JUMPING TOGETHER: A WAY FROM SOCIOBIOLOGY TO BIO‐SOCIO‐HUMANITIES

Sociobiology is a grand narrative of evolutionary biology on which to build unified knowledge. Consilience is a metaphorical representation of that narrative. I take up the same metaphor but apply it differently. I evoke the image of jumping together, not on solid ground but on the strong, flexible canvas sheet of a trampoline, on which natural sciences, social sciences, and the humanities jump together. This image overlaps with the traditional East Asian way of understanding—that is, the “Heaven‐Earth‐Person Triad.” Using recent insights from cognitive science—metaphor, embodiment, and conceptual blending—I propose the alternative way of “bio‐socio‐humanities” to understand and experience the world.     

Fit Happens Globally: A Meta‐Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia,Europe, and North America

In this cross‐cultural meta‐analysis, we examine the relationships between person–environment [P–E] fit and work attitudes (organizational commitment, job satisfaction, and intent to quit) as well as job performance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. We compare the results across cultures while focusing on 4 dimensions of P–E fit (person‐job fit, person–organization fit, person–group fit, and person–supervisor fit) separately and jointly. Findings suggest that the effects of rational fit (person–organization and person–job fit) are (relatively) stronger in North America and, to a lesser extent, Europe than in East Asia. However, the effects of relational fit (person–group and person–supervisor fit) are (relatively) stronger in East Asia than in North America. This highlights that in collectivistic and high power distance (vs. individualistic and low power distance) cultures, relational (vs. rational) fit is more salient in influencing employees’ perceptions about their work environments. Results are less clear concerning job performance. What is common across cultures is that, regardless of which dimension of P–E fit is being considered, fit happens and high levels of fit lead to positive outcomes, confirming the universal relevance of fit phenomenon.     

What makes a group of good citizens? The role of perceived group‐level fit and critical psychological states in organizational teams

Recent studies have expanded the construct of organizational citizenship behaviour (OCB) to the group level and demonstrated its significance in predicting group performance. In this study, we have further expanded this growing stream of research regarding group‐level OCB (GOCB), by identifying distinct group characteristics that predict GOCB. Specifically, we have isolated perceived group–organization (G–O) fit and group–task (G–T) fit as meaningful antecedents of GOCB. We further propose that the perceived G–O and G–T fit influence GOCB by shaping two intermediate psychological states of group members: cohesion and group efficacy. Our findings, which were based on multi‐source data collected from 43 organizational teams, demonstrated that cohesion completely mediated the effect of perceived G–O fit on GOCB. Group efficacy, however, proved not to be a significant mediator of the relationship between perceived G–T fit and GOCB. Instead, G–T fit had a significant direct effect on GOCB. This study highlights the significance of group‐level conceptualization of group–environment interaction as a potential driver of various group processes and outcomes.     

Balanced states of mind in psychopathology and psychological well-being

The balanced states of mind (BSOM) model proposes that coping with stress and psychological well-being is a function of the BSOM ratio of positive thoughts to the sum of positive and negative thoughts. Based on different BSOM ratios, different BSOM categories are constructed to quantitatively differentiate levels of coping with stress and psychological well-being. The cognitive content-specificity hypothesis states that there are unique themes of semantic content in self-reported automatic thoughts particular to depression or anxiety. This study investigated the BSOM model and its cognitive content-specificity for depression, anxiety, anger, stress, life satisfaction, and happiness, based on negative and positive automatic thoughts. Three hundred and ninety-eight college students from Singapore participated in this study. First, BSOM ratio and positive automatic thoughts were positively correlated with life satisfaction and happiness, and negatively correlated with stress, anxiety, depression, and anger. In contrast, negative automatic thoughts were positively correlated with stress, anxiety, depression, and anger, and negatively correlated with life satisfaction and happiness. Second, levels of psychopathology and psychological well-being were statistically differentiable among the BSOM categories for depression, happiness, perceived stress, and life satisfaction; and less statistically differentiable among the BSOM categories for anxiety and anger, as expected based on the BSOM model and cognitive content-specificity hypothesis. Third, the results were more supportive of the BSOM model for depression, followed by happiness, perceived stress, life satisfaction, anxiety, and anger in terms of percentage of variance accounted for by BSOM categories, as expected based on the cognitive content-specificity hypothesis. Taken together, the results suggested that the more moderately positive thoughts one has (balanced by negative thoughts), the better mental health outcomes one has. Implications and limitations of these findings are discussed.     

Trifactor Models for Multiple-Ratings Data

In this study we extend and assess the trifactor model for multiple-ratings data in which two different raters give independent scores for the same responses (e.g., in the GRE essay or to subset of PISA constructed-responses). The trifactor model was extended to incorporate a cross-classified data structure (e.g., items and raters) instead of a strictly hierarchical structure. we present a set of simulations to reflect the incompleteness and imbalance in real-world assessments. The effects of the rate of missingness in the data and of ignoring differences among raters are investigated using two sets of simulations. The use of the trifactor model is also illustrated with empirical data analysis using a well-known international large-scale assessment.     

Challenges Marriage-Hunting People Face: Competition and Excessive Analysis1

In this paper, the reality of marriage hunting is examined through the narratives of marriage-hunting people. The results show that marriage hunting is based on the premise of a “competitive situation” and that people seeking a marriage partner require “analyzing” in order to win in this situation. However, the results indicate that marriage hunting becomes unsuccessful because, ironically, analyzing prevents people from behaving freely. Furthermore, the causes of their failure are attributed to them, thus giving rise to more analyzing. These findings suggest that the key to the future of marriage hunting is to free oneself from being governed by rules. The paper closes with a discussion of the importance of viewing marriage hunting as a relational effect.     

Managers as a Missing Entity in Job Crafting Research: Relationships between Store Manager Job Crafting,Job Resources,and Store Performance

Increasing demand for workplace proactivity has directed scholarly attention to job crafting as a voluntary and proactive form of job design. While mounting research has examined the impact of employee job crafting on work outcomes, little is known about the role of job crafting on the part of store managers in predicting unit-level performance. To fill this gap, this study aims to investigate the link between store manager job crafting and store performance, and proposes job resources as boundary conditions affecting this relationship. We collected survey-based data from 235 restaurant stores in South Korea and performed multilevel regression analyses. Results indicated that store manager job crafting was positively associated with store sales performance. This relationship was more pronounced when store managers received performance feedback than when they did not. However, autonomy and opportunities for development did not moderate the store manager job crafting–store performance relationship.