The present research is a continuation of other recent studies (Sinha, Jain and Pandey, 1980;Pandey, Kakkar, and Bohra, 1982) related to attributions of the causes of poverty. In that study income and ownership of means of production were considered major determinants of an individual's perspective with respect to attribution processes. The role of perspective in attribution processes has also been emphasized by several others (Mannheim, 1960;Kelley, 1973).This study originated from our conviction that the nature of political affiliation and political ideology greatly determine perspectives affecting perception of social reality. We have observed that different political parties of the right and left have evolved their own perspectives of viewing poverty in India, a predominant and pervasive aspect of social reality. The causes of poverty or the removal of poverty have been the main-spring of many political campaigns. Political parties differ in their ideology with leftist advocating more radical approaches than rightist. It can therefore, be expected that individuals having different political affiliations and ideological beliefs ought to vary in their perception of the poverty phenomena (Rayan, 1972).The argument that ideology affects knowledge and the perception of causes has been a favourite concern of epistomologists and attribution theorists (Heider, 1958;Jones and Davis, 1965;Kelley, 1972Kelley, , 1973. We may characterize ideology as a manner of thinking, a system of values, assumptions and beliefs which affect the perception of social reality. Thus, due to the ideological variations emerging from varied political affiliations, individuals may differ in attribution of causes to poverty. Especially, in this study we have made an attempt to explore how political

Indian work organizations display a mixed set of values, characteristic of both western and non-western societies. A belief in Detachment is found to coexist with Materialistic Orientation. Collectivism with Individualism and Humanism with Power Orientation. To substantiate this, results from two studies on member integration. carried out in four public sector organizations (Prakash 1982) and a multinational organization (Katju 1986) are discussed. Personal values and organizational values in the two types of organizations were analysed. Factor analysis of these values in public sector organizations yielded factors bascd on indigenous as well as universal values. The value clusters in the casc of the multinational organization were largely based on Universal values. Member integration in the public sector organizations was found associated with certain background variables. such as the level of professional education. the family's exposure to work organizations, prior work experience. etc. Nunurance of subordinates by supervisors, organizational expectation of universalism and peer leadership enhanced member integration. In the multinational organization, the length of service and the level of professional education, among the background variables, and participation in decision making, support from the boss, team-work and control, among the organizational variables, were associated with member integration. It is argued that indigenous values, such as familism, necd to be synthesized with the values of industrial democracy to make Indian organizations more effective.

Realo (2003) argues that Estonian society in public discourse is construed differently compared to the way it is in academic discourse. We suggest that such discrepancies arise because of the processes of social categorization, and also because scholars have focused more on universal attributes of individualism/collectivism (I/C) than on cultural processes. Our comments also draw attention to several theoretical and methodological problems associated with I/C.

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Hypotheses were tested regarding the effects of subjective current, retrospected, and anticipated person-environment fit on affective and somatic strain and well-being. Two-hundred seven university students preparing for annual academic examinations at an Indian university completed self-administered questionnaires measuring parameters of the hypotheses. A distinction was made between cognitive (e.g., meeting demands for intelligence, good memory) and motivational (e.g., being able to muster the effort) fit. Cognitive poor fit had a greater effect on predicting high levels of strain across all time frames but did best in the past and current frames. Motivational poor fit had its greatest effect on strain when poor fit dealt with anticipated or current fit. These findings are discussed in terms of hypotheses, which suggest that the more subjectively uncontrollable a dimension of fit, the more salient it is in the past time frame, whereas the more subjectively controllable the dimension, the more salient it is in the future time frame.

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The present study investigates emotional reactions that follow norm violations involving Hindus and Muslims in India. It also studies how in-group's emotional reaction is predicted by the emotion that the group experiences in tandem with certain contextual factors, such as, fraternal relative deprivation (FRD), social identity, power to harm and resource power. Data were collected on 221 Hindus and 167 Muslims. Three different types of norm-violating situations were presented and subjects were asked to rate the extent to which they and their group will experience anger, fear or anxiety in such situations. Respondents were asked to choose between conciliation, retaliation and retribution as one of their preferred emotional reactions. Although, conciliation was the most preferred reaction for resolving conflicts for both, Hindus and Muslims, this preference changed from one situation to another. Across three situations, anger was the most intensely experienced emotion followed by the emotions of anxiety and fear. Anger evoked retaliatory reactions among Hindus while Muslims preferred a retributory reaction in situations involving strong norm violations.

Indian work organizations display a mixed set of values, characteristic of both western and non‐western societies. A belief in Detachment is found to coexist with Materialistic Orientation, Collectivism with Individualism and Humanism with Power Orientation. To substantiate this, results from two studies on member integration, carried out in four public sector organizations (Prakash 1982) and a multinational organization (Katju 1986) are discussed. Personal values and organizational values in the two types of organizations were analysed. Factor analysis of these values in public sector organizations yielded factors based on indigenous as well as universal values. The value clusters in the case of the multinational organization were largely based on universal values. Member integration in the public sector organizations was found associated with certain background variables, such as the level of professional education, the family's exposure to work organizations, prior work experience, etc. Nurturance of subordinates by supervisors, organizational expectation of universalism and peer leadership enhanced member integration. In the multinational organization, the length of service and the level of professional education, among the background variables, and participation in decision making, support from the boss, team‐work and control, among the organizational variables, were associated with member integration. It is argued that indigenous values, such as familism, need to be synthesized with the values of industrial democracy to make Indian organizations more effective.