• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of organizational behavior management >A Behavior Analysis of Individuals' Use of the Fairness Heuristic When Interacting With Groups and Organizations
【24h】

A Behavior Analysis of Individuals' Use of the Fairness Heuristic When Interacting With Groups and Organizations

机译：与团体和组织互动时个人使用公平启发法的行为分析

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

In the present analysis the author utilizes the groups as patches model (Goltz, 2009, 2010) to extend fairness heuristic theory (Lind, 2001) in which the concept of fairness is thought to be a heuristic that allows individuals to match responses to consequences they receive from groups. In this model, individuals who are reviewing possible groups to join use stimuli they associate with fairness as screens to select groups with whom they will initiate contact. During initial contact, as well as after individuals have joined the group, individuals look for confirmation or disconfirmation of initial impressions offairness, consistent with tracking, in which rules are followed because of a history of correspondence between the rule and the natural contingencies. These modified fairness assessments then serve to match the individual's responses to the rate of reinforcement being obtained from the group. In the case of unfairness, these responses may include lowered rates of responding, threats of punishment for unfairness, or switching to alternative groups.
机译：在当前的分析中，作者利用群体作为补丁模型（Goltz，2009，2010）扩展了公平启发式理论（Lind，2001），在该理论中，公平概念被认为是一种启发式的方法，可以使个人将对结果的反应与他们的反应相匹配。从团体中接收。在此模型中，正在审查可能加入的组的个人使用与公平相关联的刺激作为筛选条件，以选择与之建立联系的组。在初次接触期间以及个人加入该小组之后，个人会寻求确认或否定对公平的初始印象，这与跟踪一致，因为规则与自然偶然性之间存在对应关系，因此遵循规则。然后，这些修改后的公平性评估将使个人的反应与从小组获得的强化率相匹配。在不公平的情况下，这些应对措施可能包括降低回应率，对不公平行为进行惩罚的威胁或转向其他群体。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号