Abstract Right-Wing Authoritarianism (RWA) is a central predictor of distinct phenomena such as prejudice, voting behavior, corruption, conspiratory beliefs and dietary habits. Given its theoretical and practical relevance, researchers have incorporated RWA measures in large-scale surveys but their length can be an impediment. Although short RWA scales exist, none consider the cultural variability of the RWA structure in non-WEIRD contexts such as Brazil. Here, we report data from five cross-sectional and longitudinal Brazilian samples ( N total = 2,493) used to develop a short RWA version that considers cross-cultural specificities of the Brazilian context, where an alternative four-factor model was observed. Exploratory and confirmatory factor analyses confirmed a four-factor structure comprising Authoritarianism, Traditionalism, Submission to Authority and Contestation to Authority dimensions. Six-month longitudinal results indicated that Authoritarianism and Traditionalism are more stable than both Submission and Contestation to Authority. Correlations between these dimensions and right-wing political self-categorization were statistically equivalent for the full 34-item RWA scale version and the new 12-item version. Results confirm the psychometric properties of the four-factor, 12-item RWA scale in this cultural context.

Resumen La investigación en aculturación no ha prestado suficiente atención a las motivaciones subyacentes a los comportamientos de los inmigrantes, las cuales influyen en la adaptación a su nuevo país de residencia. Los autores sugieren que la motivación para la conservación cultural (MCC) y la motivación para la exploración cultural (MEC) inciden en los comportamientos de aculturación de los inmigrantes y que estos a su vez afectan su adaptación psicológica y sociocultural. La presente investigación explora un modelo de procesamiento dual basado en las relaciones entre las motivaciones propuestas, los comportamientos de aculturación en relación con personas autóctonas/etnicidad semejante y la adaptación sociocultural y psicológica, en una muestra de inmigrantes en Nueva Zelanda (N = 280; 64.6 % mujeres; Media = 39 años). Usando un modelo de ecuaciones estructurales, los resultados apoyan el modelo dual propuesto y muestran la capacidad predictiva de las distintas motivaciones. La MCC predijo la adaptación psicológica a través de la conexión con personas de etnicidad semejante, mientras la MEC y la conexión con personas autóctonas predijeron la adaptación sociocultural de forma directa. Se discuten las implicaciones de los resultados, así como la utilidad del modelo propuesto.

Abstract There is a lack of acculturation research on the motivations underpinning the behaviors of immigrants, which influence how they adapt in their new country of residence. The authors suggest that Motivation for Cultural Maintenance (MCM) and Motivation for Cultural Exploration (MCE) influence acculturation behaviors of immigrants and that these acculturation behaviors, in turn, impact psychological and sociocultural adaptation. The present research investigates a dual-process model based on the relationships between these novel motivations, acculturation behavior of connections with ethnic/national peers, and psychological and sociocultural adaptation in a New Zealand immigrant sample (N = 280, 64.6% female, M age = 39 years). Results from structural equation modeling largely support the proposed dual-process model and demonstrate that the novel motivations have predictive power. MCM predicted psychological adaptation through ethnic peer connections, whereas MCE and national peer connections predicted sociocultural adaptation directly. Implications of the findings and how the proposed dual-process model can contribute to the acculturation literature are discussed.

Values are often used to examine cultural variability. Yet, little research has focused on the functions that values fulfill and the implications of these functions for understanding cultural variability. This paper describes a theoretical analysis of the functions of values based on 2 widely accepted pan-cultural functions: values guide actions and express needs. The theoretical model proposes that the first function differentiates values according to the goals pursued (personal, central, or social goals), whereas the second function differentiates values according to the needs expressed (survival or thriving needs). A combination of these 2 functions yields 6 basic values (structural hypothesis) with specific marker values (content hypothesis). Support for the hypotheses was obtained in a large convenience national sample (N = 5,176) of Brazilian university students with confirmatory factor analysis and multidimensional scaling. Central values were located between personal and social values, and survival and thriving values separated into 2 regions. Theoretical and cross-cultural implications of the findings, especially the universality of the general structure of motivational aims, are discussed, along with interpretations of existing value scales from a functional perspective.

Los valores se emplean para examinar la variabilidad cultural, pero ha sido escasa la investigación centrada en las funciones de los valores y sus implicaciones para comprender la variabilidad cultural. El artículo analiza teóricamente las funciones de los valores basado en 2 funciones panculturales ampliamente aceptadas: los valores guían acciones y expresan necesidades. El modelo teórico propone que la primera función distingue a los valores según las metas perseguidas (personales, centrales o sociales); la segunda función los diferencia según las necesidades (de supervivencia o crecimiento). La combinación de estas funciones arroja 6 valores básicos (hipótesis estructural) con valores marcadores específicos (hipótesis de contenido). Estas hipótesis fueron apoyadas en una muestra intencionada nacional amplia (N = 5.176) de estudiantes universitarios brasileños, por medio de análisis factorial confirmatorio y escalamiento multidimensional. Los valores centrales se situaron entre los valores personales y sociales y los de supervivencia y de crecimiento se separaron en 2 áreas. Se discuten las implicaciones teóricas y transculturales de los resultados, especialmente la universalidad de la estructura general de metas motivacionales, junto con interpretaciones de escalas de valores existentes.

Este estudo teve como objetivo desenvolver e verificar as evidências iniciais de validade e a consistência interna de uma Escala de Avaliação de Estressores Psicossociais no Contexto Laboral. Participaram do primeiro estudo 630 trabalhadores (mulheres = 51,5%, média de idade = 32,77; DP = 10,33) e, do segundo, 305 trabalhadores (mulheres = 44,3%; média de idade = 34,62; DP = 12,36). As análises fatoriais exploratórias indicaram uma estrutura fatorial latente de sete fatores, com índices de consistência interna aceitáveis. Tal estrutura foi replicada na análise fatorial confirmatória. As correlações dos fatores com os afetos negativos dirigidos ao trabalho e a satisfação no trabalho foram, em geral, nas direções esperadas. Concluiu-se que a escala apresentou evidências iniciais de validade e consistência interna, o que recomenda seu uso futuro para fins de diagnóstico e pesquisa.

The present study reports the development and psychometric parameters of the Evaluation of Psychosocial Stressors in the Labour Context Scale. Exploratory factor analysis conducted in Study 1 with data from 630 employees (females = 51.5%; mean age = 32.77; SD = 10.33) suggested a seven-factor structure for the 35 items, with good internal consistency indicators for all subscales. The seven-factor structure was supported with confirmatory factor analysis in another sample of 305 employees (44.3% females, mean age = 43.62; SD = 12.36) in Study 2. The correlations between the seven factors and both negative affects towards work and job satisfaction were overall consistent with predictions. This study provides initial evidence of validity and internal consistency for the new scale. The study concludes by recommending further psychometric tests of the scale as well as its future use for diagnosis and research.

Esta pesquisa objetivou reunir evidências psicométricas de adequação da Escala de Vitalidade Subjetiva (EVS), realizando-se três estudos. No Estudo 1 200 estudantes universitários responderam a EVS. O instrumento mostrou uma estrutura fatorial unidimensional (α = 0,73). No Estudo 2 participaram outros 200 estudantes universitários que responderam o mesmo questionário. Uma análise fatorial confirmatória (AFC) corroborou esta estrutura, embora o item 2 tenha sido pouco adequado. Assim, realizou-se nova AFC excluindo-o. Os resultados foram melhores do que quando considerados todos os itens (α = 0,75). O Estudo 3 replicou estes resultados com 200 professores do ensino fundamental, testando também a validade convergente da EVS com a satisfação com a vida. Concluiu-se que este instrumento reúne evidências psicométricas que apóiam seu uso.

This paper presents empirical evidence of the psychometric adequacy of the Subjective Vitality Scale (SVS), based on three studies. In Study 1, 200 undergraduate students responded the SVS. The SVS showed a unidimensional factor structure (α = .73). In Study 2, another 200 undergraduate students answered the same instrument. A confirmatory factor analysis (CFA) confirmed the factor structure of Study 1, although item 2 was inadequate. Another CFA was realized without this item. Results were better than those considering all items (α = .75). Study 3 replicated these results with 200 elementary school teachers, and investigated the convergent validity of the SVS with satisfaction with life. It can be concluded that the SVS showed sufficient psychometric adequacy to support its use.

OBJETIVO: Estudos realizados principalmente em países do Hemisfério Norte têm demonstrado que indivíduos nascidos durante os meses de primavera/verão tendem a apresentar maiores alterações sazonais do humor do que aqueles nascidos durante os meses de outono/inverno. Expandindo essas pesquisas para o Hemisfério Sul, o presente estudo examinou a relação entre época do nascimento e a flutuação sazonal do humor em uma amostra de 1.247 jovens brasileiros saudáveis de João Pessoa, Paraíba. MÉTODO: Uma versão traduzida do Seasonal Pattern Assessment Questionnaire (SPAQ) foi utilizada para calcular uma pontuação global de alterações sazonais do humor em um estudo transversal. RESULTADOS: Análise de covariância foi utilizada para examinar os efeitos de mês de nascimento e do sexo sobre o humor sazonal, com idade como covariável. Alterações de humor sazonal foram maiores para mulheres (M = 8) do que homens (M = 7), F (1, 1197) = 17,86, p < ,01; parcial Eta-quadrado = 0,02. Contrariando achados anteriores, nenhum efeito significativo foi observado entre mês de nascimento e humor sasonal, F (1, 1197) = 0,65, p > ,05. CONCLUSÃO: Este achado inesperado é tentativamente explicado pelas diferenças na localização geográfica e nas flutuações climáticas entre o Brasil e os outros países descritos na literatura. Estudos adicionais com amostras maiores do Hemisfério Sul são necessários para lançar luz sobre a possível influência significativa da época de nascimento no humor.

OBJECTIVE: Studies conducted mainly in countries located in the Northern Hemisphere have shown that season of birth influences mood seasonality. Greater mood seasonality has been observed for individuals born during spring/summer months than those born during autumn/winter months. Expanding past research to the Southern Hemisphere, in this study we examine the influence of season of birth on mood seasonality in a sample of 1,247 healthy young Brazilians. METHOD: The Seasonal Pattern Assessment Questionnaire was used to compute a global seasonality score as a measure of mood seasonality in a cross-sectional study. RESULTS: Analysis of covariance was conducted to examine the effects of month of birth and gender on mood seasonality, with age entered as a covariate. A main effect of gender was observed, F (1, 1197) = 17.86, p < .01; partial Eta-squared = .02, with mood seasonality being higher for females (M = 8) than for males (M = 7). Contradicting previous findings, no significant main effect for month of birth was observed, F (1, 1197) = 0.65, p > .05. CONCLUSION: The unexpected finding is tentatively explained by differences in geographic location and weather fluctuations between the sampling location in Brazil and other countries where season of birth has been found to influence mood seasonality. Additional studies with larger samples from the Southern Hemisphere are necessary to shed additional light on the possible significant influence of season of birth on mood.

Este artigo descreve a teoria funcionalista dos valores humanos e a relaciona com variáveis importantes para as organizações. A teoria identifica duas funções consensuais dos valores: os valores guiam as ações e dão expressão às necessidades humanas. A primeira função diferencia três tipos de orientações valorativas (social, central e pessoal), enquanto a segunda função classifica os valores como humanitários ou materialistas. A união dessas duas funções origina seis subfunções de valores (experimentação, realização, existência, suprapessoal, interacional e normativa). Três estudos empíricos são apresentados, examinando a influência das subfunções no comprometimento organizacional de funcionários de uma empresa privada (Estudo 1), no bem-estar afetivo de funcionários de uma prefeitura (Estudo 2) e na fadiga e burnout de enfermeiros, médicos e psicólogos (Estudo 3). Os resultados demonstram a influência dos valores nessas variáveis e são discutidos de acordo com a teoria funcionalista dos valores.

This paper describes a functional theory of human values and links the theory to important organizational variables. The theory identifies two consensual value functions: values as guides of human actions, and values as expressions of human needs. The first function differentiates three types of value orientations (social, central, and personal), while the second function classifies values as either humanitarian or materialistic. A combination of these two functions yields six sub-functions of values (excitement, promotion, existence, suprapersonal, interactive, and normative). Three empirical studies are described that examines the influence of these sub-functions of values on the organizational commitment of employees in a private organization (Study 1), job-related affective well-being of public servants (Study 2), and fatigue and burnout of nurses, psychologists and physicians (Study 3). Results support the influence of values on these variables, and are discussed in light of the functional theory of values.