The Effects of Different Emoticons on the Perception of Emails in the Workplace

Non-verbal communication cues, e.g. facial expressions, and their surrogates in computer-mediated communication, emoticons, influence how a message is understood. Based on the four-ear model of communication, we examine in detail how emoticons affect message perception. More specifically, we examine the different effects of three emoticons [:-) :-( ;-)] on the four levels that define communication. Using a factorial survey with a treatment control group design (N = 231), our findings suggest that emoticon usage does not influence the understanding of a message at the factual information and appeal levels. However, we show that the usage of happy and ironic emoticons significantly shapes the subtext of a message, namely the relationship and self-revelation level, whereas sad emoticons do not have such an effect. These findings hold practical implications: Most importantly, senders can use happy and ironic emoticons to soften their email messages’ illocutionary force at the relationship level and self-revelation level

On the Role of Social Comparison Processes in Gamified Work Situations

Gamification, which can be defined as the use of game-design elements in the workplace, is a relatively new approach to foster work motivation. However, especially gamification elements based on rankings and leader boards create transparency among users, which allows for interpersonal social comparison. This paper gives a possible explanation why and how gamification based on a ranking influences motivation and perceived pressure by taking social comparison processes into account. To this end, we conducted a factorial survey (N = 156) to examine the effects of introducing a game-design element (public leader board) in the workplace. We found that the provision of a ranking increases motivation, perceived pressure and social comparison behavior. Importantly, we found that the motivational and pressuring effects can be largely explained by the extent of individual’s social comparison behavior

Do You Trust ChatGPT? -- Perceived Credibility of Human and AI-Generated Content

This paper examines how individuals perceive the credibility of content originating from human authors versus content generated by large language models, like the GPT language model family that powers ChatGPT, in different user interface versions. Surprisingly, our results demonstrate that regardless of the user interface presentation, participants tend to attribute similar levels of credibility. While participants also do not report any different perceptions of competence and trustworthiness between human and AI-generated content, they rate AI-generated content as being clearer and more engaging. The findings from this study serve as a call for a more discerning approach to evaluating information sources, encouraging users to exercise caution and critical thinking when engaging with content generated by AI systems

Nurses' perceptions of aids and obstacles to the provision of optimal end of life care in ICU

Contains fulltext : 172380.pdf (publisher's version ) (Open Access

Motivating Low-Achievers—Relative Performance Feedback in Primary Schools

Relative performance feedback (RPF) has often been shown to improve effort and performance in the workplace and educational settings. Yet, many studies also document substantial negative effects of RPF, in particular for low-achievers. We study a novel type of RPF designed to overcome these negative effects of RPF on low-achievers by scoring individual performance improvements. With a sample of 400 children, we conduct a class-wise randomized-controlled trial using an e-learning software in regular teaching lessons in primary schools. We demonstrate that this type of RPF significantly increases motivation, effort, and performance in math for low-achieving children, without hurting high-achieving children. Among low-achievers, those receiving more points and moving up in the ranking improved strongest on motivation and math performance. In addition, we document substantial gender differences in response to this type of RPF: improvements in motivation and learning are much stronger for girls. We argue that using this new type of RPF could potentially reduce inequalities, especially in educational settings

Friendly, Humorous, Incompetent? On the Influence of Emoticons on Interpersonal Perception in the Workplace

Competence, humor and friendliness are good qualities to demonstrate in the workplace. We know that facial expressions provide recipients of a message with information about the senders—conveying that they possess such qualities. However, we only have limited knowledge of whether emoticons, facial expression surrogates in computer-mediated communications, do this in a similar way. Based on the four-ear model of communication and using a factorial survey, we examined how happy emoticons affect recipients’ perceptions of senders’ competence, humor and friendliness in the context of workplace emails. Our findings suggest that emoticon usage does not influence recipients’ perceptions of senders’ competence, but does influence the perception of their humor and friendliness. These findings hold practical implications: Senders can use happy emoticons to convey beneficial information at the self-revelation level of a message. Indeed, happy emoticons can make senders seem humorous and friendly to others, and does not make them seem incompetent

Important product features of mobile decision support systems for in-store purchase decisions: A user-perspective taking into account different purchase situations

Huschens M, Pfeiffer J, Pfeiffer T. Important product features of mobile decision support systems for in-store purchase decisions: A user-perspective taking into account different purchase situations. In: Proceedings of the MKWI. 2014.Since the widespread diffusion of mobile devices, like smartphones, mobile decision support systems (MDSS) that provide product information, recommendations or other kind of decision support for in-store purchases have gained momentum. A user-centered design of MDSS requires a choice of features appropriate for the specific decision situation. This paper presents results of a study to identify important features customers expect of an in-store MDSS for electronic devices in different purchase situations. The study has been conducted as online questionnaire applying a preference measurement technique from marketing science

Individual Rank and Response: Survey-Based Evidence on the Effects of Rank-Based Performance Feedback

Evidence suggests that rank-based performance feedback (RBPF) can influence workplace performance. Still, knowledge about the differential effects of RBPF on two central antecedents of employees’ performance — perceived pressure and individual goal-setting — is still sparse. We address these gaps by using a survey-based study and found that the effects of RBPF on individual goal-setting are positive for high, intermediate, and low performing individuals. However, these positive effects come with a price: Low performers who find themselves at the bottom of the ranking perceive their situation as more pressuring compared to a situation without ranking. Although these results point to a potential benefit, they also cast doubt on the implementation of rankings within the workplace