Laughter in the selection interview: impression management or honest signal?

Brosy, Julie; Bangerter, Adrian; Sieber, Joaquim

doi:10.1080/1359432x.2020.1794953

Cited by 9 publications

(9 citation statements)

References 56 publications

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“…It was even postulated that the emission of vocalizations directly targets the emotional systems of the listeners, impelling them to change their behavior [ 240 ]. Vocalization is an honest signal in rats as laughter is, in general, an honest signal in human spontaneous behavior [ 354 ]. Hence, rats showed an approach behavior to the source of the playback of 50 kHz calls as well as self-application behavior of 50 kHz calls [ 65 , 70 , 71 , 73 ] (for other details, see Section 2.2 , above).…”

Section: Vocalization As Expression Of Emotional Arousalmentioning

confidence: 99%

Biological Functions of Rat Ultrasonic Vocalizations, Arousal Mechanisms, and Call Initiation

Brudzyński

2021

Brain Sciences

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This review summarizes all reported and suspected functions of ultrasonic vocalizations in infant and adult rats. The review leads to the conclusion that all types of ultrasonic vocalizations subserving all functions are vocal expressions of emotional arousal initiated by the activity of the reticular core of the brainstem. The emotional arousal is dichotomic in nature and is initiated by two opposite-in-function ascending reticular systems that are separate from the cognitive reticular activating system. The mesolimbic cholinergic system initiates the aversive state of anxiety with concomitant emission of 22 kHz calls, while the mesolimbic dopaminergic system initiates the appetitive state of hedonia with concomitant emission of 50 kHz vocalizations. These two mutually exclusive arousal systems prepare the animal for two different behavioral outcomes. The transition from broadband infant isolation calls to the well-structured adult types of vocalizations is explained, and the social importance of adult rat vocal communication is emphasized. The association of 22 kHz and 50 kHz vocalizations with aversive and appetitive states, respectively, was utilized in numerous quantitatively measured preclinical models of physiological, psychological, neurological, neuropsychiatric, and neurodevelopmental investigations. The present review should help in understanding and the interpretation of these models in biomedical research.

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Section: Vocalization As Expression Of Emotional Arousalmentioning

confidence: 99%

Biological Functions of Rat Ultrasonic Vocalizations, Arousal Mechanisms, and Call Initiation

Brudzyński

2021

Brain Sciences

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“…The signaling perspective on exit interviews opens many avenues for future research in this area. According to signaling theory (Bangerter et al , 2012; Connelly et al , 2011), receivers of signals try to determine how honest signals are (Brosy et al , 2021). In an exit interview, some statements are likely biased toward the positive side.…”

Section: Discussionmentioning

confidence: 99%

Exit interviews as a tool to reduce parting employees’ complaints about their former employer and to ensure residual commitment

König

Richter

Isak

2021

MRR

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Purpose According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this. Design/methodology/approach A survey was administered to a sample of 164 German employees. Findings Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees. Research limitations/implications This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process. Practical implications This study advises employers to conduct “exit conversations” (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase. Originality/value To the best of the authors’ knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles.

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“…Leaders are motivated to manage impressions to create a positive image of their superior performance and capabilities owing to the responsibilities accompanying their position and stakeholders' expectations (e.g., senior managers, shareholders, and customers), such as to improve company productivity and facilitate organizational changes (Maher et al, 2018). Leaders also manage impressions owing to the power given to them by their position (Brosy et al, 2021). Specifically, leaders have power over their employees (e.g., the right to evaluate their performance and assign tasks); thus, when they infringe on their employees' interests, the employees may become angry but will not dare speak out (Nevicka et al, 2018;Qian et al, 2018).…”

Section: Credit Claiming Anger and Work Outcomesmentioning

confidence: 99%

“…First, the phenomenon of leaders' appropriation of employees' contributions and claiming credit to impress senior managers were rarely examined (Reichheld, 1993;Proell et al, 2016;Abrahms and Conrad, 2017). Although some studies explored the impact of employees' credit claiming on coworkers' attitudes and behaviors, leaders are more willing to claim credit for employees' superior performance and competence than other employees owing to the role expectations of organizational stakeholders (Maher et al, 2018;Brosy et al, 2021). Leaders also have power over their employees to claim credit for their actions, even when infringing on their employees' interests (Nevicka et al, 2018;Qian et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

The Idea Is Mine! An Empirical Examination on the Effect of Leaders’ Credit Claiming on Employees’ Work Outcomes

Chen

Yang

et al. 2022

Front. Psychol.

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Existing studies mainly explored the detrimental effect of employee credit claiming, and little is known about how leader credit claiming can affect employees. Based on affective events theory and relative deprivation theory, we explore how leader credit claiming affects employee work outcomes (i.e., voice behavior and job performance) by the research methods of literature review, interview, and empirical questionnaire. With a sample of 418 matched leader–employee pairs from a large manufacturing company, we find that leader credit claiming influences employee work outcomes through the mediating role of employee anger and perceived unfairness. Additionally, we determine that leader credit-claiming attribution (i.e., to protect employees) has a moderating influence on the relationship between credit claiming and anger and between credit claiming and perceived unfairness. The results support all hypotheses. Furthermore, we discuss the theoretical and practical implications of the findings.

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Laughter in the selection interview: impression management or honest signal?

Cited by 9 publications

References 56 publications

Biological Functions of Rat Ultrasonic Vocalizations, Arousal Mechanisms, and Call Initiation

Biological Functions of Rat Ultrasonic Vocalizations, Arousal Mechanisms, and Call Initiation

Exit interviews as a tool to reduce parting employees’ complaints about their former employer and to ensure residual commitment

The Idea Is Mine! An Empirical Examination on the Effect of Leaders’ Credit Claiming on Employees’ Work Outcomes

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