A development of the dimensions of personal reputation in organizations

Effects of morality and reputation on sharing behaviors in human-robot teams

Introduction

The relationship between robots and humans is becoming increasingly close and will become an inseparable part of work and life with humans and robots working together. Sharing, which involves distributing goods between individuals and others, involves individuals as potential beneficiaries and the possibility of giving up the interests of others. In human teams, individual sharing behaviors are influenced by morality and reputation. However, the impact on individuals' sharing behaviors in human-robot collaborative teams remains unclear-individuals may consider morality and reputation differently when sharing with robot or human partners. In this study, three experiments were conducted using the dictator game paradigm, aiming to compare the effects and mechanisms of morality and reputation on sharing behaviors in human and human-robot teams.

Methods

Experiment 1 involving 18 participants was conducted. Experiment 2 involving 74 participants was conducted. Experiment 3 involving 128 participants was conducted.

Results

Experiment 1 validated the differences in human sharing behaviors when the agents were robots and humans. Experiment 2 verifies that moral constraints and reputation constraints affect sharing behaviors in human-robot teams. Experiment 3 further reveals the mechanism of differences in sharing behaviors in human-robot teams, where reputation concern plays a mediating role in the impact of moral constraint on sharing behaviors, and the agent type plays a moderating role in the impact of moral constraint on reputation concern and sharing behaviors.

Discussion

The results of this study contribute to a better understanding of the interaction mechanism of human-robot teams. In the future, the formulation of human-robot collaborative team rules and the setting of interaction environments can consider the potential motivation of human behavior from both morality and reputation perspectives and achieve better work performance.

What is known about personal reputation? A systematic literature review

This systematic literature review encompassed the results of previous research on personal reputation and found opportunities in state of the literature to guide future research in communication, management, and other disciplines in the social sciences. A content analysis was conducted of 91 manuscripts from 1984 to November 2022, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The findings suggest that the amount of literature on personal reputation has increased since 2006; however, it is still in a developing stage. Due to its scarcity, it is advisable to conduct more qualitative and probability studies. For this review, several of the most cited articles are probably pioneering manuscripts that contributed to building the personal reputation construct. This review establishes a total of six categories for guiding future research opportunities on personal reputation. To facilitate the classification of the different future research opportunities, some types of areas suggested by Gomez-Trujillo et al. were considered. The discussion of future research opportunities includes categories like Causes and Effects, Inventories and Scales, Online and Digital Context, Organizational and Group Environments, Leaders and Top Management Executives, and Theory-building. On the other hand, this study could be considered the first step towards future research on how personal reputation influences audiences' opinions and perceptions in different research fields. It also opens the possibility of conducting more specific systematic literature reviews on this topic. Finally, this manuscript offers an overview of the present and the future of construct of personal reputation in the social sciences.

Two Meanings of “Social Skills”: Proposing an Integrative Social Skills Framework

Business leaders and HR professionals have long recognized the importance of social skills for effective organizational functioning, particularly in roles requiring high levels of interpersonal interaction. Accordingly, organizational science scholars have produced a large amount of research that can be organized under the broad heading of social skills. Yet, three key issues in the literature are hampering progress: (1) the lack of a well-accepted articulation of the social skills phenomenon, what it is and what it is not; (2) conceptual redundancy and conflation among the set of social skills-related concepts (e.g., individual differences, skills, behavior, evaluations, etc.), and (3) full consideration of the importance of social behavior in understanding social skills. We propose solutions for understanding social skills that begin to resolve these issues and help strengthen future empirical research. Specifically, we present two distinct, but related, conceptualizations of social skills: social skills enactment and social skills reputation. We then offer a theoretically grounded perspective, the Social Skills Framework, which incorporates these conceptualizations of social skills, provides a structure into which existing social skills concepts can be integrated and evaluated for conceptual clarity, and centers social behavior. After describing the framework, we offer a research agenda that focuses on refining the framework and investigating key issues related to the two conceptualizations of social skills.

The Addition of Images to eWOM in the Travel Industry: An Examination of Hotels, Cruise Ships and Fast Food Reviews

Extensive research has examined the influence of online product reviews on consumer behavior. However, few have investigated the influence of reviewer submitted images on consumer attitudes. This research examines consumer perceptions of trust, information quality and valence disparity using three simulated online reviews appearing on TripAdvisor.com: one for a hotel, one for a cruise ship and one for a fast food restaurant. Findings reveal that reviews with images are seen as more trustworthy, and that consumers perceive reviews with images as possessing higher information quality than reviews containing text only. Likewise, the findings showed that effective images should be consistent with review text (e.g., reviewers do not respond positively to negative reviews linked with positive images, or vice versa).

Transition to dental practice: Newly graduated dentists' views of being successful in dental practice

BACKGROUND

The transition of dental graduates to the workforce is of interest to dental educators. The ways dentists think about success and successful practice tend to be tied to business parameters, patient flow and job satisfaction. These measures are narrow, however, and there is scant literature exploring success in ways that connects with professional identity formation. This study aims to add to scholarly understanding about the experiences of newly graduated dentists by asking: What is the variation in the ways new graduate dentists experience success in practice?

METHODS

The qualitative methodology used in this study is phenomenography. Phenomenography studies the variation in the way a group of people experience a common phenomenon. In-depth, semi-structured interviews were conducted with 12 new dentists who had graduated from the University of Sydney.

RESULTS

Five increasingly sophisticated, qualitatively distinct categories of description were identified: the day runs smoothly, keeping busy, providing quality patient care, generating personal meaning and having a sense of connection and belonging.

CONCLUSIONS

This study gives insights into the complex ways newly graduated dentists think about successful dentistry. It broadens our view of successful practice beyond commercial aspects to include practitioner identity. Importantly, sense of responsibility, the practice environment and mentorship emerge as key players in this transitional career stage.

Gossip: a channel for the development of personal reputation

Purpose

The purpose of this study is to empirically test the extent to which gossip plays a role in individual reputation development in the context of contemporary organizations. This study answers the continuous calls to integrate theory across fields by exploring the theoretical links between these two constructs.

Design/methodology/approach

This study provides a conceptual analysis and general review of the literature on gossip and reputation. The relationship between these two constructs is investigated through a two-study package (lab and field) yielding convergent results.

Findings

The findings of this study are that gossip contributes to organizational identity in that it reinforces the social norms of groups and that gossip serves as an important enabler of reputational development. This study provides empirical evidence that gossip serves a more significant role in the development of personal reputation than more formal methods of communication.

Practical implications

As organizations and individuals attempt to develop and capitalize on the effects of individuals’ reputations, this study provides practical insights into the knowledge that needs to be built regarding the method by which this development can occur. This study points to the practical value of gossip in the creation of personal reputation.

Originality/value

The theoretical framework in this study highlights the centrality of gossip as a primary enabler of reputation development in contemporary organizations. Reputation theory is advanced by studying a segment of the construct that has, until now, been excluded from consideration in this field.

A Study of Negative Reputation in the Workplace

In an attempt to better understand how a negative reputation may affect one’s career, a series of hypotheses which offer an overview of negative personal reputation are tested, utilizing both a lab and a field study. Based upon the existing theory, these hypotheses explore negative reputation in the context of employees in organizations, suggesting that although often negative reputations are undesirable, at times individuals may be motivated to develop such reputations because they may confer benefits to one’s career.