Associate Professor, Management of Organizations, Harold Furst Chair in Management Philosophy and Values
Haas School of Business, University of California at Berkeley
Moore, D. A., Schroeder, J., Bailey, E. R., Gershon, R., Moore, J. E., & Simmons, J. P. (2024). Does thinking about God increase acceptance of artificial intelligence in decision making? Proceedings of the National Academy of Sciences (Letter to Editor), 121, e2402315121. [PNAS Link]
Short Summary: This paper reports failed replication attempts for five studies in Karataş and Cutright (2024), shedding doubt on whether thinking about God can increase acceptance of AI in decision-making.
Schroeder, J., & Fishbach, A. (2024). Feeling known predicts relationship satisfaction. Journal of Experimental Social Psychology, 111, 104559. [Science Direct Link]
Short Summary: This paper finds that feeling known by a relationship partner is a stronger predictor of a person's relationship satisfaction than the feeling of knowing the partner (11 studies).
Bluvstein, S., Zhao, X., Barasch, A., & Schroeder, J. (2024). Imperfectly human: The humanizing potential of (corrected) errors in text-based communication. Automation in Marketing and Consumption, 9(3). [Article Link]
Short Summary: This paper shows that online communicators (e.g., customer service agents) who make and then correct typos are seen as more likely to be human (vs. AI) than communicators who don't make any typos or make but don't correct their typos (7 experiments).
Schroeder, J. (2024). The ordinary and extraordinary struggle of social life: Perceiving, understanding, and connecting with other minds. In Carlston, D., Johnson, K., & Hugenberg, K. (Eds.) The Oxford Handbook of Social Cognition. [The Oxford Handbook of Social Cognition Link]
Short Summary: This chapter highlights challenges and opportunities for mind perception (how people attribute mental capacity to others) and mind reading (how people assess others’ mental states) through the lens of six different types of “minds.” Three minds illustrate forms of mind perception—invisible minds, those we cannot directly experience, dehumanized minds, those that seem weaker than our own, and anthropomorphized minds, those that we perceive but may not actually exist. The other three illustrate mind reading—misread and misunderstood minds, those that are apparent but not accurately inferred, and unlocked minds, those that can be accurately read using effective communication.
Lieberman, A., Schroeder, J., & Amir, O. (2022). A voice inside my head: The psychological and behavioral consequences of auditory technologies. Organizational Behavior and Human Decision Processes, 170, 104133. [Science Direct Link]
Short Summary: This paper shows that listening to a message using headphones, compared to using speakers, increases a listener's felt closeness to the communicator(s) of the message because headphones localize sound inside a listener’s head (5 experiments).
Abi-Esber, N., Abel, J. E., Schroeder, J., & Gino, F. (2022). “Just letting you know...” Underestimating others’ desire for constructive feedback. Journal of Personality and Social Psychology, 123, 1362–1385. [APA PsycNet Link]
Short Summary: This paper shows that people tend to underestimate how much others want to receive constructive feedback (5 studies). This helps to provide one possible reason why people sometimes avoid giving feedback to others even when the feedback would help fix a problem immediately.
Martin, S. R., Harrison, S. H., Hoopes, C., Schroeder, J., & Belmi, P. R. (2022). Talking shop: An exploration of how talking about work affects our initial interactions. Organizational Behavior and Human Decision Processes, 168. [Science Direct Link]
Short Summary: This paper explores the linguistic cues that distinguish conversations about work topics from conversations about non-work topics and how those differences affect conversation partners (1 field experiment and 1 lab experiment).
Stein, D. H., Schroeder, J., Hobson, N. M., Gino, F., & Norton, M. I. (2022). When alterations are violations: Moral outrage and punishment in response to (even minor) alterations to rituals. Journal of Personality and Social Psychology, 123, 123–153. [APA PsycNet Link]
Short Summary: This paper documents the sacrosanct nature of rituals: Because group rituals symbolize sacred group values, even minor alterations to them provoke moral outrage and punishment. We find that the more that ingroup members believe their rituals symbolize their sacred group values, the more they protect their rituals— by punishing those who violate them (7 primary studies, 3 supplemental studies).
Kardas, M., Schroeder, J., & O'Brien, E. (2022). Keep talking: (Mis)understanding the hedonic trajectory of conversation. Journal of Personality and Social Psychology, 123, 717–740. [APA PsycNet Link]
Short Summary: This paper shows that people misunderstand the hedonic trajectory of conversation. They expect their enjoyment to decline as a conversation continues but instead experience stable or increasing enjoyment in reality (5 experiments).
Schroeder, J., Lyons, D., & Epley, N. (2021). Hello, stranger? Pleasant conversations are preceded by concerns about starting one. Journal of Experimental Psychology: General, 151(5), 1141–1153. [APA PsycNet Link]
Short Summary: This paper suggests a reason for why people may avoid even potentially pleasant conversations with strangers: they expect starting the conversation to be relatively unpleasant (2 field experiments).
Kim, T., Sezer, O., Schroeder, J., Risen, J., Gino, F., & Norton, M.I. (2021). Work group rituals enhance the meaning of work. Organizational Behavior and Human Decision Processes, 165, 197-212. [Science Direct Link]
Short Summary: This paper shows groups that perform more ritualistic behaviors together can feel their group work is more meaningful, which is associated with more organizational citizenship behaviors (5 studies).
Belmi, P., & Schroeder, J. (2021). Human “resources”? Objectification at work. Journal of Personality and Social Psychology, 120, 384-417. [APA PsycNet Link]
Short Summary: This paper shows that people engage in more objectification—treating people akin to objects—in work contexts than in non-work contexts because people engage in more calculative and strategic thinking at work (7 studies).
Listen to Dr. Peter Belmi talk about this research and its implications here →
White, S., Schroeder, J., & Risen, J. L. (2021). When “enemies” become close: Relationship formation among Palestinians and Jewish Israelis at a youth camp. Journal of Personality and Social Psychology, 121, 76-94. [APA PsycNet Link]
Short Summary: This paper uses 7 years of data from Jewish Israeli and Palestinian teenagers attending a three-week summer camp (Seeds of Peace) to show that propinquity (here, being quasi-randomly assigned to share an activity group together) increases the formation of outgroup relationships more than ingroup relationships (1 longitudinal field study). Thus, at least in this setting, propinquity counteracted homophily.
Note regarding data: Due to confidentiality concerns from the Institutional Review Board, we cannot publicly post data. Interested researchers can contact jschroeder@berkeley.edu directly to learn more about the data, and to submit a joint IRB protocol for access to the data.