| Summary: | 博士 === 國立雲林科技大學 === 管理研究所博士班 === 95 === When people make a judgment or decision under some uncertain situations, they usually rely on comparisons or the easily recalled information to construct their evaluation. This research chooses heuristics as theme to explore what and how mood states influences decision heuristics. This research’s purpose is to apply and extend the framework of valence-based approaches and cognitive appraisals tendency in order to infer, validate and draw affective influence on heuristics.
This research includes two studies. The first one includes three experiments, the first and second experiments are focused on different methods to produce different moods which are proven to be effective. The third experiment is adopted a retain talent task to examine that how moods will adjust the anchoring effects. The results show that: (1) we compare two methods of manipulating moods and then find that reading and projecting themselves into a hypothetical situation is more effective than recalling imagining a time when they had experienced the target mood. (2) Anchoring effects has been observed in the retain talent task. High anchors lead to higher absolute estimates than low anchors. (3) From the valence-based approaches, positive or negative moods don’t adjust anchoring effects. (4) From the cognitive appraisal tendency, certain or uncertain moods don’t adjust anchoring effects. (5) Anger has a lower anchoring effect in a low anchor and a higher anchoring effect in a high anchor than anxiety.
In the second study, we adopt a selection of one secretary in human resource management as a task. We supply eight descriptions of an applicant and then ask participants to recall the descriptions and judge the percentage of this applicant’s recruitment. After analyzing of the result, we find that: (1) positive moods and negative moods don’t influence the percentage of the applicant’s recruitment. (2) Certain moods and uncertain moods influence the percentage of the applicant’s recruitment. (3) The recall number on positive-certain information or negative-certain information will influence the percentage, the high recall number on positive-certain information and the low recall number on negative-certain information will lead to the high percentage of this applicant’s recriuitment. Finally, this research discusses the implications of theory, practice and future research.
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