This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed.

This study investigated the relative contribution of perception/cognition and language‐specific semantics in nonverbal categorization of spatial relations. English and Korean speakers completed a video‐based similarity judgment task involving containment, support, tight fit, and loose fit. Both perception/cognition and language served as resources for categorization, and allocation between the two depended on the target relation and the features contrasted in the choices. Whereas perceptual/cognitive salience for containment and tight‐fit features guided categorization in many contexts, language‐specific semantics influenced categorization where the two features competed for similarity judgment and when the target relation was tight support, a domain where spatial relations are perceptually diverse. In the latter contexts, each group categorized more in line with semantics of their language, that is, containment/support for English and tight/loose fit for Korean. We conclude that language guides spatial categorization when perception/cognition alone is not sufficient. In this way, language is an integral part of our cognitive domain of space.

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The purpose of this study was to develop and validate 2 gender identity implicit association tests (GI-IATs) designed to assess attitudes toward transsexual men (Transmen-IAT) and transsexual women (Transwomen-IAT). A sample of 344 Mechanical Turk participants from the United States (173 women, 129 men, 43 transgender) completed the following: GI-IATs, Genderism and Transphobia Scale, Allophilia Toward Transsexual Individuals Scale, Social Desirability Scale-17, feelings thermometers, and ratings of intention to support transgender workplace policies. Results indicate that people who are cisgender (non-transgender), heterosexual, politically conservative, or who reported no personal contact with transgender individuals showed cisgender preferences on both GI-IATs. Additionally, both measures correlated as predicted with the explicit measures (feeling thermometers) of attitude toward transgender individuals. As expected, the explicit attitude measures, but not the GI-IATs, correlated with social desirability. Further, confirmatory factor analyses supported the model comprising 4 distinct latent variables: implicit attitudes toward transmen, explicit attitudes toward transmen, implicit attitudes toward transwomen, and explicit attitudes toward transwomen. Finally, hierarchical multiple regressions showed that both explicit and implicit measures predicted support for transgender workplace policies. Additional analyses showed that both the Transmen-IAT and the Transwomen-IAT accounted for incremental variance above and beyond the relative feelings thermometers in predicting policy support intentions. These findings provide significant psychometric support for both GI-IATs. They also highlight the importance of incorporating implicit measures in studying attitudes toward transgender individuals, and of distinguishing attitudes toward transmen versus transwomen.