Personal value preferences,group identifications,and cultural practices of Palestinian Israelis working in close contact with Jewish Israelis

The present study investigates the connection between personal value preferences, group identifications, and cultural practices among Palestinian Israelis working in close contact with the Jewish population in Israel. One hundred twenty-two Palestinian Israelis participated in the study. The participants were employed in different professional positions in the Tel Aviv Metropolitan area and were recruited to the study using the snowball technique. A stronger national identification was associated with a higher preference for the security and conformity values, and a lower preference for the humility values. A stronger ethnic identification was associated with a lower preference for the security, power, and stimulation values. Group identifications mediated the connection between personal value preferences and cultural practices. A longer time working in close contact with the majority group and less frequent visits home were associated with a greater adherence to the majority group’s cultural practices but not with adherence to the ethnic group’s practices and not with the group identifications.     

Job insecurity and discretionary behaviors: Social exchange perspective versus group value model

This study examines the relationship between job insecurity and discretionary behaviors, that is, organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB), with the purpose to extend knowledge on the theoretical explanations for these outcomes. Considering the employment relationship with the organization, two different perspectives are suggested and compared in a multiple mediator model, in order to understand the reasons for discretionary behaviors. We draw upon social exchange theory as the basis of psychological contract perceptions and we rely on the group value model to explain organizational justice evaluations. A total of 570 blue‐collar workers in Italy participated in our survey. The results show that job insecurity is indirectly related to OCB and CWB through psychological contract breach and organizational injustice. Both mediational mechanisms have equivalent strength in explaining the relationships, namely, they are complementary processes in accounting for both behaviors. These findings suggest that employees’ behaviors in job insecure contexts are driven not only by concerns related to the exchange of resources with the organization, but also by evaluations about their value as important members of the group.     

Measuring emotions during epistemic activities: the Epistemically-Related Emotion Scales

Measurement instruments assessing multiple emotions during epistemic activities are largely lacking. We describe the construction and validation of the Epistemically-Related Emotion Scales, which measure surprise, curiosity, enjoyment, confusion, anxiety, frustration, and boredom occurring during epistemic cognitive activities. The instrument was tested in a multinational study of emotions during learning from conflicting texts (N?=?438 university students from the United States, Canada, and Germany). The findings document the reliability, internal validity, and external validity of the instrument. A seven-factor model best fit the data, suggesting that epistemically-related emotions should be conceptualised in terms of discrete emotion categories, and the scales showed metric invariance across the North American and German samples. Furthermore, emotion scores changed over time as a function of conflicting task information and related significantly to perceived task value and use of cognitive and metacognitive learning strategies.     

艾勒悖论再探——三结果决策的齐当别式表征:“好-坏”抑或“最好-最坏”?

艾勒悖论的第一项决策任务属于三结果决策任务,这对齐当别模型以及鉴别其不同判断任务间的优势都具有特殊意义。本研究通过3项子研究系统的探讨了不同表征方式("最好-最坏","好-坏")、不同判断任务(经典判断任务与联合判断任务)、不同数量级的结果值(万元级、百万元级以及亿元级)以及不同决策情境(迫选,非迫选)上,齐当别模型对艾勒悖论的解释力。结果显示:无论是迫选情境还是非迫选情境,经典的艾勒悖论均可被齐当别模型解释,但应基于"好-坏"而非"最好-最坏"表征维度;齐当别模型的联合判断任务在三结果决策任务上的预测力也再次被证明优于经典判断任务。     

Ethically Problematic Value Change as an Outcome of Psychotherapeutic Interventions

Values nonpaternalism—the ethical imperative to avoid imposing values onto clients—is implicit in most widely used ethical frameworks employed by psychotherapists. Although changes in client values may represent desired psychotherapeutic outcomes, some such changes may be ethically problematic. Interventions are characterized by values paternalism when they are intended to promote client welfare but are accompanied by impositions against client values. Providers and consumers of psychotherapy may routinely lack awareness of this consideration. Psychotherapists may have a duty to be informed about ethically problematic value change accompanying psychotherapy and to inform clients about this phenomenon.     

Should We Be Talking About Ethics or About Morals?

This article seeks to revisit the distinction between the words ethics and morals. First, we understand the word ethics to be focused on the way we seek to live our own life, and hence to connote a relativistic and essentially subjective perspective, whereas we understand the word morals to be focused on the way we should live our lives together, especially through sensitivity to viewpoints other than our own. Second, we perceive a usefulness in such a differentiation when the ethical values of those in a dilemmatic situation are conflicted in order to prioritize moral decision making in contemporary society. We argue that in our current era, characterized by a multiplicity of faiths and by pronounced value pluralism, a philosophical basis for moral decision making needs to be clearly attuned with intersubjectivity and interconnectivity among people. It should be able to determine principles of conduct toward others, no matter how one’s own ethical values, conceptions of the good, or life choices might differ from those of others. To do this, we relocate ethical decision making away from an essentially monological reflection on our own values and purposes into a social space wherein we have an inclusive, noncoercive, and reflective dialogue.     

Value expectation confirmation and word-of-mouth intention among international tourists of a cultural festival experience

We examined expectation conformation and word-of-mouth marketing intention among international tourists (177 white; 138 black; and 98 Asian) who experienced a tourism promotion cultural festival event; taking into account their personal, artistic, and societal cultural values. We applied multiple regression analysis to predict expectation conformation and word-of-mouth marketing intention from the tourists’ personal, artistic, and societal cultural values. For the white and Asian tourists, sociocultural value predicted expectation confirmation the most. For the black tourists, personal value explained their expectation confirmation more than did sociocultural value. Culturally framed perceived values appear to influence the ways tourists respond to tourism festivals.     

Outcomes as affirmation of membership value: Material compensation as an administrative response to procedural injustice

The current line of research suggests that the provision of compensation by group representatives may be an effective way to address the identity concerns resulting from procedural violations because compensation serves to reaffirm the victim’s membership value, protecting his or her identity. A series of five studies is presented, demonstrating that compensation can function symbolically as a legitimate act of concern for the injustice victim. Results showed that offers of compensation by group representatives resulted in more favorable evaluations of the group and higher identification than when no compensation was offered, but only when the compensation was construed as a benevolent gesture and only when the injustice was identity relevant. Even unsuccessful attempts to compensate the victim resulted in positive reactions towards the group. Consistent with relational models of procedural justice, these effects were mediated by perceptions of membership value.