Alle Publikationen
2018
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(2018): Culture and shyness in childhood and adolescence. In: New Ideas in Psychology, S. 58-66. DOI: 10.1016/j.newideapsych.2018.04.007
DOI: https://doi.org/10.1016/j.newideapsych.2018.04.007 Abstract: Shyness refers to anxious reactivity in challenging social situations. Whereas shyness is believed to be biologically rooted, individual socialization experiences play a role in shaping its development. In this paper, I discuss issues related to culture, different forms of shyness, and adjustment. Cultural beliefs and values, particularly those related to socialization goals, are reflected in adults' and peers' attitudes toward children's shy behavior, which ascribe meaning to the behavior and, at the same time, regulate its development. Culture also determines, in part, the functional significance of shyness in terms of its relations with adjustment. It will be important to investigate the mediating role of social processes, such as evaluations and responses in peer interactions, in cultural influence on the display and developmental patterns of shyness. It will also be important to examine the implications of social and cultural changes for the development of shyness. ( PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018) : Culture and peer relationships. In: Bukowski, William Michael; Laursen, Brett; Rubin, Kenneth H. (Hg.): Handbook of peer interactions, relationships, and groups.: New York: Guilford Press, S. 552-570
Abstract: Over the past several decades, there has been increased interest in culture and children’s peer relationships. The findings from various research programs have clearly indicated that cultural contexts play a significant role in shaping children’s experiences in peer interactions and relationships. Cultural beliefs and values provide guidance for how peers judge and evaluate specific behaviors that children display in interactions. Social judgments and evaluations, in turn, serve to regulate children’s behaviors and eventually affect their developmental outcomes. In addition to social evaluation and regulation processes, culture determines, in part, the features and functions of dyadic and group relationships. In this chapter, we review and discuss the issues involved in the study of cultural diversity as it relates to peer interactions and relationships. The main theme of the chapter is the understanding of cultural involvement in the organization of peer relationsh ips. We first discuss various theoretical issues concerning cultural values, children’s social functioning, and peer relationships. Then we review the literature on children’s social behaviors in peer interactions in different cultural contexts. In the following sections, we review and discuss how cultural factors may be involved in determining the structural and functional features of friendships, peer groups, and popularity. Our chapter concludes with a discussion of future directions in the study of culture and peer relationships. (PsycINFO Database Record (c) 2018 APA, all rights reserved) zitiert von 42
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(2018) : Akkulturation In: Machleidt, Wielant; Kluge, Ulrike; Sieberer, Marcel Gerd; Heinz, Andreas; Agorastos, Agorastos (Hg.): Praxis der interkulturellen Psychiatrie und Psychotherapie: Migration und psychische Gesundheit: 2. Auflage: München: Elsevier, S. 77-81
Abstract: siehe PDF
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(2018): Studying social change, culture, and human development. A theoretical framework and methodological guidelines. In: Developmental Review, S. 16-30. DOI: 10.1016/j.dr.2018.05.003
Abstract: In a time of massive social change around the world, a major goal of the present article is to provide interdisciplinary methods for studying social change, culture, and human development and an interdisciplinary theory that can serve as a framework for this research (Greenfield, 2009, 2016). The purpose is to provide developmental researchers with useful theoretical and methodological guidelines to study human development in changing sociodemographic and cultural contexts. Examples of two types of research design for studying social change are presented: Diachronic, in which data are gathered at different points in time; and synchronic, in which all data are gathered at the same point in time. While research designs and techniques vary, the findings that are summarized provide strong support for Greenfield's interdisciplinary theory of social change and human development. One take-away is that researchers should avoid methodocentrism: a strong theoretical framework can be tested, supported, and enhanced using a variety of methods and methodologies. In addition to research designs, the article describes and analyzes data gathering techniques that can be used with participants across the whole sociodemographic spectrum of educational levels, technology experience, agricultural or commercial economy, and rural or urban residence. These techniques are equally useful for both cross-cultural comparison and the study of social change. The article concludes by comparing the WEIRD conceptualization (Henrich, Heine, & Norazayan, 2010) with the theory of social change and human development. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018): Moral foundations of positive and negative intergroup behavior. Moral exclusion fills the gap. In: INTERNATIONAL JOURNAL OF INTERCULTURAL RELATIONS 64, S. 67-76. DOI: 10.1016/j.ijintrel.2018.03.006
Abstract: Personal criteria about the morally appropriate forms of behavior can be crucial when coming into contact with members of culturally different outgroups. In our study, we investigated whether moral exclusion mediates the relationship between moral foundations and positive and negative behavioral intentions toward Muslim people. Our aim was to identify the psychological mechanism that explains why particular people intend to harm (or not harm), and help (or not help) members of particular outgroups. Using survey data from an online questionnaire, structural equation modeling and mediation analysis showed that individualizing moral foundations had a negative relationship with negative behavioral intentions and a positive relationship with positive intentions towards Muslim people. Binding moral foundations showed the opposite connection with behavioral intentions. The relationship between moral foundations and intergroup behavioral intentions was mediated by moral exclusion. These results imply that moral intuitions form the basis of behavioral intentions toward a culturally different outgroup both directly and by influencing whether or not the outgroup is worthy of moral concern.
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(2018) : The model of moral motives: A map of the moral domain. In: Gray, Kurt James; Graham, Jesse (Hg.): Atlas of moral psychology: What do we evaluate when we evaluate moral character? - Helzer, Erik G.; Critcher, Clayton R.: New York, NY: The Guilford Press
Abstract: Motivation is fundamental to morality, which involves both an understanding of right and wrong—of what we should or should not do—and the activation or inhibition of these behaviors. The model of moral motives (MMM) has its roots in the most basic motivational processes recognized in psychology: approach and avoidance. The MMM crosses approach and avoidance processes with distinct levels of analysis reflecting the focus of one’s moral behavior: oneself (intrapersonal), another person (interpersonal), or the group (collective). As evident in this chapter, this produces six cells with unique moral motives, each reflecting how to be moral in that context. Our model explains these two innate processes that are generic from a psychological perspective and culturally uniform in their social function, with a special focus on how these processes manifest in different social contexts. However, it is important to clarify that our model does not try to explain the many ways in which c ultures elaborate on these basic processes. Learned cultural innovations, including everything from rituals and tradition, gossip and reputation, the rule of law, religion, governmental institutions, penal systems, leadership, and various forms of tribalism, are woven into moral behavior in different ways from culture to culture. These cultural elaborations on the two basic processes of moral behavior lead to unique societies that emphasize differing moral motives with differing levels of effectiveness. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2018): A path analysis of a cultural and racial socialization model in international transracial adoption. Racial awareness, self-efficacy, and socialization practices. In: Children and Youth Services Review 85, S. 333-340. DOI: 10.1016/j.childyouth.2018.01.002
Abstract: The purpose of this study was to test a conceptual model using path analysis to examine direct and indirect relationships among factors contributing to transracial adoptive parents' cultural and racial socialization practices. Participants, responding to an online survey, were White mothers and fathers of children born in China and other Asian and non-Asian countries, and were associated with Families with Children from China, a support group. Included in a path analysis were 310 cases. As hypothesized, post-adoption education and support, racial awareness, and socialization self-efficacy were found to be important factors that positively influenced socialization practices. Researchers may be interested in further examination of the cultural and racial socialization model to address the parenting needs of international transracial adoptive parents, and ultimately to support the healthy ethnic and racial identity formation of transracial adoptees.
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(2018): When different “codes” meet. Communication styles and conflict in intercultural academic meetings. In: Language & Communication 61, S. 1-14. DOI: 10.1016/j.langcom.2017.10.001
Abstract: This study focuses on conflict situations in bilingual academic meetings to investigate the communication styles used by Chinese and American university faculty. The ethnographic participant observation used as the main method was cross-checked with post-meeting interview data. The findings revealed that, due to the conflicting priorities in meeting protocol and behaviors in Taiwanese and American cultures, tension is experienced by faculty members of both cultures. What it means to have a meeting and how members address various issues does vary from culture to culture. It is suggested that conflict situations be ameliorated by more cross-cultural understanding of meeting codes, especially by those in leadership positions.
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(2018) : Interkulturelle Kompetenz In: Machleidt, Wielant; Kluge, Ulrike; Sieberer, Marcel Gerd; Heinz, Andreas; Agorastos, Agorastos (Hg.): Praxis der interkulturellen Psychiatrie und Psychotherapie: Migration und psychische Gesundheit: 2. Auflage: München: Elsevier, S. 161-169
Abstract: Interkulturelle Kompetenz erfordert Wissen über das Fremdsein, eigene Positionierung, Kenntnisse anderer Kulturen, Religionen, Gebräuche. Sie entwickelt sich im ständigen Abgleich des „Eigenen“ mit dem „Anderen“. Um sie gerade nicht nur einzelnen Sondersituationen, sondern dem gewöhnlichen Lebensalltag anzupassen, erscheint eine kritische Infragestellung der eigenen, gerade kulturellen Identität geboten. Dies gilt in besonderem Maß für psychiatriespezifische Begegnungen, in denen der Fremde sich selbst oft fremd ist. Nach einer skizzenhaften Darlegunggrundlegender Begrifflichkeiten und der Brüchigkeit allzu enger Zuordnungen wird auf die Möglichkeit verwiesen, sich an Orientierungssysteme zu halten, die dabei helfen können, fremdes Denken und Handeln verständlich und vermittelbar zu machen. An einem Fallbeispiel wird die Kontextgebundenheit interkultureller Begegnung dargestellt und erörtert. Auf dem Boden einer so gewonnenen hermeneutischen Ausrichtung, darauf wird zuletzt verwiesen, kann es sinnvoll und erfolgversprechend sein, durch inszenatorischübende Verfahren interkulturelle Kompetenz in Lernprogrammen zu „erwerben“
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(2018) : Interkulturelle Kompetenz In: Machleidt, Wielant; Kluge, Ulrike; Sieberer, Marcel Gerd; Heinz, Andreas; Agorastos, Agorastos (Hg.): Praxis der interkulturellen Psychiatrie und Psychotherapie: Migration und psychische Gesundheit: 2. Auflage: München: Elsevier, S. 189-197
Abstract: siehe pdf
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(2018): Sociology. Moral dialogues and normative change. In: The Social Science Journal 55 (1), S. 19-22. DOI: 10.1016/j.soscij.2018.02.005
Abstract: Moral dialogues are one mechanism of cultural change, allowing communities to resolve conflicts and revise the fundamental norms and values governing their members’ relationships. This essay illustrates the moral dialogue process with the debates over sexual harassment in the Trump era. Victimized women launched a transnational “megalogue” that pervaded politics, business, entertainment, academia, and other spheres. It transformed norms, institutions, and enforcement of acceptable behavior in employment and in public, resulting in a new shared moral understanding. However, the fact that the President is not punished for immorality demonstrates that normative change ultimately requires the rule of law.
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(2018): The interplay of rules, asymmetries in language fluency, and team dynamics in culturally diverse teams. In: Cross Cultural & Strategic Management 25 (1), S. 157-182. DOI: 10.1108/CCSM-08-2016-0157
DOI: https://doi.org/10.1108/CCSM-08-2016-0157 Abstract: Purpose: The purpose of this paper is to explore how newly formed culturally diverse project teams develop and implement rules, and how these processes may be affected by language-fluency asymmetries. Design/methodology/approach: Using a case-study research design, the authors investigated three multicultural project teams within a management integration program in a multinational company in France. Their complete data set includes 37.5 hours of observations and 49 hours of semi-structured interviews. Findings: Findings revealed that subgroups formed on the basis of language-fluency and this affected the development and implementation of rules. While rule-setting mechanisms emerged across teams, they varied in form. On the one hand, tightly structured rules emerged and rules were rigidly applied when there were greater language inequalities. In contrast, implicit behavior controls guided interactions when language-fluency subgroupings were less salient. The findings also revealed that the alignment of other individual attributes with language fluency reinforced subgroup divisions, further impacting the rule development and implementation processes. Practical implications: Understanding rule development and implementation in culturally diverse teams and how these processes are impacted by language disparities enables managers to help members develop more successful behavioral patterns by keeping language-fluency (and other) attributes in mind. Originality/value: The study extends and complements previous team research by providing in-depth insights into the process of rule development and implementation. It demonstrates the impact of language-fluency asymmetries and subgroup dynamics on these processes. The authors propose a model to capture the processes by which culturally diverse teams create rules, and how the rule-setting mechanisms might be moderated by faultlines such as language-based disparities. (PsycINFO Database Record (c) 2018 APA, all r ights re served) zitiert von 1
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(2018): Nunchi, a Korean value of social intelligence, and its relationships to emotional intelligence, psychological functioning, and interpersonal problems. ProQuest Information & Learning, US.
Abstract: Nunchi, a foundational Korean indigenous cultural value, refers to one's ability to evaluate social situations and understand others' intentions and emotions through implicit cues. Although Nunchi is an important consideration when implementing culturally sensitive interventions and research, it has only recently started to be empirically explored (Kim, Kim, & Kelly, 2006; Heo, Park, & Kim, 2012). The current study attempted to validate the measurement model of the Nunchi Scale with Korean American and Caucasian American samples. In addition, the current study examined Nunchi's relationships to similar Western concepts such as social and emotional intelligence, and to diverse aspects of interpersonal and psychological functioning, separately for Korean American and Caucasian American samples. The role of the level of adherence to Asian cultural values in the relationship between Nunchi and emotional intelligence among Korean Americans was also examined. The sample comprised of 102 Korean Americans and 241 Caucasian Americans. Participants completed measures of Asian cultural values, Nunchi, social intelligence, emotional intelligence, satisfaction with life, subjective happiness, psychological distress, and interpersonal problems. A confirmatory factor analysis did not provide evidence to support the measurement model of the Nunchi Scale, but suggested the need to delete two items. Furthermore, results indicated that Nunchi is related to social and emotional intelligence. On the contrary to hypothesized predictions, the level of adherence to Asian cultural values did not moderate the relationship between Nunchi and emotional intelligence among Korean Americans. Similarly, ethnicity did not moderate the relationship between Nunchi and (a) emotional intelligence, (b) psychological functioning, and (c) interpersonal problems. Results indicated that Nunchi is positively related to psychological functioning and negatively related to interpersonal problems for both Korean Americans and Caucasian Americans. Ethnicity only moderated the relationship between the Nunchi-Interpersonal Awareness subscale and the Attention to Feelings subscale of emotional intelligence. Post hoc analyses were conducted to examine social and emotional intelligence as mediators, and found social intelligence as a stronger mediator for Korean Americans as compared to emotional intelligence as a stronger mediator for Caucasian Americans. A direct positive relationship of Nunchi on psychological distress among Korean Americans was also found in the mediation model. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
2017
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(2017): On the cultural basis of gender differences in negotiation. In: Experimental Economics 98 (2). DOI: 10.1007/s10683-017-9547-y
DOI: https://doi.org/10.1007/s10683-017-9547-y Abstract: We study how culture and social structure influence bargaining behavior across gender, by exploring the negotiation culture in matrilineal and patriarchal societies using data from a laboratory experiment and a natural field experiment. One interesting result is that in both the actual marketplace and in the laboratory bargaining game, women in the matrilineal society earn more than men, at odds with years of evidence observed in the western world. We find that this result is critically driven by which side of the market the person is occupying: female (male) sellers in the matrilineal (patriarchal) society extract more of the bargaining surplus than male (female) sellers. In the buyer role, however, we observe no significant differences across societies. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Cultural evolutionary theory. How culture evolves and why it matters. In: Proceedings of the National Academy of Sciences of the United States of America, S. 7782-7789. DOI: 10.1073/pnas.1620732114
DOI: http://www.ncbi.nlm.nih.gov/pubmed/28739941 Abstract: Human cultural traits-behaviors, ideas, and technologies that can be learned from other individuals-can exhibit complex patterns of transmission and evolution, and researchers have developed theoretical models, both verbal and mathematical, to facilitate our understanding of these patterns. Many of the first quantitative models of cultural evolution were modified from existing concepts in theoretical population genetics because cultural evolution has many parallels with, as well as clear differences from, genetic evolution. Furthermore, cultural and genetic evolution can interact with one another and influence both transmission and selection. This interaction requires theoretical treatments of gene-culture coevolution and dual inheritance, in addition to purely cultural evolution. In addition, cultural evolutionary theory is a natural component of studies in demography, human ecology, and many other disciplines. Here, we review the core concepts in cultural evolutionary theory as they pertain to the extension of biology through culture, focusing on cultural evolutionary applications in population genetics, ecology, and demography. For each of these disciplines, we review the theoretical literature and highlight relevant empirical studies. We also discuss the societal implications of the study of cultural evolution and of the interactions of humans with one another and with their environment. zitiert von 13
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(2017): The Strength of Social Norms Across Human Groups. In: Perspectives on psychological science : a journal of the Association for Psychological Science 12 (5), S. 800-809. DOI: 10.1177/1745691617708631
DOI: http://www.ncbi.nlm.nih.gov/pubmed/28972845 Abstract: Social norms are a defining feature of human psychology, yet our understanding of them is still underdeveloped. In this article, we present our own cross-cultural research program on tightness-looseness (TL)-which draws on field, experimental, computational, and neuroscience methods-to illustrate how going beyond Western borders is critical for understanding social norms' functions and their multilevel consequences. Cross-cultural research enables us to account for the universal features of norm psychology but also explains the great cultural diversity we see in social norms around the globe.
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(2017): Isms and schisms. A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. In: Journal of Organizational Behavior 38 (7), S. 1076-1110. DOI: 10.1002/job.2187
DOI: https://doi.org/10.1002/job.2187 Abstract: Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly as sociated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017) : Entwicklung als kulturspezifische Lösung universeller Entwicklungsaufgaben In: Rauh, Andreas: Fremdheit und Interkulturalität: Aspekte kultureller Pluralität: Bielefeld: Transcript (Edition Kulturwissenschaft), S. 79-100
Abstract: Ausgehend von einem Verständnis des menschlichen Lebenslaufs als einer Serie universeller Entwicklungsaufgaben wird der Frage nachgegangen, welche Rolle kulturelle Modelle dabei spielen. Eingegangen wird auf folgende Punkte: (1) Entwicklung als Zusammenspiel von Gehirn und Umwelt. (2) Kultur und Kontext. (3) Das Bild vom Kind in der westlichen Mittelschicht. (4) Andere kulturabhängige Bilder vom Kind. (5) Entwicklungsaufgaben und kulturspezifische Sozialisationspfade. (6) Kulturelle Organisation von Entwicklungspfaden.
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(2017) : Cultural and genetic influences on emotion: The role of motivational processes in gene-culture interactions. In: Church, A. T.: Culture and characteristic adaptations: Santa Barbara, California, USA: Praeger/ABC-CLIO, S. 35-59
Abstract: Imagine you have just arrived in a country you have never visited before. The language spoken is different from yours, and yet you find that you are able to communicate at least some of your sentiments with the local people. You can express your feelings of excitement, perhaps from being in an exotic environment, as well as your frustrations from getting a little lost. Through your facial expressions, gestures, and physiological responses—sweating palms, a racing heart, and rapid breathing—some of your basic emotions come across to the people you meet. Although the general meaning of certain emotions may be shared, are emotions experienced and expressed in the same way across cultures? How do biological factors, such as genetic and physiological processes, interact with social and cultural factors to influence emotions? In this chapter, we first review research on culture and emotional experience and expression. Next, we review the theoretical background for gene-cult ure inte raction research, and we put forward a novel hypothesis that considers the role of motivational processes in these interaction effects: the motivational setting hypothesis. We then discuss gene culture interaction research with cultural psychological findings in the area of emotion. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Punches or punchlines?. Honor, face, and dignity cultures encourage different reactions to provocation. In: Humor 30 (3). DOI: 10.1515/humor-2016-0087
Abstract: Research on culture-related violence has typically focused on honor cultures and their justification of certain forms of aggression as reactions to provocation. In contrast, amusement and humor as the preferred reactions to provocation remain understudied phenomena, especially in a cross-cultural context. In an attempt to remedy this, participants from an honor culture (Poland), dignity culture (Canada), and face culture (China) were asked how they would react and how they would like to react to a series of provocative scenarios. Results confirmed that aggression may be the preferred reaction to provocation in honor cultures, while the preferred reaction to provocation in dignity cultures may be based on humor and amusement. The third kind of provocation reaction, withdrawal, turned out to be more complex but was most popular in dignity and face cultures. Furthermore, results confirmed that the way individuals think they would behave is more culturally diversified than the way individuals would like to behave. (PsycINFO Database Record (c) 2018 APA, all rights reserved) zitiert von 1
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(2017): Many kinds of kindness. The relationship between values and prosocial behaviour, S. 75-96. DOI: 10.1007/978-3-319-56352-7_4
DOI: https://doi.org/10.1007/978-3-319-56352-7_4 Abstract: Prosocial behaviour may be defined as behaviour that benefits other people or society. Some psychologists add that it is behaviour that is beneficial to others and does not benefit (or even disadvantages) the agent. These definitions concern the perceived consequences of behaviour, which are somewhat open to interpretation. As a result, there are many classes of behaviour that can be thought of as 'prosocial', with varying degrees of consensus across and within cultures. Displays of everyday kindness towards another human being, helping an elderly lady across the road, for instance, or cooking dinner for a friend, are perhaps almost universally considered prosocial. On the other hand, working in a clinic to provide access to contraceptives, and campaigning to prevent a new runway being built, are behaviours that might be perceived as prosocial by some people, and in some cultures, but as neutral or even antisocial by others. In this chapter, we look at different possible candidates for prosocial behaviour, from the interpersonal to the more political, and compared their relationship to values, across cultures where we can. In looking over the research to date on some of the main relationships between values and prosocial behaviour, Self-Transcendence appears to be a dominant positive motivating force, while Self-Enhancement is rarely associated with any behaviour that may be construed as prosocial. In fact, it is this values dimension, and within it particularly Power that is most solidly associated with antisocial behaviour. The Conservation/Openness-to-Change axis is more context-dependent in its patterns, often neutral and sometimes supporting and sometimes inhibiting both pro- and antisocial behaviour. This chapter has highlighted that prosocial behaviour, is a complex beast. If, by prosocial, we just mean an act of kindness, then we can easily limit ourselves to one class of behaviour and a set of studies that have an over-reliance on narrow experiments where a student is asked if they will come in next week to help their professor in the laboratory. If, by prosocial, we mean behaviour that benefits other people or society, then we have to open ourselves up to the full range of what these behaviours might be, and ask whether they would be considered prosocial in a culture different from our own. We could not consider every class of prosocial behaviour in this chapter, but we have approximated a range by looking at everyday kindness, political activism, pro-environmental behaviour and participation in organised groups that work in the interest of others. (PsycINFO Database Record (c) 2018 APA, all rights reserved) zitiert von 1
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(2017) : Social intelligence in a multicultural world. What is it? Who needs it? How does it develop? In: Budwig, Nancy; Turiel, Elliot; Zelazo, Philip David; Budwig, Nancy (Ed); Turiel, Elliot (Ed); Zelazo, Philip David (Ed) (Hg.): New perspectives on human development: New York, NY, US: Cambridge University Press, S. 313-329
Abstract: This chapter discusses the development of social intelligence in a multicultural world. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Self-Interest and the Design of Rules. In: Human nature (Hawthorne, N.Y.) 28 (4), S. 457-480. DOI: 10.1007/s12110-017-9298-7
DOI: https://doi.org/10.1007/s12110-017-9298-7 Abstract: Rules regulating social behavior raise challenging questions about cultural evolution in part because they frequently confer group-level benefits. Current multilevel selection theories contend that between-group processes interact with within-group processes to produce norms and institutions, but within-group processes have remained underspecified, leading to a recent emphasis on cultural group selection as the primary driver of cultural design. Here we present the self-interested enforcement (SIE) hypothesis, which proposes that the design of rules importantly reflects the relative enforcement capacities of competing parties. We show that, in addition to explaining patterns in cultural change and stability, SIE can account for the emergence of much group-functional culture. We outline how this process can stifle or accelerate cultural group selection, depending on various social conditions. Self-interested enforcement has important bearings on the emergence, stability, and change of rules. zitiert von 5
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(2017): Preferred Interpersonal Distances. A Global Comparison. In: Journal of Cross-Cultural Psychology 48 (4), S. 577-592. DOI: 10.1177/0022022117698039
Abstract: Compared preferred interpersonal distances across the world in an extensive analysis over a large data set of 8,943 participants aged 17-88 years from 42 countries. The present study aimed to relate the preferred social, personal, and intimate distances observed in each country to a set of individual characteristics of the participants (age, gender), and some environmental and sociopsychological attributes of their cultures - parasite stress, population growth rate, ingroup favoritism, average annual temperature, and human development index (HDI). Participants rated interpersonal distance on graphic scales by indicating how near a stranger, acquaintance, or close person could approach them so they would feel comfortable in a conversation with them. Results show that individual characteristics (age and gender) influenced interpersonal space preferences and that some variation in results could be explained by temperature in a given region. Women preferred a greater distance with strangers and acquaintances, older people preferred greater distance with acquaintances and close persons. The higher the temperature, the closer the preferred distance to strangers; however, this relationship was reversed for close persons: Here, the preferred personal distance became greater for higher temperatures. Objective values of preferred interpersonal distances in different regions are presented, which might be used as a reference data point in future studies. zitiert von 8
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(2017): Developing minority leaders. Key success factors of Asian Americans. In: Asian American Journal of Psychology 8 (2), S. 142-155
Abstract: Traditional leadership programs may not address the unique developmental needs of ethnic minorities. Whereas traditional leadership development is based on the assumptions, values, and behaviors of the Western mainstream ideals, our research uses a culture-specific approach to understand the unique needs of ethnic minority leaders, namely, Asian Americans. We focus on Asian Americans because they are least represented in U.S. management ranks, despite having the most education, training, and work experience. Our central research question is 'What are the key success factors of Asian American leaders?' Qualitative interviews with 39 key informants (of East Asian descent, and 2 non-Asian Americans), ranging from middle managers to CEOs, at Fortune 500 companies, representing a variety of industries (accounting, aerospace, banking, digital imaging, energy, entertainment, food service, health care, medical, retail, technology, and telecommunication) identified 8 key success factors (i.e., qualities that promote upward mobility in the management hierarchy): cultural acumen, rules of success, leadership branding, communication, social decorum, leadership aspiration, career determinism, and cultural inclusion. Each success factor was defined, along with identification of its key issues, causes, consequences, and actions taken for cultivating the success factors. Results offer guidance for individual leadership development and for organizations to develop culture-specific leadership interventions that complement current mainstream training approaches. (PsycINFO Database Record (c) 2017 APA, all rights reserved) What is the public significance of this article?—First of its kind qualitative study with 39 executives (middle managers to CEOs) identified 8 key success factors of Asian American leaders (i.e., qualities that promote upward mobility): cultural acumen, rules of success, leadership branding, communication, social decorum, leadership aspiration, career determinism, and cultural inclusion. Results offer guidance for individual leadership development and for organizations to develop culture-specific leadership interventions that complement current mainstream training approaches. (PsycINFO Database Record (c) 2017 APA, all rights reserved)