The small-world illusion: Overestimating the frequency of in-person interactions with acquaintances

IF 3.4 2区 管理学 Q2 MANAGEMENT
Nadav Klein
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引用次数: 0

Abstract

People generate substantial informational benefits from their social networks, and acquaintanceships—“weak ties”—are an important component of these benefits. However, acquaintances typically do not have deep knowledge of one another’s schedules and do not plan their interactions ahead of time. The uncertain nature of interactions with acquaintances raises the possibility that people might not realize how often they actually occur. The present experiments find that people overestimate the frequency of interacting with acquaintances (Experiments 1a-2b). This occurs partly because of an availability bias whereby instances of crossing paths with acquaintances are more top-of-mind and readily available than ways in which acquaintances might “miss” each other (Experiments 3a-5). One consequence of this is that people overestimate opportunities for receiving help from acquaintances and thus miss out on such opportunities (Experiment 5). Acquaintances do not interact as frequently as they think, and this misperception can reduce the benefits of social networks.
小世界错觉:高估与熟人面对面交流的频率
人们从他们的社会网络中获得了大量的信息利益,而熟人——“弱关系”——是这些利益的重要组成部分。然而,熟人通常不会对彼此的日程安排有深入的了解,也不会提前计划他们的互动。与熟人互动的不确定性增加了人们可能没有意识到这种互动实际上发生的频率的可能性。本实验发现,人们高估了与熟人互动的频率(实验1a-2b)。这在一定程度上是由于可得性偏差,即与熟人相遇的例子比熟人可能“错过”彼此的方式更容易被记住和获得(实验3a-5)。这样做的一个后果是,人们高估了从熟人那里得到帮助的机会,从而错过了这样的机会(实验5)。熟人之间的互动并不像他们想象的那么频繁,这种误解会降低社交网络的好处。
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来源期刊
CiteScore
8.90
自引率
4.30%
发文量
68
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
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