Determinants of Readiness for Out-group Social Contact: Dominance Relations and Minority Group Motivations

Findings that members of minorities are more ready for social contact with members of dominant groups than vice versa have been attributed to a motivation of minorities to integrate into the larger society. We theorize that minorities hold opposing motivations—to integrate vs. to maintain unique group identity—the balance of which determines readiness for out-group contact. Study 1 examined readiness for out-group contact among three groups of Israeli teachers—Jews (dominant group), Muslim Arabs, and Christian Arabs (minorities). According to sociohistorical analyses, Muslim Arabs are more activated to maintain uniqueness and less motivated to integrate than are Christian Arabs. Study 2 examined recent Russian immigrants to Israel (minority) and veteran Israelis (dominant). Individual differences in motivation to integrate vs. maintain minority group identity were measured among immigrants. In both studies, the balance of motivations predicted minority group readiness for contact with the dominant group.     

Effects of goal difficulty, self-set goals, and monetary rewards on dual task performance

The present study tests the effects of goal difficulty, goal origin (self-set vs assigned), and monetary rewards (present vs absent) on the simultaneous performance of two tasks (dual-task paradigm). Participants were 32 students working simultaneously on a computerized task of letter typing with the right hand and digit classification with the left hand. A 2 (self-set vs assigned goals) × 2 (present vs absent contingent monetary rewards) × 3 (easy, moderate, and difficult goals) factorial design with goal difficulty as the repeated factor was employed. Each task element was performed under easy, moderate, and difficult goals, which appeared in six consecutive trials of varied order within each experimental condition. Results indicate that self-set goals without monetary rewards led to the highest performance levels, whereas the combination of self-set goals and monetary rewards was detrimental to performance. These findings occurred (except in one case) only when goals were of either moderate Or high difficulty.     

Value priorities and subjective well‐being: direct relations and congruity effects

Two studies investigated relations of value priorities to measures of subjective well‐being. Samples of students and adults, from Israel and former East and West Germany (N=1261), participated in Part I. Hypothesized direct relations of nine types of values to well‐being, based on ‘healthy’ values from the psychotherapy literature, relations of values to needs, self‐determination theory, and the emotional resources needed to pursue various values were tested in each sample. Achievement, self‐direction, stimulation, tradition, conformity and security values correlated with affective well‐being, as predicted, but not with cognitive well‐being. Part II tested the hypothesis that well‐being depends upon congruence between personal values and the prevailing value environment. Results largely supported specific hypotheses regarding the values conducive to positive and negative well‐being among students of business administration (n=40) and psychology (n=42). Hypotheses were derived from the social sanctions, environmental affordances for value attainment, and internal value conflicts likely to be experienced in each department. Copyright © 2000 John Wiley & Sons, Ltd.     

Toward a unifying model of identification with groups: integrating theoretical perspectives.

Building on the contributions of diverse theoretical approaches, the authors present a multidimensional model of group identification. Integrating conceptions from the social identity perspective with those from research on individualism-collectivism, nationalism- patriotism, and identification with organizations, we propose four conceptually distinct modes of identification: importance (how much I view the group as part of who I am), commitment (how much I want to benefit the group), superiority (how much I view my group as superior to other groups), and deference (how much I honor, revere, and submit to the group's norms, symbols, and leaders). We present an instrument for assessing the four modes of identification and review initial empirical findings that validate the proposed model and show its utility in understanding antecedents and consequences of identification.     

The role of epistemic motivation in individuals’ response to decision complexity

Integrating findings on the effects of more alternatives with findings on the effects of more attributes, we offer a motivational decision-making model, suggesting that epistemic motivation moderates individuals’ responses to complex information. Study 1 empirically investigated the shared essence of four conceptualizations of epistemic motivation, further distinguishing it from the maximizing/satisficing motivation. A series of experiments indicate that epistemic motivation moderates the effect of complex information on one’s discomfort with a decision (Studies 2–4) and on the tendency to implement one’s choice in action (Study 3). Taken together, our findings indicate that individuals with low epistemic motivation experience more discomfort and are less likely to implement their decision when faced with complex information whereas those high on epistemic motivation portray a weaker or even an opposite effect. The consistent findings across conceptualizations (dispositional Need-for-Cognitive-Closure and manipulated Openness vs. Conservation values) indicate the robustness of the findings and the important role of epistemic motivation in complex decisions.     

Individual Values,Organizational Commitment,and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform

Purpose  

The purpose of this study was to examine how individual values and organizational commitment are related to teachers’ participation in an optional change program in the Israeli educational system.     

To compete or to cooperate? Values' impact on perception and action in social dilemma games

Two studies investigated how values affect competitive versus cooperative behavior. Each Study presented a new social‐dilemma game, in which participants' interpretations of the dilemma (i.e., their subjective payoff matrix)—and consequently the dominant (i.e., rational) behavioral choice—depended on their values. The Paired Charity Game (Study 1) framed the situation in terms of cooperation. As hypothesized, contribution correlated positively with universalism and benevolence values that reflect concern for others and negatively with power, achievement, and hedonism values that promote self‐interests. Furthermore, values, but not traits, predicted the participants' contribution. The Group Charity Game (Study 2) was designed to frame the situation in terms of competition. As hypothesized, contribution correlated positively with emphasizing benevolence over power values. Moreover, the impact of values was stronger when they were rendered accessible, indicating a causal influence of values on behavior. Furthermore, when their value hierarchy was rendered accessible, participants explained their choices in terms of those values that were (a) important to them and (b) relevant to the situation. The findings thus point to the mechanism through which accessible values affect behavior. Taken together, the studies promote our understanding of the value–behavior relationships, by highlighting the impact of values on perception. Copyright © 2010 John Wiley & Sons, Ltd.     

A unique asymmetrical stroop effect in absolute pitch possessors

The Stroop task has been employed to study automaticity or failures of selective attention for many years. The effect is known to be asymmetrical, with words affecting color naming but not vice versa. In the current work two auditory-visual Stroop-like tasks were devised in order to study the automaticity of pitch processing in both absolute pitch (AP) possessors and musically trained controls without AP (nAP). In the tone naming task, participants were asked to name the auditory tone while ignoring a visual note name. In the note naming task, participants were asked to read a note name while ignoring the auditory tone. The nAP group showed a significant congruency effect only in the tone naming task, whereas AP possessors showed the reverse pattern, with a significant congruency effect only in the note reading task. Thus, AP possessors were unable to ignore the auditory tone when asked to read the note, but were unaffected by the verbal note name when asked to label the auditory tone. The results suggest that pitch identification in participants endowed with AP ability is automatic and impossible to suppress.     

Values at Work: The Impact of Personal Values in Organisations

This paper reviews and integrates past research on personal values in work organisations, seeking to portray the role personal values play in shaping the choices and behaviour of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviours at work. We continue with discussing the multiple paths through which managers’ values affect organisations and their members. In the last section, we address the interplay between organisational levels, and discuss the congruency between personal and organisational values and its implications for organisations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behaviour at various levels of the organisation. We end by discussing directions for future research on values in organisations.     

Detecting gaps with and without attention: Further evidence for attentional receptive fields

In four experiments participants were instructed to detect and localise a gap on a small vertical line. When the line was presented at the periphery, inattention produced a tendency to report broken lines as solid ones and also produced a substantial increase in coarse localisation errors. The results support the hypothesis (Tsal & Shalev, 1996) that the unattended visual field is composed of large attentional receptive fields (ARFs) within which there is no spatial resolution. A partial stimulation of such an ARF, by the broken line's inner ends producing the gap, signals the activation of the entire ARF resulting in the perceptual closure of the gap.