Social Identity, Values and Migration

Short-term advanced training program “Social Identity, Values and Migration” took place from 25th of March till 5th of April. Program included three thematic parts.

First course – “Polish - Russian relations in psychological research” - was conducted by Pawel Boski, professor, head of department of cross-cultural psychology at Polish Academy of Sciences, on March, 25-28. In this course P. Boski talked about following topics: the cultural-psychological map of Europe, its economic antecedents and consequences in well-being; studies on cynicism, sport game animosities and lessons for improvement in Polish-Russian relations, and psychology of economic immigration and acculturation. The lecturer discussed a model of relations between socio-economic and psychological variables, comparing Post-Communist countries and Non-Communist countries. Also P. Boski suggested his own model of acculturation, in which culture identity is conceptualized as personal valuation of attributes ascribed to one’s culture.

Second course – “Social Identity” – was led by Sonia Roccas, professor at The Open University of Israel, from 1st till 5th of April. S. Roccas talked about two types of identity – personal vs. social, and influence of particular groups on the identity of a person. The lecturer presented series of studies that show how groups can be personally evaluated by values they provide or feelings of warmth, entativity, and capability. Then S. Roccas discussed topic of identification by comparing different theories and suggesting concept of complex social identity.

Third course – “Values at Work” – was led by Lilach Sagiv, professor at The Hebrew University of Jerusalem, also from 1st till 5th of April. The lecturer claimed that professions and occupations differ in the values that they allow members to attain and the values that they block. Self-selection into organizations and professions are relatively largely accounts for the relative homogeneity of their members’ values with socialization having much less effect. This leads to person-organization value fit, which means working in organizations that emphasize and encourage values that are congruent with one’s own values. L. Sagiv presented studies on relationships between values and behavior at work place (cooperation vs. competition), effects of values and perceived meaning of work, and relations between values and personal traits.