Tightness–looseness across the 50 united states Harrington, Jesse R.; Gelfand, Michele J.
Proceedings of the National Academy of Sciences - PNAS,
06/2014, Letnik:
111, Številka:
22
Journal Article
Recenzirano
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This research demonstrates wide variation in tightness–looseness (the strength of punishment and degree of latitude/permissiveness) at the state level in the United States, as well as its association ...with a variety of ecological and historical factors, psychological characteristics, and state-level outcomes. Consistent with theory and past research, ecological and man-made threats—such as a higher incidence of natural disasters, greater disease prevalence, fewer natural resources, and greater degree of external threat—predicted increased tightness at the state level. Tightness is also associated with higher trait conscientiousness and lower trait openness, as well as a wide array of outcomes at the state level. Compared with loose states, tight states have higher levels of social stability, including lowered drug and alcohol use, lower rates of homelessness, and lower social disorganization. However, tight states also have higher incarceration rates, greater discrimination and inequality, lower creativity, and lower happiness relative to loose states. In all, tightness–looseness provides a parsimonious explanation of the wide variation we see across the 50 states of the United States of America.
Across the millennia, human groups have evolved specific cultural and psychological adaptations to cope with collective threats, from terrorism to natural disasters to pathogens. In particular, ...research has identified cultural tightness, characterized by strict social norms and punishments, as one key adaptation that helps groups coordinate to survive collective threats. However, interferences with threat signals that facilitate tightening can lead to cultural mismatches—either too much or not enough tightening. I discuss two examples of cultural mismatches: the COVID-19 pandemic (a case in which collective threat is real, but there is a resistance to tightening) and the rise of populist movements (a case in which exaggerated threat leads to unnecessary tightening).
In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and ...organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influenced the development of the science of CCIO/OB, major trends in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and opportunities for growth. We conclude with recommendations for the next 100 years of CC IO/OB research in JAP and beyond.
The Road to Forgiveness Fehr, Ryan; Gelfand, Michele J; Nag, Monisha
Psychological bulletin,
09/2010, Letnik:
136, Številka:
5
Journal Article
Recenzirano
Forgiveness has received widespread attention among psychologists from social, personality, clinical, developmental, and organizational perspectives alike. Despite great progress, the forgiveness ...literature has witnessed few attempts at empirical integration. Toward this end, we meta-analyze results from 175 studies and 26,006 participants to examine the correlates of interpersonal forgiveness (i.e., forgiveness of a single offender by a single victim). A tripartite forgiveness typology is proposed, encompassing victims' (a) cognitions, (b) affect, and (c) constraints following offense, with each consisting of situational and dispositional components. We tested hypotheses with respect to 22 distinct constructs, as correlates of forgiveness, that have been measured across different fields within psychology. We also evaluated key sample and study characteristics, including gender, age, time, and methodology as main effects and moderators. Results highlight the multifaceted nature of forgiveness. Variables with particularly notable effects include intent (
= −.49), state empathy (
= .51), apology (
= .42), and state anger (
= −.41). Consistent with previous theory, situational constructs are shown to account for greater variance in forgiveness than victim dispositions, although within-category differences are considerable. Sample and study characteristics yielded negligible effects on forgiveness, despite previous theorizing to the contrary: The effect of gender was nonsignificant (
= .01), and the effect of age was negligible (
= .06). Preliminary evidence suggests that methodology may exhibit some moderating effects. Scenario methodologies led to enhanced effects for cognitions; recall methodologies led to enhanced effects for affect.
The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is ...intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions.
Public Significance Statement
COVID-19 has disrupted work and organizations across the globe. This overview integrates and applies prior research in work and organizational psychology as well as related fields in its examination of emergent changes for work practices as well as workers. This article also acknowledges and considers the disproportionate impacts that COVID-19 may have on workers depending on demographic characteristics, individual differences, and relevant organizational norms. In addition to helping make sense of the implications of COVID-19 for employees, teams, and work organizations, this review features roadmaps for future research and action.
Prejudiced attitudes and political nationalism vary widely around the world, but there has been little research on what predicts this variation. Here we examine the ecological and cultural factors ...underlying the worldwide distribution of prejudice. We suggest that cultures grow more prejudiced when they tighten cultural norms in response to destabilizing ecological threats. A set of seven archival analyses, surveys, and experiments (∑N = 3,986,402) find that nations, American states, and pre-industrial societies with tighter cultural norms show the most prejudice based on skin color, religion, nationality, and sexuality, and that tightness predicts why prejudice is often highest in areas of the world with histories of ecological threat. People's support for cultural tightness also mediates the link between perceived ecological threat and intentions to vote for nationalist politicians. Results replicate when controlling for economic development, inequality, conservatism, residential mobility, and shared cultural heritage. These findings offer a cultural evolutionary perspective on prejudice, with implications for immigration, intercultural conflict, and radicalization.
At What Level (and in Whom) We Trust Fulmer, C. Ashley; Gelfand, Michele J.
Journal of management,
07/2012, Letnik:
38, Številka:
4
Journal Article
Recenzirano
Despite the importance of trust across multiple levels in organizations, extant reviews have focused predominantly on trust at the individual level. A systematic review of trust research across ...levels and trust referents is sorely needed to synthesize the growing number of both micro and macro studies on this topic. Moreover, as trust is a linchpin for divergent areas, such as negotiation, leadership, team processes, human resource management, organizational change, entrepreneurship, and strategic alliances, a multilevel–multireferent review of trust can facilitate integration in the field of organizational sciences. In this review, the authors adopt a levels-of-analysis approach to organize the research on trust between 2000 and 2011 in multiple referents that include interpersonal, team, and organization at the individual, team, and organizational levels and analyze the similarities and differences in antecedents, consequences, and theoretical perspectives dominant at each level. Building on this foundation, the authors identify current strengths, weaknesses, and research gaps; offer recommendations for integration across levels and referents; and discuss lingering questions that research so far has overlooked. In doing so, the review offers a systematic and comprehensive view of the current state of the trust literature in organizational sciences and provides a blueprint for future research.
The Strength of Social Norms Across Human Groups Gelfand, Michele J.; Harrington, Jesse R.; Jackson, Joshua Conrad
Perspectives on psychological science,
09/2017, Letnik:
12, Številka:
5
Journal Article
Recenzirano
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.
We introduce a multilevel model of workplace forgiveness and present forgiveness climate as an organizational-level phenomenon that explains when and why employees respond to conflict prosocially. We ...begin with an examination of the core cultural values that allow forgiveness climates to emerge, including restorative justice, compassion, and temperance. We then explore how the organizational environment, organizational practices, and leader attributes produce these core cultural values and facilitate forgiveness climate emergence. Drawing from a sensemaking perspective, we subsequently examine the cross-level impact of forgiveness climate on individual employees, as well as the boundary conditions of these effects. We conclude with a discussion of our model's contributions and implications for future theory building and empirical research.
Recent research has identified a critical contrast between societies that are tight (i.e., societies that have strong norms and a low tolerance for deviant behavior) and those that are loose (i.e., ...societies that have weak norms and a high tolerance for deviant behavior). I review differences between tight and loose cultures—from differences in ecological and historical conditions to the strength of everyday social situations and individual differences in psychological processes—and discuss the implications of this cultural contrast for research and practice in psychological science.
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