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The purpose of this paper is to theoretically formulate the plausibility of affective recalling through the analysis of different psychological theories and assumptions and develops the theory of vacation happiness bias on the emergence of some variations on affective recalling and forecasting intertwined with dispositional affect, affect regulation and types of situational affect.

This study uses a non-empirical method to find gaps in the literature and the existing theories and build a new theoretical model, vacation happiness bias.

The theory of vacation happiness bias accounts for how the modified focalism model that is expanded to affective recalling beyond affective forecasting works, and thus the modified model is better accounted particularly for the vacation field. In addition, the theory of vacation happiness bias explains how different types of affect and affect regulation are intertwined with one another within the modified focalism frame, thereby yielding some variation. Recalled vacation experiences are more positive than vacation experiences as of the present as a result of affect that is controlled through affect regulation merged with social desirability bias.

Research in tourism and psychology fields has not yet deemed affective recalling, even though affective recalling would likely be more salient in the vacation context that is different from the context of daily life.

This paper aims to review the theory and empirical evidence of institutional investor behavioral biases in the lenses of behavioral finance paradigm. It surveys the research specifically focusing on behavioral biases among institutional investors in investment management activities worldwide.

A literature survey is done to gather and synthesize evidence on behavioral biases of institutional investors.

The survey and analysis reveal the following findings. First, the theoretical underpinning of investors’ irrational behavior has been neglected in behavioral finance research. Second, the behavioral heuristics and biases are dynamic and complex. Third, understanding behavioral biases’ origin, causes and effects requires interdisciplinary perspectives from the fields of psychology, sociology and biology.

The analysis and alternative perspectives drawn in this paper provide new insights into the field of behavioral finance and aims to suggest researchers, practitioners and regulators on the next course of actions.

The current work aims to study the discrepancies that arise between the observed stimulus and the perception that managers form this reality. Individuals' bounded rationality, the complexity of the observed reality and the influence of the managers' beliefs are among the factors that give rise to these discrepancies. Thus, one can distinguish between different types of cognitive biases: simplification biases, affective influence biases, and interaction biases.

In the empirical application of this study, and using the narrative approach, this study analyses the opinions offered by CEOs of toy manufacturers about two questions: the current situation of their sector, and their firm's product portfolio.

The study reveals that managers' perceptions do not coincide with the information obtained from other bibliographic sources. Hence the results confirm the presence of biases in their opinions, which derive from simplification processes in the manager's cognitive process and from the influence of their belief schema.

The adoption of the narrative approach determines the limitations of this research. On the other hand, the information used to test the managers' opinions is also the result of a perception process, which undoubtedly entails cognitive biases.

This work examines the cognitive biases that are produced throughout the process of individual perception. Thus, the proposed model of perception stresses the factors that distort individual perception: the complexity of the stimulus and the individual's belief schema.

This research analyses the reliability of managers' opinions using a qualitative methodology that includes various information sources.

Historically, research in organizational behavior has denied and even denounced the presence and impact of emotions in the workplace. Today, after little more than 10 years of research on emotions in the workplace, organizational behavior scholars look to emotions as an important determinant of nearly every facet of workplace behavior. From interpersonal behavior, to team performance, and strategic decision-making in top management teams, researchers have argued that the role of emotions is fundamental to our understanding of these organizational processes. Research on emotions in the workplace has had a fast and furious growth, facilitated by a lack of critical reflection upon the limits of bounded emotionality as a framework for understanding individuals’ actions in organizations. It is undeniable that emotions influence some facets of organizational behavior. But the questions of interest in this chapter are, in which areas of organizational behavior do emotions play a critical role in the determination of individual and organizational outcomes and under what conditions?

Previous studies showed that the unconscious-intuitive strategy resulted in a better choice for it is more predictive of actual interest. This benefit may be influenced by occupational engagement, for the dual process of career decisions takes it as a tool for multidevelopment and optimal adjustment. Thus, we replicated (and extended) the study of Motl et al. (2018) through two experiments to identify the role of three pre-decisional strategies and then explore the combined effects of occupational engagement and these strategies. The purpose of this paper is to address these issues.

The authors replicated (and extended) the study of Motl et al. (2018) through two experiments. First, both studies adopted generalized linear mixed-effects models for statistical analyses to distinguish random and fixed effects. Second, Study 2 used a computer-based process-tracing program called “Mouselab” to explore the effect of the pre-decisional strategy self-generated on participants' interest appraisals over time.

Study 1 found that engagement helped promote participants' interest experience when decisions as usual and the intuitive strategy did not produce optimal choices. Further, people with more prior knowledge about situations no longer achieved as many benefits from their allocated strategy (i.e. rational strategy) as those with less. Study 2 failed to find adequate advantages of the intuitive strategy. Specifically, people with less search depth (the heuristic-intuitive strategy) were more interested in their choices. Nevertheless, when the strategy was manipulated as variability of search (VS), it only found the promotion of engagement, but it neither found the interaction between engagement and strategy nor did strategy itself.

The present paper provides mixed support for adaptive career decision-making. Career counselors can use occupational engagement levels as a reference for pre-decisional strategy selection and coach clients to adopt a proper decision-making process/method to make interest forecasts.

The purpose of this paper is to present the concept of consumers' erroneous affective self‐forecasts, and discuss the implications of such forecasts for consumer purchasing behaviour and marketing planning.

First, the literature on inaction inertia – the lowering of the likelihood that a bargain will be taken once a better bargain has been missed – is reviewed. Second, the literature on affective self‐forecasting is reviewed. Finally, the implications that the authors synthesis of the behavioural evidence carries for marketing are discussed.

The inaction inertia literature implicates the regret that consumers associate with purchasing a discounted item once they have missed a much larger discount on it as a major contributing factor to consumers' unwillingness to purchase the item on the second occasion. The literature on affective self‐prediction suggests that regret (and other emotions) is systematically mispredicted.

The likely effect of erroneously anticipated regret in inaction inertia situations is depressed purchasing behaviour. The paper argues that because affective anticipations are typically erroneous, their impact on consumer decision‐making processes cannot be deemed rational. It is proposed that marketing should intervene to either increase the accuracy of such anticipations, or to lead consumers to discount them.

Price promotions can have negative side effects, such as those observed in inaction inertia circumstances. To some extent, these are driven by consumers anticipated regret (and possibly other relevant emotions). Marketing techniques can counteract the disproportionate impact of such emotions.

The paper offers a synthesis of behavioural evidence on inaction inertia and affective self‐forecasting – two quite separate literatures that have yet to be brought together in the present context. In addition, the paper outlines implications for marketing and suggests possible strategies to moderate the discussed effects.

In this chapter, we consider the fundamental importance of social identity both in terms of how people think about others and for personal well-being. The chapter reviews how social categorization and social identity impact people's responses to others and, drawing on our own work on the Common Ingroup Identity Model, examines how identity processes can be shaped to improve intergroup relations. This model describes how factors that alter the perceptions of the memberships of separate groups to conceive of themselves as members of a single, more inclusive, superordinate group can reduce intergroup bias. The present chapter focuses on four developments in the model: (1) recognizing that multiple social identities can be activated simultaneously (e.g., a dual identity); (2) acknowledging that the meaning of different identities varies for different groups (e.g., racial or ethnic groups); (3) describing how the impact of different social identities can vary as a function of social context and social and personal values; and (4) outlining how these processes can influence not only intergroup attitudes but also personal well-being, interms of both mental and physical health.

The purpose of this paper is to review evidence related to the factors that influence people's understanding of health information and how miscommunication of health information can jeopardize people's health.

A literature review was conducted of English language articles, cited in major literature databases from the last 40 years, which describe factors related to comprehension of health information. A total of 93 articles were included.

The paper finds that health communication should take into consideration the role of the following factors on the processing and interpretation of health information: health literacy, format presentation of information, and human cognitive biases and affective/personal influences.

Health communication is a major component of health care. Every health care encounter involves exchange of information, which is intended to enhance people's knowledge in order to assist them to make an informed decision about their health care. However, the mere act of providing information does not guarantee comprehension. People's comprehension of information depends on several factors, including health literacy and numeracy skills, the format presentation of health information and human cognitive biases in the information processing and interpretation. Ineffective health communication can result in a wide range of direct and indirect health consequences including failure to understand and comply with treatment, poorer health status, increased risk of injuries, increased hospitalization, and decreased use of preventive services.

This paper provides health professionals and educators with an overview of important issues related to health communication and highlights strategies that facilitate effective communication to help people to make informed decisions about their health care.

In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing literature on mindfulness, provide a brief history and definition of the construct, and discuss its beneficial effects on physical and psychological health. Second, we delineate a model of the mental and neurobiological processes by which mindfulness and mindfulness-based practices improve self-regulation of thoughts, emotions, and behaviors, linking them to both performance and employee well-being in the workplace. We especially focus on the power of mindfulness, via improved self-regulation, to enhance social relationships in the workplace, make employees more resilient in the face of challenges, and increase task performance. Third, we outline controversies, questions, and challenges that surround the study of mindfulness, paying special attention to the implications of unresolved issues for understanding the effects of mindfulness at work. We conclude with a discussion of the implications of our propositions for organizations and employees and offer some recommendations for future research on mindfulness in the workplace.