The Dual Route to Value Change: Individual Processes and Cultural Moderators

By A. Bardi, R. Goodwin. 2011

392 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/6e1d89221bc7f4535c1673e4d43f610529cca4f5

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Citations in the corpus

Values, Norms, and Intrinsic Motivation to Act Proenvironmentally (2016, background): “However, some studies suggest that the extent to which people endorse different values may also change later in one’s lifetime, when one’s initial values are challenged repeatedly in the same direction such that they are motivated to re-evaluate the importance of their values (73).”
The Deliberative Value Formation model (2016, background): “Transcendental values are often implicit and thus may require explicit prompts and deliberation to bring them out (Sagoff, 1998; Niemeyer 2004; Bardi and Goodwin, 2011; Kenter et al., 2011).”
Testing a New Theoretical Model for Attitudes Toward Immigrants (2016, background): “In addition, results point to the importance of value-based interventions and education (Bardi & Goodwin, 2011; Biesta, 2010) as a means to change appraisal and societal attitudes toward immigration policy.”
Shared values and deliberative valuation: Future directions (2016, background): “…transcendental values through short term interventions such as one-off deliberative exercises, are not likely to endure with individuals unless these are reflected in their social environment through social learning processes (Bardi and Goodwin, 2011; Kenter et al., 2016a, in this issue).”
Transcendental values and the valuation and management of ecosystem services (2016, background): “Exposure to and reflection on different perspectives can generate change in the way that participants view the social-ecological system, for example in terms of the state of the environment or the consequences of policies or behaviour (Bardi & Goodwin 2011).”
Contextual and psychological factors shaping evaluations and acceptability of energy alternatives: Integrated review and research agenda (2014, background): “For example, values are considered to be a relatively stable personal predisposition, yet the relative importance of values might change, for instance due to new experiences in life [105,106].”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “This is important as research has shown that life and career transitions can cause shifts and fluctuations in levels of self-direction and values (e.g., Bardi & Goodwin 2011, Rokeach 1973).”
The Culturally Intelligent Team (2013, background): “Similarly, values can become shared within teams when individual schemas adjust and converge, and team members internalize the shared values that guide their team (Bardi & Goodwin, 2011; Fiske & Taylor, 1991; Tajfel & Turner, 1979; Turner, Hogg, Oakes, Reicher, & Wetherell, 1987).”
Values at Work: The Impact of Personal Values in Organisations (2019, background): “Bardi and Goodwin (2011) proposed five mechanisms that could foster value change, through an effortful and/or an automatic path: priming, persuasion, adaptation, identification, and consistency maintenance.”