Power and status across cultures

Individual differences in social power: Links with beliefs about emotion and emotion regulation

OBJECTIVE

People differ in how they regulate their emotions, and how they do so is guided by their beliefs about emotion. We propose that social power-one's perceived influence over others-relates to one's beliefs about emotion and to emotion regulation. More powerful people are characterized as authentic and uninhibited, which should translate to the belief that one should not have to control one's emotions and, in turn, less suppression and more acceptance. More powerful people are also characterized as self-efficacious and confident, which should translate to the belief that one can control one's emotions and, in turn, more reappraisal and acceptance.

METHOD

Two preregistered studies using four samples (Ntotal  = 1286) tested these hypotheses using cross-sectional and longitudinal surveys as well as diaries.

RESULTS

In Study 1, power related to beliefs about emotion and emotion regulation in hypothesized ways. Study 2 also largely supported the hypotheses: The belief that one should not have to control one's emotions accounted for the links between power and suppression and acceptance, whereas the belief that one can control one's emotions accounted for the link between power and reappraisal.

CONCLUSION

Power and emotion regulation are interconnected, in part because of their links with beliefs about emotions.

Best Friend's Popularity: Associations with Psychological Well-Being and School Adjustment in China During Early Adolescence

Popularity has been empirically linked to psychological and several indices of school adjustment outcomes during childhood and early adolescence. Yet, best friend popularity in relation to the adjustment outcomes remains unclear, especially in more interdependent-oriented cultures. To address this gap, this study applied the Actor-Partner Interdependence Model (APIM) to simultaneously considering whether, and how, the popularity of youth (actor effects) and their best friends (partner effects) contribute uniquely to psychological well-being and school adjustment outcomes, after controlling for social preference. Age and gender differences were also examined. Participants were 162 same-gender best friend dyads (81 boys, M_age = 11.24 years, SD = 1.18) from Shanghai, P.R. China. Among the results, both youth's own and their best friends' popularity were positively related to self-esteem and school attitudes, and negatively related to depressive symptoms. In addition, results from multi-group analyses revealed both actor and partner effects did not vary across gender. Finally, exploratory analyses showed that only actor effects varied across age for the associations between popularity and self-esteem and school attitudes. These findings highlight the important role of the best friend's popularity in promoting Chinese youth's experiences of psychological and school adjustment.

Exploring the impact of functional, symbolic, and experiential image on approach behaviors among state-park tourists from India, Korea, and the USA

This study provides insights into the influence of state park image, visitor emotions, and place identity on visitors' revisit intentions by considering the moderating impact of national culture. A quantitative process with the data collected in India, Korea, and the US was used. Hierarchical regression analysis evidences the moderating role of national culture, which is hardly explored in the state park context. Results confirm that most hypotheses are fully or partially accepted, which suggests that brand image and national culture influence visitor intention. This study helps practitioners better understand the relevance of national culture in developing appropriate visitor attraction/retention strategies.

Prevalence of violent communication within Indian organisations- A systematic review and meta-analysis

Background

Considering the normalisation of moderate aggression within organisations and the concern of violent occurrences being under-reported in India, violence reflected through coercive language appears to be more frequent than explicit acts of organisational violence.

Aim

To bring-forth consolidated evidence on the prevalence of violent communication within Indian organisations.

Method

1433 articles obtained from four major databases (PubMed, Scopus, Science Direct, Web of Science and Google scholar), complemented by 4 records identified through manual searching, were screened according to the PRISMA guidelines. Thirty-four finalised cross-sectional studies (published since 2000) reporting significant findings on the prevalence of violent communication within Indian organisations, underwent a systematic review (by narrative synthesis) and meta-analysis (using the random-effects model in STATA version 17).

Results

The pooled prevalence of any type of violent communication was 41%. The prevalence of violent communication was higher among males than females (44% vs 28%). Verbal violence was more prevalent than non-verbal violence (36% vs 20%). Subgroup analysis proved prevalence estimate to remain consistent irrespective of the organisational sector, type of organisation, sample size and publication year. However, meta-regression analysis confirmed the sampling method and type of violent communication as potential variables influencing the prevalence rates reported across the studies. All the identified factors influencing the occurrence of violent communication and the corresponding detrimental consequences faced by victims within each organisational sector, endeavour scope for the development of more context-specific prevention strategies.

Conclusion

As evident from the results, the prevalence of any type of violent communication within Indian organisations is quite high. The present review informs Indian entrepreneurs about the necessity for advocating practices to protect their human resources from the experience of violent communication. Practical implications have been presented for healthcare and educational organisations.

Revisiting the Power to Forgive: A Dyadic Approach for Determining the Relations Between Power, Self-Esteem, and Forgiveness in Romantic Relationships

Power pervades interpersonal relationships and can impact relationship-related outcomes (e.g., forgiveness). Here, we expected a positive association between power and forgiveness in two studies involving German and Israeli couples ( N = 149/174 couples). Actor–partner interdependence mediator models showed the expected positive associations of actor’s power with both actor’s forgiveness and partner’s forgiveness. Independent self-esteem partially mediated and interdependent self-esteem completely mediated the power–forgiveness link for actors. Also, high experienced power was associated with high self-esteem, which in turn was positively related to benevolence motivation and negatively related to revenge and avoidance motivation. The implications of these findings are relevant for couple’s therapy and advance our understanding of associations between power and relationship variables. Future research may distinguish between authentic and instrumental forgiveness and use experimental settings.

Between Collectivism and Individualism - Analysis of Changes in Value Systems of Students in the Period of 15 Years

INTRODUCTION

The publication deals with the description of selected aspect of young people's mentality, ie their systems of values. The research was conducted four times: in 2003 (325 respondents), in 2008 (379 respondents), in 2013 (368 respondents), and in 2018 (371 respondents) on students of the Bialystok universities. An attempt was made to establish if in the period of the fifteen years between the first survey and the last surveys one could observe changes in the mentality in the desired direction - from the point of view of political transformations - from "collectivism" to "individualism". The way of understanding values was adopted from Rokeach's theory.

METHODS

The Rokeach Value Survey was used to study the system of values.

RESULTS

The comparative analysis of the value preferences indices across all surveys (survey by survey) has not confirmed proposed hypothesis. It has been shown that the value system has changed towards individualism over fifteen years (when comparing surveys from year 2003 and 2018). Contradictory to the expectations, the most individualistic system of values was presented in survey group in 2008, and not in 2018.

CONCLUSION

There was no increase in rates of preference for individualistic values "from study to study". The trajectories of changes in value systems turned out to be much more complex (and thus more difficult to describe).

Culture and Business: How Can Cultural Psychologists Contribute to Research on Behaviors in the Marketplace and Workplace?

Cultural psychology has great potential to expand its research frameworks to more applied research fields in business such as marketing and organizational studies while going beyond basic psychological processes to more complex social practices. In fact, the number of cross-cultural business studies has grown constantly over the past 20 years. Nonetheless, the theoretical and methodological closeness between cultural psychology and these business-oriented studies has not been fully recognized by scholars in cultural psychology. In this paper, we briefly introduce six representative cultural constructs commonly applied in business research, which include (1) individualism vs. collectivism, (2) independence vs. interdependence, (3) analytic vs. holistic cognition, (4) vertical vs. horizontal orientation, (5) tightness vs. looseness, and (6) strong vs. weak uncertainty avoidance. We plot the constructs on a chart to conceptually represent a common ground between cultural psychology and business research. We then review some representative empirical studies from the research fields of marketing and organizational studies which utilize at least one of these six constructs in their research frameworks. At the end of the paper, we recommend some future directions for further advancing collaboration with scholars in the field of marketing and organizational studies, while referring to theoretical and methodological issues.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Relations between National and Organisational Culture—Case Study

Management science focuses on organisational culture. This reflection also applies to the broadly understood cultural context, as organisations operate in specific places and at specific times. As entrepreneurs enter foreign markets, there is a need to deepen their knowledge of cultural aspects, which results in the possibility to generate practical guidelines for shaping organisational culture in a different cultural environment. The article assumes that out of four elements conditioning organisational culture—type of environment, type of organisation, features of organisation and features of participants—two of them, type of environment and features of its participants, are the basic ways to organisational culture, by means of which the organisational culture is permeated by artefacts, values and basic assumptions, characteristic of national cultures. This permeation is exemplified by organisations from the same industry, having the same top management but functioning in different cultural environments. The study was conducted with the use of the multiple, exploratory and explanatory case study method. It consisted of three stages: The first stage included literature analyses (analyses of secondary data and legacy data), which aimed to determine the features of two cultures—Polish and Ukrainian. At the second stage, the authors conducted pilot studies among the representatives of the Polish and Ukrainian national culture. At the third stage, the organisational cultures of companies operating in the environment of the Polish and Ukrainian culture were surveyed. The research sample included 590 people. The authors based their studies on the Milton Rokeach Values Scale and an author’s tool, in which Hofstede’s concept of cultural dimensions. The statistical analysis involved the nonparametric Mann–Whitney U test.