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

Behavioral Outcomes of Interpersonal Aggression at Work: A Mediated and Moderated Model

Interpersonal aggression at work is abundant, yet despite the importance of this topic for employees' well being, systematic research on aggression in organizational settings is only beginning to accumulate, and research on outcomes experienced by targets of aggression is limited. The purpose of this dissertation was to extend the workplace aggression literature by proposing and testing a more comprehensive model of behavioral outcomes associated with interpersonal aggression i.e., counterproductive work behaviors (CWBs), organizational citizenship behaviors (OCBs), job search behaviors, and work-family conflict. Furthermore, I examined two cognitive and emotional mediators of the relationship between experiencing interpersonal aggression and behavioral outcomes (i.e., interpersonal justice and negative affect at work), as well as several moderators including job characteristics (i.e., job autonomy, job mobility), target characteristics (i.e., dispositional hostility, neuroticism), and perpetrator characteristics (i.e., perpetrator status). The hypotheses were tested through established survey measures administered to a representative sample of 728 working adults who were diverse with regard to their jobs, occupations, and industries among other factors. The results revealed that the frequency of interpersonal aggression experiences was significantly related to enacting high levels of CWBs aimed at both the organization and at other individuals, and also related to high levels of job search behaviors. Interpersonal aggression experiences were also associated with perceptions of interpersonal injustice and negative affect at work, but there was no evidence for these psychological processes mediating interpersonal aggression's relationships with the behavioral outcomes. The results also revealed moderation effects for job autonomy, job mobility, dispositional hostility and neuroticism, yet moderated SEM results failed to provide evidence for differential relationships in the model based upon whether the perpetrator of the aggression was one's supervisor or a coworker. Implications for research and theory, future directions, and implications for organizations are provided

Once, Twice, or Three Times as Harmful? Ethnic Harassment, Gender Harassment, and Generalized Workplace Harassment

Despite scholars’ and practitioners’ recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees’ outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalized workplace harassment (GWH) combined to predict target individuals’ job-related, psychological, and health outcomes. Competing theories regarding additive, exacerbating, and inuring (i.e., habituating to hardships) combinations were tested. We also examined race and gender differences in employees’ reports of EH, GH, and GWH. The results of two studies revealed that EH, GH, and GWH were each independently associated with targets’ strain outcomes and, collectively, the preponderance of evidence supported the inurement effect, although slight additive effects were observed for psychological and physical health outcomes. Racial group differences in EH emerged, but gender and race differences in GH and GWH did not. Implications are provided for how multiple aversive experiences at work may harm employees’ well-being

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

Hierarchical multi-class segmentation of glioma images using networks with multi-level activation function

For many segmentation tasks, especially for the biomedical image, the topological prior is vital information which is useful to exploit. The containment/nesting is a typical inter-class geometric relationship. In the MICCAI Brain tumor segmentation challenge, with its three hierarchically nested classes 'whole tumor', 'tumor core', 'active tumor', the nested classes relationship is introduced into the 3D-residual-Unet architecture. The network comprises a context aggregation pathway and a localization pathway, which encodes increasingly abstract representation of the input as going deeper into the network, and then recombines these representations with shallower features to precisely localize the interest domain via a localization path. The nested-class-prior is combined by proposing the multi-class activation function and its corresponding loss function. The model is trained on the training dataset of Brats2018, and 20% of the dataset is regarded as the validation dataset to determine parameters. When the parameters are fixed, we retrain the model on the whole training dataset. The performance achieved on the validation leaderboard is 86%, 77% and 72% Dice scores for the whole tumor, enhancing tumor and tumor core classes without relying on ensembles or complicated post-processing steps. Based on the same start-of-the-art network architecture, the accuracy of nested-class (enhancing tumor) is reasonably improved from 69% to 72% compared with the traditional Softmax-based method which blind to topological prior.Comment: 12pages first versio

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

Perceptions of the appropriate response to norm violation in 57 societies

An Author Correction to this article: DOI: 10.1038/s41467-021-22955-x.Norm enforcement may be important for resolving conflicts and promoting cooperation. However, little is known about how preferred responses to norm violations vary across cultures and across domains. In a preregistered study of 57 countries (using convenience samples of 22,863 students and non-students), we measured perceptions of the appropriateness of various responses to a violation of a cooperative norm and to atypical social behaviors. Our findings highlight both cultural universals and cultural variation. We find a universal negative relation between appropriateness ratings of norm violations and appropriateness ratings of responses in the form of confrontation, social ostracism and gossip. Moreover, we find the country variation in the appropriateness of sanctions to be consistent across different norm violations but not across different sanctions. Specifically, in those countries where use of physical confrontation and social ostracism is rated as less appropriate, gossip is rated as more appropriate.Peer reviewe

Changes in social norms during the early stages of the COVID-19 pandemic across 43 countries

The emergence of COVID-19 dramatically changed social behavior across societies and contexts. Here we study whether social norms also changed. Specifically, we study this question for cultural tightness (the degree to which societies generally have strong norms), specific social norms (e.g. stealing, hand washing), and norms about enforcement, using survey data from 30,431 respondents in 43 countries recorded before and in the early stages following the emergence of COVID-19. Using variation in disease intensity, we shed light on the mechanisms predicting changes in social norm measures. We find evidence that, after the emergence of the COVID-19 pandemic, hand washing norms increased while tightness and punishing frequency slightly decreased but observe no evidence for a robust change in most other norms. Thus, at least in the short term, our findings suggest that cultures are largely stable to pandemic threats except in those norms, hand washing in this case, that are perceived to be directly relevant to dealing with the collective threat

Anger and disgust shape judgments of social sanctions across cultures, especially in high individual autonomy societies

When someone violates a social norm, others may think that some sanction would be appropriate. We examine how the experience of emotions like anger and disgust relate to the judged appropriateness of sanctions, in a pre-registered analysis of data from a large-scale study in 56 societies. Across the world, we find that individuals who experience anger and disgust over a norm violation are more likely to endorse confrontation, ostracism and, to a smaller extent, gossip. Moreover, we find that the experience of anger is consistently the strongest predictor of judgments of confrontation, compared to other emotions. Although the link between state-based emotions and judgments may seem universal, its strength varies across countries. Aligned with theoretical predictions, this link is stronger in societies, and among individuals, that place higher value on individual autonomy. Thus, autonomy values may increase the role that emotions play in guiding judgments of social sanctions