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People care about their own well-being, but also about the well-being of their families. It is currently however unknown how much people tend to value their own and their family’s wellbeing. A recent study documented that people value family happiness over personal happiness across four cultures. In this study, we sought to replicate this finding across a larger sample size (N = 12,819) and a greater number of countries (N = 49), We found that the strength of the idealization of family over personal happiness preference was small (average Cohen’s ds = .20 with country levels varying from -.02 to almost .48), but ubiquitous, i.e., direction presented in 98% of the studied countries, 73-75% with statistical significance and < 2% variance across countries. We also found that the size of this effect did vary somewhat across cultural contexts. In Latin American cultures highest on relational mobility, the idealization of family over personal happiness was very small (average Cohen’s ds for Latin America = .15 and .18), while in Confucian Asia cultures lowest on relational mobility, this effect was closer to medium (ds > .40 and .30). Importantly, we did not find strong support for traditional theories in cross-cultural psychology that associate collectivism with greater prioritization of the family versus the individual; country level individualism-collectivism was not associated with variation in the idealization of family versus individual happiness. Our findings indicate that no matter how much various populists abuse the argument of “protecting family life” to disrupt emancipation, family happiness seems to be a pan-culturally phenomenon. Family well-being is a key ingredient of social fabric across the world, and should be acknowledged by psychology and well-being researchers, and by progressive movements too.

Past research has shown that economic inequality shapes individuals’ self-construals. However, it has been unclear which dimensions of self-construal are associated with and affected by economic inequality. A correlational (Study 1: N = 264) and an experimental study (Study 2: N = 532) provided converging evidence linking perceived economic inequality with two forms of independent (vs. interdependent) self-construal: Difference from Others and Self- Reliance. In Study 3 (N = 12,634) societal differences in objective economic inequality across 48 nations predicted feelings of Difference from Others, but not Self-Reliance. Importantly, we found no significant associations of economic inequality with the other six dimensions of self-construal. Our findings help extend previous results linking economic inequality to forms of “social distance.”

We explore to what extent previously observed pan-cultural association between dimensions of self-construal and personal life satisfaction (PLS) may be moderated by three national-contextual variables: national wealth, economic inequality, and religious heritage. The results showed that MSelf-reliance (vs. dependence on others) predicted PLSpositively in poorer countries but negatively in richer countries. Connectedness to others (vs. self-containment) predicted PLS more strongly in Protestant-heritage countries. Self-expression (vs. harmony) predicted PLS more weakly (and non-significantly) in Muslim-heritage countries. In contrast, previously reported associations of self-direction (vs. reception-to-influence), consistency (vs. variability), and decontextualized (vs. contextualized) self-understanding with personal life satisfaction were not significantly moderated by these aspects of societal context. These results show the importance of considering the impact of national religious and economic context.

Following the emergence of post-materialistic societies after World War II, economic growth was the dominating societal development dimension. However, universal societal growth principles ignore that societies and groups construe their own subjective societal development map parallel to their members' needs, values, and beliefs. Recent research on conceptualizations of societal development provides an opportunity to elaborate on the potential implications for work organizations. This paper aims to draw attention to conceptualizations of societal development as a potentially critical factor determining how employees perceive their organizations and their jobs serving sustainable development goals. We apply a social identity perspective to reflect on employee-organization fit built on shared views of societal development, providing the foundation of employee motivation to achieve the organization's goals. Finally, a research agenda integrating employees' and organizations' perceptions of societal developmental goals is proposed. Keywords: societal development goals, employee-organization fit, social identity

How can one conclude that well-being is higher in country A than country B, when well-being is being measured according to the way people in country A think about well-being? We address this issue by proposing a new culturally sensitive method to comparing societal levels of well-being. We support our reasoning with data on life satisfaction and interdependent happiness focusing on individual and family, collected mostly from students, across forty-nine countries. We demonstrate that the relative idealization of the two types of well-being varies across cultural contexts and are associated with culturally different models of selfhood. Furthermore, we show that rankings of societal well-being based on life satisfaction tend to underestimate the contribution from interdependent happiness. We introduce a new culturally sensitive method for calculating societal well-being, and examine its construct validity by testing for associations with the experience of emotions and with individualism-collectivism. This new culturally sensitive approach represents a slight, yet important improvement in measuring well-being.

Amid the COVID-19 pandemic, both practitioners and academics faced surmountable issues that created a massive toll on both organizations and employees. The new complexities surrounding organizations call for novel approaches in understanding the future of work and its components. HR carries a critical strategic function for organizations to adapt to the various complexities and develop strategies that enable them to manage people when uncertainty prevails. The “ecosystem” emerged as a concept that drove theoretical and HR strategy discussions in the last two decades. Its advancement reflects a growing interest regarding the interdependence in elements, structures, and actors across organizations and activities. The COVID-19 pandemic highlights the critical importance of interconnectedness for surviving in today's highly volatile environment. Thus, this work proposes a preliminary theoretical model of the HR ecosystem in the COVID-19 context using the arguments of systems and complexity theories and the current HR literature.

The COVID-19 pandemic changed existing and future work settings by putting flexible working options on the business agenda. The transition to flexible working has been a painful process for some organizations while integrating it into daily work practices has been relatively straightforward for others. This chapter will display data from a project carried out in Turkey during the lockdown period. The qualitative phase highlights the crucial role of human resources management in sustaining the employees and organizations under the conditions of pandemics. In this regard, the chapter will elaborate how human resources management functions adapted for a smooth transition to flexi-time-space models based on the experiences of 27 local and global organizations in Turkey. Digitalization and transformation of human resources functions, employee engagement and internal communication, performance management and employee-manager interrelations emerged as the master themes to scrutinize the ground-breaking shift to the alternative ways of working triggered by COVID-19.

Purpose The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not. Design/methodology/approach HRPs in 13 different countries/regions (n=199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out. Findings Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe – other criteria varied by country. Practical implications The results help HRPs working in multinational organizations understand different perceptions of negative acts. Originality/value The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.

Erworben im Rahmen der Schweizer Nationallizenzen (http://www.nationallizenzen.ch), Numerous studies document that societal happiness is correlated with individualism, but the nature of this phenomenon remains understudied. In the current paper, we address this gap and test the reasoning that individualism correlates with societal happiness because the most common measure of societal happiness (i.e., country-level aggregates of personal life satisfaction) is individualism-themed. With the data collected from 13,009 participants across fifty countries, we compare associations of four types of happiness (out of which three are more collectivism-themed than personal life satisfaction) with two different measures of individualism. We replicated previous findings by demonstrating that societal happiness measured as country-level aggregate of personal life satisfaction is correlated with individualism. Importantly though, we also found that the country-level aggregates of the collectivism-themed measures of happiness do not tend to be significantly correlated with individualism. Implications for happiness studies and for policy makers are signaled.

People across cultures differ in behaviours, thoughts and preferences. Cultural sensitivity – i.e., acknowledgment of these cultural differences – in development science is a postulate known since at least the 1960s, but has remained understudied. The goal of the current paper is to address this gap and to investigate folk theories of societal development, and in particular to identify both universal and culturally specific lay beliefs on what constitutes good societal development. In this study we collected data on preferences in social developmental from 2,684 participants across nine countries from five continents. We measured preferences towards twenty-eight different development aims, and separately for preferences towards three aims constituting Human Development Index. We used a comprehensive analysis approach, consisting of multidimensional scaling, analysis of variance, and pairwise comparisons to characterize universal and country specific preference patterns. Our results demonstrate that what people understand as modernization remains substantially universal across countries, but specific pathways of development and preferences towards these pathways tend to be different between countries. We also distinguished three facets of modernization: basics for modernization (e.g., trust, safety, economic development), welfare aims (e.g., poverty eradication, education), and inclusive aims (e.g., openness, gender equality, human rights). Importantly, in all studied countries, we found that each of the three types of modernization is much more preferred than conventional aims (e.g., military, demographic, religion). Cultural sensitivity may be reflected in how development is conceptualised and measured, and in this paper we propose a method of implementing our findings into development indexes

The aim of this study was to analyze Human Resource Professionals’ reflections on the prevention of and intervention in workplace bullying across different countries. More specifically, the study s...

Inequalities between men and women are common and well-documented. Objective indexes show that men are better positioned than women in societal hierarchies-there is no single country in the world without a gender gap. In contrast, researchers have found that the women-are-wonderful effect-that women are evaluated more positively than men overall-is also common. Cross-cultural studies on gender equality reveal that the more gender egalitarian the society is, the less prevalent explicit gender stereotypes are. Yet, because self-reported gender stereotypes may differ from implicit attitudes towards each gender, we reanalysed data collected across 44 cultures, and (a) confirmed that societal gender egalitarianism reduces the women-are-wonderful effect when it is measured more implicitly (i.e. rating the personality of men and women presented in images) and (b) documented that the social perception of men benefits more from gender egalitarianism than that of women.

Purpose – The purpose of this paper is to investigate employee readiness for their organizations’ global change and the predictive effect of their personality and perception of change. Design/methodology/approach – Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception, and individual readiness for global change were conducted. Findings – Results showed that the participants from the work groups with higher involvement in global work evaluated themselves more in terms of MP characteristics, with a more positive perception of OC process and climate, and more readiness for change. There was no effect of MP on OC perception or readiness for change. Perceived OC partially mediated the relationship between the perceived global content of the job and individual readiness for change. Research limitations/implications – The sample is relatively small which limits the external validity of the findings. Practical implications – Results revealed the importance of recruiting the right employees and corporate communication during the globalization process among all work groups. Originality/value – This study is one of the first that integrates OC in the process of globalization with employees’ MP. Further, it elaborates on how the perception of and readiness for OC differs across diverse work units throughout the globalization process.

The global progression of human rights advocating for marginalized communities, especially LGBTQ, has seen tremendous change over the past several decades, including the conditions for disclosure of sexual identity in the workplace. The decision-making process of disclosure and the necessity for others to know is key to understanding how best to support and address the potential organizational trauma that may result. Not all disclosure of minority identity is negative and the availability of positive policy development within organizations can assist in smooth transitions toward more equal inclusion and dispel previous heteronormative and heterosexist ideologies. Through increased knowledge about the LGBTQ community and case analysis, a cross cultural lens will be utilized from Brazil, Turkey and the U.S.; prominent sexual identity disclosure perspectives for numerous occupations, as well as recommendations for systemic awareness and change will be offered.

Organizational trauma is a contemporary construct that highlights long-lasting negative psychological consequences of various internal and external events that overwhelm the capacity of people in organizational settings. This chapter proposes that a typology of “potentially traumatic events” (PTEs) and the taxonomy of these events' attributes can be developed by conducting a comprehensive literature review. The search of databases for the period of 1995-2016 revealed 81 articles on which inductive qualitative content analysis was conducted. Analysis brought three PTEs: “events resulting from organizational processes”; “adverse experiences in trauma-prone occupations/sectors”, and “catastrophic events caused by economic/social/environmental conditions”. These events' attributes appeared distinctive under three themes: “features of traumatic events”;“human behaviours”;“internal and external organizational environment”. As the final step, the proposed taxonomy was applied to real traumatic business cases happened in 2015 and early 2016 so that the taxonomic model was tested.

The aim of this research is to understand the motivation of trainers who work in civil society as one of the most influential actor of the sector and take important roles in lifelong learning programs and non-formal training projects. The individual characteristics and the features of job structure that trigger the trainers to work in civil society are investigated. Since we didn’t meet any study on this issue in the local literature, the qualitative methodology was preferred in order to investigate research question in the context of Turkey. Data were collected by semi-structured interviews with 11 trainers. The inductive qualitative data analysis was applied to transcribed interviews and MAXQDA 11 was used as qualitative data analysis software. Results showed that trainers’ self-construal based on their role in civil society is one of the individual characteristics that directs trainers to work in civil arena. Trainers’ behavioral competencies like adaptation and team working; and technical competencies like being able to use training methods and tools effectively are other themes under individual characteristics that motivate trainers. Basic individual values like sensitivity to social problems, worldview from the angle of human rights and democracy, and scientific approach were observed as the factors that lead people to work in civil organizations. The structural characteristics of training program like the project topic, target groups, and relationship within the team were among the dimensions of job structure. Moreover, frequency of training delivery, time pressure, and compensations were salient themes of working conditions in training projects. In this paper, the effect of all these factors on trainers’ motivation to involve in the civil society training projects is going to be discussed. ÖzetBu araştırmanın amacı sivil toplum alanının en etkili aktörlerinden biri olan ve yaygın eğitim çalışmalarında önemli roller üstlenen sivil alan eğitmenlerinin çalışma motivasyonlarının anlaşılmasıdır. Hangi bireysel özelliklerin ve işin yapısından kaynaklanan hangi unsuların eğitmenleri sivil alanda çalışmaya yönelttiği incelenmektedir. Ulusal literatürde bu konuda bir çalışmaya rastlanmadığından, özellikle araştırma sorusunun Türkiye bağlamında anlaşılması için nitel araştırma yöntemi tercih edilmiştir. Onbir sivil alan eğitmeni ile yarı yapılandırılmış mülakat gerçekleştirilmiştir. Deşifre edilen görüşmeler üzerinde tümevarıma dayalı içerik analizi uygulanmış, nitel veri analizi programı olarak da MAXQDA 11 kullanılmıştır. Bulgular, bireyin benlik tanımlamasını sivil alanda üstlendiği eğitmenlik rolü üzerinden yapmasının, bireysel tetikleyicilerden birisi olduğunu göstermektedir. Eğitmenlerin adaptasyon, takım çalışması gibi davranışsal yetkinlikleri ile eğitim yöntem ve araçlarına hâkimiyeti gibi teknik yetkinlikleri diğer bireysel özelliklerdir. Son olarak, toplumsal sorunlara duyarlılık, hak ve demokrasi temelli dünya görüşü, bilimsel yaklaşım gibi temel değerler de kişileri sivil alanda çalışmaya güdüleyen unsurlardır. Sivil toplum eğitmenlerinin yürüttükleri eğitim programının yapısı, yani, projenin türü, konusu, hedef kitle ve ekip içindeki ilişkiler gibi özellikler, işin yapısal özellikleri arasında yer almaktadır. Eğitimi verme sıklığı, zaman kısıtları ve ücretlendirme gibi unsurlar da eğitim projesindeki çalışma koşulları kapsamında görüşmelerde öne çıkan temalar arasındadır. Bu makalede, bu unsurların eğitmenlerin motivasyonu üzerindeki etkileri tartışılacaktır.

Smiling individuals are usually perceived more favorably than non-smiling ones—they are judged as happier, more attractive, competent, and friendly. These seemingly clear and obvious consequences of smiling are assumed to be culturally universal, however most of the psychological research is carried out in WEIRD societies (Western, Educated, Industrialized, Rich, and Democratic) and the influence of culture on social perception of nonverbal behavior is still understudied. Here we show that a smiling individual may be judged as less intelligent than the same non-smiling individual in cultures low on the GLOBE’s uncertainty avoidance dimension. Furthermore, we show that corruption at the societal level may undermine the prosocial perception of smiling—in societies with high corruption indicators, trust toward smiling individuals is reduced. This research fosters understanding of the cultural framework surrounding nonverbal communication processes and reveals that in some cultures smiling may lead to negative attributions., La lista completa de autores que integran el documento puede consultarse en el archivo, Facultad de Humanidades y Ciencias de la Educación