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Dishop CR, Awasty N. A Noisy Theory of Asking for Help That Explains why Many Feel Underwhelmed With the Help They Receive. ORGANIZATIONAL PSYCHOLOGY REVIEW 2023. [DOI: 10.1177/20413866231153102] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
Employees often feel that the help they receive at work is inadequate. Whereas previous research explains this empirical finding by referencing stereotypes or poor communication, we suggest an alternative that does not rely on biased agents: disappointment with received help may arise due to self-selection and regression to the mean. Before asking for help, employees assess whether their co-workers have the time and ability to respond. Consistent with regression to the mean, extreme beliefs are often followed by less extreme outcomes. However, employees with inflated beliefs are more likely to ask for help than employees with low or modest beliefs. Therefore, the subset of employees who act will have overly optimistic expectations, expectations that are unlikely to be met once co-workers respond. Apart from challenging conventional wisdom, this article also integrates chance and self-selection perspectives into the ongoing dialogue of help-seeking. Implications for future research, theory, and practice are discussed. Plain Language Summary This article presents a theory explaining the following empirical regularity: employees often feel let down with the help they receive at work. Prior research explains this effect by referencing errors in communication or cognition. We propose a simple, alternative mechanism, such that cognitive biases or communication mishaps need not be present for the pattern to emerge. Suppose employees ask for help based on a noisy signal of colleague potential—that is, a perception of whether co-workers have the motivation and ability to resolve the issue. Employees who believe potential is high will be more likely to ask for help than employees who believe potential is low. Due to regression to the mean, extreme beliefs will likely be followed by less extreme received help (in either direction). But not every employee asks for help. Only those with sufficiently high beliefs send a request—and it is those employees who have a greater chance of holding inflated assessments. Among those who ask, then, received help will appear underwhelming. Apart from challenging conventional wisdom, this article also integrates chance and self-selection perspectives into the ongoing dialogue of help-seeking. Implications for future research, theory, and practice are discussed.
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Yoon Y, Larson JR, Tindale RS, Ro H. Epistemic motivation facilitates advice seeking and utilization by groups. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2023. [DOI: 10.1111/jasp.12958] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/12/2023]
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Blunden H, Logg JM, Brooks AW, John LK, Gino F. Seeker beware: The interpersonal costs of ignoring advice. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2019. [DOI: 10.1016/j.obhdp.2018.12.002] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Barham BL, Chavas JP, Fitz D, Schechter L. Receptiveness to advice, cognitive ability, and technology adoption ☆. JOURNAL OF ECONOMIC BEHAVIOR & ORGANIZATION 2018; 149:239-268. [PMID: 30104815 PMCID: PMC6086360 DOI: 10.1016/j.jebo.2017.12.025] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/01/2023]
Abstract
We construct a model of technology adoption with agents differing on two dimensions: their cognitive ability and their receptiveness to advice. While cognitive ability unambiguously speeds adoption, receptiveness to advice may speed adoption for individuals with low cognitive ability, but slow adoption for individuals with high cognitive ability. We conduct economic experiments measuring US farmers' cognitive ability and receptiveness to advice and examine how these characteristics impact their speed of adoption of genetically modified (GM) corn seeds. The empirical analysis shows that early adopters are those who are both quite able cognitively and not receptive to advice.
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Affiliation(s)
- Bradford L. Barham
- UW Madison’s Agricultural and Applied Economics Department, United States
| | - Jean-Paul Chavas
- UW Madison’s Agricultural and Applied Economics Department, United States
| | - Dylan Fitz
- Lawrence University’s Economics Department, United States
| | - Laura Schechter
- UW Madison’s Agricultural and Applied Economics Department, United States
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Influence of event characteristics on assessing credibility and advice-taking. JOURNAL OF MANAGERIAL PSYCHOLOGY 2017. [DOI: 10.1108/jmp-05-2016-0146] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine how the environment surrounding a decision-making event affects whether decision-makers consider the credibility of their advisors and take their advice.
Design/methodology/approach
In two experiments, the characteristics of the event and credibility of the advisor were manipulated, the extent to which participants considered the information from the advisor was measured, and whether participants took advice was determined.
Findings
Decision-makers are more likely to take advice from advisors when the decision-making event is of low urgency or high criticality because they are more likely to consider information provided by high-credibility advisors.
Practical implications
Within organizations, decision-makers may be making suboptimal decisions when faced with highly urgent decisions or decisions with low criticality. This study suggests that under these conditions, decision-makers are less likely to consider the information provided by high-credibility advisors. Organizations may consider encouraging decision-makers to override their tendency to disregard advice from credible advisors.
Originality/value
This study introduces a contextual factor relevant to managers, event characteristics, which has an effect on whether decision-makers take advice. A unique experimental design was utilized in which credibility was manipulated across two studies with an explicit (Study 1: resume) vs implicit (Study 2: video) method, and advice-taking was measured with a decision that was clearly right or wrong.
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Antecedents and Consequences of Procedural Justice Perceptions in Hierarchical Decision-Making Teams. SMALL GROUP RESEARCH 2016. [DOI: 10.1177/104649640203300102] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
A model is presented that posits positive and independent effects for process control and decision control on procedural justice perceptions in hierarchical decision-making teams with distributed expertise. It is proposed that procedural justice perceptions will be positively related to staff member self-efficacy and satisfaction with the leader, which will be negatively related to task withdrawal. A laboratory experiment was conducted with 126 participants performing a computerized decision-making task in 42 teams. Each team consisted of a leader in addition to 3 participants performing as subordinates. Path analysis results support the proposed model. Implications for applying justice theory to team effectiveness and leadership are discussed.
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Effron DA, Miller DT. Do as I say, not as I’ve done: Suffering for a misdeed reduces the hypocrisy of advising others against it. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2015. [DOI: 10.1016/j.obhdp.2015.07.004] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Kang M. A proposed improvement to the multilevel theory for hierarchical decision-making teams. JOURNAL OF MANAGEMENT & ORGANIZATION 2015. [DOI: 10.5172/jmo.16.1.151] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
AbstractThe multilevel theory proposed by Hollenbeck et al. identified a set of core variables that are central to accuracy in decision-making in hierarchical teams with distributed expertise. Following the identification of the limitations of the original core variables, a new set of core variables is proposed: (a) member validity, which represents the overall predictability of team members with regard to the correct decision and (b) hierarchical sensitivity, which represents the effectiveness of the leader's weightings of members' recommendations. To test the revised theory, a computational model called Team-Soar is used. The simulation results show that the small set of new core variables explains a large portion of the variance in the team decision accuracy and mediates the effects of other variables on the accuracy. The revised theory can be used as a conceptual vehicle to parsimoniously explain the performance of hierarchical decision-making teams. The theory could also be used to diagnose and train real teams in terms of the core variables.
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Phillips JM, Gully SM. The Role of Perceptions Versus Reality in Managers’ Choice of Selection Decision Aids. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2015. [DOI: 10.1111/j.1754-9434.2008.00064.x] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Gürçay B, Mellers BA, Baron J. The Power of Social Influence on Estimation Accuracy. JOURNAL OF BEHAVIORAL DECISION MAKING 2014. [DOI: 10.1002/bdm.1843] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
- Burcu Gürçay
- Department of Psychology; University of Pennsylvania; Philadelphia PA USA
| | - Barbara A. Mellers
- Department of Psychology; University of Pennsylvania; Philadelphia PA USA
| | - Jonathan Baron
- Department of Psychology; University of Pennsylvania; Philadelphia PA USA
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Sah S, Moore DA, MacCoun RJ. Cheap talk and credibility: The consequences of confidence and accuracy on advisor credibility and persuasiveness. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2013. [DOI: 10.1016/j.obhdp.2013.02.001] [Citation(s) in RCA: 33] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Tost LP, Gino F, Larrick RP. Power, competitiveness, and advice taking: Why the powerful don’t listen. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2012. [DOI: 10.1016/j.obhdp.2011.10.001] [Citation(s) in RCA: 134] [Impact Index Per Article: 11.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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Mendel R, Traut-Mattausch E, Frey D, Bühner M, Berthele A, Kissling W, Hamann J. Do physicians' recommendations pull patients away from their preferred treatment options? Health Expect 2011; 15:23-31. [PMID: 21323824 DOI: 10.1111/j.1369-7625.2010.00658.x] [Citation(s) in RCA: 40] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022] Open
Abstract
CONTEXT AND OBJECTIVE Shared decision making is especially advocated for preference-sensitive decisions. We investigated whether physicians' recommendations pull patients away from their preferred treatment option when making a preference-sensitive decision. DESIGN, PARTICIPANTS AND METHODS: Inpatients (N = 102 with schizophrenia, N = 101 with multiple sclerosis) were presented with a hypothetical scenario (the choice between two drugs). They were first asked about their preferences concerning the two drugs and then they received a (fictitious) clinician's recommendation that was contrary to their preferences. Subsequently they made a final choice between the two drugs. MAIN OUTCOME MEASURES The main outcome measure was whether the patient followed the physician's advice in the hypothetical scenario. Thereby patient's (pre-recommendation) preferences served as a baseline. RESULTS In the decision scenario, about 48% of the patients with schizophrenia and 26% of the patients with multiple sclerosis followed the advice of their physician and thus chose the treatment option that went against their initial preferences. Patients who followed their physician's advice were less satisfied with their decision than patients not following their physician's advice (schizophrenia: t = 2.61, P = 0.01; multiple sclerosis: t = 2.67, P = 0.009). DISCUSSION AND CONCLUSIONS When sharing decisions with patients, physicians should be aware that their advice might influence patients' decisions away from their preferred treatment option. They should encourage their patients to identify their own preferences and help to find the treatment option most consistent with them.
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Affiliation(s)
- Rosmarie Mendel
- Department of Psychiatry, Technische Universität München, Munich, Germany.
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Dalal RS, Bonaccio S. What types of advice do decision-makers prefer? ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2010. [DOI: 10.1016/j.obhdp.2009.11.007] [Citation(s) in RCA: 58] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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A proposed improvement to the multilevel theory for hierarchical decision-making teams. JOURNAL OF MANAGEMENT & ORGANIZATION 2010. [DOI: 10.1017/s1833367200002339] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractThe multilevel theory proposed by Hollenbeck et al. identified a set of core variables that are central to accuracy in decision-making in hierarchical teams with distributed expertise. Following the identification of the limitations of the original core variables, a new set of core variables is proposed: (a) member validity, which represents the overall predictability of team members with regard to the correct decision and (b) hierarchical sensitivity, which represents the effectiveness of the leader's weightings of members' recommendations. To test the revised theory, a computational model called Team-Soar is used. The simulation results show that the small set of new core variables explains a large portion of the variance in the team decision accuracy and mediates the effects of other variables on the accuracy. The revised theory can be used as a conceptual vehicle to parsimoniously explain the performance of hierarchical decision-making teams. The theory could also be used to diagnose and train real teams in terms of the core variables.
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Bonaccio S, Dalal RS. Evaluating advisors: A policy-capturing study under conditions of complete and missing information. JOURNAL OF BEHAVIORAL DECISION MAKING 2009. [DOI: 10.1002/bdm.649] [Citation(s) in RCA: 35] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Bonaccio S, Dalal RS. Advice taking and decision-making: An integrative literature review, and implications for the organizational sciences. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2006. [DOI: 10.1016/j.obhdp.2006.07.001] [Citation(s) in RCA: 498] [Impact Index Per Article: 27.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Humphrey SE, Hollenbeck JR, Meyer CJ, Ilgen DR. Hierarchical team decision making. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2004. [DOI: 10.1016/s0742-7301(02)21004-x] [Citation(s) in RCA: 15] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/04/2023]
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Hollenbeck JR, DeRue DS, Guzzo R. Bridging the gap between I/O research and HR practice: Improving team composition, team training, and team task design. HUMAN RESOURCE MANAGEMENT 2004. [DOI: 10.1002/hrm.20029] [Citation(s) in RCA: 90] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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Phillips JM, Douthitt EA, Hyland MM. The role of justice in team member satisfaction with the leader and attachment to the team. JOURNAL OF APPLIED PSYCHOLOGY 2001; 86:316-25. [PMID: 11393443 DOI: 10.1037/0021-9010.86.2.316] [Citation(s) in RCA: 55] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
This study examined the effects of team decision accuracy, team member decision influence, leader consideration behaviors, and justice perceptions on staff members' satisfaction with the leader and attachment to the team in hierarchical decision-making teams. The authors proposed that staff members' justice perceptions would mediate the relationship between (a) team decision accuracy, (b) the amount of influence a staff member has in the team leader's decision, and (c) the leader's consideration behaviors and staff attachment to the team and satisfaction with the leader. The results of an experiment involving 128 participants in a total of 64 teams, who made recommendations to a confederate acting as the team leader, generally support the proposed model.
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Affiliation(s)
- J M Phillips
- School of Management and Labor Relations, Department of Human Resource Management, Piscataway, New Jersey 08854-8054, USA.
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Phillips JM. The role of decision influence and team performance in member self-efficacy, withdrawal, satisfaction with the leader, and willingness to return. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2001; 84:122-47. [PMID: 11162300 DOI: 10.1006/obhd.2000.2922] [Citation(s) in RCA: 30] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
This study examines team performance as a moderator of the relationship between decision influence and outcomes relevant to team effectiveness in hierarchical teams with distributed ex pertise. In this type of team staff members have unique roles and make recommendations to the team leader, who ultimately makes the team's final decisions. It is suggested that the positive rela tionship between decision influence and favorable outcomes (e.g., satisfaction) consistently described in the literature is dependent on team performance in this type of team. Specifically, team effec tiveness outcomes are proposed to be consistently more favorable in higher performing than in lower performing teams. Decision influence is proposed to relate positively to member satisfaction with the leader, willingness to return, and self-efficacy and to relate negatively to withdrawal in higher performing teams. The opposite pattern of relationships is expected in lower performing teams. A laboratory study was conducted with 228 undergradu ates performing a computer task as subordinates in 76 four-person teams with a confederate leader. The results generally support the hypotheses and illustrate a dilemma for leaders attempting to manage team effectiveness.
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Affiliation(s)
- J M Phillips
- Department of Human Resource Management, Rutgers University
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