Emmanuelle P. Kleinlogel

University of La Réunion

Immersive virtual reality-based training and research are becoming more and more popular and are in continuous development. For instance, it is now possible to be trained by one’s virtual self (i.e., doppelganger), meaning that a trainee can participate in a training program in which the trainer resembles the trainee. While past research involving...

Artificial intelligence (AI)-generated media is used in entertainment, art, education, and marketing. AI-generated faces or facial expressions using deepfake-based technologies might also contribute to nonverbal behavior studies. As a proof of concept, in this research, we test the replicability of past results regarding the positive effects of fac...

In recent decades, recurring global crises have stemmed from management shortcomings in various organizations, particularly within the financial sector (e.g., the 2000 stock market crash, 2011 UBS rogue trader scandal). Excessive risk-taking attitudes by traders and investment and risk managers are tied to these crises. Identifying high performance...

Artificial intelligence (AI)-generated media is used in entertainment, art, education, and marketing. AI-generated faces or facial expressions using deepfake-based technologies might also contribute to nonverbal behavior studies. As a proof of concept, in this research, we test the replicability of past results regarding the positive effects of fac...

Despite the growing number of organizations interested in the use of asynchronous video interviews (AVIs), little is known about its impact on interviewee reactions and behavior. We randomly assigned participants ( N = 299) from two different countries (Switzerland and India) to a face‐to‐face interview, an avatar‐based video interview (with an ava...

The use of corpora represents a widespread methodology in interpersonal perception and impression formation studies. Nonetheless, the development of a corpus using the traditional approach involves a procedure that is both time- and cost-intensive and might lead to methodological flaws (e.g., high invasiveness). This might in turn lower the interna...

Structured interviews often feature past‐behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past‐behavior questions may constitute a basis for delivering feedback and thus helping them im...

Our study focuses on the promotion of sustainable actions that individuals can adopt at home. We tested the effectiveness of different formats of conducting promotional campaigns providing pro-environmental knowledge. Specifically, we assessed whether the same message delivered in print, in a video or in an immersive virtual environment, via a virt...

The study of nonverbal behavior (NVB), and in particular kinesics (i.e., face and body motions), is typically seen as cost-intensive. However, the development of new technologies (e.g., ubiquitous sensing, computer vision, and algorithms) and approaches to study social behavior [i.e., social signal processing (SSP)] makes it possible to train algor...

Interpersonal skills require mastering a wide range of competencies such as communication and adaptation to different situations. Effective training includes the use of videos in which role models perform the desired behaviours such that trainees can learn through behavioural mimicry. However, new technologies allow new ways of designing training....

Asynchronous video interviews (AVIs) are increasingly used by organizations in their hiring process. In this mode of interviewing, the applicants are asked to record their responses to predefined interview questions using a webcam via an online platform. AVIs have increased usage due to employers' perceived benefits in terms of costs and scale. How...

In an evaluative context, does the impression we think we convey to others matter, such that the more positive we think the impression conveyed is, the better we perform? Does this belief need to be accurate to perform better? We investigate the role of meta-perception and meta-accuracy in a public speaking context by asking participants to deliver...

In our research, we investigated the role of law clarity and coherence on individuals’ approval of this law in the specific context of a widely discussed and controversial topic: the ban on wearing religious signs in public spaces. We hypothesize that manipulating the clarity and coherence of a law influences individuals’ approval of that law throu...

Recent advances in social psychological research have shown that national integration policies influence how immigrants are perceived and treated by the mainstream population. However, the processes by which these policies come to have an impact on prejudice and well‐being of the general population are largely unknown. Moreover, past research has o...

We tested the hypothesis that discriminatory behaviors against religious or ethnic minorities are largely governed by culturally specific intergroup norms that are tied to a given social context. In Study 1 (N = 733), we compared participants from five countries and identified "new secu-larism" as the culture-specific norm predominant in the target...

Despite substantial research on cheating, how and when individual predispositions figure into cheating behavior remains unclear. In Study 1, we investigated to what extent Honesty-Humility predicted cheating behavior. As expected, individuals high on Honesty-Humility were less likely to cheat than were individuals low on this trait. In Study 2, int...

We present how immersive virtual reality (IVR) technology can be used for interpersonal skills training in organizations. We review the distinguishing features of IVR and its potential strengths and limitations for interpersonal skills training. There is a pressing need for more empirical evidence, which is why we propose a research agenda with the...

This chapter argues that research on employment discrimination can be enriched by studying it as unethical behavior. Using five moral principles, namely utilitarianism, distributive justice, righteousness of actions, virtuousness, and ethics of care, it justifies the treatment of employment discrimination as unethical behavior. An overarching theme...

Les comportements discriminatoires en entreprise sont encore une réalité bien présente. Les recherches passées ont démontré que les comportements discriminatoires adoptés par les membres d’une organisation ne sont pas toujours le résultat de leur propre volonté, mais de pression émanant de leurs supérieur.e.s hiérarchiques. Nous qualifions ce phéno...

We introduce perspective taking as an antecedent of third-party reactions to different forms of workplace deviance. Varying the perspective taken by third-parties (perpetrator; other’s perspective) and the type of workplace deviance (moderate organizational deviance; severe interpersonal deviance), we show that third-parties who take the perpetrato...

Terrorism cannot be easily studied experimentally for obvious reasons. We report the results of a laboratory study (N = 149) testing the effect of cultural worldviews on feelings of threat and hostility toward Muslims in France that include in the design the deadly terrorist attack of January 7 th 2015 in Paris as a naturally occurring independent...

Stereotypes are descriptive “pictures in our heads” (Lippman, 1922) about members of other social groups, such as people of a different ethnic or national origin. Individuals can draw on stereotypes in a controlled, conscious manner (explicit stereotypes), but they are not always aware of their automatic activation (implicit stereotypes) and subseq...

This article is an overview of the concept of diversity. Diversity is a term used by scholars to refer to the composition of social units and is a concept used by both employers and researchers to describe a wide range of physical, cultural, psychological, and behavioral differences in organizations. Different diversity types recognized by employer...

Although the representation of women in top management positions has increased in recent years, there remains a gender imbalance at upper levels in organizations (U.S. Department of Labor, 2009). Past research revealed that this gender gap can be explained through a biased evaluation of female leaders such that when exhibiting the same behavior as...

Gender inequalities remain an issue in our society and particularly in the workplace. Several factors can explain this gender difference in top-level managerial positions such as career ambitions but also biases against women. In our chapter, we propose a model explaining why gender inequalities and particularly discrimination against women is stil...

Using the lens of positive organizational ethics, we theorized that empathy affects decisions in ethical dilemmas that concern the well-being of not only the organization but also other stakeholders. We hypothesized and found that empathetic managers were less likely to comply with requests by an authority figure to cut the wages of their employees...

For a long time, organizational theory focused on rational decision making processes, and on “how organizations systemize, rationalize, routinize, and bureaucratize human action in an attempt to strip away or control emotion that might interfere with rationality” (Dutton, Worline, Frost, & Lilius, 2006, p. 61). However, as pointed out by Tenbrunsel...