The Impact of Individual Behaviors and Governmental Guidance Measures on Pandemic-Triggered Public Sentiment Based on System Dynamics and Cross-Validation.

Negative online public sentiment generated by government mishandling of pandemics and other disasters can easily trigger widespread panic and distrust, causing great harm. It is important to understand the law of public sentiment dissemination and use it in a timely and appropriate way. Using the big data of online public sentiment during the COVID-19 period, this paper analyzes and establishes a cross-validation based public sentiment system dynamics model which can simulate the evolution processes of public sentiment under the effects of individual behaviors and governmental guidance measures. A concrete case of a violation of relevant regulations during COVID-19 epidemic that sparked public sentiment in China is introduced as a study sample to test the effectiveness of the proposed method. By running the model, the results show that an increase in government responsiveness contributes to the spread of positive social sentiment but also promotes negative sentiment. Positive individual behavior suppresses negative emotions while promoting the spread of positive emotions. Changes in the disaster context (epidemic) have an impact on the spread of sentiment, but the effect is mediocre.

Perceived Insider Status and Feedback Reactions: A Dual Path of Feedback Motivation Attribution.

Many studies have evaluated how the characteristics of feedback receiver, feedback deliverer and feedback information influence psychological feedback reactions of the feedback receiver while largely neglecting that feedback intervention is a kind of social interaction process. To address this issue, this study proposes that employees' perceived insider status (PIS), as a kind of employee-organization relationship, could also influence employees' reactions to supervisory feedback. In particular, this study investigates the influence of PIS focusing on affective and cognitive feedback reactions, namely feedback satisfaction and feedback utility. Surveys were conducted in a machinery manufacturing company in the Guangdong province of China. Samples were collected from 192 employees. Data analysis demonstrated that PIS and feedback utility possessed a U-shaped relationship, whereas PIS and feedback satisfaction exhibited positively linear relationships. The analysis identified two kinds of mediating mechanisms related to feedback satisfaction and feedback utility. Internal feedback motivation attribution partially mediated the relationship between PIS and feedback satisfaction but failed to do the same with respect to the relationship between PIS and feedback utility. In contrast, external feedback motivation attribution partially mediated the relationship between PIS and feedback utility while failing to mediate the relationship between PIS and feedback satisfaction. Theoretical contributions and practical implications of the findings are discussed at the end of the paper.