Research evidence and theoretical accounts of honor point to differing definitions of the construct in differing cultural contexts. The current studies address the question "What is honor?" using a prototype approach in Turkey and the Northern United States. Studies 1a/1b revealed substantial differences in the specific features generated by members of the two groups, but Studies 2 and 3 revealed cultural similarities in the underlying dimensions of self-respect, moral behavior, and social status/respect. Ratings of the centrality and personal importance of these factors were similar across the two groups, but their association with other relevant constructs differed. The tripartite nature of honor uncovered in these studies helps observers and researchers alike understand how diverse responses to situations can be attributed to honor. Inclusion of a prototype analysis into the literature on honor cultures can provide enhanced coverage of the concept that may lead to testable hypotheses and new theoretical developments. © 2013 by the Society for Personality and Social Psychology, Inc

This study explored how personality and cultural variables influence subjective well-being (SWB) in two different U.S. ethnic groups: Asian Americans and European Americans. Structural equation modeling analyses supported a hypothesized culture?personality model of SWB, in which the cultural syndromes of individualism and collectivism predict variations on personality dispositions (Big Five), which, in turn, influence life satisfaction through self- and relational esteem. Despite ethnic mean-level differences found for many of the variables, none of the pathways in the culture?personality model of SWB differed across our two ethnic groups. Furthermore, the culture?personality model of SWB fit the data more adequately than a competing personality?culture model of SWB, in which personality dispositions preceded cultural syndromes in predicting life satisfaction. A consistent finding was the stronger weight of self-esteem (compared with relational esteem) in predicting life satisfaction for both ethnic groups. Results are discussed in the context of acculturation theory and recent cultural psychology views.

In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.

Studies of innovation have emphasized the importance of leadership for individual or team innovative behaviors, but have largely ignored cross-team innovative behaviors. Enhancing innovative behaviors across teams is particularly vital for organizations relying on large-scale, complex, and multiteam projects to compete in a dynamic environment. We extend the innovation literature by introducing benevolent leadership as an antecedent to innovative behavior within and across teams. We examine identification to the team and department as mediators based on social identity theory in a sample of 397 R&D employees (consisting of 68 teams). First, individuals reported that benevolent R&D leaders facilitate innovative behavior within their teams when employees are highly identified with these teams. Second, on average, teams reported that benevolent R&D leaders enhance their teams' innovative behavior across the boundaries when these teams are highly identified with the R&D department. Finally, in contrast to social identity theory's expectations, individuals reported that benevolent R&D leaders facilitate their innovative behaviors with other teams when employees are highly identified with their teams. The theoretical and practical implications of our findings along with suggestions for future research are discussed.

In this study the authors investigated (a) how individuational and relational self-orientations, as well as self-directed and other-directed values, are related to one another, and (b) how these self- and value orientations differ across 2 cultural (i.e., 422 Turkish and 441 American university students) and 2 socioeconomic status (SES) groups (i.e., 186 lower SES and 167 upper SES Turkish high school students). Across cross-cultural and SES groups, individuational and relational self-orientations appeared to be not opposite but distinct orientations, as predicted by the Balanced Integration-Differentiation (BID) model (E. O. Imamoglu, 2003). Furthermore, both Turkish and American students with similar self-construal types, as suggested by the BID model, showed similar value orientations, pointing to both cross-cultural similarities and within-cultural diversity. Individuational and relational self-orientations showed weak to moderate associations with the respective value domains of self-directedness and other-directedness, which seemed to represent separate but somewhat positively correlated orientations. In both cross-cultural and SES groups, students tended to be high in both relational and individuational self-orientations; those trends were particularly strong among the Turkish and American women compared with men and among the upper SES Turkish adolescents compared with lower SES adolescents. Results are discussed as contesting the assumptions that regard the individuational and relational orientations as opposites and as supporting the search for invariant aspects of psychological functioning across contexts.