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In many honor cultures, honor as martial honor and honor as character/integrity are often both subsumed under the banner of honor. In nonhonor cultures, these qualities are often separable. The present study examines political elites, revealing that Presidents, Congresspeople, and Supreme Court Justices from the Southern United States with a greater commitment to martial honor (as indexed by their military service) also show more integrity, character, and moral leadership. This relationship, however, does not hold for nonsoutherners. The present studies illustrate the need to examine both between culture differences in cultural logics (as these logics connect various behaviors under a common ideal) and within-culture differences (as individuals rise to meet these cultural ideals or not).

Handbook of Culture and Creativity lays the groundwork for pursuing a new science for integrating the study of culture and creativity. Esteemed scholars in the field provide readers with an in-depth and systematic inquiry into the cultural perspectives of creativity.

Opinion diffusion is often simulated in agentbased models to reveal the perpetuation of norms and beliefs. This paper presents a dual attitude model where agents' interaction, information search, and opinion formation are influenced by the need for cognitive closure (NFCC). Two experiments simulated topic advocacy with either high- or lowNFCC agents. Experiment one initiated societies with unbiased distribution of NFCC levels between advocates of two competing topics, while experiment two initiated biased distributions of NFCC levels between the topics. Results in the unbiased condition showed that the popularity of the majority topic increases over time in high NFCC societies while it decreases over time in low NFCC societies. These results are magnified in the biased context where high NFCC agents provided an NFCCadvantage for their advocaed topic. When high NFCC agents' advocated topic is the majority or equal at initiation, the topic's popularity will increase significantly over time. When high NFCC agents' advocated topic is minority at initiation, these agents resist the assimilative pressures of the majority topic to protect their own topic from popularity losses. Tracking simulations over time revealed different dynamics generated between the two experimental conditions, and showed the roles low NFCC agents and edge-of-cluster agents play in enabling the emergence of such patterns. These results may shed light on the impact NFCC individuals have in within-society and betweensocieties cultural shifts

The impacts of climate change on human cultures have received increasing attention in recent years. However, the extent to which people are aware of these impacts, whether such awareness motivates climate action, and what kinds of people show stronger awareness are rarely understood. The present investigation provides the very first set of answers to these questions. In two studies (with a student sample with N = 199 from Singapore and a demographically representative sample with N = 625 from the USA), we observed a generally high level of awareness among our participants. Most importantly, perceived cultural impacts of climate change robustly predicted intentions to engage in climate change mitigation behavior and climate activism, as well as support for climate policy. We also found expected associations between perceived cultural impacts and some psychological and demographic variables (e.g., cosmopolitan orientation, moral inclusion, political orientation). These findings not only add a cultural dimension to the research on public understanding of climate change but also reveal a viable application of cultural frames as an effective climate communication strategy.

Purpose
The purpose of this paper is to examine how national culture influences individuals' subjective experience of tension when confronting paradoxical demands that arise during their day-to-day organizational experience. The paper further explores two types of paradoxical demands (task oriented and relational oriented) and two mediating mechanisms (tolerance for contradictions and harmony enhancement concerns) that exhibit contrary cultural effects.


Design/methodology/approach
Drawing from a sample of white-collar workers in China and the USA, the authors first inductively generated scenarios with task-oriented and relational-oriented paradoxical demands and then conducted three studies where participants rated the perceived tension from the scenarios. In Study 1, they examined cross-cultural differences in perceived tension and the mediating role of tolerance for contradictions. In Study 2, they primed Americans with proverbs that promoted tolerance for contradictions. In Study 3, they examined the indirect effects of harmony enhancement concerns in China in relational-oriented paradoxical demands.


Findings
The results found that for task-oriented paradoxical demands, Chinese participants were less likely than American participants to experience tension and the effects were mediated by a higher tolerance for contradictions. Americans exposed to proverbs that promoted tolerance for contradictions also experienced less tension. For relational-oriented paradoxical demands, on the other hand, the authors found no cross-cultural differences, as the indirect effects of a tolerance for contradictions were mitigated by negative indirect effects of greater harmony enhancement concerns.


Originality/value
This paper demonstrates that culture can influence the tension that individuals subjectively experience when they confront paradoxical conditions, suggesting that individuals learn implicitly how to cope with tensions associated with paradoxes from their broader cultural environment. However, the authors also found different cultural effects within different paradoxical conditions, suggesting that the knowledge that individuals acquire from their broader cultural environment is multifaceted.

Modern organizations often involve workgroup members who have different cultural heritage. This article provides an examination of how different cultural dimensions (e.g., uncertainty avoidance, individualism–collectivism) influence the ways that workgroups and their members respond to situations that involve threats and rewards. The threats and rewards activate distinct response patterns that are associated with a motivational systems theory of group involvement. Based on this theoretical foundation, a cultural dispositions approach is applied to reveal how culture could impact the ways group members respond (cognitively, affectively, motivationally) to situations that involve varying degrees of threats or rewards. This focus on cultural dispositions locates this article in the larger theoretical context of persons within situations that account for complexities of threat and reward cues as well as groups, organizations, and cultures. Consequently, this article has broad implications to the scientific and applied science communities interested in multicultural workgroups.

Psychology has begun contributing to social theory by providing empirical measures of actually existing cosmopolitanism that complements more purely theoretical conceptions of the construct common in philosophy and sociology. Drawing from two waves of research on representative adult samples from 19 countries (N = 8740), metric invariance was found for the three factors of cosmopolitan orientation (COS): cultural openness (CO), global prosociality (GP), and respect for cultural diversity (RCD). In terms of etiology, among Wave 1 measures, the personality factor of agreeableness was the best predictor of the cosmopolitan factors of GP and RCD at Wave 2, whereas openness of personality best predicted CO. Wave 1 measures of education, political liberalism, and self‐reported social status independently also explained a small amount of variance in COS. Functionally, COS was shown to predict less prejudice against immigrants, and more support for global civil society, even after controlling for social dominance orientation. All three COS factors independently predicted better attitudes towards immigrants. GP was the best predictor of trust in the United Nations, whereas RCD was the best predictor of support for environmental protection. The three‐factor model of COS appears well‐calibrated for assessing actually existing cosmopolitanism across cultures.

Psychology has begun contributing to social theory by providing empirical measures of actually existing cosmopolitanism that complements more purely theoretical conceptions of the construct common in philosophy and sociology. Drawing from two waves of research on representative adult samples from 19 countries (N = 8740), metric invariance was found for the three factors of cosmopolitan orientation (COS): cultural openness (CO), global prosociality (GP), and respect for cultural diversity (RCD). In terms of etiology, among Wave 1 measures, the personality factor of agreeableness was the best predictor of the cosmopolitan factors of GP and RCD at Wave 2, whereas openness of personality best predicted CO. Wave 1 measures of education, political liberalism, and self-reported social status independently also explained a small amount of variance in COS. Functionally, COS was shown to predict less prejudice against immigrants, and more support for global civil society, even after controlling for social dominance orientation. All three COS factors independently predicted better attitudes towards immigrants. GP was the best predictor of trust in the United Nations, whereas RCD was the best predictor of support for environmental protection. The three-factor model of COS appears well-calibrated for assessing actually existing cosmopolitanism across cultures.