Automated content analysis of cultural Diversity Perspectives in Annual Reports (DivPAR): Development, validation, and future research agenda.

Objective: In this article, we present a digital tool (Diversity Perspectives in Annual Reports [DivPAR]) for automated content analysis of annual reports, designed to identify the presence of three cultural diversity perspectives-the Moral, Market, and Innovation perspectives-based on earlier work by Ely and Thomas (2001). Method: In Study 1, we describe the development and validation of the instrument, through an iterative procedure in which manual annotation of independent subsamples (n = 24, 25) by human coders was compared to the computer coding in subsequent rounds, until sufficient agreement was reached. In Study 2, we illustrate the type of data that the script generates, by analyzing the prevalence of the three perspectives in annual reports of 55 Dutch organizations over a period of 2 decades (1999-2018; n = 937). Results: Our findings confirm that DivPAR is sufficiently reliable for use in future research. In Study 2, we show that among Dutch organizations, the moral perspective is most prevalent, but the market and innovation perspectives are increasing in popularity. Conclusion: DivPAR can be used to analyze the prevalence and longitudinal development of diversity perspectives in organizational communication. It enables scholars to draw comparisons across different sectors, regions, or countries, to study how diversity perspectives correlate with societal developments, and to uncover the (lack of) relationships between diversity communication and diversity outcomes. Directions for future research are discussed at the end of the article. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Social media use, social identification and cross-cultural adaptation of international students: A longitudinal examination.

The mobility experience is an important life event for international students, and achieving successful psychological and sociocultural adaptation is crucial for this experience to be positive. Through a three-wave longitudinal study among international students enrolled at universities in Spain, Portugal, and Poland (n = 233), we examined the relationships between social media use, social identification, and (sociocultural and psychological) adaptation across time. Results of cross lagged panel modeling (CLPM) showed that social media contact with home nationals predicted greater identification with this group. Social media contact with host country nationals predicted poorer adaptation. Social media contact with other international students did not show any effects, while identification with this group predicted better adaptation. Our results point to the dynamic nature of the adaptation process, showing that the role of social media use and identification targeted at different social groups may play different roles than was previously found in cross-sectional research.

Unpacking all-inclusive superordinate categories: Comparing correlates and consequences of global citizenship and human identities.

Previous research suggests that all-inclusive superordinate categories, such as "citizens of the world" and "humans," may represent different socio-psychological realities. Yet it remains unclear whether the use of different categories may account for different psychological processes and attitudinal or behavioral outcomes. Two studies extended previous research by comparing how these categories are cognitively represented, and their impact on intergroup helping from host communities toward migrants. In a correlational study, 168 nationals from 25 countries perceived the group of migrants as more prototypical of the superordinate category "citizens of the world" than their national group (relative outgroup prototypicality), whereas no differences in prototypicality occurred for the category "humans." Identification with "citizens of the world" was positively associated with a disposition to oppose helping migrants and to offer dependency-oriented help. However, identification with "humans" was positively associated with helping in general, and with offering dependency- and autonomy-oriented help; and negatively associated with opposition to helping. The experimental study manipulated the salience of "citizens of the world" vs. "humans" vs. control category, among 224 nationals from 36 countries. Results showed that the salience of "humans" (vs. "citizens of the world") triggered higher entitativity and essentialist perceptions, and dual-identity representations. No differences due to salience were found for representations of relative ingroup prototypicality or helping responses. Overall, these findings suggest that the interchangeable use of different labels is problematic, considering these might activate different representations, and thus, are likely to lead, in some circumstances, to different attitudinal or behavioral outcomes.

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education.

The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals' intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respondents, between students of Western and Non-Western background, and across two time points, five months apart. Based on our findings, we conclude that all five subscales of the MPQ-SF display sufficient measurement invariance to be reliably used in this and similar contexts, in comparative as well as longitudinal study designs.

Multicultural personality and effectiveness in an intercultural training simulation: The role of stress and pro-active communication.

Multicultural personality traits have been shown to predict intercultural outcomes in a range of settings. However, how these traits affect behaviour during intercultural interactions remains an understudied area. A study was conducted among participants in intercultural training sessions, to examine whether scores on the five dimensions of the Multicultural Personality Questionnaire (MPQ) could predict how they performed in the intercultural simulation game "Barnga." Both a self-rating and other-rating of intercultural effectiveness were included. Furthermore, we examined whether perceived stress and pro-active communication played a mediating role. Results of Latent Growth Curve Modelling (LGCM) show that emotional stability has a positive effect on mean scores (intercept) of both self-rated and other-rated outcomes, mediated through perceived stress. Social Initiative has a positive effect on the rate of improvement (slope) in other-rated outcomes during the simulation, mediated through pro-active communication.

Diversity climate enhances work outcomes through trust and openness in workgroup communication.

Diversity climate, defined as an organizational climate characterized by openness towards and appreciation of individual differences, has been shown to enhance outcomes in culturally diverse teams. To date, it remains unclear which processes are responsible for these findings. This paper presents two quantitative studies (n = 91; 246) that identify trust and openness in workgroup communication as possible mediators. We replicate earlier findings that perceived diversity climate positively relates to job satisfaction, sense of inclusion, work group identification and knowledge sharing in teams. In study 1, trust is shown to mediate the effects of perceived diversity climate on team members' sense of inclusion. In study 2, trust mediates the relationship between perceived diversity climate and workgroup identification and openness mediates its relationship with knowledge sharing.