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The purpose of this paper is to elaborate the conceptual picture of the relationships between the affective and cognitive factors in information seeking and use.

Conceptual analysis focusing on the ways in which the affective and cognitive factors and their interplay are approached in the Information Search Process model developed by Carol Kuhlthau, and the Social-Biological Information Technology model elaborated by Diane Nahl.

Kuhlthau’s model approaches the cognitive factors (thoughts) and affective factors (feelings) and affective-cognitive factors (mood) as integral constituents of the six-stage information search process. Thoughts determine the valence of feelings (positive or negative), while mood opens or closes the range of possibilities in a search. Nahl’s taxonomic model defines the affective and cognitive factors as components of a biologically determined process serving the ends of adaptation to information ecology. The interplay of the above factors is conceptualized by focusing on their mutual roles in the cognitive and affective appraisal of information.

The findings are based on the comparison of two models only.

So far, information scientists have largely ignored the study of the interplay between affective and cognitive factors in information seeking and use. The findings indicate that the examination of these factors together rather than separately holds a good potential to elaborate the holistic picture of information seeking and use.

The purpose of this paper is to examine the relationship between the perceptions employees have regarding how they are treated in the workplace environment by their current or most recent supervisor, and how this predicted their feelings of power within themselves. The perceptions were measured utilizing the Managerial Leadership Perceptions Questionnaire (MLPQ) created by Parmer (2017). Employee power was measured utilizing the Power Instrument developed by Hinkin and Schriesheim (1989) which stemmed from French and Raven’s (1959) five original bases of power theory to include referent, expert, legitimate, reward, and coercive.

The authors collected a sample of 199 participants gathered from Amazon’s Mechanical Turk digital labor pool. Participants completed a survey which measured their managerial perceptions, bases of power, and demographic characteristics. Statistical analysis was used, including a factor analysis, to explore the relationship between managerial perceptions, bases of power, and demographic characteristics.

This study demonstrated that there were no significant associations between the demographic associations and personal power. There were significant associations between the demographic associations and position power, managerial perceptions and personal power, managerial perceptions and position power, and managerial leadership style and power.

Five bases of power were examined in this study to include referent, expert (i.e. personal power), legitimate, reward, and coercive (i.e. position power). There is a sixth power now, information power, as noted by Northouse (2016) that needs to be additionally examined. Self-confidence and empowerment feelings were not technically measured quantifiably in this study but were expected feelings based on what mindsets power can produce within a person. Researching these additional feelings of self-confidence and empowerment and how this relates to follower power is needed moving forward in this research area. Finally, ethnic differences need to be measured moving forward.

The practical implications of this study show that employees do embody perceptions and attitudes regarding their current or most recent supervisor based on how they are being treated. This, in turn, can affect their own personal feelings of power within themselves and within the overall organization at large. Careers can be affected, both good and bad, organizational cultures can be impacted by both good and bad, workplace assumptions and norms, as well as, workplace relationships can be affected, both good and bad.

The social implications of this study indicated that employees’ perceptions and attitudes regarding their immediate supervisor can create positive or negative feelings toward the supervisor which can, in turn, affect the organization’s culture and workplace environment, both good and bad. Working at an organization is within a social environment that needs to be managed and cultivated appropriately for all parties involved.

The majority of the prior research examines leader–follower relationships. No prior research has utilized this particular perception and attitudinal model, the MLPQ developed by Parmer (2017), and the five bases of power model developed by Hinkin and Schriesheim (1989) together in one study. This study explored employee managerial perceptions and their feelings of power within the follower–leader dyadic relationship, as opposed to the leader–follower dyadic relationship which has been more commonly reported within the literature.

The purpose of this paper is to report research into the social defence of splitting and projection in schools. In splitting and projection, organisational members separate their unbearable feelings from the more acceptable ones and project them, typically towards other individuals and groups.

The research was undertaken in three secondary (11‐18), co‐educational, maintained schools in Wales, UK, using a case study method and a psychoanalytic approach and interpretive perspective. Data were collected during interviews and meetings with key players.

The cross‐case analysis and interpretation showed how features in the whole system such as institutional stress can create a setting in which splitting and projection may flourish. The inadequate definition and management of institutional roles may also contribute. Individuals and groups may act as “lightning rods” receiving and taking in projected feelings and may play a part in establishing themselves in that role. Splitting and projection can develop into blame, demonisation, scapegoating and bullying. The ability of those involved to transform projected feelings, that is, to accept them, contain them, change them into benign and acceptable forms, and then return them in that different form, is crucial to minimising the impact of splitting and projection and to ensuring that it does not grow into more dangerous organisational phenomena. This transformation‐and‐return process is a key educational leadership task.

The paper provides a new perspective on a widespread behaviour in schools and colleges and describes how the behaviour can be managed. It has implications for all educational leaders.

Electronic texts are an essential component of any e‐learning environment. This paper extends previous research on navigation and learning with electronic texts by examining the effects of a novel approach to navigation: allowing the learner to create their own navigation aids. We present two experimental studies investigating the effects of creating versus using A‐Z indexes and graphical maps on knowledge development and feelings of ownership for learning. Findings revealed that using a graphical map for navigation has advantages for knowledge development and for feelings of ownership, whereas creating a graphical map offers no significant benefits over plain hypertext; there were no benefits to using or creating A‐Z indexes over plain hypertext. It was also found in comparisons of using vs. creating graphical maps that high feelings of ownership were correlated with higher quality knowledge development. These findings have three major implications for designers of e‐learning environments: including graphical map navigation aids should be considered; designers should not assume that allowing learners to create their own navigation aids will improve learning; feelings of ownership for learning should be encouraged in learners.

This study aims to quantify the underlying feelings of online reviews and discover the role of seasonality in customer dining experiences.

This study applied sentiment analysis to determine the polarity of a given comment. Furthermore, content analysis was conducted based on the core attributes of the customer dining experiences.

Positive feelings towards the food and the service do not show a linear relationship, while the overall dining experiences increase in line with the positive feelings on food quality. Moreover, feelings towards the atmosphere of the restaurants are the most positive in peak season.

This study provides guidelines for restaurateurs regarding the aspects that need more attention in different seasons.

The paper contributes to the knowledge of customer feelings in local restaurants/gastronomy and the role seasonality plays in fostering such feelings. In addition, the novel methodological procedures provide insights for tourism research in discovering new dimensions in theories based on big data.

本论文旨在量化在线评论中的情感导向以及发掘季节性对消费者用餐体验的作用。

本论文采用情感分析法对既定评论做出情感判断。此外, 本文还依据消费者用餐体验中的核心价值采用了内容分析法。

研究发现消费者对食物和服务的正向情感并不是线性关系。然而, 整体用餐体验与对食物质量的正向情感是线性正向的关系。此外, 消费者对饭店氛围的情感在旺季的时节是最为突出的。

本论文对饭店从业者在不同季节的关注点上起到了指导作用。

本论文对地方饭店/美食的消费者情感认知做出了贡献, 此外, 本论文还对季节性如何促进消费情感的作用做出了研究。本论文还采用了新型的研究方法, 这对于旅游研究来说, 做出了基于大数据的新理论研究方向。

The effect of different formats of message delivery has received little theoretical and empirical examination. This research focuses on the effect of written relational communication formats used by service providers. This study aims to answer three questions: Do different formats of written communications (i.e. handwriting and print) influence customer perceptions (i.e. feelings of warmth) of service firms? What are the mediators of these influences (i.e. perceived effort and psychological closeness)? And under what conditions do they occur (i.e. what is the contextual factor)?

One field study and three laboratory studies were conducted to provide a comprehensive understanding of the role of format in written communication.

Handwritten messages are more effective than print messages in building relationships in a service context because they elicit stronger feelings of warmth because of both the perception of greater effort and feelings of greater psychological closeness to the service provider. However, the presence of handwriting fails to deliver feelings of warmth when the quality of core services is low.

Service providers can effectively use handwritten communication to signal effort and create psychological closeness for relationship building with their key customers only when the quality of core services meets customer expectations.

First, the research differentiates the formats of written relational communication (handwritten vs print), and links communication formats with feelings of warmth, which is an important factor for impression and relationship formation in the practice of services marketing. Second, based on cognitive-experiential self-theory, this research demonstrates the dual mediators underlying the effect of handwriting (vs print) on warmth: perceived effort and psychological closeness. Third, it identifies the quality of core service as a boundary condition for the effect of handwritten communication.

The present study investigates whether individuals having a fixed digital mindset (comprises fundamental beliefs about technological ability and organizational resources as work becomes more digitalized) experience greater helplessness working in virtual teamwork environments. The authors examine how perceived internal human resource management (HRM) alignment moderates the positive relationship expected between individuals' fixed digital mindset and feelings of helplessness. Together, the paper aims to contribute to a greater understanding of the personal and contextual factors that influence an individual's experience of helplessness in virtual team settings.

The authors test the hypotheses using time-lagged survey data collected from 153 information technology (IT) engineers working in virtual teams in Europe.

The authors find that individuals with higher levels of fixed digital mindset experience greater helplessness in virtual teamwork environments than individuals with lower levels. Furthermore, the authors find that having higher-fixed beliefs about organizational resources is positively related to helplessness when individuals perceive that the broader HRM system is misaligned with the virtual teamwork environment.

The data were obtained from IT engineers in Europe, which is potentially limiting the generalizability of the authors' findings to other work contexts and cultures.

The authors' study helps leaders in virtual teamwork environments to better understand and manage the personal and contextual factors that could affect individuals' well-being and effective functioning in such settings.

The authors' research contributes to the scant literature investigating the personal characteristics important in virtual teamwork environments and the contextual factors important for aligning virtual teamwork designs with the organizational system. The authors extend this research by looking at personal and contextual factors together in a single model.

To develop and validate a new scale for affective reactions to print apparel advertisements.

Following the guidelines suggested by Churchill, the scale for measuring affective reactions to print advertisements was developed. A questionnaire was then administered to assess validity and reliability of measures. A confirmatory factor analysis was conducted by using the LISREL.

The confirmatory factor model supported that unipolar categories of warm, negative, upbeat, sensual, and bored feelings effectively represent affective reactions to apparel advertisements. Evidence was established for reliability and validity.

The major limitation of this study was the reliance on student subjects for scale development and testing. It limits the generalizability of the results to other populations. Further research is recommended to test the scale by using different samples and stimuli.

The identification of the five categories of affective reactions to apparel advertisements allows marketers to target the specific types of affective reactions that lead to favorable attitudes toward advertisements, which, in turn, lead to favorable attitudes toward brands and purchase behaviors.

This paper fulfils needs for the scales that measure emotional aspects of clothing behaviors. Scholars could use the scale developed in this study to investigate how the specific categories of affective reactions influence subsequent information processing and attitude formation for advertised products or brands.

Presents three autobiographies to show the link between personal experiences and consulting. All are stories of personal change and involve the processes of feeling, reflection, voice and nurturance (FRVN). Gives an example of a consultation to show how FRVN became an underlying process. Presents definitions of FRVN and shows how these relate to personal involvement. Stresses that authenticity is central to effective consulting and that it is through the process of FRVN that this can be achieved.

While customer experience (CE) is recognized as a critical determinant of business success, both academics and managers are yet to find a means to gain a comprehensive understanding of CE cost-effectively. The authors argue that the application of relevant AI technology could help address this challenge. Employing interactively prompted narrative storytelling, and the authors investigate the effectiveness of sentiment analysis (SA) on extracting valuable CE insights from primary qualitative data generated via chatbot interviews.

Drawing on a granular and semantically clear framework for studying CE feelings, an artificial intelligence (AI) augmented chatbot was designed. The chatbot interviewed a crowdsourced sample of consumers about their recalled service experience feelings. By combining free-text and closed-ended questions, the authors were able to compare extracted sentiment polarities against established measurement scales and empirically validate our novel approach.

The authors demonstrate that SA can effectively extract CE feelings from primary chatbot data. This findings also suggest that further enhancement in accuracy can be achieved via improvements in the interplay between the chatbot interviewer and SA extraction algorithms.

The proposed customer-centric approach can help service companies to study and better understand CE feelings in a cost-effective and scalable manner. The AI-augmented chatbots can also help companies to foster immersive and engaging relationships with customers. This study focuses on feelings, warranting further research on AI's value in studying other CE elements.

The unique inquisitive role of AI-infused chatbots in conducting interviews and analyzing data in realtime, offers considerable potential for studying CE and other subjective constructs.