类人社交机器人的可信度:奢侈品和多元文化背景下的虚拟影响者

IF 2.7 4区 管理学 Q2 MANAGEMENT
Elodie de Boissieu, Patricia Baudier
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引用次数: 0

摘要

目的社交机器人正在入侵我们的日常生活。最近,得益于人工智能,人形社交机器人已经开发出来,并在社交媒体上影响个人。本文旨在了解多元文化背景下奢侈品消费者对类人虚拟影响者的感知。设计/方法论/方法采用定性方法,作者采访了32名Z世代和千禧一代的中国和法国奢侈品消费者,了解他们在社交媒体特定平台上关注人类影响者和类人VI后对他们的看法。发现利用来源可信度理论,本研究揭示了消费者根据其身体或内容的吸引力、专业知识、相似性和可信度来感知类人VI的不同方式。研究结果表明,千禧一代和Z世代对类人VI的认知与他们的文化背景和他们对奢侈品背景下的技术的熟悉程度密切相关。独创性/价值考虑到Z世代和千禧一代对准社交互动的意愿,并考虑到VI所显示的情感来源的可信度的重要性,本研究的跨文化实证背景引入了在奢侈数字背景下,社交机器人与类人影响者的认知矛盾。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The perceived credibility of human-like social robots: virtual influencers in a luxury and multicultural context
PurposeSocial robots are invading our daily lives. Recently, thanks to artificial intelligence, humanoid social robots have been developed and influence individuals on social media. This paper aims to understand the perception of luxury consumers regarding human-like virtual influencers (VI) in a multicultural context.Design/methodology/approachConducting a qualitative method, the authors interviewed 32 Chinese and French consumers of luxury products from the Gen-Z and millennial generation about their perception of human influencers and human-like VI after following them on social media specific platforms.FindingsUsing source credibility theory, this research unveils the different ways in which consumers perceive human-like VI according to their physical or content attractiveness, expertise, similarities and trustworthiness. The results suggest that the perception of human-like VI by millennials and Gen-Z is closely related to their cultural setting and their familiarity of the technology in a luxury context.Originality/valueConsidering Gen-Z and millennials' willing for para-social interactions and given the importance to the credibility of the source or the emotions displayed by VI, the intercultural empirical setting of this study introduces the ambivalence of the perception of social robots versus human-like influencers in a luxury digital context.
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来源期刊
CiteScore
5.80
自引率
3.60%
发文量
50
期刊介绍: ■Adapting strategic planning to the need for change ■Leadership research ■Responsibility for change implementation and follow-through ■The psychology of change and its effect on the workforce ■TQM - will it work in your organization? Successful organizations respond intelligently to factors which precipitate change. Economic climates, political trends, changes in consumer demands, management policy or structure, employment levels and financial resources - all these elements are constantly at play to ensure that organizations clinging on to static structures will ultimately lose out. But change is a dynamic and alarming thing - this journal addresses how to manage it positively.
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