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The purpose of this paper is to identify the personal characteristics and individual values of Venezuelan low-income entrepreneurs, according to the theoretical framework of the Schwartz model.

A stratified probabilistic sample of 416 individuals was selected from a database of Bangente’s clients, who received microcredits between 1999 and 2016, in the Capital District of Venezuela. The Portrait Value Questionnaire (Schwartz, 2003; Peiró and Palencia, 2009) was applied to measure the values of power, self-direction, stimulation and achievement. The locus of control was measured (Schjoedt and Shaver, 2012) and information was collected on some personal variables. An analysis of hierarchical clusters was conducted to group clients with similar characteristics, as well as a discriminant analysis, to characterize the groups obtained.

The selected Schwartz values, the locus of control and personal characteristics (such as educational level, age and gender) proved to be efficient in discriminating between four groups or profiles of low-income entrepreneurs: those “Focused on progress through effort,” “Independent and ambitious young people,” those “Focused on power and achievement” and those who were “Indifferent.” The results of the cluster analysis were validated using discriminant analysis, which identified the variables with the greatest impact for the characterization of each group. The coefficients of the discriminant functions would allow the classification of a new individual requesting a microcredit into one of the groups obtained. This is a proposal to complement the selection process mechanisms currently used to decide whether or not to grant loans, which must be validated in conclusive studies.

The results cannot be generalized until the study is replicated in representative samples in other entities of the microfinance sector.

The main contribution of this work is the integration of individual values in the profile description of low-income entrepreneurs and in the use of statistical strategies such as cluster analysis and discriminant function. The nature of the study is exploratory: the development of this line of research can guide future decisions about which clients (according to their values, personal characteristics and locus of control) could receive their financial support. When considering these non-traditional variables in the banking context, the aim is to enrich our knowledge about low-income entrepreneurs.

El objetivo de este trabajo es identificar cuáles son las características personales y los valores individuales de los emprendedores populares venezolanos, según el marco teórico del modelo de Schwartz.

Se seleccionó una muestra probabilística estratificada de 416 individuos, de una base de datos de clientes de Bangente beneficiarios de microcréditos entre 1999 y 2016, del Distrito Capital de Venezuela. Se aplicó el Portrait Value Questionnarie (PVQ) (Schwartz, 2003; Peiró y Palencia, 2009) para medir los valores poder, autodirección, estimulación y logro. Se midió el locus de control (Schjoedt y Shaver, 2012) y se recopiló información sobre algunas variables personales. Se llevó a cabo un análisis de conglomerados jerárquicos para agrupar clientes con características similares y un análisis discriminante para caracterizar los grupos obtenidos.

Los valores de Schwartz seleccionados, el locus de control y las características personales (como nivel educativo, edad y género) mostraron ser eficientes para discriminar de forma significativa entre cuatro grupos o perfiles de emprendedores populares: “orientados al progreso por esfuerzo,” “jóvenes independientes y ambiciosos,” “focalizados en el poder y logro” e “indiferentes.” Los resultados del análisis de conglomerados fueron validados por análisis discriminante, que permitió identificar las variables de mayor impacto para la caracterización de cada grupo. Los coeficientes de las funciones discriminantes permitirían clasificar a un nuevo individuo solicitante de microcréditos en alguno de los grupos obtenidos; esta es una propuesta complementaria a los mecanismos de selección actualmente utilizados para decidir la concesión de los créditos, que deberá ser validada en estudios concluyentes.

No se pueden generalizar los resultados hasta que el estudio se replique en muestras representativas en otras entidades del sector microfinanciero.

La mayor contribución de este trabajo está en la integración de los valores individuales en la descripción del perfil de los emprendedores populares y en el uso de estrategias estadísticas como el análisis de conglomerados y la función discriminante. La naturaleza del estudio es exploratoria: el desarrollo de esta línea de investigación puede orientar en el futuro las decisiones acerca de a cuáles clientes (de acuerdo con sus valores, características personales y locus de control) podrían dirigir su apoyo financiero. Al considerar estas variables no tradicionales en el contexto de la banca, se pretende enriquecer el conocimiento sobre los emprendedores populares.

Bullying knowledge hiding has been recently identified as a manifestation of knowledge hiding behavior. As a relatively new concept, it is still underexplored. Previous research has focused on the antecedents of bullying hiding. However, there is a lack of research on the negative consequences that bullying hiding may have on employees. This study aims to uncover the effects of supervisor bullying hiding on employees knowledge behavior. The study also aims to examine the moderating effect of power values and the mediating effect of job stress.

Data were gathered in two waves from 444 employees with higher education in Poland. Data collection was conducted in July and August 2022. A general linear model mediation analysis with jamovi Advanced Mediation Models software was used to examine the hypotheses.

The results indicate that bullying knowledge hiding by supervisors triggers subordinates’ job stress and aggression in the form of bullying knowledge hiding toward co-workers. Contrary to expectations, job stress does not mediate the relationship between supervisor bullying hiding and subordinate bullying hiding toward co-workers. Power-dominance values, contrary to power-resources values, moderate the above relationship.

As bullying hiding has significant potential to spread among organizational members, managers seeking to reduce it should check the personal values of job applicants and employees.

Based on the behavioral contagion and frustration–aggression–displacement theories, to the best of the author’s knowledge, this study is the first to investigate the relationships between supervisor bullying hiding, job stress, power values and subordinate bullying hiding toward co-workers.

This study aims to explore the potential that acting proenvironmentally protects adolescents from developing materialistic value.

Convenience sampling was adopted to collect data from two randomly selected secondary schools in central China. A total of 784 participants were included in the survey.

The mediation analysis revealed that adolescent proenvironmental behaviour was negatively associated with materialism. The results of the moderated mediation model showed that psychological entitlement mediates the association between adolescent proenvironmental behaviour and materialism, and that family socioeconomic status acts as a moderator in the association between proenvironmental behaviour and psychological entitlement.

The current results advise educational practitioners on alleviating adolescent materialism. Policy makers and schools can add more environmental practice to the curriculum and extracurricular activities. Moreover, identifying the personal benefits of proenvironmental behaviour can motivate young people to act proenvironmentally, which not only factually reduces over-consumption but also attracts more attention from young people to the environment.

Previous studies rarely explored the individual belief or perception accounting for the negative association between proenvironmental behaviour and materialism. Therefore, the authors adopt psychological entitlement, a belief reflecting the dark side of individual perception, to explain why proenvironmental behaviour reduces materialism.

There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims to continue this trend by examining the relationship between individual values, using Schwartz's basic human values theory, and psychological well‐being (PWB) and affective organizational commitment. It also seeks to examine whether demographic variables control the relationship between individual values and the two dependent variables.

The sample is comprised of 271 police officers enrolled in an undergraduate program in an Israeli university.

As expected, the regression analysis showed a positive relationship between PWB and the values of benevolence, self‐direction, and achievement, and a negative relationship between PWB and the values of power and tradition. Surprisingly, organizational commitment was negatively related to achievement and positively related to power – the reverse of their relationship with PWB. The results also revealed a negative correlation between PWB and commitment.

The findings encourage future research on the relationship between individual values, PWB, and organizational commitment among police officers.

The question of how to strike a balance between work and life is attracting increasing attention from both scholars and practitioners. This paper aims to examine the relationship between individual level values, using Schwartz's basic human values theory, and the work‐family conflict (WFC), the family‐work conflict (FWC), and coping strategies.

A total of 122 employees from two Israeli high tech companies participated in this survey. The portrait values questionnaire (PVQ) was used to measure ten basic values. The PVQ includes short verbal portraits of 40 different people, gender matched with the respondent. Work‐family conflict and family‐work conflict were measured by the scales developed by Netemeyer et al. Personal coping was measured using the 16 items of Kirchmeyer's scale of coping strategies. Regression and correlation analysis were used to test the research hypotheses.

The findings showed a strong relationship between power and the three independent variables. Schwartz's ten values explained a relatively large percentage of the variation in the work‐family conflict and the use of coping strategies.

While there has been a growing trend to examine individual level values in order to better understand the attitudes and behaviors of employees in the workplace, very few studies have examined whether and how individual values are related to the interface between work and family. This paper responded to the call for such research. The findings are discussed in terms of their implications for the continuation of research on individual values in their relationship to the work‐family interface.

The purpose of this study is to portray societal/cultural values of Turkish people as perceived by managers and academicians. The study also aims to provide an understanding of the cultural context of the Turkish society in terms of socio‐cultural dimensions such as high and low context, monochronic vs polychronic, self‐determined, and temporal orientation.

Instead of using Schwartz's 56‐item questionnaire, the authors used seven cultural and ten individual dimensions as individual items. Cultural values were captured from managers' and academicians' perspectives by changing the frame of reference from self to others. The questionnaire was designed for two different age groups to find the magnitude of change in connection with cultural values.

Results indicate that Turkey can be defined as a conservative country. Hierarchy is ranked as the second most important polar dimension, and the order of cultural values indicates a reverse direction compared to the findings of similar studies with reference to European countries. It also deserves to emphasize the fact that the younger group of respondents is much more conservative and seeks more power over people and resources than the older group of respondents.

This paper, to some extent, may serve as a guide in reflecting today's cultural values in Turkey. It also makes a modest contribution to the relevant literature due to both the portraying cultural values of Turkish people, and the usage of methodological considerations for data collection purposes.

Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social rejection in workplace settings can alter employees' personal values in either the short- or the long term. Methodology: This is a theoretical essay based on three theories: (1) human values; (2) affective events; and (3) shattered assumptions. Findings: In the proposed model, an employee's emotional reactions to social rejection in the workplace (emotional distress or emotional numbness) partially mediate the relationship between the experience of social rejection and short- or long-term development of self-protective (rather than self-expansive) personal values. Originality: The processes whereby social rejection at work leads to personal value change remain largely unexplored to date. The proposed model represents an initial attempt to understand this process, including the effects of emotional distress (long term) and emotional numbness (short term). Research Implications: The model introduces the mechanisms whereby social rejection in the workplace leads to short-term and long-term changes in individual values and has potential to serve as a launchpad for future research interest in this phenomenon. Practical Implications: The framework proposed in this chapter should help scholars to understand better the dynamics of social rejection in the workplace and how this phenomenon affects employees' values in work settings, both in the short- and long term.

The purpose of this paper is to establish and test the role of religiosity, ethnicity, individual basic values, and consumer innovativeness in influencing consumer acceptance of novel products. This paper specifically addresses: the driving force of religiosity and ethnicity and mediating roles of individual basic values and consumer innovativeness in influencing acceptance of novel products.

A questionnaire was constructed and distributed to 700 respondents in the urban area of Malaysia based on convenience sampling. The data collected data were analyzed using structural equation modeling.

Findings show that religiosity and ethnicity are the main drivers that influence the acceptance of new products. Specifically, religiosity and ethnicity have negative relationship with openness to change (stimulation, self-direction, and hedonism) and positive relationship with conservation value (traditions and conformity); conservation values have negative effects on consumer innovativeness and acceptance of new products; openness to change values show the positive relationship with innovativeness and acceptance of new products; openness to change and conservation value mediate the relationship between religiosity and consumer innovativeness; conservation value mediates the relationship between ethnicity and consumer innovativeness; and consumer innovativeness mediates the relationship between individual basic values and acceptance of novel products. The model has been able to explain 34 percent of the variance in acceptance of novel products.

Different from previous research that often focussed on demographic and observable (e.g. age, race, religion) antecedents of innovation acceptance, the current research emphasized on the influence of behavioral and psychological characteristics (e.g. religiosity, ethnicity, values and innovativeness) on the consumer acceptance of novel products.