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This study investigates how individuals' self-awareness (specifically, private and public self-awareness) and environment-awareness (perceived expertise, similarity and familiarity) shape herd behavior, encompassing discounting one’s information and imitating others. Drawing from latent state-trait theory, this research aims to discern the impact of these factors on purchase intention and behavior.

Longitudinal data from 231 users in Xiaohongshu, China’s leading social commerce platform, were collected to test the proposed model and hypotheses.

The findings from this study show that private self-awareness negatively influences discounting one’s own information and imitating others. Public self-awareness positively affects imitating others, while it does not affect discounting one’s own information. Perceived expertise diminishes discounting one’s own information but does not significantly affect imitating others. Perceived similarity and perceived familiarity are positively related to discounting one’s own information and imitating others. The results confirm different interaction effects between self-awareness and environment-awareness on herd behavior.

First, this contributes back to the latent state-trait theory by expanding the applicability of this theory to explain the phenomenon of herd behavior. Second, this study takes an important step toward theoretical advancement in the extant literature by qualifying that both self- and environment-awareness should be considered to trigger additional effects on herd behavior. Third, this study provides a more enlightened understanding of herd behavior by highlighting the significance of considering the interplay between self- and environment-awareness on herd behavior. Finally, this study also empirically confirms the validity of classifying self-awareness into private and public aspects.

The purpose of this paper is twofold. First, this study applies social presence theory to explore the influences of public self-awareness on consumers’ choice inconsistency and post-choice satisfaction. Second, the authors investigate how time pressure moderates the effects of self-awareness on choice inconsistency and post-choice satisfaction so that online sellers can better align their marketing strategies.

This research consists of two studies. Study 1 conducted a 3 (self-awareness: public/private/control) × 2 (time pressure: high/none) experiment, and 311 online participants were recruited to explore the influence of public self-awareness and time pressure. Study 2 used a 3 (self-awareness: public/private/control) × 2 (time pressure: high/no) × 2 (self-consciousness: high/low) quasi-experiments, and the authors used 652 online participants to examine the effect of self-awareness, time pressure and public self-consciousness on choice inconsistency and post-choice satisfaction.

The results indicate that publicly self-aware consumers under high time pressure show greater inconsistency than those under no time pressure. Also, people with higher public self-consciousness exhibited higher choice inconsistency and post-choice satisfaction in public self-awareness situations than those in private self-awareness and control conditions.

To generalize the results, this study should be replicated using more heterogeneous populations in diverse regions and cultures, as well as other product categories.

This study explores the implications of evoking self-awareness during online consumption and the online purchase process by observing the moderating effect of self-consciousness and time pressure. The findings provide insights to marketing practitioners who seek to increase their companies’ competitive advantage and profits through effective online manipulations of consumers’ self-awareness.

Extant research does not address how time pressure affects the relationships among public self-awareness, choice inconsistency and post-choice satisfaction. In addition, prior research only focused on public self-awareness in customer consumption. This study bridges these gaps and has implications for e-commerce, consumer behavior and relationship marketing research fields.

This paper aims to present some findings from a wider study into effective command, leadership and management in the British Royal Navy (RN). Its aim is to increase understanding of two types of self‐awareness, emotional and congruent, and their relationship to job performance and personality.

The sample consisted of 261 Officers and Ratings in the Royal Navy. Performance was established through the organisation's own rigorous appraisal process, while personality and competency data were gathered through the use of the Occupational Personality Questionnaire (OPQ) and the Leadership Dimensions Questionnaire (LDQ). Two difference measures were computed to assess the congruence of self‐other assessment (d1) and degree of under‐ or over‐rating (d2).

The results demonstrate that self‐evaluation of own performance (from LDQ) was significantly correlated with appraised (actual) performance. Hierarchical regression showed that both d scales explain significant variance in appraised performance, especially the d2 measure which accounted for 47 per cent. The findings establish the first empirical relationship between congruent/public (self‐evaluation) and emotional/private (self‐consciousness) self‐awareness and performance.

Measures of self‐awareness were derived from the three data sets described, not from a separate measure. The findings relate to a single organisation and need to be replicated more widely.

The results of this study suggest that emotional/private and congruent/public self‐awareness are related to each other and that the latter is significantly related to effective performance. The findings have implications for manager and officer assessment, selection and development.

Given the broad employment contexts of previous studies into external/congruent and internal/emotional self‐awareness and performance, the findings and improvement applications discussed in this paper could have practical implications for many other organisations.

While most corporate social responsibility (CSR) research has focused on its positive effects, the potential “dark side” of CSR has received scant attention. Grounded in vicarious moral licensing theory and insights from related literature, the current study examines how employees' perceptions of external CSR could result in unintentional negative consequences like unethical pro-organizational behavior via psychological entitlement. The study also investigates the direct and conditional effects of private self-awareness.

A two-wave survey of 609 full-time employees from various occupations was conducted to empirically test the hypotheses. Several techniques and remedies were applied to control the quality of the sample data and mitigate the effects of potential common method bias.

The results demonstrate that unethical pro-organizational behavior can be an unintentional negative outcome of perceived external CSR, and psychological entitlement mediates the relationship.

This work contributes to the moral licensing literature by examining vicarious moral licensing in the work domain. It offers several new and significant implications for research on CSR, psychological entitlement, and unethical pro-organizational behavior. The results suggest that managers should be mindful of unethical pro-organizational behavior as a potential negative consequence of external CSR engagement.

This study is among the first attempts to examine vicarious moral licensing in the work domain and investigates a largely neglected research area – the negative aspect of external CSR.

Facial recognition payment is an emerging mobile payment method that uses human biometrics for personal identification. The purpose of this study is to examine how users' salient beliefs regarding the technology–organization–environment–individual (TOE–I) dimensions affect their attitudes and how attitudes subsequently influence the intention to use facial recognition payment in offline contactless services.

This study comprehensively investigates customers' decision-making psychological mechanism of using facial recognition payment by integrating the belief–attitude–intention (B–A–I) model and the extended TOE–I framework. Data from 420 valid samples were collected through an online survey and analyzed using partial least squares structural equation modeling.

Research results indicate that convenience and perceived herd exert positive effects on trust and satisfaction. Meanwhile, familiarity has a significantly positive effect only on trust but not on satisfaction. In contrast, perceived privacy risk exhibits a negative effect on both trust and satisfaction. Trust and satisfaction positively influence the intention to use facial recognition payment. Unexpectedly, self-awareness negatively moderates the effect of satisfaction on intention to use, but its effect on the relationship between trust and intention to use is non-significant.

To the best of the authors’ knowledge, this study is one of the early studies that explicate customers' psychological mechanism in facial recognition payment in offline contactless services through an understanding of the B–A–I causal linkages with the identification of users' perceptions from a comprehensive context-specific perspective. This study enriches the literature on facial recognition payment and explores the moderating role of self-awareness in the relationship between users' attitudes and intention to use, thereby revealing a complex psychological process in the usage of offline facial recognition payment systems.

Literature suggests that less attention has been paid on teacher's and head of the school's outlook on when to introduce life skills education, which are the most important to be focused and developed first, and their opinion on effort already made to develop life skills among the students. Hence, the present study aims to focus on the teacher's and head of school's perspective with regard to the three most important life skills which need to be developed at the school level.

For the present study, a digital survey tool was developed (Google Form) and circulated across all the states to the Government and private school teachers and heads of school and access of the Google form was open from April 26 to May 7, 2022. A total of 770 school heads/teachers responded the survey spread over 17 different states. To address the objectives of the paper, descriptive and inferential analysis are carried out.

In the participant's view, self-awareness, effective communication and problem solving are found as the top most, second and third most important life skills to be focused respectively. Results reveal that the region, type of schools and gender of the respondents have no significant role to play in the choice of top three most important life schools to be focused the first. However, designation of the respondent's (teacher/head of the schools) and years of work experience in schools are found significantly associated with the choice of top three life skills. Study concludes that as various research studies have highlighted that all the life skills are inter-related so if the authors prioritize at least three identified top most first so others will be some and other way will start developing in parallel and can be taken up subsequently.

This study is based on digital data collected from the teachers and headmasters based on the survey link circulated through different communication channels. Also, sample is not uniform due to varied response rate across the states and therefore number of respondents participated in the survey varies significantly from one state to another state. The findings emerged from this study cannot be generalized at state level. Even generalization at national level needs to be done carefully as samples are not representative. However, this research demonstrates an interesting fact and will help teachers to prioritize top three skills to be implemented first followed by others.

This will help the teachers and heads of schools to use the top three skills that they need to insist by all means at the school level. This will also help the policy makers to keep note of the perception of the teaching community on life skills.

This paper will bring focus on the importance of life skills to the education fraternity.

Less or no attempt has been made to understand teachers/head of school's perspective on initiation of life skills and which are the most important skills to be prioritized first. Hence, the study comes with an original concept.

Multi‐source processes have been increasingly adopted by organisations in recent years and most projections suggest this trend will continue. As a developmental technique, one underlying rationale to such systems is their potential impact on target managers’ self‐awareness; increasing self awareness is thought to enhance performance. The main theme of this paper relates to the potential of 360‐degree assessment for yielding measures of self‐awareness and the different ways of deriving indices of this variable. The relationship between self‐awareness indices and measures of performance are discussed in light of research findings. It is concluded that different self‐awareness measures used in the research literature are not equivalent, and may have differential relationships to performance. It is argued that self‐awareness should be assessed in selection and other settings using a variety of methods, not necessarily utilizing the kinds of measures typically associated with multi‐source feedback systems.

This study aims to investigate how comparing physical aspects of the self to fashion models in mass-mediated images result in body dissatisfaction and what mechanisms could be used to interrupt the potentially harmful emotional and motivational outcomes of such evaluations.

Two experimental design studies are conducted in which objective self-awareness (OSA; self-focus) is manipulated. In the first study, participants are assigned to control vs relevant vs irrelevant standards of appearance, and in the second study, all participants receive relevant standards of appearance and are randomly primed to experience pride or shame.

Focusing on the physical aspect of the self (i.e. state of OSA) and having access to relevant standards of appearance such as viewing images of beautiful fashion models (vs irrelevant standards of appearance such as images of plants) initiate the process of self-standard evaluation that may lead to body image state dissatisfaction (BISDS). Negative emotions mediate the relationship between BISDS and motivations to pursue cosmetic procedures. Pride and shame are two important self-conscious emotions that differently influence these relationships.

The present research identifies how pride could act as a self-affirming factor to intervene the undesirable outcomes of body image dissatisfaction and discourage unnecessary cosmetic procedures. Pride diminishes the motivation to undergo cosmetic procedures by shifting the focus from pursuing unachievable standards of appearance to pride-inducing achievements and self-affirming positive qualities. Shame, however, keeps individuals focused on discrepancies and lowers their ability to think of substitute goals, resulting in enhanced motivations for cosmetic procedures.

This paper aims to present a summary of a study to identify the competencies of effective leadership and management in the British Royal Navy (RN).

The sample consisted of 261 Officers and Ratings. Performance was determined through the organisation's own extensive appraisal process, whilst personality and competency data were gathered through the use of the well‐established occupational personality questionnaire (OPQ) and the then relatively new leadership dimensions questionnaire (LDQ).

The results provide support for an integrated approach to leadership and management selection and development by identifying four “supra‐competency” clusters associated with high performance in both activities. They also provide an illuminating insight into the important academic debate over the differences between the constructs of leadership and management. Additional findings highlight the importance of motivation as a competency, and deliver the first empirical support for a relationship between congruent/public and emotional/private self‐awareness and performance.

The findings have been endorsed by the RN and are being actively implemented as the basis for all leadership and management selection, training and development.

This is a rare example of a study of leadership and management validated against formal performance appraisal data. The fact that conclusions are drawn from an appraisal system which conforms with best practice and from a highly representative sample, with a 97 per cent response rate, reinforces their value.

This research paper aims to follow a line of research that examines the impact of elements of emotional intelligence (EI), particularly those related to self‐awareness, on self‐other agreement and performance.

This is a quantitative study that employs the same methodology as Sosik and Megerian to analyze survey data gathered from a matched sample of 146 managers and 1,314 subordinates at a large international technology company based in North America.

The analysis revealed that the relationship between EI and leader performance is strongest for managers who underestimate their leader abilities. Underestimators earn higher follower ratings of leader performance than all other agreement categories (In agreement/good, In agreement/poor, and Overestimators). The analysis also suggests that there appears to be a negative relationship between EI and leader performance for managers who overestimate their leader abilities.

Implications of the counterintuitive findings for underestimators as well as the imperative for further study utilizing alternative measures of EI are discussed.

Previous empirical work in this area used an ad hoc measure of EI. This study extends this work by utilizing a larger, business sample and employing a widely‐used and validated measure of EI, the Emotional Quotient Inventory. Results further illuminate the nature of the relationship between EI and self‐other agreement and provide a potential selection and development tool for the improvement of leadership performance.