The Validity and Structure of Culture‐Level Personality Scores: Data From Ratings of Young Adolescents

ABSTRACT We examined properties of culture‐level personality traits in ratings of targets (N=5,109) ages 12 to 17 in 24 cultures. Aggregate scores were generalizable across gender, age, and relationship groups and showed convergence with culture‐level scores from previous studies of self‐reports and observer ratings of adults, but they were unrelated to national character stereotypes. Trait profiles also showed cross‐study agreement within most cultures, 8 of which had not previously been studied. Multidimensional scaling showed that Western and non‐Western cultures clustered along a dimension related to Extraversion. A culture‐level factor analysis replicated earlier findings of a broad Extraversion factor but generally resembled the factor structure found in individuals. Continued analysis of aggregate personality scores is warranted.     

Giving and Receiving Awards

ABSTRACT— Awards in the form of orders, medals, decorations, prizes, and titles are ubiquitous in monarchies and republics, private organizations, and not-for-profit and profit-oriented firms. Nevertheless, this kind of nonmaterial extrinsic incentive has been given little attention in the social sciences, including psychology. The demand for awards relies on an individual's desire for distinction, and the supply of awards is governed by the desire to motivate. The technique of analytic narratives is used to show that a number of empirically testable propositions about awards are consistent with observable data.     

Tau and Kappa Effects: The Case of Space-Like-Extent Frequencies

The organization of tonal-temporal information in a memory task was studied in two experiments. The stimuli consisted of four different configurations of eight beeps, presented sequentially. In two configurations, the stimuli were tonal-time congruent, with (constant or variable) inter-stimulus tonal distances corresponding to (constant or variable) inter-stimulus time intervals. In the two other configurations, the stimuli were tonal-time incongruent, with (constant or variable) inter-stimulus tonal distances not corresponding to (variable or constant) inter-stimulus time intervals. After a learning phase consisting of 20 presentations of the target configuration, participants reproduced the spatial (Experiment 1) or temporal (Experiment 2) characteristics of the target 60 times in succession without ever re-examining the target configuration. Classically, in incongruent space-time conditions, the effects of variable inter-stimulus time intervals or inter-stimulus space intervals on the reproduction of constant distances (Tau effect) and constant durations (Kappa effect), respectively, are observed. However, our results showed that this was not the case when the spatial dimension was substituted for the tonal dimension (i.e., the distances between consecutive tones). The results are discussed in the light of the properties of the physical versus frequential space, that is, of a tonal dimension in which the different frequencies were considered as the spatial dimension.     

Three decades of lay epistemics: The why,how, and who of knowledge formation

A conceptual integration and review are presented of three separate research programmes informed by the theory of lay epistemics (Kruglanski, 1989 Kruglanski, A. W. 1989. Lay epistemics and human knowledge: Cognitive and motivational bases, New York: Plenum. [Crossref] , [Google Scholar]). They respectively address the “why”, “how”, and “who” questions about human knowledge formation. The “why” question is treated in work on the need for cognitive closure that propels epistemic behaviour and affects individual, interpersonal, and group phenomena. The “how” question is addressed in work on the unimodel (Kruglanski, Pierro, Mannetti, Erb, & Chun, 2007 Kruglanski, A. W., Pierro, A., Mannetti, L., Erb, H. P. and Chun, W. Y. 2007. “On the parameters of social judgement”. In Advances in experimental social psychology, Edited by: Zanna, M. P. Vol. 39, 255–296. New York: Academic Press.  [Google Scholar]) depicting the process of drawing conclusions from the “information given”. The “who” question is addressed in work on “epistemic authority” highlighting the centrality of source effects (including oneself as a source) in human epistemic behaviour. These separate research paradigms explore facets of epistemic behaviour that jointly produce human knowledge, of essential significance to people's’ individual and social functioning.     

Bases of social power,leadership styles,and organizational commitment

Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.     

A Dialectic on Validity: Where We Have Been and Where We Are Going

It has been suggested that the primary issue in considerations of validity today is the discrepancy between currently accepted theory and the practice of validation. The reason for this discrepancy may be that although considerable discussion has taken place in educational measurement and psychometrics regarding changes in our conceptions of validity, that has not been the case more generally in the social and behavioral sciences. A dialectic on the current status of validity theory for social and behavioral scientists is presented to help bridge this gap.