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Drawing on the literature on person-culture fit, we investigated how culture (assessed as national-level familism), personality (tapped by attachment styles) and their interactions predicted social network characteristics in 21 nations/areas (N = 2977). Multilevel mixed modeling showed that familism predicted smaller network size but greater density, tie strength, and multiplexity. Attachment avoidance predicted smaller network size, and lower density, tie strength, and multiplexity. Attachment anxiety was related to lower density and tie strength. Familism enhanced avoidance's association with network size and reduced its association with density, tie strength, and multiplexity. Familism also enhanced anxiety's association with network size, tie strength, and multiplexity. These findings contribute to theory building on attachment and culture, highlight the significance of culture by personality interaction for the understanding of social networks, and call attention to the importance of sampling multiple countries. [ABSTRACT FROM AUTHOR]

This article presents a short research report on the relationship between perceived antagonism in social relations measured using the Belief in a Zero-Sum Game (BZSG) scale, life satisfaction, and positive and negative affect. Given that individuals who believe that life is like a zero-sum game are likely to perceive their daily interactions with others as unfair, we expected that individuals with high BZSG experience more negative affect and fewer positive one, resulting in a lower satisfaction with life. In addition, we examined whether country-level BZSG may play a moderating role in these associations. Data were collected from student samples (N = 7146) in 35 countries. Multilevel modelling revealed that perceived social antagonism in social relations is negatively associated with satisfaction with life and that this relationship is mediated by both positive and negative affect at the individual level. The relation of individual BZSG and negative affect on satisfaction with life were weaker in societies with higher country-level BZSG, suggesting that the effects of BZSG may be less detrimental in these countries. These findings extend previous knowledge about predictors of life satisfaction and suggest that social beliefs might also be an important factor that influences subjective well-being. The contribution of the study is that the separate treatment of life satisfaction and positive and negative affect may be helpful in many research situations, particularly from a cross-cultural perspective., Author(s): Joanna Rózycka-Tran [sup.1] , Jaroslaw P. Piotrowski [sup.2] , Magdalena Zemojtel-Piotrowska [sup.2] , Pawel Jurek [sup.1] , Evgeny N. Osin [sup.3] , Byron G. Adams [sup.4] [sup.5] , Rahkman [...]

The Dark Triad (i.e., narcissism, psychopathy, Machiavellianism) has garnered intense attention over the past 15 years. We examined the structure of these traits' measure—the Dark Triad Dirty Dozen (DTDD)—in a sample of 11,488 participants from three W.E.I.R.D. (i.e., North America, Oceania, Western Europe) and five non-W.E.I.R.D. (i.e., Asia, Middle East, non-Western Europe, South America, sub-Saharan Africa) world regions. The results confirmed the measurement invariance of the DTDD across participants' sex in all world regions, with men scoring higher than women on all traits (except for psychopathy in Asia, where the difference was not significant). We found evidence for metric (and partial scalar) measurement invariance within and between W.E.I.R.D. and non-W.E.I.R.D. world regions. The results generally support the structure of the DTDD. [ABSTRACT FROM AUTHOR]

Objectives: The Dark Triad traits (i.e., narcissism, psychopathy, Machiavellianism) capture individual differences in aversive personality to complement work on other taxonomies, such as the Big Five traits. However, the literature on the Dark Triad traits relies mostly on samples from English‐speaking (i.e., Westernized) countries. We broadened the scope of this literature by sampling from a wider array of countries. Method: We drew on data from 49 countries (N = 11,723; 65.8% female; AgeMean = 21.53) to examine how an extensive net of country‐level variables in economic status (e.g., Human Development Index), social relations (e.g., gender equality), political orientations (e.g., democracy), and cultural values (e.g., embeddedness) relate to country‐level rates of the Dark Triad traits, as well as variance in the magnitude of sex differences in them. Results: Narcissism was especially sensitive to country‐level variables. Countries with more embedded and hierarchical cultural systems were more narcissistic. Also, sex differences in narcissism were larger in more developed societies: Women were less likely to be narcissistic in developed (vs. less developed) countries. Conclusions: We discuss the results based on evolutionary and social role models of personality and sex differences. That higher country‐level narcissism was more common in less developed countries, whereas sex differences in narcissism were larger in more developed countries, is more consistent with evolutionary than social role models. [ABSTRACT FROM AUTHOR]

We assessed empirical support for (a) the widely held notion that across so-called "honor, dignity, and face cultures," internal and external components of self-esteem are differentially important for overall self-esteem; and (b) the idea that concerns for honor are related to internal and external components of self-esteem in honor cultures but not in dignity and face cultures. Most importantly, we also set out to (c) investigate whether measures are equivalent, that is, whether a comparison of means and relationships across cultural groups is possible with the employed scales. Data were collected in six countries (N = 1,099). We obtained only metric invariance for the self-esteem and honor scales, allowing for comparisons of relationships across samples, but not scale means. Partly confirming theoretical ideas on the importance of internal and external components of self-esteem, we found that only external rather than both external and internal self-esteem was relatively more important for overall self-esteem in "honor cultures"; in a "dignity" culture, internal self-esteem was relatively more important than external self-esteem. Contrary to expectations, in a "face" culture, internal self-esteem was relatively more important than external self-esteem. We were not able to conceptually replicate earlier reported relationships between components of self-esteem and the concern for honor, as we observed no cultural differences in the relationship between self-esteem and honor. We point toward the need for future studies to consider invariance testing in the field of honor to appropriately understand differences and similarities between samples. [ABSTRACT FROM AUTHOR]

The diverse nature of 21st‐century organizations has compelled leaders to minimize discrimination and bring about inclusion amongst their employees. One of the ways this can be achieved is through authentic, respectful, and inclusive leadership. The aim of the present paper was to (1) explore whether the three leadership styles can promote inclusion and curtail discrimination in the South African context and (2) ascertain whether this relationship has any bearing on well‐being across Dutch, German, Icelandic, Indonesian, and South African contexts. To reach these aims, two cross‐sectional studies have been conducted. In Study 1, 569 employees were surveyed, and results indicated that all three leadership styles loaded on a common latent factor (positive leadership) that was positively associated with both inclusion and discrimination. In Study 2, 1,926 employees were surveyed across the five countries. Results indicated that once again, the latent, positive leadership factor was positively associated with both inclusion and discrimination. Furthermore, inclusion, when compared to discrimination seemed to be a stronger mediator in the relationship between positive leadership and well‐being. We propose leadership development that will cultivate positive leadership behaviors for the benefit of employee well‐being and collaboration in increasingly diverse teams. [ABSTRACT FROM AUTHOR]

Construct, method, and item bias are three levels of measurement bias (i.e., internal bias) essential for valid group comparisons. While many studies often focus on only one level of bias, an integrated perspective on bias is still missing, especially in longitudinal designs. The aim of this study is to address bias in an integrated manner, using four waves of data in the U.K. Longitudinal Household Panel Survey. Responses to the General Health Questionnaire (GHQ-12) from natives and two generations of immigrants were used to analyze the three levels of bias. While the basic structure of the GHQ-12 was stable across groups and time, item and method bias decreased with repeated administrations. Results were confirmed with a sensitivity test. The integrated results allowed for a distinction between temporal sources of bias that became smaller over time and sources affecting valid comparisons persistently. We discuss the implications for mental health assessment. [ABSTRACT FROM AUTHOR]

Prior research in Western contexts has pointed to the benefits of supporting employees in the use of their personal strengths at work. This manuscript aims to investigate the invariance of the relationship between employees' perceived organizational support for the use of their strengths and their well-being (work engagement, burnout, and satisfaction with life) across countries. To this end, we collected a cross-sectional sample of n = 1894 working individuals from five different countries (Germany, Indonesia, the Netherlands, Romania, and South Africa). The results of multigroup path analysis indicated that the relationships between support for the use of their strengths at work and the three indicators of well-being did not differ across the five countries. Perceived support for the use of strengths displayed a significant positive relationship with work engagement and satisfaction with life and a significant negative relationship with burnout. Consequently, our findings provide initial evidence for the universal benefits of focusing on individual strengths at work. [ABSTRACT FROM AUTHOR]

Abstract: Objective: The Mental Health Continuum‐Short Form (MHC‐SF) is a brief scale measuring positive human functioning. The study aimed to examine the factor structure and to explore the cross‐cultural utility of the MHC‐SF using bifactor models and exploratory structural equation modelling. Method: Using multigroup confirmatory analysis (MGCFA) we examined the measurement invariance of the MHC‐SF in 38 countries (university students, N = 8,066; 61.73% women, mean age 21.55 years). Results: MGCFA supported the cross‐cultural replicability of a bifactor structure and a metric level of invariance between student samples. The average proportion of variance explained by the general factor was high (ECV = .66), suggesting that the three aspects of mental health (emotional, social, and psychological well‐being) can be treated as a single dimension of well‐being. Conclusion: The metric level of invariance offers the possibility of comparing correlates and predictors of positive mental functioning across countries; however, the comparison of the levels of mental health across countries is not possible due to lack of scalar invariance. Our study has preliminary character and could serve as an initial assessment of the structure of the MHC‐SF across different cultural settings. Further studies on general populations are required for extending our findings. [ABSTRACT FROM AUTHOR]

Despite the multicultural nature of African societies, there is still very little knowledge about acculturation and its association with identity on this continent. Acculturation processes and outcomes are strongly associated with identity. The objective of this article is to relate different models of acculturation (unidimensional, bi-dimensional, multidimensional) with the tri-dimensional model of identity (personal, relational, and social). Social identity components, such as ethnicity, religion, and culture, suggest a need for modification of Western models of acculturation to embrace the multifaceted realities of non-Western multicultural societies. The social complexity and the continuous transition within African societies provides unique opportunities to examine and further develop the multidimensional acculturation models to take into account the social complexity which informs identity issues both within and across different African nations. [ABSTRACT FROM AUTHOR]

BACKGROUND In the last ten years, the South African Personality Inventory (SAPI) has been developed as an indigenous measurement of personality for the multi-cultural environment of South Africa. The aim of the SAPI is to assess personality in an unbiased and equivalent way. For the purpose of this study, we used an 82-item version of the SAPI which measures nine factors (Conscientiousness, Emotional Stability, Extraversion, Facilitating, Integrity, Intellect, Openness, Relationship Harmony and Soft-heartedness). PARTICIPANTS AND PROCEDURE A cross-sectional survey was conducted using the SAPI, the General Health Questionnaire and the Brief Multidimensional Student Life Satisfaction Scale. A purposive sample was drawn from Black and White emerging adults (N = 990). We assessed the relationship between personality aspects and well-being across groups in a multiple group structural equation model (SEM) using the SPSS and AMOS programs. RESULTS Black emerging adults showed evidence of more individualistic-inclined personality features, while the White emerging adults seem to demonstrate more collectivistic features. In terms of health, the White emerging adults experience more life satisfaction than their Black counterparts. Conscientiousness, emotional stability, extraversion, facilitating and openness predict well-being among emerging adults. CONCLUSIONS This study contributes to expanding the nomological network of the SAPI, and it enhances knowledge pertaining to the link between personality and well-being of emerging adults in South Africa. Understanding which factors contribute to poor mental health and lack of life satisfaction may lead to innovation programmes for emerging adults to assist them in dealing with negative health outcomes possibly associated with living in multicultural contexts. [ABSTRACT FROM AUTHOR]

Work plays a central role in people’s lives and their self-concepts. It was our objective in this article to a) explore the factor structure of a newly-developed measure of work identity, the Tilburg Work Identity Scale of Commitment and Reconsideration of Commitment (TWIS-CRC) in a Romanian employee sample, and b) examine whether the measure is invariant at configural, metric, and scalar levels across Romanian, English, Dutch, and South African (Black and White) employees. The theoretically assumed two-factor structure was supported through exploratory factor analysis (EFA) in the first study, with one item (item 10) loading moderately on both subscales. We found similar results in the preliminary EFA, confirming the removal of item 10. The Multigroup Confirmatory Factor Analysis indicated that the measure was fully invariant at the configural level and partially invariant at the metric level across the employee samples. However, no scalar invariance was found. This indicates that the TWIS-CRC as a construct is similar across groups, as are the factor loadings, whereas item intercepts are not. Across employee samples, it is therefore possible to establish how work identity as measured by the TWIS-CRC correlates with other measures such as work engagement and burnout, while we are unable to compare means across groups due to a lack of scalar invariance. Work Identity as measured by the TWIS-CRC is useful for researchers and organizational practitioners who aim to understand the importance of work identity for work motivation and engagement. [ABSTRACT FROM AUTHOR]

Ethnic identity as a social dimension of identity is argued to be developmentally important for psychological well-being. However, the relationships between these constructs are mainly examined in Western contexts, amongst dominant-non-dominant groups. We investigate ethnic identity across the mainstream group of a prototypical Western society (the USA) and several multi-ethnic sub-Saharan African countries (Cameroon, Kenya, South Africa, and Zambia), as well as how it relates to psychological well-being. A total of 1255 university students (61.8% females, Mage = 20.94 years, SD = 2.97) completed a questionnaire with ethnic identity and psychological well-being measures. Results indicated that ethnic identity was most salient in two different South African ethnocultural samples and least salient in a mainstream US sample. These results suggest that groups that are more exposed to ethnic strain in multicultural societies tend to have more salient ethnic identities. Furthermore, the underlying structure in the ethnic identity psychological well-being relationship was similar across groups. Copyright © 2015 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

We investigated whether Reggae preferences are associated with similar values across cultures compared with its culture of origin—Jamaica. Remote acculturation predicts that Reggae listeners across countries will share similar cultural values with Reggae listeners in Jamaica regardless of their cultural or geographical distance from the Caribbean island. We analyzed the correlations between preferences for Reggae music and Schwartz’s 10 value types in university student samples from Jamaica and 11 other societies in Europe, South America, Africa, and Asia (total N = 2,561). In Jamaica, preferences for Reggae music were most strongly correlated with openness to change values and self-enhancement values. Across the other cultures, openness to change was the value dimension most strongly correlated with Reggae preference. Results also indicate some variations in Reggae’s value associations and its similarity to the culture of origin. Reggae’s value associations were more similar to Jamaica’s in samples that are closer culturally in terms of Individualism/Collectivism scores, and closer geographically in terms of kilometers. In sum, results provide some support for remote value acculturation via Reggae listening across countries (i.e., “Jamaicanization”) moderated by cultural and geographical proximity. [ABSTRACT FROM AUTHOR]

This article investigated the dimensionality, measurement invariance, and cross-cultural variations of social desirability. A total of 3,471 university students from 20 countries completed an adapted version of the Marlowe–Crowne scale. A two-dimensional structure was revealed in the pooled sample, distinguishing enhancement (endorsement of positive self-description) and denial (rejection of negative self-description). The factor structure was supported in most countries; medium-sized item bias was found in two denial items. In a multilevel analysis, we found that (a) there was more cross-cultural variation in denial than enhancement; (b) females tended to score higher on enhancement whereas males tended to score higher on denial; (c) the Human Development Index, an indicator of country socioeconomic development, was the best (negative) predictor of denial; and (d) both enhancement and denial seemed to be associated with country-level values and personality pertinent to “fitting in.” We conclude that social desirability has a positive and a negative impression management dimension that are meaningfully associated with country-level characteristics, and we argue that social desirability is better interpreted as culturally regulated response amplification. [ABSTRACT FROM PUBLISHER]

This study forms part of the South African Personality Inventory project that aims to develop: (a) an indigenous theoretical model of personality; and (b) a unique personality measure that is in line with South African legislation and that can be used fairly to assess personality across different South African language and cultural groups. In line with this mandate, the objectives in this study were twofold: first, to validate the Relationship Harmony and Soft-Heartedness Scales of the South African Personality Inventory and to determine whether these constructs are unique and distinct from the Big Five personality factors, and second, to determine whether Relationship Harmony and Soft-Heartedness are predictive of an external criterion, prosocial behaviour. A quantitative, cross-sectional research design with convenience sampling was used. Data were gathered from students (N = 431) at two tertiary institutions in South Africa, using preliminary Relationship Harmony and Soft-Heartedness Scales, the Basic Traits Inventory (Short form: Research Version), and the Prosocialness Scale. Results indicated that the Relationship Harmony and Soft-Heartedness Scales yielded five and six reliable factors, respectively, and presented good content, convergent, discriminant, and predictive validity, adding substantial predictive value for prosocial behaviour over and above the Big Five Model. [ABSTRACT FROM AUTHOR]

Orientation: As there has recently been a need for researchers to consider shorter personality measures, we compared the construct validity of a longer and a shorter personality measure in the South African context. Research purpose: The main purpose of this study was to examine the discriminant and convergent validity of two personality measures that measure the big five personality factors: the longer Basic Traits Inventory (BTI) and the shorter Ten-Item Personality Inventory (TIPI). Motivation for the study: Researchers have indicated a need for shorter personality measures, such as the TIPI, to assess personality dimensions. This study assessed the validity of the shorter measure in comparison with the BTI, which is considered cross-culturally valid in the South African context. Research approach, design and method: This study used a quantitative research design. Both personality measures were administered manually to a convenience sample of student participants (n = 662), and data were analysed through factor analysis utilising oblique rotation for all items. Main findings: The main findings indicate that, although the construct validity of both measures was satisfactory, the TIPI yielded unsatisfactory reliability. Practical/managerial implications: The BTI is a more reliable measure than the TIPI, which should only be used when time is limited. Contribution/value-add: In addition to providing insight into how the length of an assessment impacts on the reliability of a measure, this study further reinforces the use of the basic traits inventory as a measure that reliably measures personality in South Africa. [ABSTRACT FROM AUTHOR]

Orientation: A multicultural country like South Africa needs fair cross-cultural psychometric instruments. Research purpose: This article reports on the process of identifying items for, and provides a quantitative evaluation of, the South African Personality Inventory (SAPI) items. Motivation for the study: The study intended to develop an indigenous and psychometrically sound personality instrument that adheres to the requirements of South African legislation and excludes cultural bias. Research design, approach and method: The authors used a cross-sectional design. They measured the nine SAPI clusters identified in the qualitative stage of the SAPI project in 11 separate quantitative studies. Convenience sampling yielded 6735 participants. Statistical analysis focused on the construct validity and reliability of items. The authors eliminated items that showed poor performance, based on common psychometric criteria, and selected the best performing items to form part of the final version of the SAPI. Main findings: The authors developed 2573 items from the nine SAPI clusters. Of these, 2268 items were valid and reliable representations of the SAPI facets. Practical/managerial implications: The authors developed a large item pool. It measures personality in South Africa. Researchers can refine it for the SAPI. Furthermore, the project illustrates an approach that researchers can use in projects that aim to develop culturallyinformed psychological measures. Contribution/value-add: Personality assessment is important for recruiting, selecting and developing employees. This study contributes to the current knowledge about the early processes researchers follow when they develop a personality instrument that measures personality fairly in different cultural groups, as the SAPI does. [ABSTRACT FROM AUTHOR]

Intergroup relation perspectives stem from research in Western contexts with clear distinctions between the dominant and nondominant groups. In South Africa, with at least 13 different cultural groups and 11 official languages, no group is dominant in all life spheres. We examine the relationship between identity and in-/out-group orientation across Black-Zulu, Coloured (mixed racial ancestry), Indian, and White-Afrikaans emerging adults ( N = 390; 75% females, M age = 19.97 years, SD = 2.44). Results indicate that personal identity for all groups and ethnic identity for Black-Zulu, Indian, and White-Afrikaans emerging adults were important for intergroup relations. Black-Zulu, Coloured, and Indian emerging adults distinguish themselves less from others, whereas White-Afrikaans emerging adults are less open to others. Ultimately, the complexity of intergroup relations in South Africa has implications for the effective transformation interventions needed to counter experiences of threat and make group boundaries more flexible for emerging adults., Competing Interests: Declaration of Conflicting Interests: The authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.