The influence of past behavior on future behavior: a mind-set perspective

A behavioral mind-set refers to the effect of performing a behavior in one situation (e.g., deciding which animals jump higher, dolphins or sea lions) on the likelihood of performing a conceptually similar behavior in subsequent, unrelated situations (e.g., deciding which of two candies to purchase). It reflects the activation and persistence of procedural knowledge. My dissertation circumscribes the construct of a behavioral mind-set and proposes a theoretical framework describing how mind-sets operate as well as their cognitive and motivational determinants. Three sets of studies investigated the role of mind-sets in different domains. The first set of studies explored the influence of making comparative judgments on subsequent decision making. Specifically, I found that making comparative judgment in one situation activates a which-to-buy mind-set that increases the willingness to decide which of two products to purchase in a later situation without considering the option of not buying anything at all. This mind-set can be activated not only by stating preferences for one of two products but also by comparing the relative attractiveness of wild animals, comparing the animals with respect to physical attributes, and estimating how similar one object is to another. Furthermore, the mind-set, once activated, influences not only purchase intentions in hypothetical situations but the actual decisions to purchase one of different types of products that are on sale after the experiment. The second set of studies investigated whether generating supportive elaborations or counterarguments in one situation will influence people’s tendency to engage in similar behavior in a subsequent, unrelated situation. I found that making supportive elaborations in one situation gives rise to a bolstering mind-set that, once activated, increases participants’ disposition to generate supportive thoughts in response to persuasive communications that they receive later and, therefore, increases the effectiveness of persuasion. Correspondingly, generating opposing arguments in an initial situation activates a counterarguing mind-set that increases the tendency to argue against the persuasive communications and decreases its effectiveness. However, a counterarguing mind-set may increase the effectiveness of persuasion if the messages are difficult to be refuted. The third set of studies distinguished between the influence of motivation on consumer behavior and the influence of a mind-set that is activated by this motivation. Specifically, I found that appetitive motivation, which naturally increases people’s tendency to acquire food products, can give rise to a cognition-based acquisition mind-set that increases people’s disposition to acquire non-food products as well. This acquisition mind-set may persist even when the appetitive motivation that gave rise to it is satiated by eating. Moreover, the disposition to acquire non-food products is not mediated by the products’ attractiveness. The studies suggest that motivation and mind-sets may independently influence consumers’ evaluation of a product and their dispositions to acquire it. Motivation is more likely to influence product evaluations whereas a mind-set is more likely to influence consumers’ acquisition dispositions. In summary, a behavioral mind-set can be activated in the process of performing a behavior. And the mind-set may influence people’s subsequent behaviors in unrelated situations in which the activated procedure is applicable. Moreover, motivation to engage in one behavior could also elicit a cognition-based mind-set, which may change people’s subsequent behaviors.

Knowledge management capabilities and organizational performance: an investigation into the effects of knowledge infrastructure and processes on organizational performance

Knowledge is one of the most important assets for surviving in the modern business environment. The effective management of that asset mandates continuous adaptation by organizations, and requires employees to strive to improve the company's work processes. Organizations attempt to coordinate their unique knowledge with traditional means as well as in new and distinct ways, and to transform them into innovative resources better than those of their competitors. As a result, how to manage the knowledge asset has become a critical issue for modern organizations, and knowledge management is considered the most feasible solution. Knowledge management is a multidimensional process that identifies, acquires, develops, distributes, utilizes, and stores knowledge. However, many related studies focus only on fragmented or limited knowledge-management perspectives. In order to make knowledge management more effective, it is important to identify the qualitative and quantitative issues that are the foundation of the challenge of effective knowledge management in organizations. The main purpose of this study was to integrate the fragmented knowledge management perspectives into the holistic framework, which includes knowledge infrastructure capability (technology, structure, and culture) and knowledge process capability (acquisition, conversion, application, and protection), based on Gold's (2001) study. Additionally, because the effect of incentives ̶̶ which is widely acknowledged as a prime motivator in facilitating the knowledge management process ̶̶ was missing in the original framework, this study included the importance of incentives in the knowledge management framework. This study also identified the relationship of organizational performance from the standpoint of the Balanced Scorecard, which includes the customer-related, internal business process, learning & growth, and perceptual financial aspects of organizational performance in the Korean business context. Moreover, this study identified the relationship with the objective financial performance by calculating the Tobin's q ratio. Lastly, this study compared the group differences between larger and smaller organizations, and manufacturing and nonmanufacturing firms in the study of knowledge management. Since this study was conducted in Korea, the original instrument was translated into Korean through the back translation technique. A confirmatory factor analysis (CFA) was used to examine the validity and reliability of the instrument. To identify the relationship between knowledge management capabilities and organizational performance, structural equation modeling (SEM) and multiple regression analysis were conducted. A Student's t test was conducted to examine the mean differences. The results of this study indicated that there is a positive relationship between effective knowledge management and organizational performance. However, no empirical evidence was found to suggest that knowledge management capabilities are linked to the objective financial performance, which remains a topic for future review. Additionally, findings showed that knowledge management is affected by organization's size, but not by type of organization. The results of this study are valuable in establishing a valid and reliable survey instrument, as well as in providing strong evidence that knowledge management capabilities are essential to improving organizational performance currently and making important recommendations for future research.