Age differences in social preferences among Taiwanese and Mainland Chinese: the role of perceived time

Socioemotional selectivity theory holds that as people recognize the inevitable constraint of time imposed by mortality, their social goals change, motivating them to limit social contacts to those with whom they are emotionally close. This theory was tested among Taiwanese and Mainland Chinese. As predicted, results showed that older adults (aged 60-90 years) in both cultures were more likely than younger adults (aged 18-30 years) to prefer familiar social partners who were most likely to provide emotionally close social interactions. Mainland Chinese, who as a group have shorter actuarial life expectancy, were more likely to prefer familiar social partners than were Taiwanese. These age and cultural differences were eliminated when differences in perceived time were statistically controlled for.     

Creep of micron-sized aluminium columns

Micron-sized aluminium columns, produced by focused-ion beam milling, were subjected to compressive creep in a nanoindentation machine using a flat-ended tip to study their time-dependent deformation behaviour at room temperature. At constant load, their strain increased almost linearly with time, with sporadic but large strain bursts superimposed. This represents a form of creep behaviour not known beforehand for aluminium. Strain bursts were also observed to occur during reloading at stresses higher than the first yield stress during initial loading.     

Establishing Arbitrarily Applicable Relations of Same and Opposite with the Relational Completion Procedure: Selection-Based Feedback

The Psychological Record - Research suggests that the relational completion procedure (RCP) is effective for studying derived relations of same and opposite. Previously, procedural parameters, such...     

A Cultural Model of Creative and Conforming Behavior

This study investigated the cultural influences on creative and conforming behavior. Three sets of hypotheses were developed. First, it was predicted that there was a negative association between creative and conforming behavior (Hypothesis 1). Second, it was predicted that cultural individualism-collectivism had a positive impact on independent self-construal (Hypothesis 2A) and a negative impact on interdependent self-construal (Hypothesis 2B). Third, it was predicted that independent self-construal had a positive impact on creative behavior (Hypothesis 3A) and a negative impact on conforming behavior (Hypothesis 3B) and that interdependent self-construal had a negative impact on creative behavior (Hypothesis 3C) and a positive impact on conforming behavior (Hypothesis 3D). These hypotheses were embedded in a theoretical model of behavior with cultural individualism/collectivism as the antecedent variable, independent and interdependent self-construals as the mediating variables, and creative and conforming behaviors as the outcome variables. To test this theoretical model of behavior, 158 White undergraduates from Australia (who represented individualistic members) and 186 Chinese undergraduates from Singapore (who represented collectivistic members) responded to a survey containing relevant scales to measure the constructs in this study. SEM results provided support for this theoretical model of behavior, as well as for the various hypothesized relationships embedded within it. On the basis of these significant findings, the need to consider the cultural context when promoting individual creativity was highlighted.     

A conservation of resources perspective on career hurdles and salary attainment

Guided by conservation of resources theory, the present study examines six types of hurdles individuals face in their careers and how those hurdles impede the attainment of higher salaries. With a meta-analysis of 339 empirical studies conducted over the past 50 years, we observed that socio-demographic hurdles (e.g., being non-Caucasian), trait-related hurdles (e.g., low cognitive ability), motivational hurdles (e.g., being unwilling to relocate), skill-related hurdles (e.g., low levels of formal education), social environment hurdles (e.g., no mentors), and work environment hurdles (e.g., jobs with low control) all made it more difficult to command high salaries.     

The Effect of Response Bias on the Personality Inventory for DSM–5 (PID–5)

Valid self-report assessment of psychopathology relies on accurate and credible responses to test questions. There are some individuals who, in certain assessment contexts, cannot or choose not to answer in a manner typically representative of their traits or symptoms. This is referred to, most broadly, as test response bias. In this investigation, we explore the effect of response bias on the Personality Inventory for DSM–5 (PID–5; Krueger, Derringer, Markon, Watson, & Skodol, 2013 Krueger, R. F., Derringer, J., Markon, K. E., Watson, D., & Skodol, A. E. (2013). The Personality Inventory for DSM–5 (PID–5)–Adult (Full version). Washington, DC: American Psychiatric Association. [Google Scholar]), a self-report instrument designed to assess the pathological personality traits used to inform diagnosis of the personality disorders in Section III of DSM–5. A set of Minnesota Multiphasic Personality Inventory Restructured Form (MMPI–2–RF; Ben-Porath & Tellegen, 2008 Tellegen, A., & Ben-Porath, Y. S (2008). MMPI–2–RF technical manual. Minneapolis: University of Minnesota Press. [Google Scholar]/2011 Ben-Porath, Y. S., & Tellegen, A. (2011). MMPI–2–RF manual for administration, scoring, and interpretation. Minneapolis: University of Minnesota Press. (Original work published 2008) [Google Scholar]) validity scales, which are used to assess and identify response bias, were employed to identify individuals who engaged in either noncredible overreporting (OR) or underreporting (UR), or who were deemed to be reporting or responding to the items in a “credible” manner—credible responding (CR). A total of 2,022 research participants (1,587 students, 435 psychiatric patients) completed the MMPI–2–RF and PID–5; following protocol screening, these participants were classified into OR, UR, or CR response groups based on MMPI–2–RF validity scale scores. Groups of students and patients in the OR group scored significantly higher on the PID–5 than those students and patients in the CR group, whereas those in the UR group scored significantly lower than those in the CR group. Although future research is needed to explore the effects of response bias on the PID–5, results from this investigation provide initial evidence suggesting that response bias influences scale elevations on this instrument.     

Suicide methods in singapore (2000-2004): types and associations

The choice of suicide methods varies between countries. Common methods used in Singapore between 2000 and 2004 were jumping (72.4%), hanging (16.6%), and poisoning (5.9%). Those who jumped were more likely to be young, single, female, and to have had a major mental illness. By comparison, those who hung themselves were more likely to be older (OR 2.68), Indian (OR 2.32), and to leave a suicide note (OR 1.53). Those who used poison were more likely to be married (OR 2.33), to be on antidepressants (OR 2.40), to have previously attempted suicide (OR 2.13), and to leave a letter (OR 2.30). The choice was determined by accessibility, acceptability, generational, gender, and racial factors.     

Rating leniency and halo in multisource feedback ratings: testing cultural assumptions of power distance and individualism-collectivism

This study extends multisource feedback research by assessing the effects of rater source and raters' cultural value orientations on rating bias (leniency and halo). Using a motivational perspective of performance appraisal, the authors posit that subordinate raters followed by peers will exhibit more rating bias than superiors. More important, given that multisource feedback systems were premised on low power distance and individualistic cultural assumptions, the authors expect raters' power distance and individualism-collectivism orientations to moderate the effects of rater source on rating bias. Hierarchical linear modeling on data collected from 1,447 superiors, peers, and subordinates who provided developmental feedback to 172 military officers show that (a) subordinates exhibit the most rating leniency, followed by peers and superiors; (b) subordinates demonstrate more halo than superiors and peers, whereas superiors and peers do not differ; (c) the effects of power distance on leniency and halo are strongest for subordinates than for peers and superiors; (d) the effects of collectivism on leniency were stronger for subordinates and peers than for superiors; effects on halo were stronger for subordinates than superiors, but these effects did not differ for subordinates and peers. The present findings highlight the role of raters' cultural values in multisource feedback ratings.     

Attracting Minority Applicants to Malaysian Organizations: The Effect of Race Composition

This study aims to investigate the effect of race composition of organizational representatives on perceived similarity, organizational attractiveness, and perceived opportunities for advancement. Two hundred and twenty four Malaysian Chinese university students participated in the study. The findings showed that race composition was significantly related to the participant’s perception of similarity to the representatives, attraction to the organization, and perception of advancement opportunities in the organization. Minority Chinese participants gave higher ratings on all three outcome variables when they were presented with an organization featuring a homogenous group of Chinese representatives or a racially diverse group of representatives, than an organization featuring a homogenous group of Malay representatives in recruitment advertising. In summary, the inclusion of minority representatives in recruitment advertising is beneficial in attracting minority applicants.     

Affective organizational commitment and citizenship behavior: Linear and non-linear moderating effects of organizational tenure

Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between affective organizational commitment and non-self measures of OCB was .23. However, we also found that organizational tenure moderated the relation in a non-linear way. Before 10 years of tenure, the strength of the commitment–OCB relation increased as organizational tenure increased; after that point, the strength of the commitment–OCB relation decreased as organizational tenure increased. In short, the moderating effect of tenure follows a curvilinear pattern.