Showing papers by "Chi-Yue Chiu published in 2017"

The Better-Than-Average Effect Is Observed Because “Average” Is Often Construed as Below-Median Ability

Abstract: Most people rate their abilities as better than “average” even though it is statistically impossible for most people to have better-than-median abilities. Some investigators explained this phenomenon in terms of a self-enhancement bias. The present study complements this motivational explanation with the parsimonious cognitive explanation that the phrase “average ability” may be interpreted as below-median ability rather than median ability. We believe people tend to construe an “average” target that is based on the most representative exemplar, and this result in different levels of “average” in different domains. Participants compared their abilities to those of an average person, typical person, and a person whose abilities are at the 40th, 50th, or 60th percentile. We found that participants’ interpretation of “average” ability depended on the perceived difficulty of the ability. For abilities perceived as easy (e.g., spoken and written expression), participants construed an “average” target at the 40th percentile (i.e., below-median ability) and showed a marked better-than-average effect. On the contrary, for abilities perceived to be difficult, participants construed an “average” target at the median or even above the median.

Culture Matters: A Perspective Advancing Cross-Cultural and Indigenous Research

Abstract: This special issue is devoted to celebrating and extending the scholarship of Kwok Leung, who passed away on May 25, 2015. Management and Organization Review is grateful to Michael W. Morris, Zhen Xiong (George) Chen, Lorna Doucet, and Yaping Gong for their thoughtful, instrumental effort in the publication of this special issue.

Culture, work, and the self: The mutual influence of social and industrial organizational psychology.

Abstract: This chapter reviews research on culture and the self in social psychology, highlighting seminal research on culture and cognition, motivation, and emotion. It discusses the evolution of research on culture and self in industrial organizational (IO) psychology in the areas of motivation, leadership, negotiation, organizational justice, and teams. The chapter explores how research on culture and the self in social psychology influenced the development of research in IO psychology and how research in IO psychology considerably expanded research on culture and the self in social psychology to other levels of analysis and contexts. The self mediates the relationship between HR practices and work behavior, helping to explain why employees in Japan and Germany might respond differently to certain motivational techniques. The chapter deals with new directions that both fields inspire for the future. Yet individuals with interdependent self-construal are less concerned with self-consistency, given the importance of context and maintaining social harmony.