A ratings pattern heuristic in judgments of expertise: When being right Looks wrong

Spassova, Gerri; Palmeira, Mauricio; Andrade, Eduardo B.

doi:10.1016/j.obhdp.2018.05.003

Cited by 5 publications

(4 citation statements)

References 56 publications

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“…Our work also contributes to research on the gap between the advisors' and the seekers' perspective (Jonas and Frey 2003; Kray and Gonzalez 1999; Spassova, Palmeira, and Andrade 2018). Our pilot study indicates that people often do not reveal their intentions to seek others' opinion (they do so about half of the time); they do not expect that advisors will get offended if they learn the seeker approached others after receiving their advice.…”

Section: Discussionmentioning

confidence: 89%

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Consulting Multiple Advisors: When It Hurts and When It Does Not Hurt the Advisor–Advisee Relationship?

Palmeira,

Spassova

2024

Behavioral Decision Making

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Consulting multiple advisors tends to improve decision quality; however, limited understanding exists regarding how advisors respond to the presence of co‐advisors. Previous research has cautioned about the potential interpersonal costs of seeking advice from multiple sources. It suggests that advisors may perceive their advice as less likely to be utilized, diminishing their willingness to continue assisting the seeker. In contrast, we propose that advisors are generally unconcerned if seekers consult others, as long as they are informed before offering advice. We argue that advisors do not closely monitor or dwell on the utilization of their advice and maintain a positive attitude toward the seeker unless they infer rejection of their advice. In three studies, we show that disclosing a co‐advisor upfront completely eliminates any negative interpersonal effects by rendering inferences about advice rejection implausible. Advisors respond as if they were the sole advisor irrespective of the presence of multiple co‐advisors and regardless of whether they are consulted first of second.

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Section: Discussionmentioning

confidence: 89%

“…Our work also contributes to research on the gap between the advisors' and the seekers' perspective (Jonas and Frey 2003;Kray and Gonzalez 1999;Spassova, Palmeira, and Andrade 2018).…”

Section: Theoretical Contributionmentioning

confidence: 90%

Consulting Multiple Advisors: When It Hurts and When It Does Not Hurt the Advisor–Advisee Relationship?

Palmeira,

Spassova

2024

Behavioral Decision Making

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“…We adapted the procedure used in Study 2 of Spassova et al (2018). Participants were presented with the profiles of two financial advisors (Mark and Ralf) and asked to choose one to help them pick a stock, whose performance would influence their bonus payment.…”

Section: Methodsmentioning

confidence: 99%

Minority group favoritism in service encounters

Palmeira

Sharifi²

2020

EJM

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Purpose This paper aims to investigate consumer reactions to minority retail employees. The paper argues that despite the persistence of racism and homophobia in society, the vast majority of the population is strongly against these forms of discrimination. Because of the profound negativity of such behavior, the study hypothesizes that consumers will be motivated to see themselves unequivocally as individuals free of prejudice. As a result, rather than treating all people equally, the study proposes that consumers will overcompensate and exhibit favoritism toward a retail employee when the latter is a member of a minority group. Design/methodology/approach This study presents ten studies in which participants evaluated employees who were a member of a minority or majority group. Studies 1a–1d use sexual orientation to contrast reactions to majority or minority bank managers in four countries (USÀ, Germany, Italy and South Korea), whereas Studies 1e and 1f use ethnicity (White vs Black) to examine the same question (UK and Canada). Study 1g offers a single-paper meta-analysis, testing the robustness of the observed effect. Studies 2 and 3 examine the roles of political ideology and its associated values, and Study 4 examines choice of an advisor in an online, but consequential setting. Findings Across several contexts and countries, the study finds a consistent pro-minority bias in evaluations of service employees. The study show that, in the USA, this bias is prevalent among liberals, but not among conservatives. This difference in the impact of political ideology is explained by adherence to traditionalism. Research limitations/implications This paper investigates consumer reactions to gays and Blacks and do not test for consumer reactions to other minority groups. Regarding employees’ sexual orientation, the findings of this study are limited to gay men only. Practical implications To elicit favorable evaluations from customers, managers may consider the match between employees’ sexual orientation or ethnicity and consumers’ liberal beliefs. In particular, managers may want to hire people from those minority groups in areas known for their liberal values. On the other hand, the findings suggest that managers should not worry about their new recruits’ sexual orientation and ethnicity in conservative areas, because the results suggest that conservatives show no favoritism toward employees in response to their group status. Originality/value To the best of the authors’ knowledge, this paper is the first paper in marketing investigating consumer reactions to employees who belong to minority groups. The study reports a pro-minority bias that holds across samples and countries, thereby attesting to the population validity of the hypotheses. Further, the study identifies boundary conditions of the effect of employees’ group status by identifying managerially relevant moderators (i.e. political ideology and traditionalism).

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“…Judgments of competence should be straightforward when objective information is readily available such as individual performance in relevant tasks. However, many times only limited objective information is available, leading individuals to infer competence from peripheral cues, such as expressed confidence (Sniezek & Van Swol, 2001), variability of evaluations (Spassova et al, 2018) and the extent to which a person expresses sadness in a restrained manner (Zawadzki et al, 2013).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The opposing impacts of advice use on perceptions of competence

Palmeira

Lopez

2023

Behavioral Decision Making

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We examine the impact of advice use on perceptions of competence. We propose that advice use sends opposing signals to an advisor regarding the advisee's competence. Greater advice use signals respect for the advisor, which is reciprocated by enhancing competence perceptions. However, greater advice use also indicates a lack of independence in judgment, reducing perceptions of competence. As a result, as advice use increases (i.e., gets closer to the exact advice provided), perceptions of competence first increase but then decrease. We further argue that the impact of advice use on competence is influenced by perceptions of information accessibility, such that when advisor and advisee have access to the same information, lower reliance on advice is more tolerated and less impactful on competence. We show that this effect is conceptually and empirically distinct from advisor's confidence and subsequent preference for advice use.

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A ratings pattern heuristic in judgments of expertise: When being right Looks wrong

Cited by 5 publications

References 56 publications

Consulting Multiple Advisors: When It Hurts and When It Does Not Hurt the Advisor–Advisee Relationship?

Consulting Multiple Advisors: When It Hurts and When It Does Not Hurt the Advisor–Advisee Relationship?

Minority group favoritism in service encounters

The opposing impacts of advice use on perceptions of competence

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