Hege H. Bye
University of Bergen
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Featured researches published by Hege H. Bye.
Journal of Cross-Cultural Psychology | 2014
Gro Mjeldheim Sandal; Fons J. R. van de Vijver; Hege H. Bye; David L. Sam; Benjamin Amponsah; Nigar Demircan Çakar; Gabriele Helga Franke; Rosnah Ismail; Kristine Kjellsen; Ankica Kosic; Anna Leontieva; Shahrnaz Mortazavi; Catherine Tien-Lun Sun
Intended self-presentation in job interviews was examined among university students in 10 countries (N = 3,509). The aim was to assess cross-cultural differences in the endorsement of self-presentation tactics, and whether such differences could be explained by cultural values and socioeconomic variables. The Cultural Impression Management Scale–Applicant Scale (CIM-A) was used that measures assertiveness, individual excellence, accommodation, and pointing out obstacles. Cross-cultural differences were found in endorsement of all tactics, most notably in individual excellence and pointing out obstacles. Importance assigned to self-presentation tactics was larger among individuals from cultures emphasizing embeddedness, mastery, and hierarchy, and with larger income disparities. The exception to this pattern was the American sample. Implications for personnel selection in international contexts are discussed.
International Journal of Cross Cultural Management | 2014
Hege H. Bye; Jøri Gytre Horverak; Gro Mjeldheim Sandal; David L. Sam; Fons J. R. van de Vijver
Employing an experimental design, we investigated how Norwegian managers’ (N = 78) evaluations and intended hiring decisions varied with job applicants’ ethnic background (immigrant vs. native Norwegian mainstreamer) and the degree to which the candidates’ self-presentation fitted Norwegian cultural norms (level of cultural fit). The participants viewed video clips of applicants whose ethnicity and self-presentation was manipulated. Irrespective of ethnic background, low cultural fit candidates were evaluated as less similar, less likable, less likely to perform well, and as more poorly fitting the managers’ organization. However, low and high cultural fit candidates were evaluated as exhibiting similar levels of person–job fit. Logistic regression analyses showed that low cultural fit candidates were about six times less likely to be hired than high cultural fit candidates. In practice, immigrant applicants are more likely to exhibit low cultural fit. It is concluded that emphasis on cultural fit could easily have a disproportionate effect on immigrants’ chances of being hired, notably if fit is not predictive of job performance.
Proceedings of the National Academy of Sciences of the United States of America | 2017
Federica Durante; Susan T. Fiske; Michele J. Gelfand; Franca Crippa; Chiara Suttora; Amelia Stillwell; Frank Asbrock; Zeynep Aycan; Hege H. Bye; Rickard Carlsson; Fredrik Björklund; Munqith Dagher; Armando Geller; Christian Albrekt Larsen; Abdel Hamid Abdel Latif; Tuuli Anna Mähönen; Inga Jasinskaja-Lahti; Ali Teymoori
Significance Stereotypes reflect a society’s inequality and conflict, providing a diagnostic map of intergroup relations. This stereotype map’s fundamental dimensions depict each group’s warmth (friendly, sincere) and competence (capable, skilled). Some societies cluster groups as high on both (positive “us”) vs. low on both (negative “them”). Other societies, including the United States, have us-them clusters but add ambivalent ones (high on one dimension, low on the other). This cross-national study shows peace-conflict predicts ambivalence. Extremely peaceful and conflictual nations both display unambivalent us-them patterns, whereas intermediate peace-conflict predicts high ambivalence. Replicating previous work, higher inequality predicts more ambivalent stereotype clusters. Inequality and intermediate peace-conflict each use ambivalent stereotypes, explaining complicated intergroup relations and maintaining social system stability. A cross-national study, 49 samples in 38 nations (n = 4,344), investigates whether national peace and conflict reflect ambivalent warmth and competence stereotypes: High-conflict societies (Pakistan) may need clearcut, unambivalent group images distinguishing friends from foes. Highly peaceful countries (Denmark) also may need less ambivalence because most groups occupy the shared national identity, with only a few outcasts. Finally, nations with intermediate conflict (United States) may need ambivalence to justify more complex intergroup-system stability. Using the Global Peace Index to measure conflict, a curvilinear (quadratic) relationship between ambivalence and conflict highlights how both extremely peaceful and extremely conflictual countries display lower stereotype ambivalence, whereas countries intermediate on peace-conflict present higher ambivalence. These data also replicated a linear inequality–ambivalence relationship.
European Journal of Social Work | 2016
Elisabeth Hesjedal; Anette Christine Iversen; Hege H. Bye; Hilde Hetland
Meeting the educational needs of young people in the child welfare system (CWS) requires effective collaboration between the CWS and the education system. In Norway and in other countries, there is an increased focus on interprofessional collaboration to support child welfare clients in and around schools. Multidisciplinary teams are employed to facilitate collaboration and coordinate supportive measures. The purpose of this article is to describe how teachers and social workers use such teams as part of a collaborative effort to support children living in difficult conditions. In an inductive thematic analysis of 13 interviews with 7 social workers and 6 teachers, the following five key themes were revealed: (i) solution-focused work; (ii) listening to the child; (iii) parental support; (iv) social/environmental opportunities for successful interactions and (v) ensuring school attendance through adapted education and support. In conclusion, we discuss the ways in which these themes reflect how teams support child welfare clients.
Archive | 2014
Brita Bjørkelo; Hege H. Bye
2. Understandings of whistleblowing: Dilemmas of societal culture 37 Wim Vandekerckhove, Tina Uys, Michael T. Rehg and A.J. Brown 3. Outsider ‘whistleblowers’: Conceptualizing and distinguishing ‘bell-ringing’behavior 71 Marcia P. Miceli, Suelette Dreyfus and Janet P. Near 4. Wrongdoing: Definitions, identification and categorizations 95 Marit Skivenes and Sissel C. Trygstad 5. Whistleblowing duties 115 Jos Leys and Wim Vandekerckhove 6. On the appropriateness of research design: Intended and actual whistleblowing 133 Brita Bjørkelo and Hege Høivik Bye 7. Whistleblowing and power 154 Kim Loyens and Jeroen Maesschalck
Space Technology Library | 2013
Gro Mjeldheim Sandal; Hege H. Bye; Fons J. R. van de Vijver
On a mission to Mars the crew will experience high autonomy and interdependence. “Groupthink,” known as a tendency to strive for consensus at the cost of considering alternative courses of action, represents a potential safety hazard. This chapter addresses two aspects of “groupthink”: the extent to which confined crew members perceive increasing convergence in personal values, and whether they attribute less tension to individual differences over time. It further examines the impact of personal values for interpersonal compatibility. These questions were investigated in a 105-day confinement study in which a multinational crew (N = 6) simulated a Mars mission. The Portrait of Crew Values Questionnaire was administered regularly to assess personal values, perceived value homogeneity, and tension attributed to value disparities. Interviews were conducted before and after the confinement. Multiple regression analysis revealed no significant changes in value homogeneity over time; rather the opposite tendency was indicated. More tension was attributed to differences in hedonism, benevolence and tradition in the last 35 days when the crew was allowed greater autonomy. Three subgroups, distinct in terms of personal values, were identified. No evidence for “groupthink” was found. The results suggest that personal values should be considered in composition of crews for long-duration missions.
Scandinavian Journal of Psychology | 2012
Gro Mjeldheim Sandal; Hege H. Bye; Ståle Pallesen
The study investigated whether personality traits attributed to immigrant targets differ from personality inferences made for a neutral target, and whether trait attributions differ for assimilated and integrated immigrant targets. Participants (n = 340) were randomized to one of three conditions in which they read the same story about a person, but where the person was described as either: (a) an assimilated Turkish immigrant; (b) an integrated Turkish immigrant; or (c) neutral (no nationality or religious practice indicated). Subsequently, they rated the personality of the described person on the NEO-Five Factor Inventory (observer rating version) and completed the Balanced Inventory of Desirable Responding (Impression Management scale) with reference to themselves. Both immigrant targets were rated as significantly higher on extraversion and lower on neuroticism than the neutral target. The integrated target was rated as more open than the neutral target, and as higher than the assimilated target on neuroticism when controlling for impression management.
Group Processes & Intergroup Relations | 2018
Hege H. Bye; Henrik Herrebrøden
A central theoretical assumption in the Behaviors from Intergroup Affect and Stereotypes (BIAS) map framework is that emotions mediate the relationships between stereotypes and intergroup behavior. Despite the BIAS map’s popularity, very few studies have tested the model’s mediation hypotheses and none have tested them by replicating the original study (Cuddy, Fiske, & Glick, 2007, Study 1). We provide a replication in a Norwegian sample (N = 244). The results supported that stereotype content is related to behavior tendencies, mediated through emotional prejudices. However, for each of the four behavior outcomes the effect of stereotype content was mediated through one emotion rather than two as predicted by the BIAS map. Our findings both converge and diverge from those of Cuddy and colleagues, and provide support for theoretical propositions unsupported by the original study. Overall, the study provides empirical support for the BIAS map framework and its cross-cultural validity.
SpringerPlus | 2014
Jan Pieter van Oudenhoven; Boele De Raad; Marieke E. Timmerman; Françoise Askevis-Leherpeux; Pawel Boski; Carmen Carmona; Rajneesh Choubisa; Alejandra del Carmen Dominguez; Hege H. Bye; Anastacia Kurylo; Cornelia Lahmann; Khairul Anwar Mastor; Eva Selenko; Alena Slezáčková; Ripley Smith; Linda Tip; Michelle Yik
Many studies investigated cultural differences in values, most notably by Hofstede and Schwarz. Relatively few have focused on virtues, a related and important concept in contemporary social science. The present paper examines the similarities and differences between nations, or blocks of - culturally related - nations on the perceived importance of virtues. Adults (N = 2.809 students) from 14 countries were asked to freely mention which virtues they found important to practice in daily life, and next to rate a list of 15 virtues, which reflect the most frequently mentioned categories in The Netherlands, as found in a previous study. The 14 nations included the United States, Mexico, nine European and three Asian nations. For the free-listed virtues, we compared the top-ten lists of most frequently mentioned virtues across the nations. We used a correspondence analysis on the frequency table to assess the relationships between the virtues and nations. For the 15 virtues ratings, a MANOVA, and follow-up ANOVA’s were used to examine effects of nation, age, gender and religion. We found strong evidence for relationships between nations and blocks of culturally related nations and the importance attached to various virtues. There appear to be some country specific virtues, such as generosity in France, but also some relatively universal virtues, most notably honesty, respect, and kindness.
Applied Psychology | 2011
Hege H. Bye; Gro Mjeldheim Sandal; Fons J. R. van de Vijver; David L. Sam; Nigar Demircan Çakar; Gabriele Helga Franke