Response styles in factual items: Personal,contextual and cultural correlates

This study investigated response styles in factual items and explored their associations with personal, contextual and cultural factors. Responses on various factual questions, cognitive tests and interviewers' observational data from a total of 152,514 respondents in 22 countries in the Programme for the International Assessment of Adult Competencies (PIAAC) were analysed. Indexes of extreme, midpoint and acquiescent response styles were extracted from Likert‐scale and dichotomous responses of factual items. A general response style (GRS) with a positive loading of extreme response style and negative loadings of midpoint and acquiescent response styles was confirmed. This factor showed a similar cross‐cultural patterning as another general factor from attitudinal and self‐evaluative items of Likert scales in a previous study, which indicated the pervasiveness of response styles irrespective of types of survey items. In a multilevel analysis, the individual‐level GRS was found to be negatively related to being male, educational level and literacy competency, and positively related to 3rd‐person presence and background noise, and at country level negatively associated with socioeconomic development. Cross‐level interactions were also found. Implications on the pervasiveness and nature of response styles are discussed.     

Gender role orientation,ethical and interpersonal conflicts,and conflict handling styles of female managers

This study examines the influences of socialization and structural variables on relations among gender role orientations, interpersonal and ethical conflicts, and conflict handling styles. The data were collected from 134 female federal and provincial government supervisors and managers (Mage 40.1). Results of multivariate analyses of variance indicated that managers with high-instrumental traits are likely to indicate that they would use a dominating conflict handling style, and androgynous managers (high-expressive and high-instrumental traits) are more likely to indicate that they would use an integrating style. Managers did not report that they would use different conflict handling styles for ethical and interpersonal conflicts. Moreover, nonsignificant interaction effects indicated that the nature of the conflict did not moderate the gender role orientation and conflict handling style relationship.

     

Employees' reactions to psychological contract breach: A moderated mediation analysis

This study examined the mediating role of acquiescent silence in the relationship between psychological contract breach and employee job satisfaction, as well as the moderating roles of perceived ethical climate on that relationship and on the mediation effect of acquiescent silence. Survey data were collected from a sample of 273 full-time employees from nine high-tech firms in Taiwan. The results showed that acquiescent silence partially mediated the relationship between psychological contract breach and job satisfaction. Moreover, the results from the moderation analysis showed that perceived ethical climate moderated the influence of psychological contract breach on acquiescent silence and the results from the moderated mediation analysis revealed that this mediation of acquiescent silence was moderated by perceived ethical climate such that at the lower level of perceived ethical climate, the mediation effect of acquiescent silence became stronger. Implications for managerial practices and suggestions for future research were discussed.     

Cultural differences in survey responding: Issues and insights in the study of response biases

This paper introduces the special section “Cultural differences in questionnaire responding” and discusses central topics in the research on response biases in cross‐cultural survey research. Based on current conceptions of acquiescent, extreme, and socially desirable responding, the author considers current data on the correlated nature of response biases and the conditions under which different response styles they emerge. Based on evidence relating different response styles to the cultural dimension of individualism‐collectivism, the paper explores how research presented as part of this special section might help resolves some tensions in this literature. The paper concludes by arguing that response styles should not be treated merely as measurement error, but as cultural behaviors in themselves.     

What's the difference? Insider perspectives on the importance,content, and meaning of interpersonal differences

This study presents a new approach to examine how team members experience interpersonal differences. This approach offers a way to examine how team members experience their differences with specific other individuals, and how these differences are related to the amount of perceived conflict with these individuals in an organizational context. Data from a non‐profit governmental institution in The Netherlands were analysed, including 80 participants from 15 diverse teams. Five types of differences were salient to the individuals in this sample: differences related to extraversion; work pose; approach to work; task‐related expertise; and seniority. Furthermore, individuals tend to contrast positive and negative evaluations of differences related to extraversion and approaches to work, but to conceptualize positive and negative evaluations of task‐related expertise, seniority, and work pose as more mutually independent phenomena. Moreover, we found that differences related to task‐related expertise were negatively related to both task and relationship conflict. In contrast, differences related to extraversion were positively related to both task and relationship conflict. Finally, the approach‐to‐work cluster was positively related to only task conflict.     

Perceived Match or Mismatch on the Gottman Conflict Styles: Associations with Relationship Outcome Variables

Gottman has proposed that there are 3 functional styles of conflict management in couple relationships, labeled Avoidant, Validating, and Volatile, and 1 dysfunctional style, labeled Hostile. Using a sample of 1,983 couples in a committed relationship, we test the association of perceived matches or mismatches on these conflict styles with relationship outcome variables. The results indicate that 32% of the participants perceive there is a mismatch with their conflict style and that of their partner. The Volatile‐Avoidant mismatch was particularly problematic and was associated with more stonewalling, relationship problems, and lower levels of relationship satisfaction and stability than the Validating matched style and than other mismatched styles. The most problematic style was the Hostile style. Contrary to existing assumptions by Gottman, the 3 matched functional styles were not equivalent, as the Validating Style was associated with substantially better results on relationship outcome measures than the Volatile and Avoidant styles.     

Attitudes Toward Divorce: Embeddedness and Outcomes in Personal Relationships

Divorce attitudes, attitude embeddedness, parental marital status and conflict, and personal relationship outcomes were examined in a sample of 289 undergraduate students. Results indicated that highly embedded divorce attitudes were more predictive of evaluations of divorce issues and relationship scenarios than were less embedded attitudes. Consistent with findings that divorce attitudes influence personal relationships ( Amato & DeBoer, 2001 ), participants with embedded divorce attitudes reported greater conflict and influence of relationship partners. Recollections of high parental conflict were associated with greater relationship conflict; and individuals from high-conflict intact families reported greater relationship closeness, conflict, and embedded divorce attitudes. Consequences of parental divorce and conflict for offspring divorce attitudes are discussed, as well as future research on divorce attitudes and their strength.     

Do Cross‐Cultural Values Affect Multisource Feedback Dynamics? The Case of High Power Distance and Collectivism in Two Latin American Countries

In this investigation we report results of a study designed to test the effect of cross‐cultural values on multisource feedback (MSF). With the participation of a sample of 501 managers from Venezuela and Colombia, two collectivistic and high power distance countries, results of the study indicate that cultural values distort the evaluations involved in MSF systems. Specifically, unlike reports of studies conducted in individualistic and low power distance environments, we found that (a) peers are the least discrepant source of information, (b) subordinates tend to provide the highest evaluations across feedback sources, and (c) there is an excessive emphasis on people‐oriented behaviors. Results are discussed in light of the conflict between our findings and those in existing literature. The practical implications of MSF in multi‐cultural workplaces are addressed.     

分析性认知风格对偏差反应与冲突探查的影响

采用2Wingdings 2MC@2Wingdings 2MC@2混合设计和相关分析法,考察个体的分析性认知风格对其在完成有、无冲突的推理判断任务时的逻辑反应倾向和冲突探查过程的影响。结果表明分析性认知风格不会直接影响被试完成推理任务的逻辑反应倾向性,高、低分析性认知风格倾向组被试在逻辑反应正确率上不存在显著差异; 但对个体的冲突探查过程会有影响,高、低认知风格倾向组被试在反应自信率上存在显著差异,且冲突探查大小与分析性认知风格显著负相关,这一结果表明那些高分析性认知风格倾向的个体在完成冲突任务时,更可能探查到刻板反应与遵从逻辑规则做出的反应之间的冲突。     

Know Thine Adversary: The Impact of Race on Styles of Dealing with Conflict

Interpersonal conflict management is hampered by ignorance of the cultural norms that characterize an individual's racial group. Blacks' and Whites' conflict-coping preferences were examined in two studies using a scenario that manipulated an offender's race. In Study 1, Blacks, more than Whites, preferred more behaviorally expressive styles of dealing with conflict and eschewed more reserved tactics. Moreover, individuals were less confrontational with offenders of their same racial group. In Study 2, weaker evidence that Blacks prefer more expressive styles of conflict management was observed. Racial differences in attributions of malicious intent of the offender, and in diminished expectations for the relationship, are explored as possible causes of racial differences in conflict management style.     

Linking Emotion to the Conflict Face‐Negotiation Theory: A U.S.–China Investigation of the Mediating Effects of Anger,Compassion, and Guilt in Interpersonal Conflict

This study linked emotion to the theoretical assumptions of the face‐negotiation theory and probed the critical role of anger, compassion, and guilt in understanding the complex pathways of their relationships with self‐construal, face concerns, and conflict styles in U.S. and Chinese cultures. Results showed that anger was associated positively with independent self‐construal, self‐face concern, and the competing style, and compassion was associated positively with interdependent self‐construal, other‐face concern, and the integrating, compromising, and obliging styles. Guilt was related positively with interdependent self‐construal and the obliging style in the United States, and with interdependent self‐construal and the avoiding style in China. Overall, emotion mediated the effects of self‐construal and face concerns on conflict styles in both cultures, but cultural differences also emerged.     

Conflict management and job characteristics of nurses in South African public hospitals

This study sought to determine whether job demands and job resources predicted conflict handling styles among nurses within South African public hospitals. A convenience sample of 205 nurses were included (males?=?10.7%; age range 46 to 60 years?=?38.5%, experience of 5 years and more?=?70.8%, African?=?92.2%). They completed Rahim's Organisational Conflict Inventory – II (ROCI–II: Rahim, 1986) and a job characteristics measure developed for this study. Data were analysed to assess which job demands and resources predicted which conflict handling styles. From the results, time demands, crisis management and colleague support predicted the use of an avoiding style, whereas workload, time demands, job security, feedback and colleague support predict the use of the integrating style. Time demands and payment predicted the use of the obliging style, while workload, crisis management and payment predicted the use of the dominating style. The compromising style was predicted by colleague support. It seems from the findings that conflict is frequently predicted by time demands.     

Measurement equivalence of the Big Five: Shedding further light on potential causes of the educational bias

Rammstedt, Goldberg, and Borg (2010) demonstrated that the Big Five factor structure is sensitive to educational bias and that this bias seems to be due to a more pronounced tendency for acquiescent responding among less well-educated respondents. The present follow-up study investigated whether using an interview assessment mode in which the item presentation is standardized and thus differences in reading ability are controlled for, reduces the bias in the factorial structures. Results based on a large and heterogeneous sample clearly contradict this assumption: The findings unambiguously replicate those reported by Rammstedt et al. in that lower educated respondents have a higher and more variable tendency for acquiescent responding which directly affects the factor structure of the Big Five measure.     

Hostile,volatile, avoiding,and validating couple‐conflict types: An investigation of Gottman's couple‐conflict types

Using two very different sets of survey data, we investigated Gottman's (1994a , 1999 ) observational findings regarding couple‐conflict types. We hypothesized that defensible couple‐conflict types could be established using survey data based on an individual's perception of the style he or she uses in couple‐conflict situations. Furthermore, we hypothesized that membership type would be related to relationship quality indicators such as satisfaction, stability, communication processes, and affect regulation. Our results showed that survey data can reliably produce couple‐conflict types similar to Gottman’s. We further found that, on satisfaction, stability, positive communication, and soothing, hostile couple‐conflict types had the lowest mean scores and validating couple‐conflict types the highest mean scores. The types related in the opposite manner to negative communication, the Four Horsemen of the Apocalypse, and flooding. The other couple‐conflict‐type means ‐ volatile and avoiding ‐ are almost always between the extreme means of the hostile and validating couple‐conflict types. Implications for research and practice conclude the article.     

Relationship satisfaction and conflict style in romantic relationships

The aim of this study was to determine to what extent the association between relationship satisfaction and a negative conflict style in romantic relationships may be due to the frequency of conflict or of conflict not satisfactorily resolved. The 6-item Relationship Assessment Scale (S. S. Hendrick, 1988) and an 11-item conflict scale created by the author for this study were completed by a group of young British adults (65 women and 30 men) concerning their current romantic relationships, all of which were heterosexual. The results confirmed that a negative conflict style was significantly associated with relationship satisfaction when either conflict or conflict not satisfactorily resolved was controlled. Conflict not satisfactorily resolved was also significantly correlated with relationship satisfaction when either conflict or a negative conflict style was controlled. Conflict and a negative conflict style were also significantly correlated with relationship duration.     

Expectations of obese trainees: how stigmatized trainee characteristics influence training effectiveness

This study identifies stigma as a potential precursor to self-fulfilling prophecies in training interactions. Expectations held by leaders often result in actions that elicit expectancy-confirming behaviors from their subordinates. The results of the present study suggest that trainee weight (manipulated with a photograph depicting the trainee as either obese or average weight for height) influenced female trainer expectations and evaluations of the training and trainee. Furthermore, the results suggest that negative expectations held by trainers were related to trainee evaluations of the training and the trainer and, for less flexible trainers, to decrements in trainee performance on the trained task. Overall, the results suggest that trainer expectations can be influenced by stereotypes held about trainee characteristics, thus undermining training effectiveness.     

Infant Contingency Learning in Different Cultural Contexts

Three‐month‐old Cameroonian Nso farmer and German middle‐class infants were compared regarding learning and retention in a computerized mobile task. Infants achieving a preset learning criterion during reinforcement were tested for immediate and long‐term retention measured in terms of an increased response rate after reinforcement and after a 24‐h delay compared with baseline. It was hypothesized that infants from both cultural communities would acquire the contingency between own motion and mobile movement, as they similarly experience contingent responses in social interactions. Nso infants were assumed to show a higher learning rate related to their advanced gross motor development, whereas German infants were expected to show a higher baseline because of culture‐typical motor handling promoting a high level of activity (i.e. lying supine). Results showed immediate and long‐term retention in infants from both cultural contexts, as well as a higher baseline for German infants. Although the learning rate was higher for Cameroonian infants, logistic regression revealed that learning was not related to gross motor development but depended on the level of baseline response. Thus, contingency learning was shown in different cultural environments, and the level of baseline activity coined by culture‐specific motor handling turned out to influence learning within the mobile task. Copyright © 2012 John Wiley & Sons, Ltd.     

Leave or stay? The role of self‐construal on luxury brand attitudes and purchase intentions in response to brand rejection

Marketing managers of luxury brands often use exclusionary marketing tactics that can lead consumers to feel rejected by those brands. In our research, we examine whether consumers with independent self‐construals are more likely than those with interdependent self‐construals to downgrade their evaluations of a luxury brand when feeling rejected by it. Results of three studies support this hypothesis. Using a manipulation of brand rejection with hypothetical future scenarios, study 1 provides evidence that consumers with a higher chronic independent (versus interdependent) self‐construal are more likely to lower their brand attitudes and purchase intentions of a desirable luxury brand that rejects them. Study 2 replicates the moderating effect of self‐construal at a cultural level, comparing Chinese and American respondents. Study 3 again compares self‐construals at a cultural level, but manipulates brand rejection by asking respondents to recall a prior rejection experience. Importantly, Study 3 reveals a mediating influence of self‐brand connection. That is, independents, when recalling an experience of luxury brand rejection, were more likely than interdependents to report a decrease in their feelings of connectedness to the rejecting brand, which in turn resulted in lower attitudes toward the brand and lower purchase intentions. Our findings provide luxury brand marketers with insights for both niche branding strategy design and cross‐cultural customer relationship management.     

Evaluations of relational aggression as a function of relationship type and conflict setting

The present study examined influences on girls' evaluations of relational aggression situations. Second‐, third‐, fifth‐, and sixth‐grade girls evaluated four relational aggression conflict scenarios in terms of attributions of aggressor's intentions, evaluator's behavioral response, evaluator's affective state, and how likely the situation was to actually occur. Girls evaluated intentions of a best friend more positively, reported being more mad at an enemy, and perceived conflict to be more likely to occur with an enemy than a best friend. Aggressor intentions in direct conflict scenarios (aggressor said something mean to evaluator) were perceived as more negative than aggressor intentions in indirect conflict scenarios (aggressor said something mean about evaluator to another peer). Younger girls reported intentions of their enemy as being more positive than did older girls. Further, older girls reported intentions of their best friend as being more positive than intentions of their enemy. Older girls also were more accurate in conceptualizing variations in the conflict setting (direct, indirect) and responding in a context‐consistent manner. Findings are discussed in terms of the social‐relational and social‐situational processes that influence children's evaluations of relational aggression and how the current study extends previous research on relational aggression. Aggr. Behav. 26:179–191, 2000. © 2000 Wiley‐Liss, Inc.     

Implicit Consistency Processes in Social Cognition: Explicit‐Implicit Discrepancies Across Systems of Evaluation

What happens when our automatic evaluations conflict with our attitudes that we can reflect on and articulate? In this paper, we review some processes by which explicit implicit evaluative discrepancies (EIEDs) arise and can impact our thoughts, feelings, and behavior, using a dual‐systems perspective on attitudes to explain the psychological processes underlying these evaluative inconsistencies. EIEDs emerge when differential positive and negative evaluations toward attitude objects reside in systems of knowledge governed by language and reasoning (i.e., explicit evaluations) and systems of knowledge that are association‐based (i.e., implicit evaluations). We discuss factors that produce EIEDs, including the influence of extrapersonal associations on attitudes, temporal, and qualitative differences in encountering attitude‐relevant information, and the differential influence of processing goals. Finally, we discuss consequences of holding EIEDs, including their impact on behaviors toward attitude objects, enhanced elaboration and scrutiny of social information, motivated reasoning, errant affective forecasting, and self‐regulatory success and failure.