Relational Spending in Funerals: Caring for Others Loved and Lost

Funeral rituals perform important social functions for families and communities, but little is known about the motives of people planning funerals. Using mixed methods, we examine funeral planning as end-of-life relational spending. We identify how relational motives drive and manifest in funeral planning, even when the primary recipient of goods and services is dead. Qualitative interviews with consumers who had planned pre-COVID funerals (N = 15) reveal a caring orientation drives funeral decision-making for loved ones and for self-planned funerals. Caring practices manifest in three forms: (a) balancing preferences between the planner, deceased, and surviving family; (b) making personal sacrifices; and (c) spending amount (Study 1). Archival funeral contract data (N = 385) reveal supporting quantitative evidence of caring-driven funeral spending. Planners spend more on funerals for others and underspend on their own funerals (Study 2). Preregistered experiments (N = 1,906) addressing selection bias replicate these results and find generalization across different funding sources (planner-funded, other-funded, and insurance; Studies 3A–3C). The findings elucidate a ubiquitous, emotional, and financially consequential decision process at the end of life.     

The Attribution of Primary and Secondary Emotions to the In-Group and to the Out-Group: The Case of Equal Status Countries

ABSTRACT

We examined the attribution of primary and secondary emotions in the context of equal status groups with a non-conflictual relationship, that is, Germans and French. In Study 1 (N = 169), we found that in such an intergroup context, there was no differential attribution of secondary emotions but an over-attribution of primary emotions to the out-group. Only high identifiers tended to attribute more secondary emotions to the in-group than to the out-group. In Study 2 (N = 423), the role of the identification with the in-group and a superordinate group (Europe) in the process of infrahumanization was examined. Participants' national versus European identification was primed. The results did not differ between these two conditions. As in Study 1, an over-attribution of primary emotions to the out-group was observed. Concerning the secondary emotions, the classical infrahumanization effect occurred, that is, an over-attribution of secondary emotions to the in-group.     

The Value of Task Conflict to Group Decisions

We tested the ability of task conflict to improve the quality of decisions made by four‐person groups. In a choice between two entrepreneurial investments, conflict was created by endowing group members with a preference for either one investment or the other. Because the decision was subjective, decision quality was necessarily judged by a process criterion, the reduction in the biased evaluation of new information to support the leading alternative. Groups in which conflict was installed exhibited less bias than individuals, who themselves exhibited less bias than groups without such conflict. Regardless of whether conflict was installed, groups that reached an early consensus exhibited the greatest information bias, while groups that experienced sustained conflict exhibited the least. Before achieving consensus, information bias was not significantly different from zero, but then rose steadily after that agreement. This result identifies one specific mechanism by which conflict can improve the process of group decisions. Copyright © 2011 John Wiley & Sons, Ltd.     

Cognitive and neuropsychological underpinnings of relational and conjunctive working memory binding across age

The ability to form associations (i.e., binding) is critical for memory formation. Recent studies suggest that aging specifically affects relational binding (associating separate features) but not conjunctive binding (integrating features within an object). Possibly, this dissociation may be driven by the spatial nature of the studies so far. Alternatively, relational binding may simply require more attentional resources. We assessed relational and conjunctive binding in three age groups and we included an interfering task (i.e., an articulatory suppression task). Binding was examined in a working memory (WM) task using non-spatial features: shape and colour. Thirty-one young adults (mean age = 22.35), 30 middle-aged adults (mean age = 54.80) and 30 older adults (mean age = 70.27) performed the task. Results show an effect of type of binding and an effect of age but no interaction between type of binding and age. The interaction between type of binding and interference was significant. These results indicate that aging affects relational binding and conjunctive binding similarly. However, relational binding is more susceptible to interference than conjunctive binding, which suggests that relational binding may require more attentional resources. We suggest that a general decline in WM resources associated with frontal dysfunction underlies age-related deficits in WM binding.     

Recognising relations: What can be learned from considering complexity

Analogy is an important cognitive process that has been researched extensively. Functional accounts of it typically involve at least four stages of processing (access, mapping, transfer, and evaluation); however, these accounts take the way in which the base analogue is understood, along with its relational structure, for granted. The goal of this paper is to open up a discussion about how this process (which we will call “relational recognition”) may occur. To this end, this paper describes two experiments that vary the level of relational complexity across exemplars. It was found that relational recognition tasks benefit from increased complexity, while mapping tasks suffer from it.     

The Five-Factor model of personality and work behaviour in Greece

This study explores the validity of the five-factor model of personality (FFM) in occupational settings in Greece, examining its relationship to employees' overall job performance, job satisfaction, organizational citizenship behaviour, and generic work competencies. Two hundred and twenty-seven employees from various Greek SMEs participated in the study completing a personality and a job satisfaction measure. Their supervisors completed three questionnaires assessing their performance and their work competencies. Some of the most significant results of this study were the strong links identified between personality and job satisfaction and the moderating effect of job type on the criterion-related validity of some personality dimensions. These results are discussed in terms of the FFM literature taking into consideration the strong effect of Greek culture. The theoretical and practical implications for research and practice in Greece are also discussed.     

Group mate absence,dissimilarity, and individual absence: Another look at “monkey see,monkey do”

In this study, we examined whether the alignment of individual and group absence depended on an individual's similarity or dissimilarity with his or her group mates. The study hypotheses were tested with organizational data, involving 1382 employees from 181 work groups. Our criterion was individual absence frequency, observed over a 12-month period. Dissimilarity indices fororganizational tenure and union affiliation were computed from organizational records. We found that the relation between group mate absence and individual absence was moderated by dissimilarity with respect to union affiliation (but not tenure dissimilarity), such that those with low union dissimilarity scores were more likely to align their absence behaviour with that of their group mates.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

自杀高危人群的识别及预防研究

自杀是由严重心理危机导致的行为.通过描述自杀高危人群存在的时代状况,从社会学与心理-精神病学的维度分析了高危人群的自杀成因,进而对其自杀前的异常言行表现、自杀的方式及当前各种预防措施进行讨论.同时,对中国文化语境下的自杀及其预防展开了反思与展望.