Table 2 An overview of the reported biases according to the working human environment bias and the informational bias. The affective bias as reported by Blackstone et al. [51] was also reported

Working human

environment bias

Individual

Interindividual

Omission bias: the tendency to judge harmful actions as worse than harmful inactions, even if they result in similar consequences Stereotypes: the over-generalized belief about a particular group of people

Social Desirability: the tendency to underreport socially undesirable attitudes and behaviors and to over report more desirable attributes Hawthorne effect: when people, who are the subjects of an experimental study, change or improve their behavior because it is being studied

Paternalism: the interference of an individual with another person, against their will, and defended or motivated by a claim that the person interfered with will be better off or protected from harm

X

X

X

X

X

Authority bias: the psychological inclination to accept and value the views, information, or recommendations from authoritative sources

X

Group

Hidden Profile: the fact that part of some information is shared among group members (i.e. all members possess this information prior to discussion), whereas other pieces of information are unshared (i.e

information known to only one member prior to discussion)

X

Informational bias

Conformism: the tendency to change one's beliefs or behavior to fit in with others Just Word: the assumption that "people get what they deserve" – that actions will necessarily have morally fair and fitting consequences for the actor

Framing: the influence of our decisions by the way information is presented

X

X

X

Information: any systematic difference from the truth that arises in the collection, recall, recording and handling of information

X

Affective bias

The tendency to differentially prioritise the processing of negative relative to positive events

X