Nonverbal Social Sensing: What Social Sensing Can and Cannot Do for the Study of Nonverbal Behavior From Video

The study of nonverbal behavior (NVB), and in particular kinesics (i.e., face and body motions), is typically seen as cost-intensive. However, the development of new technologies (e.g., ubiquitous sensing, computer vision, and algorithms) and approaches to study social behavior [i.e., social signal processing (SSP)] makes it possible to train algorithms to automatically code NVB, from action/motion units to inferences. Nonverbal social sensing refers to the use of these technologies and approaches for the study of kinesics based on video recordings. Nonverbal social sensing appears as an inspiring and encouraging approach to study NVB at reduced costs, making it a more attractive research field. However, does this promise hold? After presenting what nonverbal social sensing is and can do, we discussed the key challenges that researchers face when using nonverbal social sensing on video data. Although nonverbal social sensing is a promising tool, researchers need to be aware of the fact that algorithms might be as biased as humans when extracting NVB or that the automated NVB coding might remain context-dependent. We provided study examples to discuss these challenges and point to potential solutions

Immersive virtual reality helps to promote pro-environmental norms, attitudes and behavioural strategies

Our study focuses on the promotion of sustainable actions that individuals can adopt at home. We tested the effectiveness of different formats of conducting promotional campaigns providing pro-environmental knowledge. Specifically, we assessed whether the same message delivered in print, in a video or in an immersive virtual environment, via a virtual human that resembles the participant or not, affects norms, attitudes and behavioural strategies in relation to energy saving gestures. Results revealed that receiving pro-environmental knowledge while being immersed in virtual reality led to greater energy saving attitudes and a different use of products and appliances at home as compared to receiving the same information via more traditional means. The present work aims to sensitise governmental and pro-environmental organisations about the effectiveness of using immersive virtual reality to conduct such campaigns

Meta-Perception at Work: Empirical and Theoretical Evidence for the Inclusion of Meta-Perception and its Accuracy in Organizational Behavior

Whether you are trying to impress others, communicate efficiently, develop trust with your teammates or followers, or choose key partners to work with, you need to accurately anticipate what others think of you. This process, which is called meta-perception (Laing, Phillipson, & Lee, 1966), is thus crucial for your day-to-day life, and also at work. Still, meta-perception fails to be considered as a key individual process in the field of Organizational Behavior – OB. Therefore, this dissertation aims to gather empirical and theoretical evidence showing that meta-perception is an important process for organizational life. Thus, this dissertation focuses on the process itself (i.e. meta-perception and meta-accuracy), its antecedents and its outcomes, applied to social evaluation situations that are common at work. First, I aim to provide the bases of a consensual and context-specific approach of meta-perception enabling its study in the field of OB by differentiating the manifestations of meta-accuracy and by using statistical methods that consider both components of meta-accuracy, namely meta-perception and other-perception (Edwards, 1995, 2002; Shanock, Baran, Gentry, Pattison, & Heggestad, 2010). Second, I aim to examine whether meta-perception, its bias and its accuracy are affected by specific antecedents (i.e. narcissism and leadership style) that have received growing attention in OB. Third, I aim to study the effect of meta-perception and its accuracy on outcomes usually influenced by person perception, such as performance and hireability, and characterized by social evaluation. To achieve these aims, four research projects were performed (i.e. three empirical projects, gathering eight studies, and one theoretical project). The first project examines the link between narcissistic tendencies and a specific form of meta-perception. The second project tests the effect of leadership style on the accuracy of meta-perception and whether this accuracy has a positive impact on task performance. The third project provides a theoretical framework on the advantages of including meta-perception of performance in Multi-Source Feedback. The fourth project tests whether meta-perception and its accuracy play a role in hireability. These research projects led to key contributions to the literature on meta-perception and its accuracy, narcissism, leadership and the field of OB. First, this research contributes to the literature on meta-perception by proposing a context-specific approach of meta-perception. This dissertation specifically justifies the need to (a) differentiate the aspects on which meta-perception focuses (e.g. emotions, behaviors, skills, traits), (b) study meta-perception as related to self-perception and other-perception to gain knowledge about the bias and accuracy of meta-perception, and (c) examine the role of meta-accuracy in predicting organizational behaviors according to its three dimensions (i.e. size, direction, and favorability). Second, it contributes to the literature on leadership by studying the effect of narcissism and leadership style on meta-perception through the assessment individuals’ egocentrism and flexibility. Third, it contributes to the OB field and meta-accuracy literature by showing that the three dimensions of meta-accuracy (i.e. size, direction and favorability) have specific effects on task performance, professional development and hireability. In fine, this dissertation constitutes a well-documented plea for the integration and recognition of meta-perception as a key process in Organizational Behavior studies.Doctorat en Sciences économiques et de gestioninfo:eu-repo/semantics/nonPublishe

Support, Supported, and Supporting: Meta-Perception as the Missing Link in Organizational Behavior

Why do employees help more or less their colleagues? Why do they feel misunderstood and not supported by their superiors or peers? Why is employees’ professional development not necessarily improved after multisource feedback? Could all of these organizational outcomes be influenced by people’s metaperception, a phenomenon largely ignored in the field of organizational behavior? The literature about Organizational Citizenship Behavior (OCB), Workplace Relationship (WR), Perceived Organizational Support (POS) and Multisource Feedback (MSF) seems to carry a black box. It may concern the motivational aspects of OCB, the conceptualization of POS or even the mechanisms behind MSF’s shortfalls. This paper highlights several gaps in the field of Organizational Behavior and then, addresses this gap through the lens of metaperception. This paper aims to provide convincing evidence that metaperception is the missing link to improve our understanding of OCB, WR, POS and MSF. We conclude on clear directions for future research investigating how metaperception could intervene in these three outcomes.info:eu-repo/semantics/publishe

I am a great open book: Narcissistic individuals feel transparent toward others

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Do you see me the way I see myself? Narcissists are less prone to illusion of transparency than other people

People tend to believe that their internal states are transparent to others (e.g. illusion of transparency), and even more when they are self-centred. Would it be the case for narcissistic individuals who are highly self-centred? Three studies investigated whether narcissists feel more transparent because they are egocentric, or whether they feel less transparent because they are socially skilled. Using a vignette method, Study 1 showed that the more participants were narcissists, the less they felt transparent with regard to their emotions, values and behaviour. Study 2 further showed that this association was stronger when narcissistic characteristics were valorised. In addition, the negative link between narcissism and felt transparency was mediated by self-monitoring. Using a face-to-face interaction, Study 3 provided evidence that participants high on narcissism were less prone to illusion of transparency. Overall our studies suggest that narcissists’ meta-perception is more accurate, less egocentric because they are socially skilled.info:eu-repo/semantics/publishe

Does Knowing the Impression You Convey to Others Make You a Better Speaker? The Role of Meta-Accuracy in the Context of Public Speaking

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