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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.

A generalized climate of distrust in political institutions is not functional to healthy democracies. With the advent of social media, recent scholarly efforts attempt to better understand people's conspiracy theory beliefs in inhibiting institutional trust. This study contributes to this literature by considering the direct antecedent effects of uncertainty avoidance and the moderating role of active social media use—SMU (i.e., interactional SMU, informational SMU, and political expressive SMU). The former is theorized to enable conspiracy theories to thrive, while the latter should cushion the negative effects of conspiracy beliefs on institutional trust. Relying on diverse survey data across different cultures from Europe, the Americas, and New Zealand (N = 11,958) and applying structural equation modeling, findings supported the hypothesized model. In high uncertainty‐avoidance societies, where less well‐known situations are perceived as uncomfortable or downright threatening, conspiracy beliefs proliferate and negatively impact institutional trust. Active SMU attenuates these effects. Via social media, citizens have the ability to strengthen social relationships (interactional SMU), keep themselves informed about the community (informational SMU), and engage in political self‐expression (political expressive SMU), which mitigate conspiracy‐belief negative effects on institutional trust. Future research implications and key limitations of the study are all discussed.

Die Autorinnen untersuchen die Einstellungen von Lehramtsstudierenden des Faches Musik zur schulischen Inklusion. Auf Basis quantitativer Analyseverfahren berichten sie Zusammenhänge zwischen der „persönlichen Bereitschaft zur Inklusion“ und Lehrerselbstwirksamkeit, Schulformzugehörigkeit, dem Ausmaß des Kontakts mit dem Thema Inklusion an der Universität und der schulischen/ beruflichen Erfahrung mit Menschen mit Behinderungen. Angesichts des Umstands, dass fast ein Drittel der befragten Musikstudierenden angab, keine persönlichen Erfahrungen mit Menschen mit Behinderungen zu haben, schlagen die Autorinnen vor, entsprechende Möglichkeiten im Rahmen des Studiums zu schaffen. (DIPF/Orig.) This study examines the attitudes of preservice general music teachers (N = 205) toward school inclusion, as measured by the EFI-L (Seifried, 2015). Results show associations of the particularly relevant ‘personal readiness for inclusion’ with (1) teacher self-efficacy, (2) school form affiliation, (3) extent of contact with the topic of inclusion at university, and (4) school/professional experiences with people with disabilities. Given that nearly one-third of the music students surveyed indicated that they had no personal experience with people with disabilities, opportunities should be provided at university. Qualitative analyses of free mentions suggest that making music together in particular would be suitable for gaining positive experiences with people with disabilities. (DIPF/Orig.)

Innovation is considered essential for today's organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers' innovative work behavior (FIB). Yet, despite a large amount of research, three areas remain understudied: (a) The relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high versus low on collectivism. Power distance did not influence the relations. ispartof: Applied Psychology vol:72 issue:1 status: Published online

Responses to norm violators are poorly understood. On one hand, norm violators are perceived as powerful, which may help them to get ahead. On the other hand, norm violators evoke moral outrage, which may frustrate their upward social mobility. We addressed this paradox by considering the role of culture. Collectivistic cultures value group harmony and tight cultures value social order. We therefore hypothesized that collectivism and tightness moderate reactions to norm violators. We presented 2,369 participants in 19 countries with a norm violation or a norm adherence scenario. In individualistic cultures, norm violators were considered more powerful than norm abiders and evoked less moral outrage, whereas in collectivistic cultures, norm violators were considered less powerful and evoked more moral outrage. Moreover, respondents in tighter cultures expressed a stronger preference for norm followers as leaders. Cultural values thus influence responses to norm violators, which may have downstream consequences for violators’ hierarchical positions.

While the link between leadership and follower well-being is well established, less is known about the relation between leaders’ leadership behaviour and their own well-being. Particularly, a syste...

Drawing from the theory of met expectations, this study aims to create new knowledge on the antecedents of follower trust in leaders in the context of high-reliability organizations. We hypothesize that highly self-controlled leaders instill more trust than leaders with less self-control, as the former tend to meet follower expectations. This work combines data from a field survey ( N = 256) and a multi-wave field study ( N = 106), using samples of professional firefighters to support our hypotheses that met follower expectations mediate the relationship between leader trait self-control and follower trust in the leader. Our research highlights the importance of met expectations in high-reliability contexts and demonstrates the value of leader trait self-control in building trustful relationships.

One major threat to revealing cultural influences on psychological states or processes is the presence of bias (i.e., systematic measurement error). When quantitative measures are not targeting the same construct or they differ in metric across cultures, the validity of inferences about cultural variability (and universality) is in doubt. The objectives of this article are to review what can be done about it and what is being done about it. To date, a multitude of useful techniques and methods to reduce or assess bias in cross-cultural research have been developed. We explore the limits of invariance/equivalence testing and suggest more flexible means of dealing with bias. First, we review currently available established and novel methods that reveal bias in cross-cultural research. Second, we analyze current practices in a systematic content analysis. The content analysis of more than 500 culture-comparative quantitative studies (published from 2008 to 2015 in three outlets in cross-cultural, social, and developmental psychology) aims to gauge current practices and approaches in the assessment of measurement equivalence/invariance. Surprisingly, the analysis revealed a rather low penetration of invariance testing in cross-cultural research. Although a multitude of classical and novel approaches for invariance testing is available, these are employed infrequent rather than habitual. We discuss reasons for this hesitation, and we derive suggestions for creatively assessing and handling biases across different research paradigms and designs.

Drawing on leader−member exchange and crossover theory, this study examines how leaders’ work engagement can spread to followers, highlighting the role of leader−member exchange as an underlying explanatory process. Specifically, we investigate if leaders who are highly engaged in their work have better relationships with their followers, which in turn can explain elevated employee engagement. For this purpose, we surveyed 511 employees nested in 88 teams and their team leaders in a large service organization. Employees and supervisors provided data in this multi-source design. Furthermore, we asked the employees to report their annual performance assessment. We tested our model using multilevel path analyses in Mplus. As hypothesized, leaders’ work engagement enhanced leader−member exchange quality, which in turn boosted employee engagement (mediation model). Moreover, employee engagement was positively linked to performance and negatively linked to turnover intentions. As such, our multilevel field study connects the dots between work engagement research and the leadership literature. We identify leaders’ work engagement as a key to positive leader−follower relationships and a means for promoting employee engagement and performance. Promoting work engagement at the managerial level may be a fruitful starting point for fostering an organizational culture of engagement.

Cross-national epidemiological studies show that prevalence rates of common mental disorders (i.e. depression, anxiety disorders, and PTSD) vary considerably between countries, suggesting cultural differences. In order to gather evidence on how culture relates to the aetiology and phenomenology of mental disorders, finding meaningful empirical instruments for capturing the latent (i.e. non-visible) construct of ‘culture’ is vital. In this review, we suggest using value orientations for this purpose. We focus on Schwartz's value theory, which includes two levels of values: cultural and personal. We identified nine studies on personal values and four studies on cultural values and their relationship with common mental disorders. This relationship was assessed among very heterogeneous cultural groups; however, no consistent correlational pattern occurred. The most compelling evidence suggests that the relationship between personal values and mental disorders is moderated by the cultural context. Hence, assessing mere correlations between personal value orientations and self-reported symptoms of psychopathology, without taking into account the cultural context, does not yield meaningful results. This theoretical review reveals important research gaps: Most studies aimed to explain how values relate to the aetiology of mental disorders, whereas the question of phenomenology was largely neglected. Moreover, all included studies used Western instruments for assessing mental disorders, which may not capture culturally-specific phenomena of mental distress. Finding systematic relationships between values and mental disorders may contribute to making more informed hypotheses about how psychopathology is expressed under different cultural circumstances, and how to culturally adapt psychological interventions.

Vote shares for populist radical right parties (PRRPs) have increased considerably in recent years, and this advancement of PRRPs has been attributed in part to social media. We assess the affinity between social media and populist radical right parties by examining whether more frequent social media use for news enhances the willingness to vote for a PRRP (exposure effect) as well as whether individuals who have voted for a PRRP in the past use social media more frequently to access news (selection effect). To address these research questions, we analysed data of a two-wave survey study that was conducted in Germany, focusing on the party Alternative for Germany (AfD). Binary logistic regression highlighted that social media use increased the likelihood of supporting the AfD. Pre-registered multinominal analyses, however, showed that this effect was driven by specific party comparisons. That is, using the AfD as a reference category, social media use reduced intentions to vote for parties that expressed similar positions as the AfD on the issue of immigration and with which the PRRP competes over votes. Social media selection effects were not supported.

Employees’ identifications are a valuable asset for modern organizations, and identification research has stressed the necessity to distinguish identifications according to their focus (i.e. organizational, team, or leader identification). Interestingly, transformational leadership (TFL) has been proposed to unfold its effects by transforming followers’ identifications and could thus be a powerful way to actively manage identification. However, it remains unclear whether TFL affects identifications with different foci similarly or whether it predominantly influences a specific focus. To resolve this puzzle, the authors conducted a meta-analysis (k = 73; N = 20,543) and found that TFL (and each TFL sub-dimension) is more strongly associated with leader identification than with organizational identification or team identification. By presenting a comprehensive model of TFL's effects on identifications, we show that leader identification mediates the relationships between TFL and collective identifications (i.e. organizational identification or team identification), illustrating that relational identification plays a crucial role in subsequently shaping collective identifications. Implications for research and practice are discussed.

Bu çalışma, Reims[France]’düzenlenen 2014 Biennial Meeting of the International Association for Cross-Cultural Psychology Kongresi‘nde bildiri olarak sunulmuştur. We investigated whether Reggae preferences are associated with similar values across cultures compared with its culture of originJamaica. 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. University of Illinois at Urbana-Champaign

Transformational leadership (TFL) has been proposed as an essential antecedent of leader–member exchange (LMX), which in turn affects outcomes in organizations. We extend this mediation hypothesis in two ways by proposing a differential impact model, which we test on three organizational outcomes: employee job satisfaction, employee organizational commitment, and leader effectiveness. First, we extend LMX’s mediational impact—which has previously only been tested for employee outcomes—to leader effectiveness. Second, we argue that this mediation will be stronger for outcomes that are more proximal rather than distal to dyadic relations between leader and followers (high proximity: job satisfaction; medium proximity: organizational commitment; low proximity: leader effectiveness). Meta-analytic structural equation modelling based on 132 studies revealed that LMX mediates TFL’s relationships with employee outcomes (more strongly for job satisfaction than for commitment), but not with leader effectiveness, whereas TFL showed a stronger direct link to leader effectiveness. The findings suggest that TLF and LMX contribute differentially to organizational outcomes depending on their proximity to dyadic relations between leaders and followers. The differential impact model uncovers leadership effectiveness processes, integrates influential leadership theories, and highlights the importance of distinguishing between different outcome measures and the processes facilitating them.

If your students come from a Western culture and have a middle-class background, they probably found it easy to answer question 1. However, they may have struggled to figure out the meaning of the words in question 2 and 3, which are taken from intelligence tests designed for African Americans in the United States (Dove, 1971; Redden and Simon, 1986). info:eu-repo/semantics/acceptedVersion

This study explores the value of supervisor listening as a seeming key competence in effectively leading employees. We conceptualize listening within the theoretical framework of leader-member exchange (LMX). Specifically, we argue that supervisor listening contributes to satisfaction with the supervisor, interactional justice, and job satisfaction, and that listening unfurls its effect through fostering strong LMX. Data from 250 German employees from various professional backgrounds was used to assess validity criteria as prerequisites for the examination of listening vis-à-vis LMX for the three outcome variables. Good performance in all validity criteria and path-modeling results indicated that perceived supervisor listening provides value for future research on supervisor-employee interactions in the work setting.

The multi-dimensionality of the transformational leadership construct has been under debate in the last decades. To shed more light on this issue, we conducted a meta-analysis ( k = 58 studies), examining the transformational leadership sub-dimensions and their links to leader personality and performance in order to gather empirical evidence of the multi-dimensionality of transformational leadership. First, the results showed that the Big 5 personality traits are directly linked to transformational leadership sub-dimensions and to the overall measure, and are indirectly linked to leader performance. Interestingly, however, different combinations of the personality traits are differentially related to the transformational leadership behaviors. For instance, whereas inspirational motivation is related to all personality traits, only openness to experience and agreeableness affect individualized consideration. These findings emphasize the importance of examining the transformational leadership sub-dimensions separately to gain a deeper understanding of the nature and the antecedents of these leadership behaviors.

Personal values motivate people’s actions, beliefs, and evaluations. But which values facilitate affective well-being? And does the answer depend on the context in which individuals are embedded? This chapter elaborates on how cultural factors and environmental threats facilitate or inhibit personal value’s influences on affective experiences. I present the Regulate-Threat Model of Affective Well-being arguing that those values provide more positive affective responses that are encouraged by the cultural context or prescribed by the environmental threats. Moreover, these two mechanisms interact with each other: Adequate cultural responses to threats diminish the impact of threats on value-well-being associations. Data from four contexts with varying cultural and environmental characteristics (cultural embeddedness vs. cultural autonomy; external threats high vs. low) revealed that external threats foster links between affective well-being and values that protect against these threats, namely conservation and prosocial values. Furthermore, cultural embeddedness diminished the impact of external threats on value-well-being associations. Value-based affective well-being seems largely culturally and environmentally constrained, and cultural factors moderate the impact of threats on value-well-being associations. This chapter adds a novel perspective to the current knowledge on cultural context and situational hazards impacting on personal values and their influences on well-being.

We investigated perceived listening quality in relation to individual (self-clarity and emotional well-being) and dyadic variables (social attraction and trust). Specifically, we proposed that the link between perceived listening quality and emotional well-being is mediated by self-clarity, and that the link between perceived listening and trust is mediated by social attraction. We obtained data in a controlled setting from a sample of 50 unacquainted student dyads, in which the narrator told a personal story while the partner listened silently. The data showed a good fit to the model. Our work expands the understanding of listening by illuminating the role of mediating processes and by demonstrating correlates of perceived listening quality in the context of unacquainted dyads.

We investigated the relationships between personality traits and basic value dimensions. Furthermore, we developed novel country-level hypotheses predicting that contextual threat moderates value-personality trait relationships. We conducted a three-level v-known meta-analysis of correlations between Big Five traits and Schwartz's (1992) 10 values involving 9,935 participants from 14 countries. Variations in contextual threat (measured as resource threat, ecological threat, and restrictive social institutions) were used as country-level moderator variables. We found systematic relationships between Big Five traits and human values that varied across contexts. Overall, correlations between Openness traits and the Conservation value dimension and Agreeableness traits and the Transcendence value dimension were strongest across all samples. Correlations between values and all personality traits (except Extraversion) were weaker in contexts with greater financial, ecological, and social threats. In contrast, stronger personality-value links are typically found in contexts with low financial and ecological threats and more democratic institutions and permissive social context. These effects explained on average more than 10% of the variability in value-personality correlations. Our results provide strong support for systematic linkages between personality and broad value dimensions, but they also point out that these relations are shaped by contextual factors.

Little is known empirically about the role of supervisor listening and the emotional conditions that listening facilitates. Having the opportunity to speak is only one part of the communication process between employees and supervisors. Employees also react to whether they perceive the supervisor as actively listening. In two studies, this paper examines three important outcomes of employee perceptions of supervisor listening (emotional exhaustion, turnover intentions and organizational citizenship behavior directed toward the organization). Furthermore, positive and negative affect are investigated as distinct mediating mechanisms. Results from Study 1 revealed that employee perceptions of supervisor listening reflected supervisors’ self-ratings of how they listen to their employees and these perceptions were associated with the three work outcomes. Study 2 replicated the findings in a larger sample and found evidence for two explanatory mechanisms. Positive affect mediated the effects of perceived supervisor listening on organizational citizenship behavior and turnover intention, whereas negative affect mediated listening effects on emotional exhaustion and turnover intention. Implications for organizational research and managerial practice concerning workforce sustainability are discussed.

Greece has been suffering a severe crisis starting in about 2009. This paper examines the impact of the recent economic crisis in Greece on employee work-related attitudes via changes in regulatory focus. We collected data in a large and heterogeneous sample of employees (N = 1024) during the crisis and compared them with a matched sample of employees surveyed (N = 882) half a decade earlier, i.e., before the crisis. Participants reported their job satisfaction, organizational commitment and their self-regulatory focus. Results show, as expected, that participants after start of the crisis were lower in extrinsic job satisfaction, affective organizational commitment and were also (unexpectedly) lower in normative commitment, while these attitudinal changes were explained by decreased promotion orientation and increased prevention focus. Rather unexpectedly, pre-crisis and crisis samples did not differ in levels of continuance commitment. This paper makes a relevant contribution by showing that the threatening crisis event does not only have negative effects on work-related outcomes, but also that changes in regulatory foci occur and explain attitudinal change indicating an adaptive mechanism to the threatening situation of an economic crisis.

Ethnomusicologists and sociologists have extensively discussed the symbolic role of music in the creation, maintenance, and expression of cultural and national identity, while the underlying social psychological processes remain unexplored. We elaborate psychological mechanisms of identity construction and identity expression through culture-specific music preferences. We propose and test a model linking music preferences to national identity via musical ethnocentrism in six student samples from Brazil, Germany, Hong Kong, Mexico, New Zealand, and the Philippines. In each context, culture-specific music styles were related to national identity of its listeners and musical ethnocentrism mediated these effects. This paper bridges culture-specific and universal perspectives on music and identity by examining the underlying psychological processes in Asian, Latin, and Western cultures.

Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leadership occurs in an equivalent three-factorial structure indicating the applicability of the triad model, whereas some of the item intercepts vary between the four East Asian employee samples. These findings indicate generalizability of the meaning attributed to paternalistic leadership via three components, whereas the different measurement intercepts epitomize culture-specific scales across the four Asian contexts. The assessment of weak and strong measurement invariance is essential for an emerging cross-cultural research on paternalistic leadership by establishing evidence for the applicability and generalizability (including their boundaries) across cultural contexts.

Despite recent trends toward greater societal acceptance of LGBT individuals in many Western countries, the elevated chances of being confronted by rejection and hostility or fear are still likely to lead to detrimental psychological health outcomes for this population. The current study assesses how the family can be a resource for psychological well-being. Based on self-determination theory and the family ritual literature, we hypothesize that the various family rituals enhance the chances that the human need for relatedness will be satisfied and positively contribute to the degree to which the person flourishes in life. Second, we test which factors mediate this pathway. For this purpose, a 3-factorial scale (Family Ritual Appraisal Scale) that assesses the appraisal with which LGBT adults evaluate the participation in family rituals was developed. In a multiple-mediation analysis, 3 factors (inclusion of self, inclusion of partner, and sense of obligation) were found to mediate significantly the degree by which family rituals lead to higher levels of relatedness in the family and thereby to higher levels of flourishing. Together, the results suggest that it is meaningful to assess the ways in which family rituals are conducted and experienced by individual family members on the effects of family rituals on psychological well-being. (PsycINFO Database Record

Values are motivational goals that influence attitudes, behaviors and evaluations. Cross-cultural evidence suggests that values show a systematic structure. Personal and cultural variations in the value structure, value priorities and value links to attitudes, behavior and well-being reflect contextual constraints and affordances in the environment, suggesting that values function as broadly adaptive psychological structures. The internal structure of values (the descriptive value system) becomes more clearly differentiated in more economically developed contexts. Value priorities shift toward more autonomous, self-expressive and individualistic orientations with greater economic resources and less ecological stress. In addition to systematic changes in internal structure, value links to attitudes, behaviors and well-being are influenced by economic, ecological and institutional contexts. Values are more likely to be expressed in attitudes and behavior if individuals have greater access to economic resources, experience less institutional and ecological stress or when the values reinforce culturally normative behavior. Frontiers for further value research include a greater examination of the neural underpinnings of values in specific ecological contexts and across the lifespan; and an examination of how values are behaviorally instantiated in different environments.

How can shared music preferences create social bonds between people? A process model is developed in which music preferences as value-expressive attitudes create social bonds via conveyed value similarity. The musical bonding model links two research streams: (a) music preferences as indicators of similarity in value orientations and (b) similarity in value orientations leading to social attraction. Two laboratory experiments and one dyadic field study demonstrated that music can create interpersonal bonds between young people because music preferences can be cues for similar or dissimilar value orientations, with similarity in values then contributing to social attraction. One study tested and ruled out an alternative explanation (via personality similarity), illuminating the differential impact of perceived value similarity versus personality similarity on social attraction. Value similarity is the missing link in explaining the musical bonding phenomenon, which seems to hold for Western and non-Western samples and in experimental and natural settings.

The present article explores the functions of music listening from a cross-cultural perspective. We present a model of functions of music listening based on a multicultural qualitative approach. Our model covers personal, social and cultural musical experiences. Seven main functions of music listening were identified: music in the background, memories through music, music as diversion, emotions and self-regulation through music, music as reflection of self and social bonding through music. Our model was confirmed in an independent sample using a cross-method validation. Quantitative analyses of the qualitative data explored the salience of functions of music listening across four sub-samples: Asian and Latin-American sub-samples being more collectivistic and non- Anglophone Western and Anglophone Western sub-samples being more individualistic. Across all sub-samples the self-regulation function was the most important personal use of music, bonding was the most important social use of music and the expression of cultural identity was the most salient cultural function of music regardless of listeners’ cultural background. Apart from these similarities which point towards universalities, we also revealed cross-cultural differences pointing towards culture-specific uses of music. Limitations in the methodology of this exploratory cross-cultural approach and future directions in cross-cultural psychology of music are discussed.

What is more important: to provide citizens with more money or with more autonomy for their subjective well-being? In the current meta-analysis, the authors examined national levels of well-being on the basis of lack of psychological health, anxiety, and stress measures. Data are available for 63 countries, with a total sample of 420,599 individuals. Using a 3-level variance-known model, the authors found that individualism was a consistently better predictor than wealth, after controlling for measurement, sample, and temporal variations. Despite some emerging nonlinear trends and interactions between wealth and individualism, the overall pattern strongly suggests that greater individualism is consistently associated with more well-being. Wealth may influence well-being only via its effect on individualism. Implications of the findings for well-being research and applications are outlined.

This meta-analysis of interventions with challenging behaviour in children with disabilities updates a comprehensive meta-analysis that previously addressed reported standards of practice and effectiveness of different strategies.Four effect-size algorithms were calculated for published intervention cases, and results analysed and compared to previous findings by behaviour target, intervention type, and other factors.The evidence largely supports intervention effectiveness, with some inconsistency reflecting the fact that the four metrics assess different aspects of change. Skills replacement, consequence combined with systems change, and antecedent interventions generated selective positive results, large enough to be clinically meaningful.Behavioural interventions effectively reduce challenging behaviour, particularly when preceded by a functional analysis. Teaching replacement skills was most effective, especially if used in combination with systems change and/or traditional antecedent and consequence manipulation. Positive changes as well as enduring limitations to both research design and standards of clinical practice in comparison to 18 years ago are discussed.

We investigated the relationships between personality traits and basic value dimensions. Furthermore, we developed novel country-level hypotheses predicting that contextual threat moderates value-personality trait relationships. We conducted a three-level v-known meta-analysis of correlations between Big Five traits and Schwartz's (1992) 10 values involving 9,935 participants from 14 countries. Variations in contextual threat (measured as resource threat, ecological threat, and restrictive social institutions) were used as country-level moderator variables. We found systematic relationships between Big Five traits and human values that varied across contexts. Overall, correlations between Openness traits and the Conservation value dimension and Agreeableness traits and the Transcendence value dimension were strongest across all samples. Correlations between values and all personality traits (except Extraversion) were weaker in contexts with greater financial, ecological, and social threats. In contrast, stronger personality-value links are typically found in contexts with low financial and ecological threats and more democratic institutions and permissive social context. These effects explained on average more than 10% of the variability in value-personality correlations. Our results provide strong support for systematic linkages between personality and broad value dimensions, but they also point out that these relations are shaped by contextual factors.

Families are central to the social and emotional development of youth, and most families engage in musical activities together, such as listening to music or talking about their favorite songs. However, empirical evidence of the positive effects of musical family rituals on social cohesion and emotional well-being is scarce. Furthermore, the role of culture in the shaping of musical family rituals and their psychological benefits has been neglected entirely. This paper investigates musical rituals in families and in peer groups (as an important secondary socialization context) in two traditional/collectivistic and two secular/individualistic cultures, and across two developmental stages (adolescence vs. young adulthood). Based on cross-sectional data from 760 young people in Kenya, the Philippines, New Zealand, and Germany, our study revealed that across cultures music listening in families and in peer groups contributes to family and peer cohesion, respectively. Furthermore, the direct contribution of music in peer groups on well-being appears across cultural contexts, whereas musical family rituals affect emotional well-being in more traditional/collectivistic contexts. Developmental analyses show that musical family rituals are consistently and strongly related to family cohesion across developmental stages, whereas musical rituals in peer groups appear more dependent on the developmental stage (in interaction with culture). Contributing to developmental as well as cross-cultural psychology, this research elucidated musical rituals and their positive effects on the emotional and social development of young people across cultures. The implications for future research and family interventions are discussed.

This study examined organizational practices in a sample of 1239 employees from various organizations in Argentina, Brazil, Malaysia, New Zealand, Turkey, and the United States. Twenty-four items measuring employee-orientation, formalization, and innovation practices showed a clear factorial structure across all samples, along with good reliabilities. Significant organizational position differences were found for employee-orientation and innovation practices. Sector differences were found for formalization and innovation practices. Cultural differences were found for employee-orientation and innovation practices, which can be explained using macroeconomic indicators, tightness–looseness, and individualism. Our study demonstrates the importance of individual, organizational, economic, and cultural level for understanding perceptions of organizational practices across a wider range of societies.

This article examines how and when personal values relate to social attitudes. Considering values as motivational orientations, we propose an attitude-value taxonomy based on Moral Foundation Theory (Haidt & Joseph, 2007) and Schwartz's (1992) basic human values theory allowing predictions of (a) how social attitudes are related to personal values, and (b) when macro-contextual factors have an impact on attitude-value links. In a meta-analysis based on the Schwartz Value Survey (Schwartz, 1992) and the Portrait Value Questionnaire (Schwartz et al., 2001; k = 91, N = 30,357 from 31 countries), we found that self-transcendence (vs. self-enhancement) values relate positively to fairness/proenvironmental and care/prosocial attitudes, and conservation (vs. openness-to-change) values relate to purity/religious and authority/political attitudes, whereas ingroup/identity attitudes are not consistently associated with value dimensions. Additionally, we hypothesize that the ecological, economic, and cultural context moderates the extent to which values guide social attitudes. Results of the multi-level meta-analysis show that ecological and cultural factors inhibit or foster attitude-value associations: Disease stress is associated with lower attitude-value associations for conservation (vs. openness-to-change) values; collectivism is associated with stronger attitude-value links for conservation values; individualism is associated with stronger attitude-value links for self-transcendence (vs. self-enhancement) values; and uncertainty avoidance is associated with stronger attitude-values links, particularly for conservation values. These findings challenge universalistic claims about context-independent attitude-value relations and contribute to refined future value and social attitude theories.

Although leaders can play an important part in shaping employees' workplace attitudes, we know little about the ways in which their work engagement affects follower engagement. Drawing on leader-me...

How can we understand the uses of music in daily life? Music is a universal phenomenon but with significant interindividual and cultural variability. Listeners' gender and cultural background may influence how and why music is used in daily life. This paper reports the first investigation of a holistic framework and a new measure of music functions (RESPECT-music) across genders and six diverse cultural samples (students from Germany, Kenya, Mexico, New Zealand, Philippines, and Turkey). Two dimensions underlie the mental representation of music functions. First, music can be used for contemplation or affective functions. Second, music can serve intrapersonal, social, and sociocultural functions. Results reveal that gender differences occur for affective functions, indicating that female listeners use music more for affective functions, i.e., emotional expression, dancing, and cultural identity. Country differences are moderate for social functions (values, social bonding, dancing) and strongest for sociocultural function (cultural identity, family bonding, political attitudes). Cultural values, such as individualism-collectivism and secularism-traditionalism, can help explain cross-cultural differences in the uses of music. Listeners from more collectivistic cultures use music more frequently for expressing values and cultural identity. Listeners from more secular and individualistic cultures like to dance more. Listeners from more traditional cultures use music more for expressing values and cultural identity, and they bond more frequently with their families over music. The two dimensions of musical functions seem systematically underpinned by listeners' gender and cultural background. We discuss the uses of music as behavioral expressions of affective and contemplative as well as personal, social, and sociocultural aspects in terms of affect proneness and cultural values.

The degree to which people identify with different foci at work (e.g., the organization, the team, or the leader) entails a valuable asset for modern organizations. Interestingly, transformational ...