第一印象,破碎的信任和道歉:对人际信任和团队动态的影响
Majlinda Maliqi1, Fanny Lalot1, Alain Quiamzade2,3
1Faculty of Psychology, University of Basel, Basel, Switzerland.
Frontiers in psychology
|August 25, 2025
概括
尤其是对违反信任行为的道歉, 显著提高了工作场所的信任. 新的积极信息进一步增强了信任和团队运作,显示了附加效应.
科学领域:
- 组织心理学
- 社会心理学
背景情况:
- 建立信任对于有效的团队合作和工作场所动态至关重要.
- 了解最初的感知和随后的信息如何影响信任是管理团队的关键.
研究的目的:
- 研究第一印象与新信息之间的相互作用,
- 检查这些因素对团队动态和运作的影响.
主要方法:
- 一项预先注册的实验研究,涉及西北瑞士的204名员工.
- 使用操纵工作面试视频来创造第一印象的招聘模式 (道歉与否认违反信任).
- 引入第一印象后的积极信息,以评估其对信任和团队感知的影响.
主要成果:
- 对于违反信任的道歉对信任产生了更强大的积极影响,
- 新的积极信息显示了附加效应,增强了人们的可信度,人际信任和团队运作 (协作文化,绩效,满意度).
- 结果与一致性偏差假设相矛盾,表明新信息的附加性而不是倍增性影响.
结论:
- 在信任的培养中,第一印象,尤其是承认错误的印象, 起着重要的作用.
- 随后的积极信息可以建立起最初的信任,从而改善团队的结果.
- 研究结果为更新信念理论和工作场所信任干预的实际应用提供了洞察力.
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