How virtual reality influences travel intentions: The role of mental imagery and happiness forecasting

Virtual reality can influence consumer behavior in powerful ways, but in the domain of tourism marketing, less is known about the psychological process. One possibility is that VR has stronger impact on mental imagery than traditional channels, creating vivid simulations of what it would be like to visit destinations. This process might create hedonic expectations of future happiness, which should increase the willingness to actually seek out the destination in real life. The results from a laboratory experiment provided support to this hypothesis. Participants were randomly assigned to view a nature destination either in traditional still images or virtual reality, and then reported their initial responses before making an actual consumer choice. VR exposure led to higher levels of mental imagery and happiness predictions, which in turn was associated with stronger travel intentions and purchasing decisions. However, VR effects on consumer choice were moderated by previous experience with the destination.     

The emotions of top managers and key persons in cross-border M&As: Evidence from a longitudinal case study

Building on prior research on emotions in M&A, this paper analyses the post-M&A emotions of top managers and key persons from the acquired company by examining what triggers emotions during the post-acquisition integration stage, and what the consequences of those emotions are. This study applies cognitive appraisal and affective event theories with empirical evidence based on a longitudinal, single case study of an Indian–Finnish acquisition. The main findings imply that M&As are very emotional for top managers and key persons. Our findings reveal that they experience a wide range of positive and negative emotions triggered by individual and company-level triggers. Interestingly various triggers can have different and opposite appraisal outcomes in the short and long-term. In addition, top managers and key persons are often restricted in the range of behavioural outcomes caused by emotions.     

Authentizotic climates and employee happiness: Pathways to individual performance?

This article discusses how six authentizotic psychological climates explain stress and affective well being at work, and how stress and affective well being explain self-reported individual performance. The sample comprises 199 employees from 118 organizations. The main findings include the following points. The psychological climates explain unique variance of stress, affective well being and performance. Stress explains unique variance of affective well being. Affective well being, mainly enthusiasm, vigor and placidity explain unique variance of performance.     

情感计算的信息隐私法律风险及其应对

情感计算是指以人类情感为机器学习对象，具有情感识别和情感分析功能的智能科技。情感计算不以信息主体的身份识别为前提，旨在通过对输入端生物反馈信息或状态的分析处理而输出情感信息。为应对情感信息不当获取与利用所带来的情感操纵风险，需以信息隐私理论为框架展开风险应对之探讨。然而，现行信息隐私规范却存在风险应对不足的问题。情感信息因其具体类型的多样性而难以划入敏感个人信息的保护范围；生物反馈信息因其情感识别而非身份识别的目的难以作为生物识别信息而被保护；作为信息处理之合法性基础的告知同意也因情感信息的特殊性存在被架空的风险。鉴于欧盟《人工智能法案（草案）》中规制情感识别的经验，我国可尝试在算法治理中构建“生物数据”的概念并以之为媒介展开技术风险的分级分领域规制，从而构建可信赖情感智能的数字环境。     

Reducing Employee Turnover Intention Through Servant Leadership in the Restaurant Context: A Mediation Study of Affective Organizational Commitment

Building on a social exchange theory, our model explains how an employee’s perception of servant leadership affect frontline restaurant employees’ turnover intention. Data were collected from 213 frontline restaurant employees in United States. The structural equation modeling findings support our hypothesized model and indicate that affective organizational commitment fully mediated the relationship between the employee perception of servant leadership and turnover intention. This article includes discussions of the theoretical and managerial implications of the findings.     

Psychosocial work environment,work engagement,and employee commitment: A moderated,mediation model

This paper contributes to the growing body of literature on the wellbeing of hospitality employees from a perspective of strategic human resource management. The role of high performance work systems (HPWS) in enhancing the affective commitment of hospitality employees is examined. The study found work engagement to mediate the relationships between HPWS, perceived organizational support, and affective commitment. Workplace bullying, a highly prevalent phenomenon in the hospitality sector, was found to mediate the relationship between HPWS and affective commitment, while psychosocial safety climate moderated this mediating impact. We will suggest the implications for managing psychosocial work hazards in hospitality organizations.     

The moderating effect of leadership on perceived organizational justice and affective commitment: a study in China

While western literature proves the importance of procedural justice, interactional justice is found to have a greater impact on employees in China. This study investigates the effect of employees’ perceptions of organizational justice on affective commitment, and the moderating effect of leadership style in the relationship. The authors proposed that the positive association of interactional justice with affective commitment is stronger than the positive association of procedural and distributive justices with affective commitment. In addition, the authors hypothesized that leadership style in teams moderates the relationship between interactional justice and affective commitment. Data were collected from 10 companies in Shenzhen, Shanghai, Beijing, Wenzhou, Wuhan, and Qingdao, China. The results support the hypotheses stating that interactional justice has a robust impact on affective commitment and that leadership in teams moderates the relationship. These findings have important implications for human resource management. When setting up HR policy in China, putting the right HR procedures in place is essential. Employees’ affective commitment relies heavily on interactional justice and whether or not employees perceive that they are being treated fairly by their managers. We discuss the implications of these findings.     

Affective responses to consumer situations

The behavioural perspective model of consumer choice (bpm) proposes three structural components of consumer situations from which consumers' verbal responses to consumption environments can be predicted. These are utilitarian reinforcement, informational reinforcement and behaviour setting scope. It is argued that pleasure, arousal and dominance, presented by Mehrabian and Russell as environmentally determined affective reactions, are respectively feasible verbal responses to these structural components. Consumers (N = 561) completed Mehrabian and Russell's measures of these affective reactions and of approach-avoidance for one of four ranges of verbally expressed consumption situations derived from the model. The results indicate that, for these theoretically grounded ranges of consumer situations, approach-avoidance is satisfactorily explained by pleasure, arousal and dominance. Further, mean differences in these affective variables between situations which, the bpm argues, show distinct patterns of reinforcement and behaviour setting scope are successfully predicted.     

The effect of payment type on product-related emotions: evidence from an experimental study

Consumption and payments have been shown to be closely associated in consumers' minds. Based on the idea of ‘coupling’, it is hypothesized that product-related emotions will differ depending on payment type (i.e. repayment and prepayment). Moreover, it has been suggested that forecasted emotions do not always correspond to experienced emotions. This is tested in a longitudinal experiment, which simulated a saving and credit situation, and assessed forecasted and experienced product-related emotions. As hypothesized, prepayment led to more positive product-related emotions than repayment. Moreover, participants showed some inconsistencies between forecasted and experienced emotions. Implications for marketing and consumer education are discussed.     

Effects of psychological contract breach on attitudes and performance: The moderating role of competitive climate

The performance of hotel employees is an important driver of customer satisfaction, which in turn affects hotels’ financial outcomes. Hotel managers should encourage their staff to deliver quality service and should inspire them to perform their best. This study advances a multilevel model that draws connections among competitive climate, organizational identification (OID), job performance, affective commitment (AC), and psychological contract (PC) breach from a sample of hotel staff. The results indicate that (1) PC breach is negatively related to OID and AC, (2) OID and AC have a significant positive relationship with job performance, and (3) competitive climate at the organizational level moderates the effects of OID and AC on hotel workers’ in-role performance. These results offer valuable implications for managers to produce more efficient hotel human resource management techniques.