81-100 of 501 Results

Article

Patricia Elgoibar, Martin Euwema, and Lourdes Munduate

Conflicts are part of nature and certainly part of human relations, between individuals, as well as within and between groups. Conflicts occur in every domain of life: family, work, and society, local and global. Conflict management, therefore, is an essential competency for each person. People differ largely in their emotional and behavioral responses to conflict and need to learn how to behave effectively in different conflict situations. This requires a contingency approach, first assessing the conflict situation, and then choosing a strategy, matching the goals of the party. In most situations, fostering cooperative relations will be most beneficial; however, this is also most challenging. Therefore, constructive conflict management strategies, including trust building and methods of constructive controversy, are emphasized. Conflict management, however, is broader than the interaction of the conflicting parties. Third-party interventions are an essential element of constructive conflict management, particularly the assessment of which parties are intervening in what ways at what escalation stage.

Article

Zoltan Dienes and Anil K. Seth

The major theories of consciousness that distinguish conscious from unconscious states can be grouped into two main classes, either higher-order or integration theories. There is evidence that different types of mental states can be unconscious, though that conclusion depends on the theory of consciousness assumed. Unconscious memory (in the sense of the influence of a prior event not recollected) can shape perception and liking and control our behavior. Subliminal perception can produce semantic priming and guide attention and decision making; and optical variables that a person describes incorrectly can guide action. Implicit learning can shape judgments and choices in complex environments. Unconscious intentions can allow people to respond appropriately in goal-directed ways while the person experiences the actions as involuntary. Unconscious attitudes are no more or less plausible than any other mental state being unconscious, but it has been hard to obtain evidence for unconscious attitudes as distinct from gut reactions one does not agree with.

Article

Adam R. Pearson and Matthew T. Ballew

Environmental sustainability, the long-term management and protection of earth’s resources and ecosystems, is increasingly recognized as a societal challenge shaped by human behavior at every level of social interaction, from neighborhoods to nations. Psychological perspectives on conservation, which have traditionally emphasized individual determinants of proenvironmental behavior (e.g., personal environmental concern), have begun to incorporate a more nuanced picture of the ways in which both individual and group-level processes can influence conservation efforts. In particular, research on social norms and identity-based influences suggests that social perceptions, such as beliefs about what actions are common and socially valued, can be more powerful drivers of conservation behavior than monetary incentives, proenvironmental appeals, or the ease of proenvironmental actions. Additional research has begun to incorporate cross-cultural perspectives and insights from diversity science and intervention science to better understand how different cultural orientations and social identity processes, such as those related to race, ethnicity, and social class, impact environmental decision-making. A new class of “wise” interventions that target psychological mechanisms that shape conservation behavior, such as interventions that incorporate normative feedback, target public behavior, or seek to alter daily routines during major life transitions, have proven especially effective at promoting sustained behavior change. Generally, behavioral interventions are more effective at promoting conservation behavior when they are tailored to the social context in which behavior occurs.

Article

The story of William James (1842–1910) in the making of American psychology begins with his self-formation. His family upbringing immersed him in philosophical and religious questions, and he searched through a range of fields at Harvard University’s Lawrence Scientific School and Medical School. These contexts enabled him to connect psychology both to his scientific training and to his philosophical reflections, with use of scientific psychology to enrich his emerging understanding of the interrelation of material and immaterial dimensions of human experience. Then, during 12 years of composing The Principles of Psychology (1890), he developed psychological theories about how different people develop commitments to different philosophical orientations, and he gravitated toward theories that integrated the role of body and mind in human thought and behavior. At the end of his career, James shifted to philosophy and religious studies, and his clear and vivid writing enabled him to become a popular public intellectual. Throughout his career, James tapped the wells of his understanding of human psychology, which began with youthful curiosity about his own mind and the range of theories around him. The Principles was at once the culmination of his youthful inquiries and a platform for his later work.

Article

Just as individuals must often work together, or against each other, to realize desired outcomes or avoid unpleasant outcomes, so too must groups sometimes collaborate or oppose each other. While individual-level interaction is typically characterized by some degree of cooperation—in fact, it is rare and notable when an individual is encountered who absolutely refuses to ever do anything in collaboration with anyone else—group-level interaction is often more combative, and it is not unusual for intergroup interaction to be hostile, sometimes in the extreme. Wars do not originate from one person disliking another person. At a more everyday level, subgroups typically need to combine efforts in the service of a larger, complex product, but often this combination occurs in a suboptimal manner. As well, merger processes are increasingly causing formerly competitive groups to be placed on the same side and required to work together. These mergers are often a challenge. This tendency for group-level interaction to be less cooperative than individual-level interaction can be explained from evolutionary and social-interactive perspectives. The evolutionary approach argues that group-level hostility is a relic from a time when basic resources (food, shelter) were hard to acquire. Providing for kin on a daily basis was a challenge, and the fact that other groups were trying to access the same resources added to the difficulty. Thus, non-kin groups presented a continual threat to the well-being of one’s lineage, and there would be survival value in being quick to oppose, and perhaps eliminate, such groups. From a social interaction perspective, hostile group-level interaction is sometimes a function of learned expectations that groups are competitive with each other; sometimes driven by the anonymity afforded by the group setting, in a manner similar to diffusion of responsibility; sometimes the result of a type of egging-on process, in that the individual who harbors thoughts of lashing out against another person has no one to validate the plan, but a group member who proposes such action can get validation; and sometimes the result of a perceived threat to one’s social identity, in that the outgroup may induce questions about the propriety of one’s belief system and overall way of life. Matters get more complicated if the groups have a history of conflict, opposition, or dislike. Resolving intergroup conflict is difficult, harder than resolving interindividual conflict, and the likelihood of resolution decreases as the severity of the conflict increases. Third parties can help, as can induction of a superordinate identity (“we are all in this together”) and changing how outgroup members are perceived, but how to successfully implement these strategies is not well understood. However, groups that are motivated to work together can and do form strong, durable alliances. (Ironically, good examples of such alliances sometimes come from groups that we would rather not cooperate with each other, like terrorist organizations.) Thus, while intergroup interaction does tend to be negative, this is not a permanent state of affairs, especially if the groups themselves see value in working together.

Article

Corporate social responsibility (CSR) is an important topic for both academics and practitioners because it potentially influences all aspects of an organization—from relationships with stakeholders to strategy to daily routines and practices. Thus, scholars have explored CSR for close to one hundred years. Prior research has been primarily conducted at the organizational and institutional levels, but has largely overlooked the individual-level of analysis, which is a major gap considering that CSR is enacted by and influences people. Recently, this gap has been addressed by an increased focus on the individual level of analysis—also known as “micro-CSR.” However, CSR is a multilevel construct, so even when focusing on the individual level, all levels need to be taken into consideration at the same time. Moreover, CSR is cross-disciplinary. Prior research has often focused on disciplines such as strategy, but fields such as psychology have much to offer—especially because CSR is conducted through and affects individuals. Moreover, due to the historical focus of CSR on the organizational level of analysis, most studies have aggregated CSR to the firm level. These studies have shown mixed results of the effects of CSR. One reason is that when CSR is aggregated, the variance at the individual level of analysis is lost. Employees might react both positively and negatively to CSR. For example, CSR is often extra-role (e.g., volunteering, being part of committees) and can have a negative effect of role strain and stress. For other employees, they might find tension with the way that CSR is carried out. Future research could dive more deeply into the psychology of CSR and how, when, and why employees might react to CSR differently.

Article

Jack Watson, Robert Hilliard, and William Way

Although many sport and performance psychology (SPP) practitioners are not specifically practicing psychology or counseling, there are numerous counseling and communication skills that should be incorporated into one’s SPP practice for effective consulting. There have been numerous calls within the SPP profession to integrate concepts from counseling psychology because of the similarity of the two domains. One starting point is the use of theory-driven practice. There are a myriad of theories from which a SPP practitioner could operate, but the person-centered, cognitive-behavioral, and psychodynamic theoretical orientations provide useful foundations for effective consultation. Second, the counseling psychology literature is rife with skills that are useful for therapeutic change. Many of these skills appear to have applicability within the realm of applied SPP. One of the most robust findings in the counseling literature is the importance of the working alliance between the therapist and client. Generally speaking, research has consistently found a strong working alliance to be associated with improved client outcomes. Given these findings, many SPP researchers and practitioners have called for a stronger focus on alliance-building techniques within graduate training programs. Several additional characteristics of effective consultants have also been identified in the literature. These include being honest, trustworthy, respectful, approachable, and likable, and possessing good communication skills. Finally, there are several microskills that have been identified as important for effective SPP consulting. These include the use of attending behaviors (such as listening, questioning, paraphrasing, and reflecting meaning), confrontation, and self-disclosure. The incorporation of these skills and characteristics within a consultant’s practice is likely to improve the overall consulting process. However, unlike in counseling psychology, the outcome research in SPP is sparse. Therefore, the challenge for researchers is to examine how the use of these various skills influences outcomes in an applied SPP context.

Article

Rosalind H. Searle

Counterproductive work behaviors (CWBs) can be a significant activity within workplaces. Psychological study outlines different perspectives as to why these arise. Traditional views position CWB as an individual factor that enables their detection and nonselection. While deviance may emanate from one person, if left unchallenged it can rapidly spread throughout a workplace, altering the prevailing values, norms, and behaviors, and in the process becoming more enduring and toxic. Alternatively, the source of CWB can emerge outside the individual with a context that depletes the individual’s own regulatory resources. Those engaging in CWB can be unaware of their behaviors, with moral disengagement mechanisms used to reframe cognitions about their activities, which leads to more pervasive collective moral decline. Inhibiting CWB requires active processes of both individual self-reflection and self-regulation, which can be easily derailed in stress-inducing contexts, but are constrained through self-reflection and also social and legal sanctions. However, through the means of selecting and shaping their environments, fear of social sanction can be diminished, actively assisted by colluding networks of silence, that protect and even embolden instigators, further muting their targets, and driving those willing to report out of the organization. In these ways prevailing norms become distorted. Increasingly, a traditional binary notion of “good” and “bad” people is being challenged as oversimplistic, with research showing CWB as a complex process. Its antecedents can be individual, but they may also be situational, or the result of prior “good” deeds. The exploration of four distinct approaches offers very different insights into the antecedents, processes, and outcomes, and potential means to more effectively intervene, and inhibit their occurrence.

Article

Rhodri Hayward

Self-creation has been held up as the fundamental task of modern man. We are repeatedly encouraged to discover our authentic selves or cultivate our individuality in order to win health, happiness, romantic fulfillment, or career success. It is a task that psychologists have been eager to take on, offering up competing pathways toward self-realization. At the same time, however, critical historians and sociologists have accused the discipline of psychology of fostering the creation of particular kinds of self. This article outlines debates about self-creation among psychologists and their readers from the end of the 19th century to the beginning of the 21st. It takes as its focus Western psychology and the ideas developed by its academic practitioners in laboratories and universities across Europe and North America, but it acknowledges that these ideas were often developed in dialogue with, or in reaction to, versions of the self articulated in other cultures and traditions across the globe. The opening section, “Creating Subjects and Making Selves,” discusses the ways that conventional ideas of selfhood have been challenged by developments in anthropology, philosophy, and the history of psychology, before going on to look at the ways that new religious movements and globalization challenged familiar ideas of the self in the 19th century. The first generation of professional psychologists (notably William James; see Section 2, “William James and Late 19th-Century Self Making”) recognized this challenge and used it to ground new theories of self-improvement and self-creation. These projects were deepened by the “discovery” of the subliminal or subconscious mind, which was portrayed to the public as a source of hidden potential (see Section 3, “The Subliminal: New Sources of Self-Creation”) or unconscious restrictions (see Section 4, “The New Psychology and the Discovery of Constraint”) to be unleashed or overcome. By the early 20th century, the discipline of psychology was offering manifold paths to self-creation: Behaviorism (Section 5, “Behaviorism and the Experimental Creation of Selves”), psychoanalysis (Section 6, “Psychoanalysis: New Paths to Self-Creation”), and social psychology (Section 7, “Social Psychology and the Sources of Self-Creation”). The various theories and practices put forward gained enthusiastic adherents but by the middle decades of the 20th century, this pursuit of the self was being met with growing skepticism. Existentialist philosophy (Section 8, “Selves as Prisons: Existentialism and Self-Creation”) claimed that the conventional faith in selfhood and psychology blinded people to their absolute freedom, but by the 1950s and 1960s this critique would be recuperated by psychologists, with existential analysts and humanistic psychologists celebrating the move beyond the everyday identity as a potential foundation for personal growth. At the same time, the rise of information technology and cybernetics supported the idea that the self was little more than a code or pattern of signals, encouraging the belief that it could be transformed through integration into new systems of information. At the beginning of the 21st century, the self-skepticism that had animated 19th-century schemes of self-building had become an academic commonplace. This is celebrated as a radical position, but in fact, this sense that individuals are not subjects but projects undergoing continual revision is the same sense that animates the growth of therapy and the self-help industry in the modern era.

Article

Liane Gabora

Creativity is perhaps what most differentiates humans from other species. Understanding creativity is particularly important in times of accelerated cultural and environmental change, such as the present, in which novel approaches and perspectives are needed. The study of creativity is an exciting area that brings together many different branches of research: cognitive psychology, social psychology, personality psychology, developmental psychology, organizational psychology, clinical psychology, neuroscience, mathematical models, and computer simulations. The creative process is thought to involve the capacity to shift between divergent and convergent modes of thought in response to task demands. Divergent thought is conventionally characterized as the kind of thinking needed for open-ended tasks, and it is measured by the ability to generate multiple solutions, while convergent thought is commonly characterized as the kind of thinking needed for tasks in which there is only one correct solution. More recently, divergent thought has been conceived of as reflecting on the task from unconventional contexts or perspectives, while convergent thought has been conceived of as reflecting on it from conventional contexts or perspectives. Personality traits correlated with creativity include openness to experience, tolerance of ambiguity, impulsivity, and self-confidence. Evidence that creativity is linked with affective disorders is mixed. Neuroscientific research on creativity using electroencephalography (EEG) or functional magnetic resonance imaging (fMRI) suggests that creativity is associated with a loosening of cognitive control and decreased arousal. It has been shown that the distributed, content-addressable structure of associative memory is conducive to bringing task-relevant items to mind without the need for explicit search. Tangible evidence of human creativity dates back to the earliest stone tools devised over three million years ago, with the Middle-Upper Paleolithic marking the onset of art, science, and religion, and another surge of creativity in the present. Past and current areas of controversy concern the relative contributions of expertise, chance, and intuition, whether the emphasis should be on process versus product, whether creativity is a domain-specific or a domain-general function, the extent to which creativity is correlated with affective disorders, and whether divergent thinking entails the generation of multiple ideas or the honing of a single initially ambiguous mental representation that may manifest as different external outputs. Promising areas for further psychological study of creativity include computational modeling, research on the biological basis of creativity, and studies that track specific creative ideation processes over time.

Article

Kristina Potočnik and Neil Anderson

Creativity at work has long been acknowledged as a source of distinct competitive advantage as organizations seek to harness the ideas and suggestions of their employees. As such, it is not surprising that a considerable amount of research has accrued over the last 30 to 40 years in this field. Most commonly defined as the production of novel and useful ideas, research on creativity at work has focused on identifying different individual as well as contextual factors that shape employee creativity. This research has been driven by many different theoretical frameworks. Some of them focus on creativity as an outcome variable and suggest employee skills, expertise, and intrinsic motivation as the key drivers of employee creativity. The organizational context in terms of support and resources for creativity is also suggested as playing an important role in employee creative output according to these frameworks. Other models have considered creativity more from the process perspective, arguing that creativity involves a set of different stages that lead to creative output. These models focus on different creativity-related behaviors that employees engage in to generate novel and useful ideas, such as problem formulation, preparation or information gathering, idea generation, and idea evaluation. More recent developments in the field suggest that creativity could best be captured as both a process and an outcome of employee endeavors to improve their own work roles, team processes, and outcomes, and as a result, the overall organizational effectiveness. Drawing upon these different frameworks, a considerable amount of research has explored different individual and contextual antecedents of creativity at work. However, although this is a vibrant research area with a potential to contribute significant implications for different stakeholders, including employees, work teams, businesses, and wider societies, much more research is needed to address the complex interplay of various factors at different levels of analyses that impact creativity at work. Also, many questions remain to be answered in terms of how different ways of working, in increasingly global and diverse organizations, influence creativity in the workplace.

Article

Alison Chasteen, Maria Iankilevitch, Jordana Schiralli, and Veronica Bergstrom

In 2016, Statistics Canada released the results of the most recent census. For the first time ever, the proportion of Canadians aged 65-plus years surpassed the proportion aged 15 and under. The increase in the proportion of older adults was viewed as further evidence of the faster rate of aging of Canada’s population. Such demographic shifts are not unique to Canada; many industrialized nations around the world are experiencing similar changes in their populations. Increases in the older adult population in many countries might produce beneficial outcomes by increasing the potential for intergenerational contact and exposure to exemplars of successful aging. Such positive intergenerational contact could counter prevailing age stereotypes and improve intergenerational relations. On the other hand, such increases in the number of older adults could be viewed as a strain and potential threat to resources shared with younger age groups. The possibility of increased intergenerational conflict makes it more important than ever before to understand how older adults are stereotyped, how those stereotypes can produce different kinds of biased behavior toward them, and what the impact of those stereotypes are on older adults themselves. Social-cognitive age representations are complex and multifaceted. A common stereotype applied to older people is one of warmth but incompetence, often resulting in paternalistic prejudice toward them. However, such benevolent prejudice, characterized by warm overtones, can change to hostile bias if older adults are perceived to violate prescriptive norms about age-appropriate behavior. In addition to coping with age prejudice, older adults also have to deal with the deleterious effects of negative age stereotypes on their day-to-day function. Exposure to negative aging stereotypes can worsen older adults’ cognitive performance in a number of contexts. As well, age stereotypes can be incorporated into older adults’ own views of aging, also leading to poorer outcomes for them in a variety of domains. A number of interventions to counteract the effects of negative aging stereotypes appear promising, but more work remains to be done to reduce the impact of negative aging stereotypes on daily function in later life.

Article

For the first half century of industrial, work, and organizational psychology’s (IWOP’s) existence, the role of culture has been ambiguous at best. Attention to culture in IWOP started to take form in the 1970s, and in the last 20 years culture has begun to be integrated into IWOP research more generally. This integration has led to explorations of culture in the workplace far beyond the initial focus on organizational management theories and practices to looking at cultures’ relationships with all aspects of organizational and employee experiences. Most cross-cultural studies in IWOP research clearly show the importance of understanding societal culture’s impact on organizations, institutions, work, and workers. Merely transferring existing theories and practices of IWOP to new contexts without a clear understanding of whether those theories and practices make sense across cultures is unlikely to be successful. Through globalization and the multiculturalization of workforces, employees are increasingly interacting with people of varying cultural backgrounds on a far more regular basis than in the past. This change has spurred attention to how culture has impacted theories, research, and practices in some key IWOP theoretical domains, including leadership; occupational safety, stress, and health; precarious and decent work; trust and trustworthiness; and diversity, equity, and inclusion in the multinational organization.

Article

John Drury and Stephen Reicher

The challenge for a psychology of crowds and collective behavior is to explain how large numbers of people are, spontaneously, able to act together in patterned and socially meaningful ways and, at the same time, how crowd events can bring about social and psychological change. Classical theories, which treat crowd psychology as pathological, deny any meaning to crowd action. More recent normative and rationalist models begin to explain the coherence of crowd action but are unable to explain how that links to broader social systems of meaning. In both cases, the explanatory impasse derives from an individualistic conception of selfhood that denies any social basis to behavioral control. Such a basis is provided by the social identity approach. This proposes that crowd formation is underpinned by the development of shared social identity whereby people see themselves and others in terms of membership of a common category. This leads to three psychological transformations: members perceive the world in terms of collective values and belief systems; they coordinate themselves effectively; and hence they are empowered to realize their collective goals. These transformations explain the social form of crowd action. At the same time, crowd events are intergroup phenomena. It is through the intergroup dynamics between the crowd and an out-group (typically the police)—more specifically the way the social position of crowd members can change through the way police officers understand and respond to their actions—that change can occur. The social identity framework helps make sense of a range of phenomena beyond conflict crowds, including behavior in emergencies and disasters and the psychology of mass gatherings. The practical adequacy of the social identity approach is demonstrated by its use in a number of applied fields, including “public order” policing, crowd and emergency management, mass gatherings, health, and pedestrian modeling.

Article

Soon Ang, Kok Yee Ng, and Thomas Rockstuhl

Cultural competence refers to an individual’s potential to function effectively in intercultural situations. The myriad conceptualizations of cultural competence can be broadly classified as intercultural traits (enduring personal characteristics that describe what a person typically does in intercultural situations); attitudes (perceptions and evaluations of other cultures); and capabilities (what a person can do to function effectively in intercultural contexts). In terms of empirical evidence, a review of existing report-based instruments (i.e., measures that involve self- or observer-perceptions of cultural competence) shows that only three instruments (Cultural Intelligence Survey, CQS; Multicultural Personality Questionnaire, MPQ; and Intercultural Adjustment Potential Scale, ICAPS) demonstrate strong psychometric properties and incremental predictive validity across cultures. Notably, the CQS has the most extensive evidence on its predictive validity. The field is also seeing an emergence of performance-based measures of cultural competence in the form of situation judgment tests. Finally, there is considerable research on interventions to grow cultural competence and intelligence in individuals. Meta-analyses and systematic reviews generally concluded that training enhances the development of cultural competence and intercultural effectiveness. Effect sizes, however, vary depending on training and trainee characteristics. The field of cultural competence is at an exciting nexus of globalization, increasing diversification within nations, and technological advancements. We suggest that future research should (1) extend our conceptualization of cultural competence to include managing vertical differences rooted in power and status disparity; (2) expand our measurement from psychometric approaches to the use of multimodal analytics; and (3) expand our criterion space of cultural learning.

Article

Ideas regarding what it means to age well date back centuries. Gerontological scholarship includes countless conceptual, theoretical, and empirical contributions to how to make sense of these ideas. The construct of successful aging is therefore one of the most debated operationalizations of what it means to age well. Empirical research on successful aging taps into either understandings of successful aging or the strategies that people use to age well. The very essence of the construct of successful aging is, however, sociocultural. This is why this chapter proposes that exploring the cultural values that underpin the understandings of successful aging that inform this scholarship is a theoretically profuse approach to making sense of the controversy that surrounds this construct. Two decades ago, a culture-relevant framework for the study of understandings of successful aging was formulated to address the disregard for cultural values that lie at the very core of this controversy. This framework proposes that there is congruence between the value orientations that people prefer and the understandings of successful aging that they hold, and that if we are to make sense of this congruence, we need to acknowledge that the foundations of value orientations (i.e., political, economic, and religious systems) shape what we deem to be necessary for aging well. From this it follows that there are bound to be more understandings of successful aging than what the scholarship in this area tends to acknowledge. After all, gerontological scholarship relies most heavily on contributions made on the basis of data from highly industrialized societies in the part of the world referred to as “the West.” In other words, gerontological scholarship on successful aging is extremely ethnocentric in its take on this construct, since only a handful of cultural understandings of what it means to age well are regarded as the norm. A failure to acknowledge this very fact leads gerontologists to disregard or downplay (often inadvertently) understandings of what it means to age well that do not resonate well with their own value paradigms or to impose (sometimes unintentionally) the Western template on findings about successful aging that do not rhyme well with what this scholarship assumes to be a given (i.e., a future, activity, independence, and mastering of nature orientation to what aging well means).

Article

Li Chu, Yang Fang, Vivian Hiu-Ling Tsang, and Helene H. Fung

Cognitive processing of social and nonsocial information changes with age. These processes range from the ones that serve “mere” cognitive functions, such as recall strategies and reasoning, to those that serve functions that pertain to self-regulation and relating to others. However, aging and the development of social cognition unfold in different cultural contexts, which may assume distinct social norms and values. Thus, the resulting age-related differences in cognitive and social cognitive processes may differ across cultures. On the one hand, biological aging could render age-related differences in social cognition universal; on the other hand, culture may play a role in shaping some age-related differences. Indeed, many aspects of cognition and social cognition showed different age and culture interactions, and this makes the study of these phenomena more complex. Future aging research on social cognition should take cultural influences into consideration.

Article

Brady Wagoner

Within the course of a day people perform innumerable feats of memory. They are involved in remembering when they search for their keys, find their way through a city, reminisce on episodes from their past, or join in commemorations such as independence days and religious rituals. Culture plays a crucial role in all of these mnemonic activities. Memories come into being and take form through both a set of internalized cultural conventions, specific to the society in question, as well as a particular setting therein (e.g., therapy, court of law or church). Furthermore, culture has arguably shaped how memory is understood and the uses it has been put to, as can be seen in how the concept has differed across history and societies. But what is culture and how does it operate? Although culture has been variably understood throughout history and even by researchers in the early 21st century, there is consensus that it is something that is taken over from society, rather than being innate, and transmitted across generations with modifications. In psychology it is typically operationalized in two ways: In cross-cultural psychology it is something one belongs in (usually a national group) as a function of language, traditions, and geo-political borders, while in cultural psychology it is approached as a psychological tool that shapes and enables memory. Taking account of culture provides an opening to investigate memory socialization, setting specificity, and collective remembering.

Article

Shahe S. Kazarian

Societies around the world are a tapestry of cultural diversity weaved in globalization to narrate the inherent value of pluralism as a panacea for good mental health, happiness, and the good life. The scientific construction of culture is also a mosaic of ethnic and racial proxies; national worldviews such as individualism and collectivism; and construals of the self as independent and interdependent. Similarly, the culture of psychological health has been informed by the ethnocentric Western paradigm of clinical psychology looking at the “dark” psychopathological side of life and positive psychology focusing on the hedonic and eudaimonic traditions of well-being. Nevertheless, cultural pluralism (multiculturalism) and globalization have contributed to unveiling the limits of the Western paradigm in which both clinical psychology and positive psychology have been embedded and the imperative for a paradigm shift beyond the Western paradigm. The revisioning of clinical psychology as cultural clinical psychology and positive psychology as cultural positive psychology has contributed to the emergence of the more inclusive cultural psychological health perspective. Cultural psychological health considers the culture and psychological health interface to bring light on an integrated approach that narrates how mental health problems are conceptualized, expressed, and ameliorated culturally and how positive mental health is understood, desired, pursued, and promoted culturally. In addition to inclusivity, cultural psychological health pursues scientific inquiry and knowledge through both quantitative and qualitative methodologies and invokes a science and practice informed by the ethical imperatives of cultural competence and cultural humility with social responsiveness to local and global suffering, happiness, and flourishing.

Article

Angela K.-y. Leung, Brandon Koh, and Sean T. H. Lee

The Complementary Model of Culture and Creativity (CMCC) puts into perspective how a culturally diverse team can become more creative than a monocultural team. The CMCC characterizes three bidimensional psychological processes that explain the effects of culture on creativity: (a) stereotyping versus destabilizing cultural norms, (b) fixating on one cultural mindset versus alternating between cultural frames, and (c) distancing from versus integrating cultures. Extant research suggested that teams with similar goals and values draw performance benefits from their ability to cooperate. However, research has also revealed that working with culturally dissimilar team members could lower tendency toward groupthink and diversify knowledge, skill sets, and social networks, which can facilitate the team’s creativity. Therefore, a question of growing importance to both researchers and practitioners alike is how to harness cultural diversity within creative teams to promote their creative performance while minimizing conflict. We examine this important question with the perspective offered by the CMCC. The processes delineated in the CMCC explain that multicultural teams offer the opportunities to broaden and diversify team members’ cultural experiences by destabilizing cultural stereotypes, switching between cultural frames, and integrating differing cultural perspectives, thereby generating discernible creative gains. It is challenging to effectively manage and maintain workforce diversity, but it is highly rewarding if these challenges are turned into opportunities to build an inclusive and equitable multicultural labor force. The CMCC illuminates the key mechanisms through which multicultural teams can trigger the knowledge creation and diffusion processes to instigate higher creativity among team members coming from diverse cultural backgrounds.