Testing predictive models of positive and negative affect with psychosocial, acculturation, and coping variables in a multiethnic undergraduate sample

Despite the prevalence and popularity of research on positive and negative affect within the field of psychology, there is currently little research on affect involving the examination of cultural variables and with participants of diverse cultural and ethnic backgrounds. To the authors’ knowledge, currently no empirical studies have comprehensively examined predictive models of positive and negative affect based specifically on multiple psychosocial, acculturation, and coping variables as predictors with any sample populations. Therefore, the purpose of the present study was to test the predictive power of perceived stress, social support, bidirectional acculturation (i.e., Canadian acculturation and heritage acculturation), religious coping and cultural coping (i.e., collective, avoidance, and engagement coping) in explaining positive and negative affect in a multiethnic sample of 301 undergraduate students in Canada. Two hierarchal multiple regressions were conducted, one for each affect as the dependent variable, with the above described predictors. The results supported the hypotheses and showed the two overall models to be significant in predicting affect of both kinds. Specifically, a higher level of positive affect was predicted by a lower level of perceived stress, less use of religious coping, and more use of engagement coping in dealing with stress by the participants. Higher level of negative affect, however, was predicted by a higher level of perceived stress and more use of avoidance coping in responding to stress. The current findings highlight the value and relevance of empirically examining the stress-coping-adaptation experiences of diverse populations from an affective conceptual framework, particularly with the inclusion of positive affect. Implications and recommendations for advancing future research and theoretical works in this area are considered and presented

Money Attitudes Among Iranians: A Test of Yamauchi and Templer’s Money Attitudes Scale

The factor structure of Yamauchi and Templer’s (1982) attitudes toward money scale was explored in Iran. While some items loaded on the same factors as found in western contexts, some unique factors were also found, reflecting particular cultural and economic impacts on money attitudes in Iran. Both etic and emic factors emerged. Saving was the only factor that emerged with the original scale items found in western cultures. Two of the original Anxiety items loaded onto a single factor, labelled Bargain-Conscious consistent with a small number of previous studies. Some of the Anxiety and Distrust items together loaded on the same factor in this research, as has been found in some existing studies in non-western cultures. Three sub-dimensions of Power were found in this sample, as opposed to one major Power dimension in the original scale, which may reflect specific contextual factors. Further, and contrary to previous findings, no significant correlations were found between any of the scale factors and gender, age, education, job level or salary

Adaptations of a global organizational culture in China, the UK and the US: Does social culture make any difference?

This research examined the extent to which organizational subunits of a single organization adapted the organizational culture to different social cultural contexts, and the implications of such adaptations on individual level outcomes. Patterns of observed organizational culture significantly differed in Hong Kong compared to the US and the UK, although most differences were in degree rather than in kind. Respondents indicated no significant differences in job satisfaction, role clarity,stress, turnover intentions or motivation although respondents from Hong Kong reported significantly higher role conflict. Individuals from the UK indicated a higher turnover intention

Culture\u27s influence on the perception of OCB as in-role or extra-role

The relationship between dimensions of individual level culture-related variables (social axioms) and the categorization of organizational citizenship behaviours (OCB) as in-role versus extra-role was explored within a Canadian sample. In order to appropriately address levels-of-analysis issues, this study focused on the relationship between two variables at the same level of analysis: individual social beliefs and individual perceptions of what constitutes OCB. Results indicate that the extent to which each of the OCB dimensions were viewed as in-role versus extra-role varied considerably among participants and that this variation could in part be predicted by social beliefs. The implications of understanding culture\u27s effect on employee work behaviours and attitudes are discussed

Adaptations of a Global Organizational Culture in China, the UK and the US: Does Social Culture Make Any Difference?

[[abstract]]This research examined the extent to which organizational subunits of a single organization adapted the organizational culture to different social cultural contexts, and the implications of such adaptations on individual level outcomes. Patterns of observed organizational culture significantly differed in Hong Kong compared to the US and the UK, although most differences were in degree rather than in kind. Respondents indicated no significant differences in job satisfaction, role clarity,stress, turnover intentions or motivation although respondents from Hong Kong reported significantly higher role conflict. Individuals from the UK indicated a higher turnover intention

An International Perspective on Changes in Work Due to COVID-19

The very nature and format of work, along with its social and psychological dynamics, the labor market, and economic conditions within which it is embedded have undergone a large change in the months since COVID-19 was declared a global pandemic (Kniffin et al., 2020; Rudolph et al., 2021). No country has been spared the spread of disease and nowhere are workers free from the impact and aftermath of COVID-19. Industrial and organizational psychology (I-O) faculty and practitioners have been keenly observing, tracking, and studying the changing nature of work, but few have been doing so from a cross-cultural and international lens. Given the global nature of the pandemic, here we take a deliberate global, international perspective to understanding the disruption and opportunities for the world of work. An international perspective is imperative to developing a complete and holistic understanding of (a) work psychology in the face of pandemics, (b) the consequent challenges faced by workers and organizations, (c) the future of work post-COVID-19, and (d) how I-O can meaningfully contribute to ease work-oriented disruptions and better prepare for similar future challenges. We apply a cross-cultural and international lens to focus on four areas where scholarship and practice in I-O could help in matters related to employment and the workplace: (a) informal workers, workers in poverty, and precarious work around the world; (b) technology, human resources; (HR) practices, and the digital divide; (c) the intersection of culture, work, health, and well-being; and (d) learning from crises and crisis management during a global pandemic

Scientific mindfulness: a foundation for future themes in international business

We conceptualize new ways to qualify what themes should dominate the future IB research agenda by examining three questions: Whom should we ask? What should we ask and which selection criteria should we apply? What are the contextual forces? We propose scientific mindfulness as the way forward for generating themes in IB research

Sex differences in self-construal and in depressive symptoms: predictors of cross-national variation

Sex differences in aspects of independent versus interdependent self-construal and depressive symptoms were surveyed among 5,320 students from 24 nations. Men were found to perceive themselves as more self-contained whereas women perceived themselves as more connected to others. No significant sex differences were found on two further dimensions of self-construal, or on a measure of depressive symptoms. Multilevel modeling was used to test the ability of a series of predictors derived from a social identity perspective and from evolutionary theory to moderate sex differences. Contrary to most prior studies of personality, sex differences in self-construal were larger in samples from nations scoring lower on the Gender Gap Index, and the Human Development Index. Sex differences were also greater in nations with higher pathogen prevalence, higher self-reported religiosity, and in nations with high reported avoidance of settings with strong norms. The findings are discussed in terms of the interrelatedness of self-construals and the cultural contexts in which they are elicited and the distinctiveness of student samples

Need for approval from others and face concerns as predictors of interpersonal conflict outcome in 29 cultural groups

The extent to which culture moderates the effects of need for approval from others on a person's handling of interpersonal conflict was investigated. Students from 24 nations rated how they handled a recent interpersonal conflict, using measures derived from face-negotiation theory. Samples varied in the extent to which they were perceived as characterised by the cultural logics of dignity, honour, or face. It was hypothesised that the emphasis on harmony within face cultures would reduce the relevance of need for approval from others to face-negotiation concerns. Respondents rated their need for approval from others and how much they sought to preserve their own face and the face of the other party during the conflict. Need for approval was associated with concerns for both self-face and other-face. However, as predicted, the association between need for approval from others and concern for self-face was weaker where face logic was prevalent. Favourable conflict outcome was positively related to other-face and negatively related to self-face and to need for approval from others, but there were no significant interactions related to prevailing cultural logics. The results illustrate how particular face-threatening factors can moderate the distinctive face-concerns earlier found to characterise individualistic and collectivistic cultural groups