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When faced with work-related decisions, job seekers, employees, managers, and even the highest ranked corporate officers all have one thing in common: They are likely to ask other people for advice. For example, human resources managers might ask for their colleagues' opinions before hiring one of several job candidates. Thus, individuals seldom make work-related decisions without another person's advice.

A program of research launched by Janet A. Sniezek specifically studies the giving and taking of advice. This research is best known under the label of judge–advisor systems (JAS), although complementary research has also been conducted under the rubric of hierarchical decision-making teams. The central tenet of the JAS research is the recognition that, although decision makers are likely to be influenced by others during the decision-making process, the responsibility for making the final decision is solely the decision makers'. This principle is important because it sets the research on advice giving and taking apart from the more general research on group decision making. In the latter case, all group members are presumed to have the same status within the group, and they all share the same responsibility for the final decision. This is not the case in JAS research.

Judge–Advisor System Terminology

Judge–advisor system research has traditionally employed the term judge to refer to the decision maker—that is, the recipient of advice. The advisor is, as the term implies, the provider of advice. The JAS, then, refers to an entity composed of the judge and one or more advisors who engage in a decision-making task.

In JAS research, advice given to decision makers often takes the form of a recommendation for a specific course of action (e.g., “you should do X,” or “you should choose the first option”). However, there is growing evidence that advising interactions contain more than the provision of a specific recommendation. In fact, advice also includes behaviors such as recommending the decision maker not to choose one of the current alternatives, providing new information about one or more of the decision maker's current alternatives, or suggesting a new alternative that the decision maker had not initially thought about. In addition, advice can take the form of helping decision makers structure and organize the decision-making process. For example, advisors can suggest making a list of pros and cons for each potential alternative. Finally, advisors can provide socioemotional support, such as when they empathize with the decision maker.

Although the term advice refers to a collection of behaviors, most of the JAS research conduced to date involves the exchange of advice defined as a recommendation for a specific course of action. This research can be divided into two broad categories: advice taking and advice giving. Whereas the latter stream of research takes the perspective of the advisor, the former takes the perspective of the decision maker (or the judge).

Advice Taking

One of the main questions asked by researchers interested in advice taking is what happens when decision makers receive another person's recommendation. A central finding of this research is that of egocentric advice discounting. Although advice generally helps decision-making accuracy, decision makers' postadvice opinion is influenced to a greater extent by their own opinions than by their advisors' recommendations. In other words, decision makers tend to disregard advisors' recommendations relative to their own preadvice opinions. Egocentric advice discounting is a robust phenomenon. However, some conditions diminish decision makers' propensities to overweight their opinions relative to the advisor's recommendation (although some discounting typically still occurs).

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