Decomposing the construct of ambivalence over emotional expression in a Chinese cultural context

The present study examined the construct of ambivalence over emotional expression proposed by King and Emmons ( 1990 ) in the Chinese context, and identified a factor structure different from those proposed in previous Western studies. The results of this study provided discriminant validity for this newly extracted two-factor structure of ambivalence, viz., Emotional Rumination and Emotional Suppression. Emotional Rumination was significantly predicted by the personality scales of introversion and inferiority, and the belief dimension of fate control, whereas Emotional Suppression was predicted by the personality scales of diversity, face, and harmony, and the belief dimension of social complexity. The different effects of Emotional Rumination and Emotional Suppression in predicting life satisfaction showed that emotional experience has its own specific characteristics in Chinese culture, and that responding to its emic characteristics will yield a more culturally responsive understanding of emotional experience and expression. Copyright © 2004 John Wiley & Sons, Ltd.     

Further clarification on the Hom, Mitchell, Lee, and Griffeth (2012) model: Reply to Bergman, Payne, and Boswell (2012) and Maertz (2012)

In this article, we reply to Bergman, Payne, and Boswell (2012) and Maertz (2012), who commented on our reconceptualization of the employee turnover criterion and proximal withdrawal states (Hom, Mitchell, Lee, & Griffeth, 2012). We agree with some points (e.g., anticipated destinations) but take issue with others (e.g., turnover intentions as the criterion). Nonetheless, our aim is to clarify our integrative formulation about mindsets for organizational participation and withdrawal. In our view, the current process of "article-commentaries-reply" advances our collective understanding of staying and leaving, which is of longstanding interest to scholars in industrial and organizational psychology, organizational behavior, and human resource management. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

The Life Reflection and Consequences of Older Adults' Relationships: An Empirical Study

Fifty‐eight Austrian adults, ages 65 to 99 years, participated in semistructured life reflections regarding their relationships with life partners, children, relatives, and friends. This study identified the consequences of the reflections, the implementation of the consequences, and the degree to which participants were satisfied with the life changes they made.     

Provision of Genetics Services on Guam

Guam’s geographic isolation and lack of community resources have resulted in unique healthcare needs. In 2006, the Western States Genetic Services Collaborative (WSGSC) conducted a genetics needs assessment and found that professional development is limited, families lack access to genetic services, and improved coverage of genetic testing is needed. With funding from the WSGSC, a Guam genetics outreach clinic was established and staffed by genetic counselors and a medical geneticist from Hawaii. Four clinics have been held to date. Although several challenges have been encountered, including minimal coverage of genetic testing by Guam insurance companies, limited referrals for families with private insurance, and inappropriate referral indications, the outreach clinic has been successful at increasing access to genetic services and improving professional development. With more collaborative work by staff from Guam, Hawaii, and the WSGSC, provision and reimbursement of genetic services and testing will continue to improve.     

Reasons given by UK churchgoers for their stance on evolution

A sample of 661 churchgoers from a range of Christian denominations in the United Kingdom was asked about Darwinian evolution (defined as the common origin of all species, including humans). Respondents were categorised as those who accepted the idea, those who rejected it, and those who were unsure or neutral. People in each category were given a number of statements that related to reasons why they might have held their particular stance, and responses were used to create summated rating scales. Reasons for accepting or rejecting evolution could be classified as broadly relating to the theory itself or to the religious consequences of the theory. Accepters saw the theory as rational and attractive, and one that allowed a role for God in shaping evolution. Rejecters saw the theory as unsupported by evidence and one that denied a role for God and/or contradicted Scripture. Those unsure or neutral seemed to be so because they lacked sufficient knowledge about evolution or the Bible, and/or because they were disinterested. Predicting which reasons were likely to be chosen by an individual was difficult, though there were significance differences in some cases between denominations and between those with or without education in biology or science.     

Evolving team cognition: The impact of team situation models on team effectiveness

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.     

Cross-Cultural Comparisons of Adults’ Childhood Recollections: How are Peak-Experiences Described in China and Portugal?

Peak experiences are joyous and fulfilling moments in life, and thought to be associated with happiness and well-being. However, whether peak experiences vary from culture to culture is still under-researched. The current study investigated the autobiographical memories of peak experiences in Portugal and China. College students from Portugal and Mainland China (N = 161) reported their memory of a peak-experience occurring before the age of 14 and provided a self-rating on its enduring impact. We found that participants from Portugal reported peak-experiences involving a developmental landmark more frequently than did Mainland Chinese. In contrast, Mainland Chinese reported peak-experiences involving serenity more frequently than did Portuguese participants. Although Mainland Chinese provided more details about their peak-experiences, their narratives were more generic and emotionally mild. In particular, memory specificity (specific vs. general) significantly mediated the association between culture and developmental landmark, whereas memory emotionality (low arousal emotions) significantly mediated the link between culture and serenity. This study extends previous research on youthful peak-experiences to a cross-cultural context by incorporating measures of autobiographical memory to analyze variations between these two cultural groups.