Values and National Identification in Minority and Majority Youth: Longitudinal Multi-Study Findings.

Collective identification is vital for adolescents, fostering well-being and connection, but scant attention has been given to drivers of national identification and their contextual variations in youth. To address this, two longitudinal studies examined how values, as guiding goals defining what individuals consider important in their lives, relate to the trajectory of national identification in majority and minority youth. Study 1 (N = 568; Mage = 16.24, SD = 0.71) and Study 2 (N = 678; Mage = 13.78, SD = 0.73) focused on majority youth (Jewish-Israelis), while Study 2 also included minority (Arab citizens of Israel). The findings highlight values as important motivators of national identification over time. Conservation values, emphasizing the preservation of the status quo and a preference for stability, were prominent motivators for the majority of adolescents. In contrast, power values, which center around climbing the social ladder and accumulating wealth, held greater significance among their minority counterparts; however, both sets of values correlated with increased national identification. The discussion touches on motivations underlying national identification, their contextual diversity, and implications for future studies.

Identification during imposed change: the roles of personal values, type of change, and anxiety.

Using a person-situation perspective, we explain what happens to individuals' identification with a collective in the context of a change. We propose that given the anxiety that often emerges during change, individuals' personal values (conservation and openness to change) interact with type of change (imposed vs. voluntary) in predicting identification following change. In a pilot, longitudinal field study (N = 61, 67% female) of an imposed university campus relocation, we measured employees' values and identification with the university before and several months after the relocation. In two lab experiments (Study 1: N = 104, 91.3% female; Study 2: N = 113, 75.2% female), we manipulated a change to be either imposed or voluntary and compared the relationships between values and identification across types of change. In Study 2, we also measured anxiety from the change. When change was imposed (all three studies), but not when voluntary (Studies 1 and 2), individuals' conservation was positively, and openness negatively, related to individuals' post-change identification. The effects emerged only for individuals who experienced change-related anxiety (Study 2). Our findings demonstrate that individuals' identification with a changing collective depends on the amount of anxiety change elicits and on the particular combination of their values and type of change.

Source personality and persuasiveness: big five predispositions to being persuasive and the role of message involvement.

In the present studies we incorporate a Person × Situation perspective into the study of the persuasion source. Specifically, we aimed to identify the personality characteristics of the persuasive individual and test the moderating role of target and source involvement. In three studies we found support for hypothesized relationships between source persuasiveness and Extraversion, Neuroticism, and Openness to Experience, and evidence for a moderating effect of involvement. In a preliminary study (N = 66, M(age) = 22.7, 64% female), we demonstrated expected differences in the personality ratings assigned to a hypothetical persuasive versus nonpersuasive individual. In Study 1 (N = 95, M(age) = 24.1, 62% female), through sets of two-person debates, we showed that source Extraversion and Openness to Experience were positively, and Neuroticism negatively, associated with source persuasiveness. In Study 2 (N = 148, M(age) = 24.3, 61% female), we manipulated the level of involvement and mostly replicated the results from Study 1, but, corresponding with our predictions, only when involvement was low. Our findings demonstrate the relevance of an interactionist approach to the study of persuasion, highlighting the role of personality in the study of the persuasion source.

Activation and valence in responses to organizational change: Development and validation of the change response circumplex scale.

Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from negative to positive, responses to change are better represented with a bidimensional framework including both a valence-based continuum and an activation-based continuum (active vs. passive; Oreg et al., 2018), comprising a change response circumplex. Based on this theoretical framework, we develop and validate a scale for measuring the four dimensions of the change response circumplex (i.e., change acceptance, change proactivity, change disengagement, change resistance). We conducted five studies in which we develop the scale and demonstrate its content validity (Study 1, N = 208), circumplex structure and construct validity (Study 2, N = 221; Study 3, N = 315), concurrent validity (Study 4, N = 588), and predictive validity (Study 5, N = 146). We also demonstrate the usefulness of distinguishing among the four responses for predicting the amount and types of feedback that change recipients provide, and show the particular value of active responses, above and beyond valence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The poetry of psychological distance: Bidirectional associations between stimulus speed and its psychological distance and construal level.

Based on the cognitive-ecological approach and on logical-functional principles, in 12 studies (11 preregistered), we examine the novel hypotheses that psychological distance and construal level (CL) are associated in people's minds with stimulus speed: the psychologically distant/abstract is slow, and the psychologically close/concrete is fast. The findings support our expectations. Study Set I examined the association between psychological distance and speed. Findings show that psychological distance is implicitly and explicitly associated with speed (Study 1), that psychological distance is seen as compatible with slow and proximity with fast (Study 2), that stimulus psychological distance affects its perceived speed (Study 3), and that stimulus speed affects its psychological distance (Study 4). Study Set II examined the association between construal level and speed. Findings show that construal level is explicitly associated with speed (Study 5), that abstract is seen as compatible with slow and concrete with fast (Study 6), that natural language word distribution structures reflect an association between abstractness and speed (Study 7), that construal level affects speed (Study 8), and that speed affects stimulus construal level (Study 9). Study Set III examined implications for communication and person perception. Findings suggest that slow-paced (vs. fast-paced) speech is associated with larger perceived spatial and social distance between speaker and audience and larger audiences (Studies 10a, 10b) and that people infer an expansive (contractive) regulatory scope from slow-paced (fast-paced) spoken messages (Study 11). We elaborate on possible mechanisms and their theoretical and practical implications in domains including decision making and urban design. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Personal values and conflicting motivational forces in the context of imposed change.

Internal motivational conflicts that arise in the context of imposed change were investigated through a personal values perspective. It is suggested that in the context of imposed change different aspects of the same value dimension will tend to come in conflict. As demonstrated in two studies, this conflict is manifested in what at a surface level appears as a weak relationship between values and reaction to the change. In Study 1, a field study of 107 employees, individuals' dispositional resistance to change was controlled to disentangle the conflicting forces that employees experienced in response to a campus relocation. In Study 2, a laboratory study of 128 undergraduates, in addition to replicating the results of Study 1, the different motivational dynamics that exist in voluntary versus imposed change situations were demonstrated.

Ambivalence toward imposed change: the conflict between dispositional resistance to change and the orientation toward the change agent.

Following an analysis of the concept of "imposed change," we propose 2 factors that jointly contribute to an individual's experience of ambivalence to imposed change. In a secondary analysis of data (N = 172) and 2 field studies (N = 104, N = 89), we showed that individuals' personal orientation toward change interacts with their orientation toward the change agent and yields ambivalence. Specifically, among employees with a positive orientation toward the change agent (i.e., high trust in management, identification with the organization), the relationship between employees' dispositional resistance to change and ambivalence was positive. The opposite pattern emerged among employees with a negative orientation toward the change agent (Studies 2 and 3). Our findings suggest that researchers may have been misinterpreting employees' reactions to change, neglecting the possibility that some may simultaneously hold strong, yet conflicting, views about the change. By accounting for, and predicting, ambivalence, these studies provide a more accurate explanation of employees' responses to change.