scholarly journals Global Variation in Subjective Well-Being Predicts Seven Forms of Altruism

2021 ◽  
pp. 095679762199476
Author(s):  
Shawn A. Rhoads ◽  
Devon Gunter ◽  
Rebecca M. Ryan ◽  
Abigail A. Marsh
Keyword(s):  
Cultural Values ◽  
Cultural History ◽  
Indirect Effects ◽  
National Level ◽  
Well Being ◽  
Objective Measures ◽  
Subjective Well Being ◽  
Latent Construct ◽  
Societal Changes ◽  
The Relationship

The geographic prevalence of various altruistic behaviors (nonreciprocal acts that improve other people’s welfare) is not uniformly distributed, but whether this reflects variation in a superordinate construct linked to national-level outcomes or cultural values is unknown. We compiled data on seven altruistic behaviors across 48 to 152 nations and found evidence that these behaviors reflect a latent construct positively associated with national-level subjective well-being (SWB) and individualist values, even when we controlled for national-level wealth, health, education, and shared cultural history. Consistent with prior work, our results showed that SWB mediated the relationship between two objective measures of well-being (wealth and health) and altruism ( n = 130). Moreover, these indirect effects increased as individualist values increased within the subset of countries ( n = 90) with available data. Together, our results indicate that altruism increases when resources and cultural values provide objective and subjective means for pursuing personally meaningful goals and that altruistic behaviors may be enhanced by societal changes that promote well-being.

scholarly journals Global variation in subjective well-being predicts seven forms of altruism

2021 ◽  
Author(s):  
Shawn A Rhoads ◽  
Devon Gunter ◽  
Rebecca Ryan ◽  
Abigail Marsh
Keyword(s):  
Cultural Values ◽  
Cultural History ◽  
Indirect Effects ◽  
National Level ◽  
Well Being ◽  
Objective Measures ◽  
Subjective Well Being ◽  
Latent Construct ◽  
Societal Changes ◽  
The Relationship

The geographic prevalence of various altruistic behaviors (non-reciprocal acts that improve others' welfare) is non-uniformly distributed. But whether this reflects variation in a superordinate construct linked to national-level outcomes or cultural values is unknown. We compiled data on seven altruistic behaviors across 48-152 nations, and found evidence that these behaviors reflect a latent construct positively associated with national-level subjective well-being (SWB) and individualist values, even controlling for national-level wealth, health, education, and shared cultural history. Consistent with prior work, we found that SWB mediates the relationship between two objective measures of well-being (wealth and health) and altruism (N=130). Moreover, these indirect effects increase as individualist values increase within the subset of countries (N=90) with available data. Together, results indicate that altruism increases when resources and cultural values provide objective and subjective means for pursuing personally meaningful goals, and that altruistic behaviors may be enhanced by societal changes that promote well-being.

scholarly journals Failing to Be Family-Supportive: Implications for Supervisors

2018 ◽  
Vol 45 (7) ◽  
pp. 2952-2977 ◽  
Author(s):  
Benjamin M. Walsh ◽  
Russell A. Matthews ◽  
Tatiana H. Toumbeva ◽  
Dana Kabat-Farr ◽  
Jenna Philbrick ◽  
...  
Keyword(s):  
Social Exchange ◽  
Indirect Effects ◽  
Social Exchange Theory ◽  
Well Being ◽  
Supportive Supervision ◽  
Subjective Well Being ◽  
Social Responses ◽  
Workplace Ostracism ◽  
Conditional Indirect Effects ◽  
The Relationship

Family-supportive supervision benefits employees in many ways. But what are the implications for the supervisors themselves, particularly when this support is not extended? Drawing on social exchange theory, we frame family-supportive supervision as a desirable resource that when withheld may trigger negative social responses from employees. We hypothesize that workplace ostracism is a mechanism through which employees sanction supervisors who fail to be family-supportive, thereby harming supervisor well-being. Study 1 captured the employee perspective and utilized an experimental design to understand whether employees engage in ostracism in response to a lack of family-supportive supervision. In Study 2, we captured the supervisor perspective with multisource data to examine whether supervisors report ostracism and in turn lower subjective well-being when employees report a lack of family-supportive supervision. Consistent findings were observed across studies, suggesting negative outcomes for supervisors who fail to be family-supportive. In Study 2, we also examined moderators of the relationship between failing to be family-supportive and workplace ostracism and potential conditional indirect effects. However, we did not find evidence of such effects. Theoretical implications for the study of family-supportive supervision and workplace ostracism are discussed.

scholarly journals Potential for cascading impacts of environmental change and policy on indigenous culture

AMBIO ◽  
2022 ◽  
Author(s):  
Johanna Yletyinen ◽  
Jason M. Tylianakis ◽  
Clive Stone ◽  
Phil O’B. Lyver
Keyword(s):  
Environmental Change ◽  
Cultural Values ◽  
Environmental Governance ◽  
Well Being ◽  
Cultural Resources ◽  
Social Ecological ◽  
Global Environmental ◽  
Societal Changes ◽  
Ecological Relations ◽  
The Relationship

AbstractGlobal environmental and societal changes threaten the cultures of indigenous peoples and local communities (IPLC). Despite the importance of IPLC worldviews and knowledge to sustaining human well-being and biodiversity, risks to these cultural resources are commonly neglected in environmental governance, in part because impacts can be indirect and therefore difficult to evaluate. Here, we investigate the connectivity of values associated with the relationship Ngātiwai (a New Zealand Māori tribe) have with their environment. We show that mapping the architecture of values-environment relationships enables assessment of how deep into culture the impacts of environmental change or policy can cascade. Our results detail how loss of access to key environmental elements could potentially have extensive direct and cascading impacts on the cultural values of Ngātiwai, including environmental responsibilities. Thus, considering only direct effects of environmental change or policy on cultural resources, or treating IPLC social-ecological relations simplistically, can severely underestimate threats to cultures.

scholarly journals Horizontal Collectivism Moderates the Relationship Between in-the-Moment Social Connections and Well-Being Among Latino/a College Students

2021 ◽  
Author(s):  
Maryam Hussain ◽  
Carmen Kho ◽  
Alexandra Main ◽  
Matthew J. Zawadzki
Keyword(s):  
College Students ◽  
Cultural Values ◽  
Sleep Problems ◽  
Well Being ◽  
Social Connections ◽  
Subjective Well Being ◽  
The Moment ◽  
Ecological Momentary ◽  
The Relationship ◽  
Momentary Assessment

AbstractSleep problems and poorer well-being may be particularly salient for Latino/a college students as they tend to experience sociocultural adjustments during this transitory time. Social connections, a correlate of health, change moment-to-moment for college students and may be experienced differently for people who more strongly endorse horizontal collectivist cultural values. We used ecological momentary assessment (EMA) to examine how in-the-moment social connections influence in-the-moment health, and how horizontal collectivism moderates the moment-to-moment associations. Self-identified Latino/a college students (n = 221) completed a demographic information and cultural values questionnaire and then responded to EMA measures on their social connections, affective and subjective well-being, and sleep for 14 consecutive days. Better in-the-moment social connections associated with better health. Horizontal collectivism moderated some, but not all associations between social connections and health. Social connections are multidimensional and differently predict in-the-moment health among Latino/a college students who more strongly endorse horizontal collectivistic values. We discuss implications for identifying vulnerable well-being moments among this understudied population.

Organizational Justice enhances Subjective Well-being

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Ms. Anjali Sahai ◽  
Prof. (Dr). Abha Singh
Keyword(s):  
Organizational Justice ◽  
Satisfaction With Life ◽  
Interactional Justice ◽  
Well Being ◽  
Adverse Outcomes ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Negative Experience ◽  
Life Scale ◽  
The Relationship

Organizational Justice has the potential to create major impact on organizations and employees alike. These include greater commitment, trust, enhanced job performance, more citizenship behaviors and less number of conflicts. It has been reported that employees seem to have a universal concern for Justice that transcends the self and that many are subject to biases at various point of time in their work life. Sometimes these biases lead to adverse outcomes including decreased level of subjective well-being. Subjective well-being is a broad category that includes life satisfaction, positive affect, and low negative affect, such as anger, sadness and fear. Thus to study the relationship between Organizational justice and subjective well-being, a sample of 88 employees working in Private Universities of NCR region were examined. For this purpose, the Organizational Justice scales consisting of Measure of Procedural & Interactional Justice and Distributive Justice Index scale by Moorman, Blakely & Niehoff (1998) and Subjective Wellbeing Scales inclusive of the Satisfaction with Life Scale(SWLS),Scale of Positive and Negative Experience(SPANE) and Flourishing Scale (FS) by Ed Diener (2004)were used. Results indicate significant relationship between the three types of Organizational justice and subjective well-being of employees.

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

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