Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Cross-Cutlural Psych
Final exam study set.
| Term | Definition |
|---|---|
| Person perception | Process of forming impressions of others, judgements of appearance, attractiveness, personality traits, and recognizing others. |
| Judgements of worthiness | |
| Bias in face recognition | People recognize faces of own race better than other races. Starts before age 1. |
| Cultural differences in perceptions of attractiveness | Japan focuses on eyes, Americans on mouths. |
| Internal attributions | Specify cause of behavior within a person. Same as dispositional attribution |
| External attribution | Look for cause of behavior outside of person. AKA situational disposition |
| Fundamental attribution error | Explaining the behaviors of others using internal attributions, but using external attribution to explain one’s own behavior |
| Correspondence bias | another name for fundamental attribution error |
| Self-serving bias | People attribute good deeds and successes to their internal attributes, but attribute bad deeds or failures to external factors |
| Mate choice preferences by gender | Men: value youth, good looks, chastity Women: value financial aspects, ambition, industriousness. |
| Mate poaching | attracting someone already in a romantic relationship |
| Love | South, Southeast, and East Asians strive for approval of highly-valued others for romantic relationships Individualistic cultures are more likely to rate love as essential to the establishment (and dissolution) of marriage |
| Arranged marriages | Common in many cultures around the world. Serves as an alliance between two families. |
| Intercultural Marriage conflicts | Common conflicts include: expression of love/intimacy, nature of commitment/attitudes towards marriage, approaches to child-rearing, perceptions of male-female roles, money management, relationships with extended family |
| Conformity | yielding to social pressure, real or imagined |
| Compliance | yielding to social pressure, but keeping your private beliefs the same |
| Obedience | form of compliance that follows a direct order |
| Cooperation | people's ability to work towards common goals |
| Social capital | Social currency; how you are valued by society and your peers. |
| Ingroups/Outgroups | Ingroups: individuals with history of shared experiences and anticipated future that produce sense of intimacy, familiarity, & trust Outgroups: Those without the history. |
| Stereotypes | general assumptions about a group's psychological characteristics or personality |
| Autostereotypes | stereotypes about your own group |
| Heterostereotypes | Stereotypes about other groups |
| Categorization | Key mental process that causes stereotyping. Automatic process, can't be helped. |
| Stereotype activation | Stereotypes are reinforced via experiences and media exposure |
| Stereotype application | Use stereotypes as tool through everyday life. Negative stereotypes lead to prejudice. |
| Collective treat | fear that an ingroup member's behavior might reinforce a negative stereotype of one's group. |
| Model minority stereotype | Stereotype that places expectation on minority group to excel above the majority. See: Asians are smart. |
| Ethnocentrism | universal tendency to see world though own cultural filters. |
| Prejudice | tendency to prejudge others- good or bad- on group membership basis |
| Explicit prejudice | prejudice that is verbalized and made public |
| Implicit prejudice | prejudicial attitudes, values, or beliefs that are not spoken and even outside of conscious awareness |
| Implicit association tests | Automatic unconscious priming for good/bad/nice/dangerous |
| Contact hypothesis | Good contact between groups is effective in reducing prejudice |
| Discrimination | unfair treatment of others based on group membership |
| Institutional discrimination | occurs on a level of large groups, like organizations and institutions |
| Microagressions | assumption of foreign birth, assumption of intelligence, denying race (color blindness), criminality, etc. |
| Aggression | Men are more aggressive, aggression is valued in some cultures and frowned upon in others. |
| Cultures of honor | Primarily refers to American south, where personal honor is much more important than the north. Violence due to personal slights is more common |
| Acculturation | The process of cultural and psychological change that results when two or more cultures meet for for an extended period of time. |
| Intercultural adaptation | adjustment of communicative behavior to decrease the probability of being misunderstood when speaking with someone from a different culture. |
| Intercultural adjustment | subjective experiences a person has while adapting their behaviors |
| Berry's Four basic acculturation strategies | Integration: Maintain own culture while interacting with other. Assimilation: Abandoning of old, embracing new Separation: Ignoring new, maintaining old Marginalization: Loss of both old and new culture |
| Cultural fit hypothesis | likelihood that a job candidate will be able to conform and adapt to the core values and collective behaviors that make up an organization. |
| Definition of organization | People who work together to address common goals |
| Organizational psychology | A field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings |
| Power Distance and organizations | Organizations with high power distance tend to develop rules, mechanisms, and rituals to maintain and strengthen the status relationships among members. |
| Uncertainty avoidance and organizations | Cultures higher in uncertainty avoidance tend to have more developed and important rules and rituals in place. |
| Individualism-Collectivism and organizations | Individualistic cultures prioritize the individual, while collectivistic cultures prioritize the organization. |
| Masculinity-Femininity and organizations | Taps into how biological differences between the sexes are dealt with on a larger scale, and how they translate into practical social differences. |
| Long- vs. Short-Term Orientation and organizations | Cultures with long-term orientation tend to view humility as very important, focus on building relationships over bottom-lines, integrate business and family lives, and coordinate more across different levels of the organization |
| Organizational culture | A meaning and information system shared with an organization and transmitted across successive generations of members, which allows the organization to survive and potentially thrive. |
| Organizational climate | A shared awareness of organizational policies, practices, and procedures, and how people feel about them. |
| Person-organization fit | Match between cultural values of individual and organization. |
| Organizational commitment | Degree of attachment to organization. Calculative: What do I get? Normative: Duty/obligation. Affective: emotional |
| Psychological contracts | The relationship between an employer and its employees, and specifically concerns mutual expectations of inputs and outcomes. |
| Social loafing | People in a group tend to not be as productive. Diffusion of responsibility, redundant work. |
| Social striving | When people in a group are more productive. Cultures that foster interpersonal interdependence and collective functioning are cultures in which social striving occurs. |
| Motivation across cultures | The relationship between job satisfaction and job performance is stronger in Individualistic, lower power distance, low uncertainty avoidance, and masculine cultures. |
| Leadership across cultures | High power distance: autocratic low PD: participative High uncertainty: Seniority Low uncertainly: merit Individuality: Autonomy collectivist: Security |
| Oligarchy | a small group of people having control of a country, organization, or institution. Decision making is top-down |
| Democracy | Decision making is bottom-up. |
| Ringi | Building a consensus |
| Nemawashi | Japanese informal process of quietly laying the foundation for some proposed change or project, by talking to the people concerned, gathering support and feedback, and so forth. |
| Groupthink | desire for harmony or conformity in the group results in an irrational or dysfunctional decision-making outcome |
| Teamthink | collaborative thinking that comes from people who care about each other and their goal enough to listen carefully, consider options and make the best decision for themselves and those they serve. |
| Equity | Everyone is given what they need to be on the same level |
| Equality | Everyone is treated the same. |
| Dynamic/psychological model of culture and negotiation | America: negotiations are a business, straight discussion. Asia: A lot more nuanced, usually discussed over tea or food. |
| Culture shock | Difficulties arise when interacting with a different culture |
| Reverse culture shock | Difficulties can arise when returning to your native culture after a time abroad. |
| Stages of culture shock | Honeymoon: overwhelmingly positive Frustration: misudnerstandings can weigh down subject. Adjustment: Learning the culture Acceptance: fully understanding new culture. |
| Emotion | neuropsychologcial reactions to events that have consequences to welfare and require immediate response. |
| Model of emotional elicitation | Event triggers-scanning-perception/schema production-appraisal/schema evaluation. No match leads to more scanning, match leads to emotion, which leads to behavior. |
| Basic emotions | Anger, disgust, fear, happiness, surprise, sadness |
| Self-conscious emotions | Associated with self-reflection: Shame, guilt, pride, embarrassment |
| Universality studies | Studies performed by Darwin to identify the basic emotions via facial expressions across cultures |
| Emotional expressions across cultures | All evidence points to absolute universality of expressions. Differences come in frequency and intensity of expressions. |
| Genetic vs. social origins of facial expressions | Genetic origins for basic emotions: frown when sad, smile when happy, etc. Different cultures encourage different expressions and therefore emotions in different circumstances. |
| Emotion recognition | Universality studies indicate recognition is also universal |
| Seven basic emotions | Refers to emotions expressed via facial expression: anger, disgust, fear, happiness, sadness, surprise, CONTEMPT. |
| Emotion response system coherence | Another piece of evidence for universality |
| Emotion antecedents | What causes an emotion, e.g. Good news/bad news, separation, success/failure |
| Emotion appraisal processes | how people evaluate events that bring on emotions |
| Culture regulating emotions for order | Different cultures dictate what exactly is worthy of a response. More collectivistic cultures tend to have more expression overall |
| How display rules modify expressions | Deamplificaiton (show less), amplification (show more), neutralization (show nothing), qualification (show emotion with another emotion to comment), making (concealing feelings), stimulation (showing without feeling) |
| Ingroup advantage | better at recognizing emotions of those within same cultural group than outside of group |
| Socially engaging emotions | friendliness, respect, sympathy, guilt, and shame |
| Socially disengaging emotions | pride, self-esteem, sulkiness, or frustration |
| Emotional complexity | co-occurrence of both pleasant and unpleasant emotions |
| Dialectical thinking | form of analytical reasoning that pursues knowledge and truth as long as there are questions and conflicts |
| Cultural shaping of emotion | Socially engaging emotions, disengaging emotions, emotional complexity. Some cultures have words for emotions that don't exist in others. |
| Schadenfreude | Taking pleasure from another's pain |
| Gurakadj | Australian native language that is a combination of fear and shame |
| Semteende | Western Niger word for shame, but can be used in positive sense to invoke modesty |
| Niferash | Word used by Ifaluk people for "our insides," source of emotion |
| Personality | aspects of an individual’s unique characteristics, a set of relatively enduring behavioral and cognitive characteristics, traits, or predispositions that people take with them to different situations |
| Trait | characteristic or consistent quality distinguishing a person from others |
| Identity | perceived roles in life, aggregate role and life experiences, narratives, values, and motives |
| National character | perception that each country has a modal personality type, and most persons in that culture share aspects of it |
| Indigenous personalities | Each culture has specific ways of understanding personality and their world |
| Five factor model of personality | OCEAN: Openness to experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism |
| National identity | a sense of a nation as a cohesive whole, as represented by distinctive traditions, culture, and language. |
| Characteristic adaptations | Second level of Dan McAdams' three-level personality model: a person’s desires, beliefs, concerns, and coping mechanisms. |
| Authoritarianism | a state of mind or attitude characterized by belief in absolute obedience or submission to one's own authority, as well as the administration of that belief through the oppression of one's subordinates. |
| Locus of control | The extent to which people believe they have power over events in their lives. |
| Direct control | self acts as agent. people feel more self-efficate if that agency is made explicit. |
| Indirect control | type of control win which one's agency is hidden. people act like they aren't in control when they are. |
| Proxy control | control by someone else for benefit of self. |
| Collective Control | one attempts to control environment as a member of a group. |
| Relationship between cultural values and preferred control | US values direct, Asia values indirect. |
| Self-determination theory | Theory of motivation concerned with supporting our natural or intrinsic tendencies to behave in effective and healthy ways. |
| Amae | Japanese term. Sweet, childlike dependence on others. |
| Simpatia, abnegación | mexican terms: conflict avoidance and self-sacrifice |
| cheymon | Korean for dignity and social face |
| Chinese Personality Assessment Inventory and sub-scales | Openness isn't one scale. Subscales are: harmony (peace of mind), ren quing (adherence to cultural norms), Traditionalism-modesty (degree of individual modernization), Ah-Q (defensiveness), Face (social behaviors done to avoid shame) |
| Evoked Culture | Personality affects culture and vice-versa |
Created by:
GoGoStephen123
Popular Psychology sets