization of syntagmatic associations

2020 ◽  
pp. 235-259
Author(s):  
Hans-Jörg Schmid
Keyword(s):  
Individual Differences ◽  
Individual Level ◽  
The Individual

This chapter looks at the routinization of syntagmatic associations and their cooperation with paradigmatic associations. It begins by formulating the syntagmatic-strengthening principle, which states that as syntagmatic associations between sequentially arranged elements are strengthened by repetition, the symbolic, paradigmatic, and pragmatic associations of the whole sequence are strengthened, while those of the component parts are weakened. This principle explains effects such as the phraseological tendency, collocation, lexical and lexico-grammatical chunking, idiomatization, and the emergence of complex grammatical constructions on the individual level. The remainder of the chapter deals with the whole range from small and simple (words, compounds) to large and complex utterance types (complex schematic constructions) in order to demonstrate that the routinization of syntagmatic and paradigmatic associations provides the foundation for two major principles of structure, i.e. linearity and opposition. A case study on individual differences demonstrates the effects of syntagmatic strengthening.

scholarly journals Quantifying segregation in an integrated urban physical-social space

2019 ◽  
Vol 16 (160) ◽  
pp. 20190536 ◽  
Author(s):  
Yang Xu ◽  
Alexander Belyi ◽  
Paolo Santi ◽  
Carlo Ratti
Keyword(s):  
Social Network ◽  
Large Scale ◽  
Social Space ◽  
Human Mobility ◽  
Economic Status ◽  
Physical Space ◽  
Two Dimensions ◽  
Time Resolved ◽  
Individual Level ◽  
The Individual

Our knowledge of how cities bring together different social classes is still limited. Much effort has been devoted to investigating residential segregation, mostly over well-defined social groups (e.g. race). Little is known of how mobility and human communications affect urban social integration. The dynamics of spatial and social-network segregation and individual variations along these two dimensions are largely untapped. In this article, we put forward a computational framework based on coupling large-scale information on human mobility, social-network connections and people’s socio-economic status (SES), to provide a breakthrough in our understanding of the dynamics of spatio-temporal and social-network segregation in cities. Building on top of a social similarity measure, the framework can be used to depict segregation dynamics down to the individual level, and also provide aggregate measurements at the scale of places and cities, and their evolution over time. By applying the methodology in Singapore using large-scale mobile phone and socio-economic datasets, we find a relatively higher level of segregation among relatively wealthier classes, a finding that holds for both social and physical space. We also highlight the interplay between the effect of distance decay and homophily as forces that determine communication intensity, defining a notion of characteristic ‘homophily distance’ that can be used to measure social segregation across cities. The time-resolved analysis reveals the changing landscape of urban segregation and the time-varying roles of places. Segregations in physical and social space are weakly correlated at the individual level but highly correlated when grouped across at least hundreds of individuals. The methodology and analysis presented in this paper enable a deeper understanding of the dynamics of human segregation in social and physical space, which can assist social scientists, planners and city authorities in the design of more integrated cities.

scholarly journals An objective and reliable electrophysiological marker for implicit trustworthiness perception

2020 ◽  
Vol 15 (3) ◽  
pp. 337-346
Author(s):  
Derek C Swe ◽  
Romina Palermo ◽  
O Scott Gwinn ◽  
Gillian Rhodes ◽  
Markus Neumann ◽  
...  
Keyword(s):  
Individual Differences ◽  
Face Processing ◽  
Neural Activity ◽  
Visual Stimulation ◽  
Neural Responses ◽  
Individual Level ◽  
Face Images ◽  
Neural Signature ◽  
The Individual ◽  
Facial Trustworthiness

Abstract Trustworthiness is assumed to be processed implicitly from faces, despite the fact that the overwhelming majority of research has only involved explicit trustworthiness judgements. To answer the question whether or not trustworthiness processing can be implicit, we apply an electroencephalography fast periodic visual stimulation (FPVS) paradigm, where electrophysiological cortical activity is triggered in synchrony with facial trustworthiness cues, without explicit judgements. Face images were presented at 6 Hz, with facial trustworthiness varying at 1 Hz. Significant responses at 1 Hz were observed, indicating that differences in the trustworthiness of the faces were reflected in the neural signature. These responses were significantly reduced for inverted faces, suggesting that the results are associated with higher order face processing. The neural responses were reliable, and correlated with explicit trustworthiness judgements, suggesting that the technique is capable of picking up on stable individual differences in trustworthiness processing. By demonstrating neural activity associated with implicit trustworthiness judgements, our results contribute to resolving a key theoretical debate. Moreover, our data show that FPVS is a valuable tool to examine face processing at the individual level, with potential application in pre-verbal and clinical populations who struggle with verbalization, understanding or memory.

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