Values and behavior: Validating the refined value theory in Russia

Researchers recently introduced a refined theory of 19 basic human values. They demonstrated its utility and discriminant validity through associations with attitudes and beliefs, but not with behaviors. We assess the discriminant and predictive validity of the theory by examining associations of each value with everyday behaviors in a Russian sample. Two hundred sixty‐six respondents reported their values and the frequency with which they performed each of the 85 everyday behaviors during the past year. We derived indexes of 19 latent value factors and of 19 latent behavior factors using confirmatory factor analysis. A confirmatory multidimensional scaling analysis arrayed the values, excepting benevolence, on the circular motivational continuum of the theory. Structural equation modeling analyses supported the discriminant and predictive validity of the theory. Of the 19 values, 18 correlated more positively with the behavior chosen a priori as likely to express it than with any other behavior, and all values correlated negatively with behaviors chosen to express motivationally opposed values. The patterns of correlation between the values and behaviors approximated the sinusoid curve implied by the motivational continuum of values in almost all cases. The study suggests that the same motivational compatibilities and conflicts that structure value relations largely organize relations among value‐expressive behaviors. The study examines moderation of value–behavior relations by gender and tests the normative pressure explanation of variation in the strength of value–behavior relations across value domains. Copyright © 2014 John Wiley & Sons, Ltd.     

Value tradeoffs propel and inhibit behavior: Validating the 19 refined values in four countries

We assess the predictive and discriminant validity of the basic values in the refined Schwartz value theory by examining how value tradeoffs predict behavior in Italy, Poland, Russia, and the USA. One thousand eight hundred and fifty‐seven respondents reported their values and rated their own and a partner's behavior. Multigroup confirmatory factor analysis supported the distinctiveness of the 19 values and the 19 self‐rated and other‐rated behaviors. Multidimensional scaling analyses supported the circular motivational order of the 19 values. Findings affirmed the theorizing that behavior depends upon tradeoffs between values that propel and values that inhibit it. Across four countries, value importance, behavior frequency, and gender failed to moderate the strength of value–behavior relations. This raises the question of the conditions under which the widely cited assumption that normative pressure weakens value–behavior relations holds.     

The personality profile of IPS employment specialists,and how it relates to job satisfaction: A longitudinal cohort study

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59–10.42), Agreeableness (ΔT = 7.8, CI: 5.56–10.12), Conscientiousness (ΔT = 3.3, CI: 0.8–5.84), Open-mindedness (ΔT = 3.5, CI: 0.97–6.07), while lower on Negative emotionality (ΔT = −3.5, CI: −6.5 to −0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10–0.73) (β at T2 = 0.40; CI: 0.03–0.80), while Negative emotionality – a substantial negative effect (β at T1 = −0.60; CI: −0.90 to −0.30) (β at T2 = −0.50; CI: −0.90 to −0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = −0.46; CI: −0.80 to −0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.     

Non-distributive Relatives of ETL and NFL

Studia Logica - In this paper we devise non-distributive relatives of Exactly true logic (ETL) by Pietz and Riveccio and its dual Non-falsity logic (NFL) by Shramko, Zaitsev and Belikov. We...