Mahmut Bayazit

Expanding the Psychosocial Work Environment: Workplace Norms and Work-Family Conflict as Correlates of Stress and Health

This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karaseks job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-to-family conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.

Dispositional Resistance to Change: Measurement Equivalence and the Link to Personal Values Across 17 Nations

The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses of data from 17 countries, representing 13 languages and 4 continents, confirmed the cross-national validity of the scale. Equivalent patterns of relationships between personal values and RTC across samples extend the nomological net of the construct and provide further evidence that dispositional resistance to change holds equivalent meanings across nations.

Cross-Cultural Differences in a Global “Survey of World Views”

We know that there are cross-cultural differences in psychological variables, such as individualism/collectivism. But it has not been clear which of these variables show relatively the greatest differences. The Survey of World Views project operated from the premise that such issues are best addressed in a diverse sampling of countries representing a majority of the world’s population, with a very large range of item-content. Data were collected online from 8,883 individuals (almost entirely college students based on local publicizing efforts) in 33 countries that constitute more than two third of the world’s population, using items drawn from measures of nearly 50 variables. This report focuses on the broadest patterns evident in item data. The largest differences were not in those contents most frequently emphasized in cross-cultural psychology (e.g., values, social axioms, cultural tightness), but instead in contents involving religion, regularity-norm behaviors, family roles and living arrangements, and ethnonationalism. Content not often studied cross-culturally (e.g., materialism, Machiavellianism, isms dimensions, moral foundations) demonstrated moderate-magnitude differences. Further studies are needed to refine such conclusions, but indications are that cross-cultural psychology may benefit from casting a wider net in terms of the psychological variables of focus.

Prone to Bias: Development of a Bias Taxonomy From an Individual Differences Perspective

We adopt an individual-differences perspective and introduce a model that links types of biases and types of people. We propose that biases are created in the course of peoples attempts to satisfy basic motivations, and that 3 such motivation categories underlie many of the biases discussed in the literature. Accordingly, our organizing framework integrates findings from previous research and classifies biases into verification biases, simplification biases, and regulation biases. Individual differences in core self-evaluations, in approach/avoidance temperament, and in cognitive ability and style help explain how biases come about and why some people are more likely than others to exhibit particular biases.

How do flexible work arrangements alleviate work-family-conflict? The roles of flexibility i-deals and family-supportive cultures

Abstract Flexible work arrangements (FWAs) are becoming common in emerging economies, though it is not clear if and how employees benefit from them in terms of their work-family balance and well-being. In contrast to previous work that used structural-functional explanations, we argue that FWA implementation should be depicted within its socio-political and socio-cultural context. We used survey data collected from 213 professionals in Istanbul, Turkey to examine the roles of flexibility i-deals and perceived family-supportive culture in the relationship between FWA availability and these employee outcomes. Results supported the hypothesis that i-deals mediate the relationship between FWAs and work-to-family conflict. Furthermore, perceived family supportive cultures predicted both work-to-family and family-to-work conflict and moderated the relationship between i-deals and family-to-work conflict. Finally work-to-family conflict mediated the relationship of flexibility i-deals and family supportive cultures with perceived general health. These finding are discussed for their implications for employees who are trying to balance their work and family lives and for organizations who are considering implementing FWAs.

PRONE TO BIAS: TOWARDS A THEORY OF INDIVIDUAL DIFFERENCES IN BIAS MANIFESTATION.

We adopt an individual-differences perspective and introduce a model that links between types of biases and types of people. We propose that biases are created in the course of peoples attempts to satisfy basic motivations, and that three such motivations underlie many of the biases that have been researched over the years. Accordingly, our organizing framework classifies biases into three categories: verification biases, regulation biases, and simplification biases. Individual differences in core evaluations, chronic regulatory focus, and cognitive style and ability help explain how biases come about and why some people are more likely to exhibit some biases. Finally, we introduce a process model that links between the three bias categories and helps integrate findings from the expansive literature on biases. Implications of our theory for managerial cognition and practice are discussed.