Drawing from the dual process model of morality and life history theory, the present research examined the role of cognitive and emotional processes as bridges between basic environmental challenges and other-centered moral orientation. In two survey studies, cognitive and emotional processes represented by future-oriented planning and emotional attachment, respectively, or by perspective taking and empathic concern, respectively, positively predicted other-centeredness in prosocial moral reasoning and moral judgment dilemmas based on rationality or intuition. Cognitive processes were more closely related to rational (...) aspects of other-centeredness, whereas the emotional processes were more closely related to the intuitive aspects of other-centeredness. Finally, the cognitive and emotional processes also mediated negative effects of unpredictability, as well as positive effects of individual-level, contest competition on other-centeredness. Overall, these findings support the view that cognitive and emotional processes do not necessarily contradict each other. Rather, they might work in concert to promote other-centeredness in various circumstances and might be attributed to humans’ developmental flexibility in the face of environmental challenges. (shrink)

Previous studies have paid more attention to the impact of non-balanced reciprocity in the organization on employees’ behaviors and outcomes, and have expected that the reciprocity norm could improve employees’ compliance behavior. However, there are two distinct types of non-balanced reciprocity, and whether generalized reciprocity affects employees’ compliance behavior rather than negative reciprocity and its mechanisms has not been further explored so far. Building on the social exchange theory and cognitive appraisal theory, we established and examined a model in a (...) scenario-based experiment across a two-stage survey of 316 participants. In this article, we propose that generalized reciprocity positively influences employees’ compliance behavior, and thriving at work mediates its relationship. Furthermore, we argue that the positive association between generalized reciprocity and thriving at work is moderated by the perceived cognitive capabilities of artificial intelligence. This association is amplified for people high in the perceived cognitive capabilities of AI. We also propose that the positive association between thriving at work and compliance behavior is moderated by conscientiousness, such that the association is amplified for people high in conscientiousness. These findings have theoretical and practical implications. (shrink)