When “I like you” indicates disagreement an experimental differentiation of information and affect

Byrne, Donn; Rasche, Lois; Kelley, Kathryn

doi:10.1016/0092-6566(74)90032-4

Cited by 25 publications

(11 citation statements)

References 17 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Flattery creates positive affect in the target: another general finding from the flattery literature is that people feel good when others flatter them (Berscheid & Walster, 1978;Pandey & Kakkar, 1982;Pandey & Singh, 1987;Swann, Hixon, Stein-Seroussi & Gilbert, 1990). Even if the targets of flattery judge the content to be inaccurate, the flattery still produces positive affect (Byrne, Rasche & Kelley, 1974). Related to positive affect is the increased power-feeling and importance that targets of flattery experience (Pandey & Singh, 1987).…”

Section: Effects Of Flatterymentioning

confidence: 92%

Silicon sycophants: the effects of computers that flatter

Fogg¹,

Nass²

1997

International Journal of Human-Computer Studies

284

151

View full text Add to dashboard Cite

Section: Effects Of Flatterymentioning

confidence: 92%

Silicon sycophants: the effects of computers that flatter

Fogg¹,

Nass²

1997

International Journal of Human-Computer Studies

284

151

View full text Add to dashboard Cite

“…The Similarity Attraction Theory (Byrne, 1971) provides a theoretical basis for PS fit. The theory emphasizes that individuals are more interested in and willing to communicate others who have similarity with them (Byrne, Rasche, & Kelley, 1974). Accordingly, as the congruence or similarity between the supervisor and the employee increases, a harmonious working environment can emerge and thus the service performance of employees can increase (Maden & Kabasakal, 2014).…”

Section: Moderation Hypothesesmentioning

confidence: 99%

Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models

Gürlek

Uygur

2020

Journal of Management & Organization

View full text Add to dashboard Cite

This research aims to reveal how and under what conditions service-oriented high-performance human resource practices (HR) influence employee service performance (ESP). Data were gathered from full-time hotel employees and line managers. In total, 1,525 questionnaire forms were acquired. While respondent employees had filled in the questionnaire form containing independent, mediator, and moderator variables, line managers filled in the questionnaire form containing the dependent variable. The research results demonstrate that HR attributions, trust in the organization, and affective commitment serially mediate the relationship between service-oriented high-performance HR practices and ESP. In addition, the results point out the moderating roles of person–supervisor fit and person–vocation fit. As a result, the current research contributes to the literature by way of revealing how and under what conditions the service-oriented high-performance HR practices affect ESP.

show abstract

“…With regard to the two variables, competency and friendliness, tested in this study, the findings add more support to the results from other research (e.g. Byrne et al,, 1974;Helmreich et al, 1970), which has shown that if positive competency or nonverbal cues are displayed by a person, he or she will be better liked than if he or she displays negative ones.…”

Section: Other Considerationssupporting

confidence: 87%

Interpersonal attraction as a function of sex differences and saliency of verbal and nonverbal information

McGaughey

View full text Add to dashboard Cite

This experiment investigated the effect of receiving verbal and non verbal information on interpersonal attraction. Since women have been reported to give more weight to nonverbal Information and men to verbal information (e.g., Zahn, 1975), it was predicted that when both verbal and nonverbal evaluative cues are presented about another, women's attraction will be more affected by the level of the nonverbal evaluative cue and men's will be more affected by the level of the verbal evaluative cue. Subjects were randomly assigned to 1 of 16 experimental conditions in a 2^ factorial design. The independent variables were: (1) the con federate's sex; (2) the confederate's level of competency (verbal cues); (3) the confederate's level of friendliness (nonverbal cues); and (4) the subject's sex. Competency was varied by written biographic material which showed the confederate to be competent or incompetent. Friendliness was vaileù by a videotaped interview in vhich c or female confederate was friendly or nonfriendly; the confederate's dialogue was standardized. The content and the channel of the stimulus information (i.e., verbal competency and nonverbal friendliness) were purposely confounded in order to appear analogous to realistically encountered stimuli. Both of these conditions were presented to subjects in a counterbalanced order. Subjects rated their attraction toward the confederate on bipolar evaluative adjectives. The results showed that women differed from men by: (1) being more affected by the confederate's level of competency; (2) being more affected by the confederate's nonfriendliness (while liking the friendly confederate

show abstract

When “I like you” indicates disagreement an experimental differentiation of information and affect

Cited by 25 publications

References 17 publications

Silicon sycophants: the effects of computers that flatter

Silicon sycophants: the effects of computers that flatter

Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models

Interpersonal attraction as a function of sex differences and saliency of verbal and nonverbal information

Contact Info

Product

Resources

About