Alternative Information-Processing Models and Their Implications for Theory, Research, and Practice

Lord, Robert G.; Maher, Karen J.

doi:10.2307/258103

Cited by 163 publications

(125 citation statements)

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“…Studies show that maleness (Koenig, Eagly, Mitchell & Ristikari, 2011) and height (Blaker, et al, 2013) are implicitly associated with more positive leadership perceptions. These findings illustrate that evaluations of leaders can be derived from very limited and superficial cues to leadership, which supports the limited-capacity model of implicit evaluations of leadership described by Lord and Maher (1991). This model refers to principles of simplification in information processing that individuals apply so that they require only very little information, or simplified cues in order to explain others' behaviour.…”

Section: Facial Cues Managerial Roles and Leadership Theorysupporting

confidence: 77%

“…This model refers to principles of simplification in information processing that individuals apply so that they require only very little information, or simplified cues in order to explain others' behaviour. Pre-existing schemas and simplified knowledge structures support individuals to arrive at adequate rather than optimal responses (Lord & Maher, 1991). The present study bases its investigation of perceptions of facial cues and their association with assigned pay to managers on these propositions of the limited-capacity model.…”

Section: Facial Cues Managerial Roles and Leadership Theorymentioning

confidence: 98%

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Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks

Fruhen

Watkins

Jones

2015

The Leadership Quarterly

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Positive associations between physical attractiveness and employee reward are well-documented within the organizational literature. Although the impact of facial cues to trustworthiness and dominance on a number of social outcomes has been established outside of the workplace, the extent to which they affect pay at different managerial levels in addition to attractiveness is yet to be investigated. This paper presents research into this issue using a face payment task for shop floor managers (Retail Managers) and senior managers (Heads of Retail Operations). Evaluations indicated that all three facial cues were positively associated with awarded pay at both managerial levels. Moreover, attractiveness had a significantly stronger link with shop-floor managers' than senior managers' pay, whereas perceived trustworthiness and perceived dominance had significantly stronger links with pay for senior managers than shop-floor managers. It further emerged that women were paid more in this experimental task where pay was awarded solely based on facial features and that the facial features were more predictive of women's than men's pay. Awareness of the role of physical cues in pay awards can be considered by organizations to reduce biases in remuneration. FACIAL CUES AND PAY2

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Section: Facial Cues Managerial Roles and Leadership Theorysupporting

confidence: 77%

Section: Facial Cues Managerial Roles and Leadership Theorymentioning

confidence: 98%

Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks

Fruhen

Watkins

Jones

2015

The Leadership Quarterly

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“…This article is intended solely for the personal use of the individual user and is not to be disseminated broadly. (Hammond, 2010); rating process models (Ilgen et al, 1993;Lord & Maher, 1990) Higher validity for higher levels of structure in interviews: meta-analysis (Huffcutt & Arthur, 1994 Information source Socioanalytic theory (Hogan & Shelton, 1998); self-other knowledge asymmetry model (Vazire, 2010); realistic accuracy model (Funder, 1999); social relations model (Kenny, 1994) Other-reports of personality add to self-reports: metaanalyses (Connelly & Ones, 2010;Oh et al, 2011) Use of psychologist and peer assessors leads to higher validities: meta-analysis (Gaugler et al, 1987).…”

Section: Response Formatmentioning

confidence: 99%

The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.

Lievens¹,

Sackett²

2017

Journal of Applied Psychology

112

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Past reviews and meta-analyses typically conceptualized and examined selection procedures as holistic entities. We draw on the product design literature to propose a modular approach as a complementary perspective to conceptualizing selection procedures. A modular approach means that a product is broken down into its key underlying components. Therefore, we start by presenting a modular framework that identifies the important measurement components of selection procedures. Next, we adopt this modular lens for reviewing the available evidence regarding each of these components in terms of affecting validity, subgroup differences, and applicant perceptions, as well as for identifying new research directions. As a complement to the historical focus on holistic selection procedures, we posit that the theoretical contributions of a modular approach include improved insight into the isolated workings of the different components underlying selection procedures and greater theoretical connectivity among different selection procedures and their literatures. We also outline how organizations can put a modular approach into operation to increase the variety in selection procedures and to enhance the flexibility in designing them. Overall, we believe that a modular perspective on selection procedures will provide the impetus for programmatic and theory-driven research on the different measurement components of selection procedures.

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“…Information processing theory provides knowledge on the perceptual process and is divided into three essential stores: sensory store (reception of environmental information for a few seconds), short-term memory (temporarily store that analyses, deconstructs and synthesizes information), and long-term memory (responsible for creating and saving mental constructs or schemas) (Lord and Maher, 1990). Cognitive load theory provides guidelines on how to foster information retrieval and learning by enhancing either germane cognitive load by using standardized or well-known formats or by enhancing extraneous cognitive load by using the right visualization formats and designs (Mostyn, 2012).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Situational and emotional states revere to a persons' origin and current state. Of particular interest in conjunction with visual representations are knowledge and expertise, experience, decision making style, gender, and culture for the origin part as well as motivation, concentration and emotional issues that might focus attention (Al-Kassab et al, 2014;Hahn, 2014;Lord and Maher, 1990;Mostyn, 2012).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Deriving a holistic cognitive fit model for an optimal visualization of data for management decisions

Falschlunger

Lehner

Grabmann

et al. 2015

Proceedings of the 2nd International Symposium on Partial Least Squares Path Modeling: The Conference for PLS Users

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Research shows that managerial decision making is directly correlated to both, the swift availability, and subsequently the ease of interpretation of the relevant information. Visualizations are already widely used to transform raw data into a more understandable format and to compress the constantly growing amount of information produced. However, research in this area is highly fragmented and results are contradicting. This paper proposes a preliminary model based on an extensive literature review including top current research on cognition theory. Furthermore an early stage validation of this model by experimental research using structural equation modeling is presented. The authors are able to identify task complexity as one of the most important predicting variables for information perception of visual data, however, other influences are significant as well (data density, domain expertise, working memory capacity and subjective visual complexity).

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Alternative Information-Processing Models and Their Implications for Theory, Research, and Practice

Cited by 163 publications

References 0 publications

Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks

Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks

The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.

Deriving a holistic cognitive fit model for an optimal visualization of data for management decisions

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