The present study investigated the associations between social skills, friendship quality, and happiness, and tested a mediational model positing that friendship quality would mediate the relationship between social skills and happiness among American and Malaysian college students. Although American students reported significantly higher levels of psychosocial well-being than Malaysian students, the study variables were positively associated with each other in both cultures. More importantly, findings supported the proposed model in both groups. Results suggest that part of the reason why social skills are associated with positive psychological well-being is because of friendship experiences. Overall, the findings of the present study reinforce, extend and cross-culturally generalize the presumed benefits of social skills in positive well-being elaborated by Segrin and Taylor (2007). The authors also provided suggestions for future research.
Participants were 230 adult Malaysians who estimated their own, their parents', and their partners' overall IQs and 10 multiple intelligences. In accordance with both the previous literature and the authors' hypotheses, men rated themselves higher than did women on overall, verbal, logical-mathematical, and spatial intelligences. There were fewer gender differences in ratings of parents and in those of partners. Participants believed that they were more intelligent than both parents (but not their partners) and that their fathers were more intelligent than their mothers. Regressions indicated that participants believed that verbal intelligence and--to a lesser extent--logical-mathematical intelligence were the main predictors of overall intelligence. The authors discussed results in terms of the extant cross-cultural literature in the field.
The author carried out the present study to examine the determinants of Malaysian women's well-being. Specifically, the author proposed a theoretical model of women's roles and well-being--made up of roles, negative affectivity, conflict, and health--and statistically validated it in a group of women occupying both work and family roles (N = 389). Using a life-course approach (P. Moen, 1998) to roles and well-being, the author further examined the model in women of 3 different age groups (age of Group 1 = 20-29 years, age of Group 2 = 30-39 years, and age of Group 3 = 40 years and older). The results supported the proposed model, which showed reasonable fit when applied to the 3 groups of women. The results also indicated that the predictors of women's well-being differ according to their respective age groups. The author discussed these findings in relation to the life-course approach to women's roles.
The author tested for the 3 possible pathways (i.e., direct, moderator, and mediator effects) in which locus of control can influence the relationship between work-family conflict and well-being. The author predicted that work-family conflict would be negatively correlated with well-being. In a sample of 310 Malaysian employed women with families, work-family conflict was a significant predictor of both job satisfaction and distress--negatively related to job satisfaction and positively related to symptoms of distress. More important, the results provided support for the effects of all 3 pathways of control on the relationship between work-family conflict and well-being, depending on the outcome measure: For job satisfaction, locus of control had direct effects, acted as a partial mediator, and played a significant moderating role. In contrast, only the direct effect of locus of control predicted distress. The author discusses those findings with reference to the literature on work-family conflict, locus of control, and the issue of stress-distress specificity.
The author investigated modes of self-expression as they reflect the quality of assertiveness among Japanese, Malaysian, Filipino, and U.S. white-collar workers. The author collected respondents' answers to a questionnaire consisting of 33 items involving assertiveness related to modes of expression typical of the Japanese people. Several modes of expression considered specific to the Japanese people--styles of group-oriented behavior, younger people's courtesy toward older people, and the deference of the individual to group consensus--were also found among the Malaysian and the Filipino respondents. These behaviors were in contrast to those observed among the U.S. respondents.
The author considered both the direct effect and the moderator effect of role salience in the stress-strain relationship. In contrast to previous studies that have examined the effects of salience on well-being within specific social roles, the present study focused on the work-family interface. From a sample of 147 employed English women with children, the present results of the regression analyses showed that both effects are possible, depending on the outcome measures used. The author observed a direct effect of role salience in the prediction of job satisfaction; work salience was positively related to job satisfaction, over and above the main-effect terms of work-interfering-with-family (WIF) conflict and family-interfering-with-work (FIW) conflict. In contrast, the author found a moderator effect of role salience and conflict for symptoms of psychological distress. However, contrary to predictions, the author found that work salience exacerbated the negative impact of WIF conflict, rather than FIW conflict, on well-being. The author discussed these results in relation to the literature on work-family conflict, role salience, and the issue of stress-strain specificity.
Previously, perceived competence of and attraction toward targets categorized by race showed in-group bias and no bias, respectively. Consequently, previous investigators regarded intergroup perception as a compromise between the norms of in-group bias and fair-mindedness. An alternative hypothesis for such findings is that attraction is not as relevant a dimension for intergroup discrimination as is competence. To test contrasting predictions of these hypotheses, the present authors asked participants from the majority and minority groups in Singapore (ns = 320) to evaluate either competence of or attraction toward one of the five targets. Consistent with the hypothesis that intergroup perception is a compromise, both dimensions yielded a uniform but weak in-group bias. The participants' equating of the in-group with one out-group further illustrated fair-mindedness. The authors discussed implications of the findings.
Building on conservation of resources theory, this study investigates the relationship between employees' exposure to coworker incivility and their job performance ratings, while also considering the mediating role of their deviant work behaviors and the moderating role of their ingratiation skills. Results based on multisource, three-wave data from employees and their supervisors in Pakistani organizations show that disrespectful coworker treatment diminishes employees' performance evaluations, because they seek purposefully to cause harm to their employing organization, as a way to vent their frustrations. This mediating role of organizational deviance is mitigated to the extent that employees have a greater ability to ingratiate with others though. This study accordingly identifies a key mechanism - deviant work behaviors that undermine organizational well-being - through which coworker incivility leads to negative performance consequences, and it reveals how organizations can subdue this process by honing pertinent personal resources within their ranks.