Goal Derived Categories
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Goal Derived Categories Integrating Goal Derived Categories In reference to social categories, Barsalou (1983) found that people also create goal derived categories, which can shape perception (Fitzsimons Shah, 2009, p. 1468). Research conducted by Fitzsimons and Shah (2009) found that goals shape both basic relationship cognition and social categorization, which suggests a usefulness of integrating goals into the study of social categorization. Hence, a person s active goals increase accessibility of means and decrease the accessibility of competing goals (Fitzsimons Shah, 2009, p.1468). Such categories would then separate groupings into things that can help me with my goal and things that can obstruct my goal, which, in turn, help people to construct goal promoting environments (Fitzsimons Shah, 2009, p.1473). Fitzsimons Shah s (2009) findings demonstrate a new type of social category goal instrumentality. This would support the theory stating that social categorization reflects individual information such as race, gender, age, etc., while also having a concern for information about the relationship between groups (Fitzsimons Shah, 2009). In addition, Reicher and Hopkins (2001) shed light on the possible dangers of taking categories for granted, by...show more content...98). Context, as emphasized by identity theory, is much more important than social identity researchers generally have acknowledged the existence of personal identity. Stets and Burke (2000) suggest that being and doing are both central features of one s identity (p.234). Moreover, such a theory would address assistance and reflection as central aspects of the self, while providing a stronger integration of the concepts of the group, role and the person (Stets Burke, Get more content on HelpWriting.net
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1
Introduction: The Multicultural Person
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ACCULTURATION AND INDIVIDUALISM AS PREDICTORS OF WORK-.docx
ACCULTURATION AND
INDIVIDUALISM AS PREDICTORS
OF WORK-FAMILY CONFLICT IN
A DIVERSE WORKFORCE
K R I S T I N E J . O L S O N , A N N H . H U F F M A N , P E D R O I .
L E I V A , A N D S AT O R I S S . C U L B E R T S O N
Ethnic and cultural diversity is an increasing reality in the US workplace. The
current study highlights the importance of acknowledging the culturally het-
erogeneous nature of ethnic groups, and the need to focus on social iden-
tity characteristics such as cultural values when assessing group differences.
We demonstrate that cultural values (i.e., individualism) contribute to em-
ployees’ experiences of work-family confl ict beyond the effects of ethnicity.
Specifi cally, we introduce a model informed by social identity theory that
explains why acculturation is related to work-family confl ict. The model was
tested with a sample of 309 employed Caucasian and Hispanic Americans. An
empirical test of our model provides evidence that individualism mediates
the relationship between language- and social-based acculturation and work-
family confl ict, even when controlling for ethnicity. Additionally, alternative
models further reveal that the effects of acculturation and individualism con-
tribute to work interfering with family. As an implication of the current study,
we suggest that researchers and organizational managers should consider
the cultural values of their diverse workforce when implementing policies
that affect confl ict between work and family. © 2013 Wiley Periodicals, Inc.
Keywords: work-family confl ict, diversity, social identity theory
Correspondence to: Kristine J. Olson, Dixie State University, Department of Psychology, 225 S. 700 E, Saint
George, UT 84770, Phone: 435.879.4405, Fax: 435.656.4032, E-mail: [email protected]
Human Resource Management, September–October 2013, Vol. 52, No. 5. Pp. 741–769
© 2013 Wiley Periodicals, Inc.
Published online in Wiley Online Library (wileyonlinelibrary.com).
DOI:10.1002/hrm.21559
I
n the last 30 years the US workforce has
become increasingly heterogeneous,
with ethnic diversity becoming a norm
across many jobs and occupations (Mor
Barak, 2006). Workplace diversity, if not
understood, can bring challenges to organi-
zations in the form of intergroup conflict
among employees, or lawsuits based on dis-
crimination and/or adverse impact. Yet, if
diversity and the potential differences associ-
ated with it are understood, diversity can
benefit organizations. For example, work-
place diversity can attract a larger pool of
talented employees and procure the business
742 HUMAN RESOURCE MANAGEMENT, SEPTEMBER–OCTOBER 2013
Human Resource Management DOI: 10.1002/hrm
The current
research seeks to
shed light upon how
individuals within a
diverse workforce
differentially
experience work-
family conflict based
upon culturally
influenced values
(i.e., acculturation
and individualism).
of a dive.
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1
Introduction: The Multicultural Person
Both the nature of what we take to be a self and its expression are inherently cultural (Bhatia & Stam, 2005, p. 419).
Each individual’s many aspects are not fragmented and distanced from one another or hierarchically ordered on behalf of a ruling center but remain in full interconnectedness and communication (Sampson, 1985, p. 1209).
There are a great variety of categories to which we simultaneously belong … Belonging to each one of the membership groups can be quite important, depending on the particular context … the importance of one identity need not obliterate the importance of others (Sen, 2006, p. 19).
Each of us is a multicultural human being. This simple and basic proposition, most descriptive of those of us who live in contemporary heterogeneous societies, constitutes the basic (though complex) theme of this book. Within its pages the reader will find attempts to explain, illustrate and argue for the value of this assertion. A major stimulus for pursuit of this is the belief that the study and understanding of behavior, when guided by the premise of individual multiculturalism, will increase the authenticity of our knowledge and the reliability of our predictions. This, in turn, should enhance the relevance and efficacy of the applications of our work to significant life situations – in the interest of advancing human welfare.
Multicultural Psychology and Cross-Cultural Psychology
This book needs to be distinguished from those that are in the tradition of cross-cultural psychology or mainstream multicultural psychology. The latter, as defined by Mio, Barker-Hackett, and Tumambing (2006, p. 32) “is the systematic study of all aspects of human behavior as it occurs in settings where people of different backgrounds encounter one another.” Multicultural psychologists prefer a salad bowl rather than a melting pot as metaphorical image, viewing the United States, for example, as a society in which groups maintain their distinctiveness (Moodley & Curling, 2006). They stress and argue for the necessary development of multicultural competence by psychologists and others. Such competence includes understanding of your own culture, respect for other cultures, and acquiring appropriate culturally sensitive interpersonal skills. To this end, professional guidelines have been proposed (and adopted) for education, training, and practice. Such guidelines are approved by the American Psychological Association (APA) for practice with persons of color (APA, 2003), practice with sexual minorities (APA, 2000), and practice with girls and women (APA, 2007).
The emphases in cross-cultural psychology are two-fold: first, to understand and appreciate the relationships among cultural factors and human functioning (Wallace, 2006); and second, to compare world cultures as well as subcultures within a single society. Cultures are compared on values, world-views, dominant practices, beliefs, and structures in order to re.
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ACCULTURATION AND INDIVIDUALISM AS PREDICTORS OF WORK-.docx
ACCULTURATION AND
INDIVIDUALISM AS PREDICTORS
OF WORK-FAMILY CONFLICT IN
A DIVERSE WORKFORCE
K R I S T I N E J . O L S O N , A N N H . H U F F M A N , P E D R O I .
L E I V A , A N D S AT O R I S S . C U L B E R T S O N
Ethnic and cultural diversity is an increasing reality in the US workplace. The
current study highlights the importance of acknowledging the culturally het-
erogeneous nature of ethnic groups, and the need to focus on social iden-
tity characteristics such as cultural values when assessing group differences.
We demonstrate that cultural values (i.e., individualism) contribute to em-
ployees’ experiences of work-family confl ict beyond the effects of ethnicity.
Specifi cally, we introduce a model informed by social identity theory that
explains why acculturation is related to work-family confl ict. The model was
tested with a sample of 309 employed Caucasian and Hispanic Americans. An
empirical test of our model provides evidence that individualism mediates
the relationship between language- and social-based acculturation and work-
family confl ict, even when controlling for ethnicity. Additionally, alternative
models further reveal that the effects of acculturation and individualism con-
tribute to work interfering with family. As an implication of the current study,
we suggest that researchers and organizational managers should consider
the cultural values of their diverse workforce when implementing policies
that affect confl ict between work and family. © 2013 Wiley Periodicals, Inc.
Keywords: work-family confl ict, diversity, social identity theory
Correspondence to: Kristine J. Olson, Dixie State University, Department of Psychology, 225 S. 700 E, Saint
George, UT 84770, Phone: 435.879.4405, Fax: 435.656.4032, E-mail: [email protected]
Human Resource Management, September–October 2013, Vol. 52, No. 5. Pp. 741–769
© 2013 Wiley Periodicals, Inc.
Published online in Wiley Online Library (wileyonlinelibrary.com).
DOI:10.1002/hrm.21559
I
n the last 30 years the US workforce has
become increasingly heterogeneous,
with ethnic diversity becoming a norm
across many jobs and occupations (Mor
Barak, 2006). Workplace diversity, if not
understood, can bring challenges to organi-
zations in the form of intergroup conflict
among employees, or lawsuits based on dis-
crimination and/or adverse impact. Yet, if
diversity and the potential differences associ-
ated with it are understood, diversity can
benefit organizations. For example, work-
place diversity can attract a larger pool of
talented employees and procure the business
742 HUMAN RESOURCE MANAGEMENT, SEPTEMBER–OCTOBER 2013
Human Resource Management DOI: 10.1002/hrm
The current
research seeks to
shed light upon how
individuals within a
diverse workforce
differentially
experience work-
family conflict based
upon culturally
influenced values
(i.e., acculturation
and individualism).
of a dive.
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Identity is sometimes used as the equivalent of culture and, accordingly, each work place is considered to have a unique identity. The external perceptions of organizational identity are known as image. The study aims to evaluate identity building at the organizational level and with teachers, and at the same time reveal how well teachers‟ work satisfaction and their exposure to mobbing predict their organizational identity building. The study group comprises 580 teachers who volunteered to take part in the study in 12 of the 30 high schools located in Sivas, Turkey during the 2014-2015 school year. The schools were identified by considering the types and numbers of high schools and using proportional element sampling, where all elements in the subgroups have equal chances of selection. Three scales were used in the study in addition to the demographics questionnaire. The views of secondary education teachers about organizational identity building were „somewhat right‟. Male teachers‟ organizational identity views were higher than those of females. The teachers in the study were “never” exposed to mobbing. The work satisfaction of teachers was 50%. A very weak, positive and significant relationship was found between teachers‟ organizational identity building views and their exposure to mobbing and work satisfaction. As teachers‟ seniority and educational level increased, so did school-related organizational identity building levels
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This document summarizes and connects the concepts of microaggressions, macroaggressions, and structural racism. It begins by defining microaggressions as subtle verbal, nonverbal, or environmental slights that communicate hostile, derogatory, or negative messages to target groups. It then discusses three types of microaggressions: microassaults, microinsults, and microinvalidations. Next, it introduces the concept of macroaggressions as unconscious participation in or compliance with larger systemic forms of oppression. The document argues that microaggressions and macroaggressions work together to perpetuate oppressive behaviors and practices. It provides examples of both in educational contexts. Finally, it presents a conceptual model
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How to Create a More Engaging and Human Online Learning Experience Wahiba Chair Training & Consulting
Wahiba Chair's Talk at the 2024 Learning Ideas Conference. What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
How to Make a Field Mandatory in Odoo 17
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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Goal Derived Categories
- 1. Goal Derived Categories Integrating "Goal Derived" Categories In reference to social categories, Barsalou (1983) found that people also create "goal–derived" categories, which can shape perception (Fitzsimons & Shah, 2009, p. 1468). Research conducted by Fitzsimons and Shah (2009) found that goals shape both basic relationship cognition and social categorization, which suggests a usefulness of integrating goals into the study of social categorization. Hence, a person's active goals "increase accessibility of means and decrease the accessibility of competing goals" (Fitzsimons & Shah, 2009, p.1468). Such categories would then separate groupings into "things that can help me with my goal" and "things that can obstruct my goal," which, in turn, help people to construct goal–promoting environments (Fitzsimons & Shah, 2009, p.1473). Fitzsimons & Shah's (2009) findings demonstrate a new type of social category–goal instrumentality. This would support the theory stating that social categorization reflects individual information such as race, gender, age, etc., while also having a concern for information about the relationship between groups (Fitzsimons & Shah, 2009). In addition, Reicher and Hopkins (2001) shed light on the possible dangers of taking categories for granted, by...show more content... 98). Context, as emphasized by identity theory, is much more important than social identity researchers generally have acknowledged the existence of personal identity. Stets and Burke (2000) suggest that "being and doing are both central features of one's identity" (p.234). Moreover, such a theory would address assistance and reflection as central aspects of the self, while providing a stronger integration of the concepts of the group, role and the person (Stets & Burke, Get more content on HelpWriting.net