Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
This study tested two competing theories describing how information is shared in a selection process. The information processing theory says critical unshared information, important information not originally known, is more impactful than shared information, information known prior to making a decision. The alternative theory is social validation which says shared information is more impactful than unshared information. The importance of the information as well as when the information was provided, either prior to or after making an initial preference, was used to test each theory. Critical unshared information was more impactful in this study. Further results seem to suggest interactive effects between social validity and informational value of information provided by others.
Date
October 2019
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Shared and Unshared Information in an Employee Selection Process
This study tested two competing theories describing how information is shared in a selection process. The information processing theory says critical unshared information, important information not originally known, is more impactful than shared information, information known prior to making a decision. The alternative theory is social validation which says shared information is more impactful than unshared information. The importance of the information as well as when the information was provided, either prior to or after making an initial preference, was used to test each theory. Critical unshared information was more impactful in this study. Further results seem to suggest interactive effects between social validity and informational value of information provided by others.
Department
University of Tennessee at Chattanooga. Dept. of Psychology