The confrontation effect: When users engage more with ideology-inconsistent content online

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes Pub Date : 2024-10-05 DOI:10.1016/j.obhdp.2024.104366

引用次数: 0

Abstract

People typically engage with information that aligns with their ideology and avoid information that challenges it. Here, we demonstrate that online users can become relatively more engaged with content that clashes with their ideology, a pattern we label the confrontation effect. We further show that the outrage evoked by ideology-inconsistent content drives the confrontation effect and reconcile our findings with the more commonly observed congeniality bias. We employ a multi-method approach to test this theoretical framework via observational field data from Twitter, a series field experiments on Facebook, and online lab experiments. Collectively, these findings provide a balanced perspective on the interplay between user ideology and online engagement, with important implications for both organizations and policymakers.

查看原文本刊更多论文

对抗效应：当用户在网上接触更多与意识形态不一致的内容时

人们通常会接触与其意识形态相一致的信息，而回避挑战其意识形态的信息。在这里，我们证明了网络用户会相对更多地接触与其意识形态相冲突的内容，我们将这种模式称为对抗效应。我们还进一步证明，与意识形态不一致的内容所引起的愤怒会推动对抗效应，并将我们的发现与更常见的同质性偏差相协调。我们采用了多种方法，通过 Twitter 的实地观察数据、Facebook 的一系列实地实验以及在线实验室实验来检验这一理论框架。总之，这些发现为用户意识形态与在线参与之间的相互作用提供了一个平衡的视角，对组织和政策制定者都具有重要意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Organizational Behavior and Human Decision Processes Multiple-

CiteScore

8.90

自引率

4.30%

发文量

期刊介绍： Organizational Behavior and Human Decision Processes publishes fundamental research in organizational behavior, organizational psychology, and human cognition, judgment, and decision-making. The journal features articles that present original empirical research, theory development, meta-analysis, and methodological advancements relevant to the substantive domains served by the journal. Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. We are interested in articles that investigate these topics as they pertain to individuals, dyads, groups, and other social collectives. For each topic, we place a premium on articles that make fundamental and substantial contributions to understanding psychological processes relevant to human attitudes, cognitions, and behavior in organizations. In order to be considered for publication in OBHDP a manuscript has to include the following: 1.Demonstrate an interesting behavioral/psychological phenomenon 2.Make a significant theoretical and empirical contribution to the existing literature 3.Identify and test the underlying psychological mechanism for the newly discovered behavioral/psychological phenomenon 4.Have practical implications in organizational context