On the Nature and Importance of Cultural Tightness-Looseness

Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in crosscultural research by developing a theory of cultural tightness-looseness, the strength of social norms and degree of sanctioning within societies, and advancing a multilevel research agenda for future research. Through an exploration of the top-down, bottom-up, and moderating impact that societal tightness-looseness has on individuals and organizations, as well as on variability across levels of analysis, the theory provides a new and complementary perspective to the values approach

Negotiating Relationally: The Dynamics of the Relational Self In Negotiations

Although negotiation research is thriving, it has been criticized as having an arelational bias—emphasizing autonomy, competition, and rationality over interdependence, cooperation, and relationality. In this article, we advance a new model of relationality in negotiation. Drawing on research in social psychology, we describe the construct of relational self-construals (RSC) and present a temporal model of RSC and negotiation. After delineating the conditions through which RSC becomes accessible in negotiation and conditions that inhibit its use, we discuss how RSC affects negotiators\u27 pre-negotiation psychological states, early and later tactics, and negotiation outcomes. We illustrate a number of distinct relational dynamics that can occur based on the dyadic composition of RSC, each of which brings distinct benefits and costs to the negotiation table. Implications for the science and practice of negotiation are discussed

Culture and Egocentric Perceptions of Fairness in Conflict and Negotiation

In this article, the authors advanced a cultural view of judgment biases in conflict and negotiation. The authors predicted that disputants’ self-serving biases of fairness would be more prevalent in individualistic cultures, such as the United States, in which the self is served by focusing on one’s positive attributes to “stand out” and be better than others, yet would be attenuated in collectivistic cultures, such as Japan, where the self is served by focusing on one’s negative characteristics to “blend in” (S. J. Heine, D. R. Lehman, H. R. Markus, & S. Kitayama, 1999). Four studies that used different methodologies (free recall, scenarios, and a laboratory experiment) supported this notion. Implications for the science and practice of negotiation are discussed

Regulation of miR-146a by RelA/NFkB and p53 in STHdhQ111/HdhQ111 Cells, a Cell Model of Huntington's Disease

Huntington's disease (HD) is caused by the expansion of N-terminal polymorphic poly Q stretch of the protein huntingtin (HTT). Deregulated microRNAs and loss of function of transcription factors recruited to mutant HTT aggregates could cause characteristic transcriptional deregulation associated with HD. We observed earlier that expressions of miR-125b, miR-146a and miR-150 are decreased in STHdhQ111/HdhQ111 cells, a model for HD in comparison to those of wild type STHdhQ7/HdhQ7 cells. In the present manuscript, we show by luciferase reporter assays and real time PCR that decreased miR-146a expression in STHdhQ111/HdhQ111 cells is due to decreased expression and activity of p65 subunit of NFkB (RelA/NFkB). By reporter luciferase assay, RT-PCR and western blot analysis, we also show that both miR-150 and miR-125b target p53. This partially explains the up regulation of p53 observed in HD. Elevated p53 interacts with RelA/NFkB, reduces its expression and activity and decreases the expression of miR-146a, while knocking down p53 increases RelA/NFkB and miR-146a expressions. We also demonstrate that expression of p53 is increased and levels of RelA/NFkB, miR-146a, miR-150 and miR-125b are decreased in striatum of R6/2 mice, a mouse model of HD and in cell models of HD. In a cell model, this effect could be reversed by exogenous expression of chaperone like proteins HYPK and Hsp70. We conclude that (i) miR-125b and miR-150 target p53, which in turn regulates RelA/NFkB and miR-146a expressions; (ii) reduced miR-125b and miR-150 expressions, increased p53 level and decreased RelA/NFkB and miR-146a expressions originate from mutant HTT (iii) p53 directly or indirectly regulates the expression of miR-146a. Our observation of interplay between transcription factors and miRNAs using HD cell model provides an important platform upon which further work is to be done to establish if such regulation plays any role in HD pathogenesis

Discrimination In Organizations: An Organizational-Level Systems Perspective

[Excerpt] In what follows we present a systems model of discrimination at the level of the organization. We elaborate the model shown in Figure 1 and illustrate the ways in which aspects of organizations – including formal and informal structure, organizational culture, leadership, strategy, human resource systems, and organizational climates – may contribute to or attenuate discrimination. As depicted in Figure 1 and as discussed in detail in previous chapters, the relationship between these organizational-level processes and actual levels of discrimination is necessarily mediated by individual cognitions and interpersonal behaviors. Furthermore, we recognize that organizations do not exist in a vacuum but rather they exchange resources and information with the environment. To fully attend to the implications of this point, we utilize an open-systems model of organizations (Katz & Kahn, 1978) to briefly discuss inputs from the environment and organizational outputs to the environment. Thus, we begin below with a brief overview of environmental factors such as the legal, economic, and social environment that serve as inputs into the organization that are relevant to the phenomenon of discrimination. Then, the major section of the chapter is devoted to a detailed analysis of the existing literature on discrimination at the level of the organization. This exploration is accomplished through examination of six different organizational throughputs: organizational structure, organizational culture, leadership, strategy, HR systems, and organizational climate. We then briefly discuss some of the outcomes associated with organizational discrimination and the ways in which these outputs are then fed back into the environment in which organizations function. Finally, we conclude with future directions for the study of discrimination at the organizational level.WP07_08.pdf: 26176 downloads, before Oct. 1, 2020

Culture and Egocentric Perceptions of Fairness in Conflict and Negotiation

This paper was the winner of the Best Empirical Paper Published in 2002 in Conflict & Negotiation Award, International Association of Conflict Management.In this article, the authors advanced a cultural view of judgment biases in conflict and negotiation. The authors predicted that disputants’ self-serving biases of fairness would be more prevalent in individualistic cultures, such as the United States, in which the self is served by focusing on one’s positive attributes to “stand out” and be better than others, yet would be attenuated in collectivistic cultures, such as Japan, where the self is served by focusing on one’s negative characteristics to “blend in” (S. J. Heine, D. R. Lehman, H. R. Markus, & S. Kitayama, 1999). Four studies that used different methodologies (free recall, scenarios, and a laboratory experiment) supported this notion. Implications for the science and practice of negotiation are discussed.Nishii17_Culture_and_egocentric_perceptions.pdf: 750 downloads, before Oct. 1, 2020

Differences between tight and loose cultures: a 33-nation study

With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change

Differences between tight and loose cultures : a 33-nation study

With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.Supported by NSF grant 9910760 and U.S. Army Research Lab and Research Office grant W911NF-08-1-0144 (M.J.G.), Turkish Academy of Sciences (Z.A.), Polish Academy of Sciences (P. B.), Australian Research Council (Y.K.), and Estonian Ministry of Science (A. R.). We thank C. B. Bruss and R. Mohr for their help in preparing this manuscript