This paper reviews and integrates past research on personal values in work organisations, seeking to portray the role personal values play in shaping the choices and behaviour of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviours at work. We continue with discussing the multiple paths through which managers' values affect organisations and their members. In the last section, we address the interplay between organisational levels, and discuss the congruency between personal and organisational values and its implications for organisations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behaviour at various levels of the organisation. We end by discussing directions for future research on values in organisations. Article Note: This paper was funded by multiple sources: grants from the Israeli Science Foundation to the first author (655/17) and to the second and third authors (847/14); grants from the Recanati Fund of the School of Business Administration, and from the Mandel Scholion Interdisciplinary Research Centre, both at the Hebrew University of Jerusalem, to the second author; A grant from the research authority of the Open University of Israel to the third authors. We thank Adva Liberman for her useful comments on earlier drafts of this paper. CAPTION(S): Appendix A Values at the Nation- and Organisation-Levels Appendix B Literature Review Procedure Byline: Sharon Arieli, Lilach Sagiv, Sonia Roccas

Highlights * Being part of a culture means knowing what to expect in most everyday situations. * People experience cultural disfluency if a culture-based expectation is not met. * This undermines the feeling that way things are now the way they ought to be. * Undermining inherence undermines essentialism and heightens self-uncertainty. * Effects are stable across three countries (China, Israel, the U.S.). Abstract Being part of a culture means knowing what to expect in most everyday situations --with the implication that something may be awry if unfolding situation mismatches culture-based expectation. We tested the prediction that culture-based mismatches challenge people's sense that current patterns (e.g. the color of money, the taste of toothpaste) represent a natural order, calling into question whether social categories have stable essences. To do so, we asked people in China, Israel, and the U.S. (N = 1803) to rate products (e.g., breakfast plates, wedding photographs, Valentines) then complete unrelated scales, randomly assigning them to products that matched or mismatched their respective cultural expectations. Exposure to mismatch reduced psychological inherence --the feeling that existing patterns in the world reflect how things ought to be in unrelated domains and this reduced cultural essentializing (the feeling that cultures have fixed essences that cannot change). Effects were small-to-moderate-sized and consistent across countries. Author Affiliation: (a) University of Southern California, United States of America (b) The Hebrew University of Jerusalem, Israel * Corresponding author. Article History: Received 9 March 2018; Revised 3 June 2019; Accepted 9 June 2019 (footnote)[white star] This paper has been recommended for acceptance by Kimberly Rios. (footnote)[white star][white star] Author note: we thank the USC culture and self lab group for helpful suggestions. Byline: Ying Lin (a), Sharon Arieli (b), Daphna Oyserman [daphna.oyserman@gmail.com] (a,*)

We investigate how constituents interpret information about political leaders in the course of forming judgments about them. More specifically, we are interested in the intentionality attributed to the actions and decisions taken by political leaders – whether they are perceived as designed to benefit the politician’s own interests, or the interests of the public. In two field studies, we show that the political orientation of constituents plays a central role in driving constituents’ judgments about political leaders and their actions (in terms of beneficiary attributions), reflecting an identity-motivated reasoning process. Political leaders of the ingroup are perceived more favorably than political leaders of the outgroup, in terms of trust and a desire to see that leader represent the country in the international arena. More interestingly, constituents are likely to attribute the actions of ingroup leaders as intended to benefit the country (national interests), and the actions of outgroup leaders as intended to benefit the political leaders themselves (egoistic interests).

Some researchers refer to intuition as a multi-dimensional construct while others refer to it as a uni-dimensional construct. In the spirit of Hoffrage and Marewski's (2015) discussion of the various aspects of intuition, we call for finer distinctions between multiple dimensions. We further review evidence suggesting that several dimensions can be separated on an empirical basis. We hope to inspire more theoretical and empirical research on the multi-dimensionality of intuition.

Contemporary business schools are expected to educate their students to embrace ethical and prosocial values. But can business schools rise to this challenge? Comparing a business school to another professional school, social work, that encourages prosocial values, we investigated value profiles as reflected in school websites and among their students. The findings show that the business school expresses self-enhancement values (power and achievement) more, and prosocial values (benevolence and universalism) less than the social work school. We further investigated self-selection and socialization as complementary organizational processes that may lead to and sustain the value profile of each school. Our findings show that as early as the first week of studies, freshmen's values are congruent with the value profile of their departments, indicating a value-based self-selection process. To investigate socialization, we compared freshmen and seniors and conducted a yearlong study among freshmen. The findings revealed a small change in students' values throughout their training, providing only some support for value socialization. Altogether, our findings suggest that business schools that are interested in prosocial students should attract and select students that emphasize these values, rather than rely on socialization attempts. [ABSTRACT FROM AUTHOR]Copyright of Academy of Management Learning & Education is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

מטרה: לבחון את הסגנונות הקוגניטיביים שקיימים ולהשוות בין הסגנון השיטתי לסגנון האינטואיטיבי.// נבדקים: 762 סטודנטים לפסיכולוגיה, אמנות, מתמטיקה וראיית חשבון ו- 77 תלמידי תיכון.// שיטה וכלי מחקר: הנבדקים השתתפו בארבעה מחקרים בהם השיבו לשאלוני ערכים, לשאלוני סגנונות חשיבה קוגניטיבית, ולשאלוני אישיות, וביצעו מטלות סודוקו.// מן הממצאים: סגנון החשיבה הקוגניטיבי השיטתי היה השכיח ביותר בקרב הסטודנטים לראיית חשבון. הסגנון האינטואיטיבי אפיין במיוחד את הסטודנטים לאמנות. סגנון חשיבה שיטתי נמצא במתאם חיובי עם ערכי המודעות והביטחון ונמצא במתאם שלילי עם ערכי גרייה. הסגנון האינטואיטיבי נמצא בקשר חיובי עם מוחצנות. בנוסף, נמצא כי רק בקרב הנבדקים שנטו לחשיבה שיטתית השפיע הניסיון עם מטלות סודוקו בעבר על ביצועי הנבדקים בסודוקו במחקר באופן חיובי.

This research investigates how creativity is influenced by externally imposed structure (how structured the task is), internal, cognitively produced, structure (how structured the individuals' cognitive style is), and the interaction between these two factors. Reviewing past literature, we find a contradiction. Studies that focused on the situational perspective found that externally imposed structure increases creativity. In contrast, studies that focused on the individual found that systematic (structured) cognitive style decreases creativity. In two empirical studies we investigated this seeming contradiction. We focused on two aspects of externally imposed structure: The construction of the task (Study 1) and the instructions provided (Study 2). The findings of both studies revealed that creativity was higher under structured conditions. We also show that intuitive individuals are more creative than systematic individuals, but mainly under free conditions, where structure is not externally imposed.