The best-worst scaling approach: an alternative to Schwartz's Values Survey

Traditional self-report ratings have some measurement problems that a relatively new method, best-worst scaling (BWS; Finn & Louviere, 1992), may overcome. This alternative method, based on Louviere's BWS, can be used to measure the relative importance or perceived trade-offs among choice alternatives. The method is illustrated as an alternative to the Schwartz Value Survey (SVS; Schwartz, 1992). In a series of samples, it was found that Schwartz values best-worst survey (SVBWS) reproduced Schwartz's (1992) theoretical value structure and supported hypothesized relationships between values and value-expressive behaviors, ethnocentrism, and environmental-related tourism activities. In addition, the SVBWS approach took significantly less respondent time than the traditional SVS approach.     

Does the Value Circle Exist Within Persons or Only Across Persons?

This study tests whether the Schwartz (1992) value circle exists within individuals, not only across individuals, thereby providing evidence for the within‐person rationale underlying the value circle. We analyze responses from five samples (a representative sample in Britain, a general population sample in the United States, and university students in Britain and Iran) varying in value measures of the Schwartz value theory (SVS, PVQ40, PVQ21). An unfolding model is used to map each person's value profile into a two‐dimensional space representing both persons and values. In all samples, clear value circles were found, with values ordered around the circle largely according to the theory. The model also represents most individuals well. The value circle exists within individuals, providing strong support for the underlying within‐person rationale for the Schwartz (1992) value theory. The unfolding analysis allows identifying which persons fit the model less well and in which way, identifying how meaningful subgroups differ in their value profiles, and testing whether meaningful subgroups have different value structures. The model opens up many new possibilities for research linking values to other variables.     

The structure of Estonian personal values: a lexical approach

The main purpose of this paper is to investigate the variety of value describing words and interrelation of value categories in the Estonian language. To accomplish this aim, a psycholexical approach was adopted, during which a set of 560 value‐related words was selected from the Estonian Orthological Dictionary and the results were compared with the Schwartz Values Survey (SVS). When principal‐component analysis was applied on the self‐ratings of a reduced list of 78 value‐related words, six factors emerged and were labelled as benevolence, self‐enhancement, broadmindedness, hedonism, conservatism, and self‐realization. However, all these themes are interrelated and load on a singular secondary dimension. The constructs measured by SVS and the value categories in Estonian were only partially interchangeable; moderate correlations imply an imperfect correspondence: each theme was related to many categories on the other questionnaire. However, a significant general structure refers to the same two‐dimensional level of higher‐order values described by Schwartz in 1992 . Copyright © 2002 John Wiley & Sons, Ltd.     

Measuring values with the Short Schwartz's Value Survey

The reliability and validity of the Short Schwartz's Value Survey (SSVS) was examined in 4 studies. In Study 1 (N = 670), we examined whether value scores obtained with the SSVS correlate with those obtained with Schwartz's Value Survey (SVS; Schwartz, 1992, 1996) and the Portrait Values Questionnaire (Schwartz et al., 2001) and whether the quasi-circular structure of values can be found with the SSVS. In Study 2 (N = 3,261), we replicated the quasi-circular structure in a more heterogeneous sample and assessed whether the SSVS can differentiate appropriately between gender, religiosity, students from different fields, and supporters of left- and right-wing political parties. In Study 3 (N = 112), we examined the test-retest reliability of the SSVS and in Study 4 (N = 38), time saving gained by the SSVS compared to the SVS. The results show that the new scale had good reliability and validity and that the values measured by the SSVS were arrayed on a circle identical to the theoretical structure of values. We also provided equations that can be used in future studies to measure individuals' scores on the 2 main value dimensions, Self-Transcendence and Conservation.     

社会转型时期大学生的价值优先性

本研究以Schwartz开发的价值观量表(SVS)为工具,以北京地区1077位大学生为被试,运用结构方程模型、方差分析等方法考察社会变迁背景下大学生价值观的内容和结构。研究结果发现(1)大学生价值观由4类高阶价值和10类基本价值构成,在总体结构上不存在性别差异。(2)大学生的价值优先性呈现出三个基本特征:价值取向多元、利益指向多元、现实性。鉴于对研究局限的认识,本研究亦对后续研究方向提出建议。     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.     

TRAINING TEAM PERFORMANCE-RELATED ASSERTIVENESS

The present paper extends the existing literature on assertiveness in a way that supports industrial training as well as the selection of individuals for team positions. Data are reported from three studies that examined determinants of team performance-related assertiveness. First, data from 149 college students demonstrated that assertiveness consists of multiple dimensions which were not all related to performance in a team decision-making task. Second, data obtained from 225 business students indicated that correlations among self-report measures and peer ratings of the same assertive responses assigned by intact team members varied according to the interpersonal context (i.e., personal, stranger, work related) in which scale items were framed. Third, data from 60 college students suggested that team performance-related assertiveness has a significant skill component. Whereas both attitudinally focused and skill-based training improved attitudes toward team member assertiveness, practice and feedback were essential to producing behavioral effects. Implications for selection and team training are discussed.     

Do men lie on fear surveys?

The likelihood that males equivocate in their ratings of common fears was evaluated. A fear survey was given to 30 female and 26 male college students in a classroom setting. A second fear survey which contained duplicate items from the first was administered to the same students in a laboratory setting prior to watching videotaped scenes of fish, rats, mice and a shorter roller coaster ride. Before the second survey was given, the students received instructions which implied that their truthfulness could be independently evaluated through changes in their heart rate while they watched the videotape. Changes in the averaged fear ratings for the three high-fear items shown in the videotaped scenes were compared between males and females across the two survey conditions. Males' ratings of rats, mice, and roller coasters increased markedly from the first survey to the second, while fear ratings by females did not change. These results are consistent with the idea that the expression of fear by men is affected by conformation to the traditional male gender role.     

Peer Nominations for Leadership and Likability in Problem-Solving Groups as a Function of Gender and Task

Abstract

The relation of situational variables and gender to leadership selection and likability ratings was examined. Six mixed-gender groups of American students were given either an impersonal or personal task. There were measurements of frequency of speaking, leadership nominations, and likability ratings by group members. No significant differences in task performance associated with gender were found, but, consistent with traditional sex roles, in impersonal groups male students spoke more and were selected as leaders and most important contributors more frequently than were female students. The reverse was found for personal groups, in which women spoke more, were chosen as leaders more often, and received higher contribution rankings. Likability ratings were not as strongly determined by context: Female students were selected more frequently as most likable in both groups.     

Attachment style and individual differences in leadership perceptions and emergence

The authors examined whether individuals' approaches to relationships, expressed in terms of attachment styles, was related to how they viewed ideal leadership and to their degree of tendency to emerge as team leaders. Specifically, the authors hypothesized that attachment styles, or cognitive representations of orientation to others, would explain individual differences in leadership perceptions and emergence. Participants were 127 American students in college teams. The authors found that securely attached individuals (n = 81) perceived themselves as more effective team members than did insecurely attached individuals (n = 46) and that fellow team members saw securely attached team members as emerging team leaders significantly more often than they did insecurely attached team members.     

Agentic and communal bias in socially desirable responding

This research was designed to investigate Paulhus' communion management (CM) and self‐deceptive enhancement (SDE), socially desirable responding (SDR) scales as measures of general SDR, communal bias and agentic bias. The CM and SDE scales, as well as the Schwartz values survey (SVS), were administered to four samples drawn from different cultures and subcultures (N = 900). Participants completed the questionnaires in ‘honest’ and ‘fake good’ conditions. Although conceptions of which values were desirable varied strongly between samples and instructional sets, the CM scale was consistently related to general SDR and to communal bias. In contrast, the SDE scale was only related to general SDR. Contrary to expectations, neither scale could identify participants who ‘faked good’ under normal instructions. Copyright © 2007 John Wiley & Sons, Ltd.     

Confidence at the group level of analysis: A longitudinal investigation of the relationship between potency and team effectiveness

Our longitudinal field study investigated the relationship between team potency and team effectiveness. The sample for this study was drawn from 71 change management teams from an automotive firm in the USA. Team potency ratings were obtained from team members. Team effectiveness ratings were obtained from team members, team leaders and external raters. Results indicated that team effectiveness and team potency are reciprocally and longitudinally related (p< .01).     

Are Gender Differences in Basic Human Values a Generational Phenomenon?

The Schwartz Value Survey (SVS) was administered to 979 Canadian knowledge workers to determine whether differences in value priorities between men and women differed significantly between members of the Baby Boomer generation and members of Generation X. Multivariate analysis of covariance controlling for education, income, and scale use revealed a significant gender-by-generation interaction, which signifies that the patterns of differences between men's and women's value priorities were different for Baby Boomers and Generation Xers. Four of the 10 SVS value types (i.e., power, tradition, universalism, and achievement) were associated with both gender and generation. A number of other value types were associated solely with generation. The findings suggest that both gender and generation are important variables in the study of values and should not be considered in isolation of each other.     

Integrity Testing and Job Performance Within High Performance Work Teams: A Short Note

Integrity tests have exhibited robust validity for predicting performance among traditional jobs. However, some organizations have shifted to self-managed work teams and the relationship between integrity and performance within these jobs is untested. One hundred fourteen high performance team members within a single department completed the Hogan Personality Inventory (HPI). The HPI Reliability scale was used as the integrity measure. The subjects' job performance was evaluated by their team leaders. Performance ratings were transformed to equalize ratings across the eight teams. Results indicate that integrity was related to transformed performance ratings (r = .25) within a high performance team environment. Limitations and implications are discussed.     

Interest and liking: Further sequential effects

This study was designed to investigate subjects’ interest and liking preferences for stimuli varying in type and level of familiarity. Subjects were presented with stimulus material in the form of slides, and were asked to view the slides firstly without instruction, and then twice more in order to rate the material for interest and liking. Half the subjects were asked to rate liking before interest, and half rated interest before liking. Results showed that interest ratings were relatively unaffected by the rating sequence, whereas ratings of liking were affected: when ratings of likingpreceded interest ratings, familiar items were preferred to less familiar items, but when ratings of liking were madeafter interest ratings, ratings of liking for less familiar items were preferred to more familiar items. This study forms part of the work of the Leicester Aesthetics Research Group. The work was supported by a grant from the Research Board, University of Leicester.     

多级估量法在大学生职业价值观研究中的应用

用模糊数学中的多级估量法对532名大学生的职业价值观进行调查研究,结论如下(1)当代大学生的职业价值观呈现出多元化的特点,在多元化的职业价值体系中,"充分发挥能力"、创造性"、"收入"处于前三位,"地位、名声"、"成长为领导者"、"冒险",处于后三位.(2)用多级估量法不但可以得到用排序法得到的信息,而且可以得到用排序法得不到的更加细致的信息.(3)就整体而言,大学生的职业价值观不因其所在的学校、所学的专业科类、是否临近毕业、性别等因素的不同而不同.就部分而言,上述四大因素都对大学生的某些职业价值项目有一定的影响.     

AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES

We use data from 220 individuals in 45 teams to examine team member roles as a cross-level linking mechanism between personality traits and team-level outcomes. At the individual level, peer ratings of task role behavior relate positively with Conscientiousness and negatively with Neuroticism and Extraversion. Peer ratings of social role behavior relate positively with Agreeableness and negatively with Openness to Experience. At the team level, a composition process of aggregation operates such that the mean for social roles corresponds with social cohesion. Compilation processes of aggregation also occur, as the variance of social roles corresponds negatively with task performance, and the variance of task roles corresponds negatively with cohesion. Skew of the distribution for social roles within each team—a measure of critical mass of members individually enacting the role—also correlates with social cohesion.     

Profiles of bystanders' motivation to defend school bully victims from a self‐determination perspective

This study was aimed at exploring which latent profiles emerge based on ratings of self‐determined motivation to defend victims of bullying, and to explore if they are related to bystander roles and victimization in bullying, as well as student–teacher relations. Data were collected from 1,800 Swedish and Italian students, with an age range between 10 and 18 years (M = 12.6, standard deviation = 1.74). The students completed a survey in their classrooms. Latent profile analysis was used to explore the possible clusters of individuals with similar ratings on the motivational variables. Multivariate analysis of variances were conducted to explore differences between the profiles in relation to their roles when witnessing bullying and to student–teacher relationships. Four latent profiles emerged. The profiles represented respondents (a) high in prosocial motivation, (b) high in externally extrinsic motivation, (c) intermediate in externally extrinsic motivation, and (d) with identified/introjected motivation. Multivariate analyses showed that reports of bystander roles when witnessing bullying, teacher–student relationships, and bullying victimization, significantly differed over the motivational profiles. The bystanders were unevenly distributed across the four groups and most individuals were categorized in the prosocial motivation group. Female and male bystanders were evenly distributed across clusters. The prosocial motivation group experienced victimization to a lesser extent than the other profile groups. Students in the intermediate externally extrinsic group were more likely to take the pro‐bully and outsider role during bullying. Concerning student–teacher relationships, the prosocial motivation group reported the closest relationships with their teachers, while the intermediate externally extrinsic group reported the most conflictual relationships.     

Convergence and divergence of individual‐level values: A study of Malaysian managers

Malaysia is a multi‐ethnic country with Malay, Chinese and Indian being the dominant ethnic groups. This paper investigates the three ethnic cultures in Malaysia by examining the individual‐level values of managers and professionals. Based on 528 responses to a Schwartz Value Survey (SVS) questionnaire, the paper identifies partial convergence of the value systems of Malay, Chinese and Indian people. It was found that the three ethnic groups do not differ significantly in the individualistic value dimensions of Self‐enhancement and Openness‐to‐change. However, Malays are found to be more conservative and less self‐transcendent than Chinese or Indians, while Chinese and Indians attribute the same importance to these two sets of values.     

大学生群体中价值观、感知环境质量与环境意识的关系研究

本研究利用一项大学生环境意识调查数据,探讨了价值观、感知环境质量和环境意识之间关系,并对英格尔哈特的“客观问题和主观价值”假设进行检验。研究结果基本支持该假设,后物质主义者比物质主义者的环境意识更强,感知环境质量差者比感知环境质量好者的环境意识更强。此外,研究还发现,感知环境质量比价值观对大学生的环境意识作用更强;感知中国环境质量比感知家乡环境质量对大学生的环境意识作用更强。