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Five personality traits commonly known as the “Big Five” have been widely acknowledged as universal. But most available psychological instruments are not necessarily transferable to other cultures. They are referred to as “W.E.I.R.D.” (western, educated, industrial, rich, democratic) and lack the combined emic-etic approach that is necessary for a transcultural perspective. This intercontinental congress brings experts from Kenya and Germany together – thinking out of the box and collecting ideas for a scientific based partnership of East Africa and Europe. Main topics are psychological constructs that prove relevant for Human Resources Management. The Five-Factor Model, core self-evaluations, coping processes and acculturation as well as globalization effects and gender issues are discussed.
In Western personnel psychology, competence- and control beliefs (CCB) are of widespread use to predict typical work-related outcomes such as well-being, achievement motivation and job performance. The predictive value and comprehension of CCB in East Africa is examined, comparing a Kenyan target with a German source sample (N=143). Responses to personality tests included qualitative interviews on items capturing control orientations (self concept of ability, internality, powerful others, and chance). Linear regression analyses,
explorative factor analyses, and a procrustean target rotation showed comparable, but not fully congruent predictability for the connection of CCB with outcome variables. Factor structures of control responses did not resemble each other sufficiently. Content analyses including scale intercorrelations, quantitative and qualitative item information served for an explanation of this predictability gap, specifying differences between the German and Kenyan samples that are associated with the social-relational domain of personality. Results
fit in the picture depicted by the African Ubuntu philosophy and the South African Personality Inventory project (SAPI), both emphasizing social-relational aspects. In particular, the powerful others control orientation diverges the most between the cultures. Being perceived as a negative and external factor in the German sample with its individualistic culture, powerful others is of mixed emotional quality and just as well internal, when asked for in the Kenyan sample with its Ubuntu-worldview. An uncritical transfer of CCB measures from one culture to another is assumed to be inappropriate. More emic-etic based research is demanded concerning intra- and intercultural variability of CCB to depict a
transcultural applicable model.
In Western personnel psychology, control beliefs are a valued predictor for work-related outcomes. Yet, little is known about the culture-specific functioning of control in East Africa. Kenya, as an Ubuntu culture, is examined regarding control beliefs and contrasted with a German sample considered to represent an individualistic or Western culture. Responses to N=143 quantitative personality tests were attended with qualitative interviews on control beliefs (self-concept of ability, internality, powerful others, and chance). Content validity and factor structure of control beliefs were analyzed, followed by a Procrustean target rotation. Linear regression analyses were conducted to assess the predictability of job performance, achievement motivation, and well-being. Item comprehension, as well as factor structure of the four control aspects, differ between the two samples. In particular, the ‘powerful others’ control aspect diverges the most between the cultures. Linear regression analyses showed comparable, but not fully congruent predictability. Results indicate that an uncritical transfer of the control beliefs measure from one culture to another is inappropriate. Results fit in the picture of African Ubuntu philosophy, emphasizing social-relational aspects shaping control beliefs. More emic-etic based research is demanded concerning intra- and intercultural variability of control beliefs to depict a transcultural applicable and invariant model.