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Journal articles on the topic 'Idiocentrism'

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Published: 4 June 2021
Last updated: 11 February 2022

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1

Lea, David R. "Allocentric and Idiocentric Personalities: A Comment." South Pacific Journal of Psychology 6 (1993): 20–23. http://dx.doi.org/10.1017/s0257543400001449.

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In this article I question the idiocentric/allocentric distinction on the grounds that: a) it utilizes an increasingly discredited humanist conception of the rational autonomous subject associated with the definition of idiocentrism; b) it distinguishes forms of motivation which fail to offer reliable indices of behavioural patterning; and c) it offers a characterization of different cultural norms and societal morality which is ultimately misleading.
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2

de Melo, Gislane Ferreira, and Adriana Giavoni. "Elaboration and Validation of the Athletes Idiocentric and Allocentric Profile Inventory (I-A Profile)." Spanish journal of psychology 13, no. 2 (November 2010): 1021–31. http://dx.doi.org/10.1017/s1138741600002663.

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The athlete's psychological profile is one of the most studied areas in sport psychology, but there is no consensus in this area. The purpose of this study was to elaborate and validate a scale to measure and classify athletes into a Idiocentric-Alocentric profile. The method was split in two phases: a) Items elaboration and theoretical model and b) Validation. Qualitative analyses were performed during the first phase and factorial analysis and Cronbach's Alpha were used to validate the instrument. The final instrument was composed by 27 items and the factorial structure showed three factors for Idiocentrism (Self-Realization & Competitiveness, Hedonism, Team Emotional Distance and a second order factor – Idiocentrism Level) and one factor for the Alocentrism (Alocentrism Level). It was concluded that the pattern and consistency of the results indicate that this inventory could be used as a reliable research tool in Brazilian sports context.
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3

Zhang, Jie, Jill M. Norvilitis, and Travis Sky Ingersoll. "Idiocentrism, Allocentrism, Psychological Well Being and Suicidal Ideation: A Cross Cultural Study." OMEGA - Journal of Death and Dying 55, no. 2 (October 2007): 131–44. http://dx.doi.org/10.2190/om.55.2.c.

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The present study examined the relationship between idiocentrism, allocentrism, psychological well being (self-esteem, depression, and social support), and suicidal ideation among 283 American college students and 343 Chinese college students. Idiocentrism was correlated with high self-esteem, high depression, and low social support, but the relationships were more likely to be significant for women than for men in both cultures. Allocentrism was primarily related to social support. As predicted, high levels of suicidal ideation were correlated with more idiocentrism, but only for women. Allocentrism was related to lower levels of suicidal ideation in both cultures, but the relationship was small. As suicide prevention may start from suicidal ideation treatment, the treatment of suicidal ideation may have to take into account cultural and personal characteristics, such as idiocentrism.
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4

Wang, Shuhong, and Xiang Yi. "Organizational justice and work withdrawal in Chinese companies." International Journal of Cross Cultural Management 12, no. 2 (June 4, 2012): 211–28. http://dx.doi.org/10.1177/1470595812439871.

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This paper examines the relationship between organizational justice and work withdrawal in a Chinese context, using the cultural syndrome allocentrism and idiocentrism as moderators. Structural equation modeling (SEM) was used to test the proposed model. The results indicate that distributive justice and procedural justice have negative relations with work withdrawal behaviors. Allocentrism and idiocentrism moderates the linkage between procedural justice and work withdrawal. Specifically, perceptions of procedural justice have a negative effect on work withdrawal but this effect is weaker for individuals high on allocentrism and low on idiocentrism. Results indicate that the interacting effects of allocentrism and idiocentrism were not established in the case of distributive justice. This study makes significant theoretical contribution to both cross-cultural management literature and organizational justice literature. It also indicates that cultural orientation should be taken into consideration by managers trying to understand why there might be different reactions from different employees to the same practices and policies in organizations.
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5

Lay, Clarry, Paul Fairlie, Sandra Jackson, Tamra Ricci, Jacob Eisenberg, Toru Sato, Aivo Teeaar, and Alina Melamud. "Domain-Specific Allocentrism-Idiocentrism." Journal of Cross-Cultural Psychology 29, no. 3 (May 1998): 434–60. http://dx.doi.org/10.1177/0022022198293004.

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6

Ekmekci, Özge Tayfur. "Trust or Not Trust: Understandıng the Effects of Allocentrısm & Idıocentrısm on Coworker Trust." Journal of Economics and Behavioral Studies 7, no. 4(J) (August 30, 2015): 106–21. http://dx.doi.org/10.22610/jebs.v7i4(j).598.

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The concept of coworker trust has gained importance for the last decade due to increased teamwork and collaboration within organizations. However, there is a need to study the concept of trust with emic perspective reflecting people or society’s different values, norms and expectations. The aim of this study is to examine the role of allocentrism and idiocentrism, which represent individual level manifestations of collectivism and individualism on coworker trust and its dimension (i.e. affect- and cognition-based trust). Besides that, this study investigates whether willingness to work with somebody else is affected by cognitiveor affect-based trust. Data were gathered from German and Turkish samples and analyzed separately. Hypotheses were supported in a German sample such that allocentrism predicted both overall coworker trust and affect-based trust, while idiocentrism predicted cognition-based trust. In Turkish sample, allocentrism was found to be associated with overall coworker trust and cognition-based trust. Neither idiocentrism, nor allocentrism could predict affect-based trust in this sample. Remarkably, willingness to work with German coworkers was associated with cognitive-based trust. The results demonstrated the differential effects of idiocentrism and allocentrism on coworker trust and they are discussed together with its implications.
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7

Aktaş, Mert. "Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship." Cross Cultural Management 21, no. 3 (July 29, 2014): 290–305. http://dx.doi.org/10.1108/ccm-08-2011-0074.

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Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.
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8

Freeman, Mark A. "Factorial Structure of Individualism-Collectivism in Sri Lanka." Psychological Reports 78, no. 3 (June 1996): 907–14. http://dx.doi.org/10.2466/pr0.1996.78.3.907.

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This study investigated the dimensionality of a 21-item questionnaire measure of idiocentrism-allocentrism (the within-culture measure of individualism-collectivism) within the context of Sri Lankan culture. A survey of 438 Sri Lankan respondents, sampled from a wide variety of demographic contexts, provided data. Factor analysis indicated that idiocentrism and allocentrism are two independent, unipolar factors, rather than opposite poles of a single, bipolar dimension. The implications are discussed in the context of existing and future cross-cultural (etic) and within-cultural (emic) research on individualism-collectivism.
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9

Triandis, Harry C., Darius K. S. Chan, Dharm P. S. Bhawuk, Sumiko Iwao, and Jai B. P. Sinha. "Multimethod probes of allocentrism and idiocentrism." International Journal of Psychology 30, no. 4 (January 1995): 461–80. http://dx.doi.org/10.1080/00207599508246580.

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10

Lee, Lynn, and Colleen Ward. "Ethnicity, Idiocentrism–Allocentrism, and Intergroup Attitudes1." Journal of Applied Social Psychology 28, no. 2 (January 1998): 109–23. http://dx.doi.org/10.1111/j.1559-1816.1998.tb01695.x.

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11

Taejin Choi. "Preliminary Study for Developing Idiocentrism-Allocentrism Scale." Korea Journal of Counseling 11, no. 2 (June 2010): 603–21. http://dx.doi.org/10.15703/kjc.11.2.201006.603.

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12

Zourrig, Haithem, Mengxia Zhang, Kamel El Hedhli, and Imene Becheur. "The influence of culture on consumer perceptions of deceptiveness." Journal of Consumer Marketing 38, no. 5 (June 21, 2021): 469–83. http://dx.doi.org/10.1108/jcm-09-2020-4150.

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Purpose This study aims to apply McCornack’s (1992) information manipulation theory to the context of fraud and investigates the effects of culture on perceived deceptiveness. Design/methodology/approach In total, 400 Chinese consumers and an equal-size sample of Canadian consumers were recruited to fill an online survey. The survey integrates four scenarios of insurance fraud and measures of perceived deceptiveness, cultural tightness and horizontal-vertical idiocentrism allocentrism, in addition to some control variables. Findings Results show that at the societal level of culture, perceived deceptiveness is higher in individualistic than in collectivistic cultures. When accounting for the level of situational constraint, cultural tightness was found to magnify the perceived deceptiveness. At the individual level of culture, vertical-allocentrism and vertical-idiocentrism were found to weigh against the perception of deceptiveness. Originality/value Understanding cultural differences in perceived deceptiveness is helpful to spot sources of consumers’ vulnerability to fraud tolerance among a culturally diverse public.
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13

Dutta‐Bergman, Mohan J. "Idiocentrism, involvement, and health appeals: A social psychological framework." Southern Communication Journal 70, no. 1 (December 2004): 46–55. http://dx.doi.org/10.1080/10417940409373311.

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14

Newman, Leonard S. "How Individualists Interpret Behavior: Idiocentrism and Spontaneous Trait Inference." Social Cognition 11, no. 2 (June 1993): 243–69. http://dx.doi.org/10.1521/soco.1993.11.2.243.

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15

Gabel-Shemueli, Rachel, Mina Westman, Shoshi Chen, and Danae Bahamonde. "Does cultural intelligence increase work engagement? The role of idiocentrism-allocentrism and organizational culture in MNCs." Cross Cultural & Strategic Management 26, no. 1 (April 26, 2019): 46–66. http://dx.doi.org/10.1108/ccsm-10-2017-0126.

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PurposeThe purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational organization from the perspective of conservation of resources theory.Design/methodology/approachThe sample consisted of 219 employees of a multinational company (MNC). Partial least squares–structural equation modeling was used to test the research model.FindingsThe results suggest that CQ is positively related to work engagement and that this relationship is moderated by employees’ idiocentrism-allocentrism, as well as by the adaptability dimension of organizational culture.Research limitations/implicationsGreater generalizability of the findings could be achieved with a more geographically dispersed sample. Other cultural dimensions, as well as personal and organizational characteristics, should be considered in order to more clearly ascertain the relationships between these variables.Practical implicationsThe findings suggest that CQ is a powerful tool for developing employee engagement within MNCs. Furthermore, a highly adaptive organizational culture and consideration of employees’ cultural values are important in order to enhance the effect of CQ on engagement.Originality/valueThis study identifies relevant resources that can aid in managing a diverse workforce and increasing employee engagement in companies that operate across national borders.
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16

Kim, YoungSik, and YongWon Suh. "The effect of organizational member's allocentrism-idiocentrism on the emotion expression and favoritism." Korean Journal of Industrial and Organizational Psychology 28, no. 4 (November 30, 2015): 689–722. http://dx.doi.org/10.24230/kjiop.v28i4.689-722.

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In this article, three studies were performed to investigate the differences of the tendency to regulate emotion expression in terms of the organizational member's cultural dispositions. Study 1 four hypothsises. First, allocentrics will have a higher level of emotion suppression than that of idiocentrics. Second, allocentrics will have a higher level of negative attitude towords emotion expressions than idiocentrices. third, the relation between allocentrics and emotion suppression will mediated by negative attitude to emotional expression. finally, allocentircs will be negatively evaluated than idiocentrics who shows emotional expression freely. For this study, data was collected from 196 employees by survey questionnaires. In study 1, it was found that allocentrics have a higher level of emotional suppression and negative attitude towards emotional expression than idiocentirics. The relation between allocentrics and emotional expression were mediated by negative attitude to emotional expression. But hypothesis 4 was not supported. In study 2, we experimented by including positive and negative conditions to examine the difference of emotional regulations between allocentrics and idiocentrics. The results show that allocentrics and idiocentrics do not differ in positive condition. However, in negative condition, allocentrics are more emotionally suppressed than that of idocentrics. Study 3 shows that by applying emotion type we were able to evaluate the fourth hypothesis of the first study. In socially engaged conditions, allocentrics were more favorable than idiocentrics. In socially disengaged conditions shows that allocentrics favored anger suppressing individuals over idiocentrics. Finally, implications and limitations of these results were discussed.
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17

Seyyed Babak Alavi and John McCormick. "Measurement of Vertical and Horizontal Idiocentrism and Allocentrism in Small Groups." Small Group Research 38, no. 4 (August 2007): 556–64. http://dx.doi.org/10.1177/1046496407304919.

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18

Yang, Kenneth C. C. "The Effects of Allocentrism and Idiocentrism on Consumers' Product Attribute Evaluation." Journal of International Consumer Marketing 16, no. 4 (November 15, 2004): 63–84. http://dx.doi.org/10.1300/j046v16n04_04.

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19

Zhao, Jingsong, John McCormick, and Katherine Hoekman. "Idiocentrism‐allocentrism and academics' self‐efficacy for research in Beijing universities." International Journal of Educational Management 22, no. 2 (February 22, 2008): 168–83. http://dx.doi.org/10.1108/09513540810853567.

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20

Zourrig, Haithem, Kamel Hedhli, and Jean Charles Chebat. "A cross-cultural perspective on consumer perceptions of service failures’ severity: a pilot study." International Journal of Quality and Service Sciences 6, no. 4 (November 17, 2014): 238–57. http://dx.doi.org/10.1108/ijqss-03-2014-0021.

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Purpose – This paper aims to investigate the cultural variability in assessing the severity of a service failure. Design/methodology/approach – Two separate studies were conducted. The first investigates differences in the perception of service failures across two cultural pools of subjects (allocentrics versus idiocentrics) and within a same country. The second contrasts two levels of comparisons: a cross-cultural values’ level and a cross-country level, to assess differences in the perception service failures’ severity. Findings – Results showed that cultural values differences, when investigated at the individual level (i.e. idiocentrism versus allocentrism) are more significant to understand the influence of culture on the perception of severity, that is, allocentrics perceive more severity in the service failure than idiocentrics. However, a cross-country comparison (i.e. USA versus Puerto Rico) does not show significant differences. Research limitations/implications – Customers may assess, with different sensitivities, the severity of a service failure. These differences are mainly explained by differences in cultural values’ orientations but not differences across countries. Even originating from a same country, customers could perceive with different degrees the seriousness of a same service failure as they may cling to different cultural values. Hence, it is increasingly important to examine the cultural differences at the individual-level rather than a country level. Practical implications – Firms serving international markets as well as multiethnic ones would have advantage to understand cultural differences in the perception of the severity at the individual level rather than at the societal or country level. This is more helpful to direct appropriate service recovery strategies to customers who may have higher sensitivity to the service failure. Originality/value – Little is known about the effect of culture on the severity evaluation, although investigating cross-cultural differences in the assessment of severity is relevant to understand whether offenses are perceived more seriously in one culture than another and then if these offenses will potentially arise confrontational behaviors or not.
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21

김영식 and Yongwon Suh. "The Effect of Organizational Member's Allocentrism-Idiocentrism on the emotion expression and favoritism." Korean Journal of Industrial and Organizational Psychology 28, no. 4 (November 2015): 689–722. http://dx.doi.org/10.24230/ksiop.28.4.201511.689.

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22

Ryu, Jay-Sang, and Audra Bringhurst. "The Effects of Store Environment on Shopping Behavior: The Role of Consumer Idiocentrism and Allocentrism*." East Asian Journal of Business Management 5, no. 4 (October 30, 2015): 5–11. http://dx.doi.org/10.13106/eajbm.2015.vol5.no4.5.

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23

Scott, Greg, Joseph Ciarrochi, and Frank P. Deane. "Disadvantages of being an individualist in an individualistic culture: Idiocentrism, emotional competence, stress, and mental health." Australian Psychologist 39, no. 2 (May 2004): 143–54. http://dx.doi.org/10.1080/00050060410001701861.

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24

Carpenter, Sandra, and Phanikiran Radhakrishnan. "Allocentrism and Idiocentrism as Predictors of In-Group Perceptions: An Individual Difference Extension of Cultural Patterns." Journal of Research in Personality 34, no. 2 (June 2000): 262–68. http://dx.doi.org/10.1006/jrpe.2000.2283.

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25

Lam, Simon S. K., Xiao-Ping Chen, and John Schaubroeck. "Participative Decision Making and Employee Performance in Different Cultures: The Moderating Effects of Allocentrism/Idiocentrism and Efficacy." Academy of Management Journal 45, no. 5 (October 2002): 905–14. http://dx.doi.org/10.5465/3069321.

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26

Lam, S. S. K., X. P. Chen, and J. Schaubroeck. "PARTICIPATIVE DECISION MAKING AND EMPLOYEE PERFORMANCE IN DIFFERENT CULTURES: THE MODERATING EFFECTS OF ALLOCENTRISM/IDIOCENTRISM AND EFFICACY." Academy of Management Journal 45, no. 5 (October 1, 2002): 905–14. http://dx.doi.org/10.2307/3069321.

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27

Duff, Kimberley J., and Leonard S. Newman. "Individual Differences in the Spontaneous Construal of Behavior: Idiocentrism and the Automatization of the Trait Inference Process." Social Cognition 15, no. 3 (September 1997): 217–41. http://dx.doi.org/10.1521/soco.1997.15.3.217.

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28

Park, Namkee, Hyun Sook Oh, and Naewon Kang. "Idiocentrism Versus Allocentrism and Ethical Evaluations on Illegal Downloading Intention Between the United States and South Korea." Journal of Global Information Technology Management 19, no. 4 (October 2016): 250–66. http://dx.doi.org/10.1080/1097198x.2016.1246933.

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29

Qi, Hai-Lan, Won Jun Kwak, and Sang Ho Lee. "Effects of Supervisor Transformational Leadership on Employee Knowledge Sharing and Perceived Group Performance : Moderating Role of Employee Idiocentrism." Korean Academy Of Leadership 9, no. 3 (June 3, 2018): 125–45. http://dx.doi.org/10.22243/tklq.2018.9.3.125.

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30

Nahum-Shani, Inbal, and Anit Somech. "Leadership, OCB and individual differences: Idiocentrism and allocentrism as moderators of the relationship between transformational and transactional leadership and OCB." Leadership Quarterly 22, no. 2 (April 2011): 353–66. http://dx.doi.org/10.1016/j.leaqua.2011.02.010.

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31

Chen, Xiao-Ping, S. Arzu Wasti, and Harry C. Triandis. "When does group norm or group identity predict cooperation in a public goods dilemma? The moderating effects of idiocentrism and allocentrism." International Journal of Intercultural Relations 31, no. 2 (March 2007): 259–76. http://dx.doi.org/10.1016/j.ijintrel.2006.02.004.

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32

You-Kyung Lee. "The Impact of Chinese Consumers' Environmental Knowledge and Concern on Purchasing Intention to Green Products - Focusing on the Moderating Effect of Idiocentrism -." Journal of International Trade & Commerce 10, no. 3 (June 2014): 631–48. http://dx.doi.org/10.16980/jitc.10.3.201406.631.

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33

Triandis, Harry C., Kwok Leung, Marcelo J. Villareal, and Felicia I. Clack. "Allocentric versus idiocentric tendencies: Convergent and discriminant validation." Journal of Research in Personality 19, no. 4 (December 1985): 395–415. http://dx.doi.org/10.1016/0092-6566(85)90008-x.

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34

Yang, Huadong, and Amna Yousaf. "Preference for relationship help and emotional help from third parties across cultures." Cross Cultural & Strategic Management 25, no. 1 (February 5, 2018): 96–118. http://dx.doi.org/10.1108/ccsm-08-2016-0161.

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Purpose In this paper, the authors examine the role of idiocentric and allocentric cultural orientations in employees’ preference for relationship help and for emotional help from third parties in two cross-cultural samples. The purpose of this paper is to clarify the psychological dynamics of cultural dimensions in relation to cross-cultural conflict intervention. Design/methodology/approach The authors tested the theoretical assumptions by using questionnaire survey in two cross-cultural samples. Study 1 is a cross-cultural comparison within a country, including 83 Dutch employees and 106 Turkish immigrants in the Netherlands. Study 2 is a comparison between countries, including 123 Germany-based German employees and 101 Pakistan-based Pakistani employees. Findings The results show that employees’ allocentric orientation, but not idiocentric orientation, explains the differences in preference for relationship help in both the within-country comparison (Study 1: individualistic Dutch culture vs collectivistic Turkish culture) and the between-country comparison (Study 2: individualistic German culture vs collectivistic Pakistani culture). However, only in the between-country comparison (Study 2), the findings reveal that the difference in preference for emotional help between individualistic German culture and collectivistic Pakistani culture is mediated by idiocentric orientation (not by allocentric orientation). Research limitations/implications The study confirms that the extent to which disputants’ preference for third-party help regarding social and personal aspects does differ across national cultures, and supports that the argument that social relationship is one of the paramount concerns in conflict handling in the collectivistic cultures. In addition, the study signals an alternative way of conducting two culture comparisons and expands our view on the cultural dimension of individualism-collectivism. Practical implications The findings have practical implications both for third-party intervention and for managing cultural diversity in the workplace. Social implications In general, this study contributes to our understanding on how culture influences conflict handling and provides suggestions for third parties to be culturally adaptive. Originality/value The research demonstrates that culture plays an important role in determining the extent to which disputants favour relationship help and emotional help from third parties. The research is also valuable in terms of reliability. The authors tested the hypotheses in two cross-cultural samples both within a country and between countries.
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Dayan, Joelle, Anna-Beth Doyle,, and Dorothy Markiewicz. "Social Support Networks and Self-Esteem of Idiocentric and Allocentric Children and Adolescents." Journal of Social and Personal Relationships 18, no. 6 (December 2001): 767–84. http://dx.doi.org/10.1177/0265407501186002.

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Jung, Jae Yup. "Occupational/Career Amotivation and Indecision for Gifted and Talented Adolescents: A Cognitive Decision-Making Process Perspective." Journal of Psychologists and Counsellors in Schools 28, no. 2 (January 18, 2017): 143–65. http://dx.doi.org/10.1017/jgc.2016.33.

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Two alternative versions of a model of the cognitive decision-making processes of gifted and talented adolescents associated with occupational or career indecision were tested in this study. A psychometrically rigorous survey instrument was used to collect data from 664 adolescents attending three academically selective high schools in Sydney, Australia. Data were analysed using structural equation modelling procedures. The superior model suggested that idiocentric orientations toward the future and social influences from the family are likely to direct gifted and talented adolescents away from a state of occupational amotivation, which is a likely predictor of occupational indecision. The findings may be used to more clearly understand and to better assist gifted and talented adolescents experiencing difficulty with their occupational decisions.
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37

Dutta-Bergman, Mohan J., and William D. Wells. "The Values and Lifestyles of Idiocentrics and Allocentrics in an Individualist Culture: A Descriptive Approach." Journal of Consumer Psychology 12, no. 3 (May 1, 2002): 231–42. http://dx.doi.org/10.1207/153276602760335077.

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38

Dutta-Bergman, Mohan J., and William D. Wells. "The Values and Lifestyles of Idiocentrics and Allocentrics in an Individualist Culture: A Descriptive Approach." Journal of Consumer Psychology 12, no. 3 (January 2002): 231–42. http://dx.doi.org/10.1207/s15327663jcp1203_05.

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39

Matsumoto, David, and Cenita Kupperbusch. "Idiocentric and allocentric differences in emotional expression, experience, and the coherence between expression and experience." Asian Journal of Social Psychology 4, no. 2 (August 2001): 113–31. http://dx.doi.org/10.1111/j.1467-839x.2001.00080.x.

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40

Dabul, Amy J., Martha E. Bernal, and George P. Knight. "Allocentric and Idiocentric Self-Description and Academic Achievement Among Mexican American and Anglo American Adolescents." Journal of Social Psychology 135, no. 5 (October 1, 1995): 621–30. http://dx.doi.org/10.1080/00224545.1995.9712235.

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41

Batat, Wided, Paula C. Peter, Handan Vicdan, Valerie Manna, Ebru Ulusoy, Emre Ulusoy, and Soonkwan Hong. "Alternative food consumption (AFC): idiocentric and allocentric factors of influence among low socio-economic status (SES) consumers." Journal of Marketing Management 33, no. 7-8 (February 23, 2017): 580–601. http://dx.doi.org/10.1080/0267257x.2017.1289974.

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42

Caldwell-Harris, Catherine L., and Ayse Ayçiçegi. "When Personality and Culture Clash: The Psychological Distress of Allocentrics in an Individualist Culture and Idiocentrics in a Collectivist Culture." Transcultural Psychiatry 43, no. 3 (September 2006): 331–61. http://dx.doi.org/10.1177/1363461506066982.

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43

Wigand, Moritz E., Hauke F. Wiegand, Ertan Altintas, Markus Jäger, and Thomas Becker. "Migration, Identity, and Threatened Mental Health: Examples from Contemporary Fiction." Transcultural Psychiatry 56, no. 5 (August 9, 2018): 1076–93. http://dx.doi.org/10.1177/1363461518794252.

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In 2015, the world saw 244 million international migrants. Migration has been shown to be both a protective and a risk factor for mental health, depending on circumstances. Furthermore, culture has an impact on perceptions and constructions of mental illness and identity, both of which can be challenged through migration. Using a qualitative research approach, we analysed five internationally acclaimed and influential novels and one theatre play that focus on aspects of identity, migration, and threatened mental health. As a mirror of society, fiction can help to understand perceptions of identity and mental suffering on an intrapsychic and societal level, while at the same time society itself can be influenced by works of fiction. Fiction is also increasingly used for didactic purposes in medical education. We found that the works of fiction discussed embrace a multifaceted biopsychosocial concept of mental illness. Constructs such as unstable premigration identity, visible minority status (in the host country) and identity confusion in second-generation migrants are conceptualised as risk factors for mental illness. Factors portrayed as protective comprised a stable premigration identity, being safe with a family member or good friend, (romantic) love, therapeutic writing, art, and the concept of time having an element of simultaneousness. This literature challenges the idiocentric model of identity. Analysing fictional texts on migration experiences can be a promising hypothesis-generating approach for further research.
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44

Batat, Wided, and Paula Peter. "The healthy and sustainable bugs appetite: factors affecting entomophagy acceptance and adoption in Western food cultures." Journal of Consumer Marketing 37, no. 3 (January 27, 2020): 291–303. http://dx.doi.org/10.1108/jcm-10-2018-2906.

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Purpose The purpose of this paper introduces entomophagy as an alternative food consumption (AFC) capable of contributing to food well-being (FWB) among Western consumers. Specifically, it provides a conceptual framework where key factors related to the acceptance and adoption of insects and insects based foods are identified. This paper takes a sociocultural, symbolic and contextual perspective to offer marketers and public policymakers a set of recommendations to promote entomophagy as a sustainable and healthy food practice to help consumers achieve their FWB. Design/methodology/approach In this paper, first, the authors review the literature on entomophagy from its rise to establishment in different food cultures by considering two main perspectives as follows: historical and sociocultural. Second, the authors review the salience of entomophagy as an important AFC capable of addressing sustainability and food health issues. Finally, the authors propose a framework in which the authors define key factors related to the acceptance and adoption of an insects-based diet in Western food cultures. The identification of these factors will help marketing and public policymakers to set up educational programs and strategies to promote entomophagy as a sustainable and healthy food practice within different Western food cultures, and thus, help consumers to achieve their FWB. Findings To identify the key factors influencing the acceptance of entomophagy as AFC, this paper provides a summary of the core motivators characterizing the acceptance and adoption of insects and insect-based foods in Western food cultures. Specifically, the authors identify the key factors influencing the acceptance of entomophagy as food consumption in Western food cultures and based on the extant literature by Batat et al. (2017) the authors provide an entomophagy framework that includes both idiocentric and allocentric factors considering the adoption of insects and insect-based foods in Western food cultures. Table I provides a summary. Social implications The authors believe entomophagy has the potential to generate societal benefits, as its appeal at the social (hunger in the world), environmental (reducing meat consumption and its impact on ecology) and health (less calories and nutritive food) level. Originality/value The research contributes to creating new knowledge that simulates debate among public policy and marketing scholars about entomophagy as a novel food in Western food cultures. The focus on key factors related to its acceptance and adoption of Western food cultures calls for empirical evidence to be tested in the marketplace using possibly different insect categories and other novel foods. Further, the framework should stimulate thinking about ways the authors can change consumers’ negative perceptions of disgusting food. Marketers and policymakers can achieve it by making their practices more efficient in terms of promoting sustainable AFC, as well as with efficient policy initiatives focused on supporting AFC, including the regulation of insect introduction.
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Wang, Shuhong, Steven D. Caldwell, and Xiang Yi. "The effects of education and allocentrism on organizational commitment in Chinese companies." International Journal of Manpower 36, no. 5 (August 3, 2015): 754–71. http://dx.doi.org/10.1108/ijm-10-2013-0222.

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Purpose – As Chinese companies move to the world stage of business, they must leverage a more knowledgeable and collaborative workforce to meet new challenges. The purpose of this paper is to investigate how two prominent individual attributes, education, and allocentrism, create work tension for human capital practices in Chinese companies. Design/methodology/approach – Surveying nearly 500 workers in four Chinese companies and using multi-level methodology. Findings – The authors found that higher levels of education work to the detriment of employees’ affective organizational commitment (AOC) and positively influence seeking-to-leave behavior. In addition, this study suggests a positive relation between allocentrism and AOC. Personalized leadership, a common leadership style in high-power distance cultures such as China, further exacerbates the problems with higher levels of education and diminishes the commitment benefits of allocentrism. Conversely, regardless of leadership style, if supervisors involve workers in decision-making activities, those workers who are more educated will become more committed to the organization and less likely to leave. Research limitations/implications – The data were collected using self-reported questionnaires, which may cause common method variance. The reliability for personalized leadership was slightly below 0.70. This may be due to the multiple dimensions that are reflected in leadership styles. Another limitation of this study is its focus on allocentrism without considering other personal expression of cultural values. This approach could be too narrow (Gelfand et al., 2007). Practical implications – This study suggests that members who endorse allocentrism might be more likely to have high-affective commitment. If managers can select individuals high on the allocentrism scale, there is a higher likelihood these individuals will attach emotionally to the organization. Managers should not simply conclude that idiocentrics are “worse” employees than allocentrics. Instead, managers may utilize effective management tactics to cultivate more socialized leadership visions among their supervisors. Finally, the authors find that independent of whether leadership is more or less personalized, managers can retain valued educated workers by including them in decision-making activities. Social implications – The authors have found that education may serve as a double edged sword for employers. As hypothesized, the findings suggested that employees’ level of education negatively relates to their affective commitment for their organizations. This study also contributes to the knowledge on the role of culture at the individual level (i.e. allocentrism) and how it affects employees’ attitudes and behavior. The authors found that workers who more highly value the group that they function within (allocentrics) tend to be more affectively committed to their organization. Originality/value – It is one of the first studies to examine educational level and cultural orientation as antecedents to affective commitment, especially in Chinese businesses where workers’ education level is a growing phenomenon and allocentrism is a traditional characteristic of Chinese workers. Also, understanding the dynamics of group-individual linkages is generally most helpful to understanding organizational phenomenon (House et al., 1995). This meso framework is a hallmark feature of the study, given the hierarchical nature of the research inquiry and data set.
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Seidl-de-Moura, Maria Lucia, Cílio Ziviani, Ângela Donato Oliva, Ana Carolina Fioravanti-Bastos, and Rodolfo de Castro Ribas. "Dimensions of Familial Allocentrism in Brazilian Mothers from State Capitals and Small Cities." Spanish Journal of Psychology 16 (2013). http://dx.doi.org/10.1017/sjp.2013.13.

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AbstractThis study focuses on 606 Brazilian women’s cultural models regarding their relation with their family, as evaluated by the Family Allocentrism Idiocentrism Scale (FAS). The scale was translated into Portuguese, submitted to back-translation and adapted. Analyses of the scale’s structure indicated that the best fit model involves two independent factors. Univariate GLM (General Linear Model) analyses showed that the place where mothers were raised presented a significant effect on their scores on factor 1 (normative familial allocentrism). Mothers raised on rural areas have higher scores on this factor, than the ones raised on urban areas. The opposite occurred with factor 2 (relational familial allocentrism). The set of evidences indicate that the FAS may be a bi-dimensional measure. One dimension would be part of a more stable and basic model of relation to family, constructed during development. The second dimension would be related to more recent experiences and would be more readily affected by socio-cultural context changes, including in acculturation processes.
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