Value Of Autonomy Research Articles

Psychological and socio-demographic correlates of women’s decisions to give birth at home

<b>Background</b><br /> Some women decide to give birth at home. They treat their home as a safe place to do so, are against medicalization of natural labour or value activity and autonomy during labour. They are also characterized by good knowledge of their own bodies and about labour in general (including labour at home).<br /> Psychological studies have revealed a correlation between labour (including the derived satisfaction) and the levels of dispositional optimism, perception of efficacy, and coping with pain. Analysis of the available demographic data shows that the decision to give birth at home is correlated with a certain socio-demographic profile of women.<br /> <br /> <b>Participants and procedures</b><br /> One hundred thirty five mothers took part in the study. Among them 72 had given birth at home and 63 in a hospital. The following were assumed as important psychological determinants: dispositional optimism, sense of self-efficacy, strategies for coping with pain and their effectiveness. The LOT-R Test, GSES Scale, CSQ Questionnaire as well as a demographic questionnaire were used in the study.<br /> <br /> <b>Results</b><br /> Women who gave birth at home were characterised by significantly higher levels of optimism and sense of self-efficacy in comparison with the other women. Women giving birth at home reinterpreted the sensations of pain more frequently than the others, who were more likely to catastrophise and pray/hope. The level of conviction about having control over pain was much higher in the experimental group. The relationship between choice of place to give birth and the level of education, marital status, area of residence as well as age is weak. Correlations between the place of birth and income, number of children as well as membership of religious communities are moderate and statistically significant.<br /> <br /> <b>Conclusions</b><br /> It is important to see and meet the different expectations of the two distinct groups of women. Today’s phenomenon of homebirth requires systematic interdisciplinary research. The system of obstetric care should get ready for the ongoing social changes. It is also necessary to systematically collect socio-demographic data of women giving birth at home. Further research, as well as the use of current results in the process of selecting women to give birth at home, is suggested.

Culture and Entrepreneurship: The Case of Latin America

The aim of this paper is to contribute to an increased knowledge of the cultural values and the entrepreneurial activity that are present in countries with different levels of development. Within the group of developing countries, we focus our analysis on the case of Latin America.The study uses data from the Schwartz value survey (svs) to measure cultural values, and Global entrepreneurship monitor (Gem) for information regarding entrepreneurship. The results show that cultural variables, together with the rate of entrepreneurial activity, clearly distinguish developing countries from developed ones. Higher entrepreneurial activity is found in countries with lower levels of development; however, the cultural value dimensions of autonomy and egalitarianism are associated with higher development levels. In the specific case of Latin America, the results reveal the existence of two groups of countries. Firstly, Bolivia, Peru and Venezuela have higher rates of entrepreneurship and, at the same time, a greater prevalence of some cultural values (notably embeddedness, but also Hierarchy). In contrast, another group of countries in the region—Argentina, Brazil, Chile, Costa Rica and Mexico—is characterized by the presence of opposing cultural values (autonomy and egalitarianism), more in line with those corresponding to developed countries.The paper concludes with a discussion of the results, including some interesting implications, from both academic and policy perspectives. In the case of Latin America, a certain combination of cultural values (embeddedness and egalitarianism) may be leading to higher start-up rates. Thus, promoting these values could contribute to entrepreneurship and economic development.

Personal Values that Support and Counteract Utilization of a Screening Test for Prostate Cancer

The main aim of the current research was to discover the personal values that may support men's prostate cancer screening decisions in the future. We asked for participants’ past behavior and future behavioral intentions, and also considered their real-life behavior. The sample consisted of 371 men, of which 93 were first-time patients at the Andrology Unit. The results show that Security value was related to past participation, while Achievement, Stimulation, and Traditions counteracted this. Present prostate-testing behavior was related only to higher Security values. Predictors of future behavioral intentions were Security, Self-direction, and Benevolence, which described 21% of the total variability. Considering informed decision-making processes, our results suggest that men who hold Security, Self-direction, and Benevolence values are more likely to participate in office-based initial screening. The study indicates the need to offer office-based initial screening to those age-eligible men whose values do not support participation.

A new synthesis in search of synthesizing agents Comment on "A new synthesis".

In a recent editorial in this journal Pierre-Gerlier Forest foretells a coming revolution in health policy based on the synthesis of four conceptual innovations and one technological breakthrough. As much as I agree with the intellectual story told in this editorial I present a more skeptical view of the effect of paradigm shifts on healthcare systems on the ground. I argue that ideas triumph when times are ripe and times are ripe in health policy when payers and providers can find a compromise between the need to value what providers do and their professional autonomy. I also argue that autonomy is a product of the market: patients value autonomy and prefer doctors to insurers.

Reclaiming individualism: perspectives on public policy

Introduction: Six impossible things before breakfast Part 1: Individualism Individualism Individualism and collectivism Part 2: The moral dimensions of individualism Individual value and individual rights Autonomy and self-determination Personal responsibility Possessive individualism Individual welfare Part 3: Methodological individualism and rational self-interest Utility and choice Self interest Rationality The Pareto principle Part 4: Substantive policy Choice and the market More of the market: one solution for everything Personalised services The individualisation of social policy Part 5: Individuals and collective action Individual and social choices Collective action Solidarity and voluntary collective action Public services Part 6: Government and public policy The individual versus the state The role of government The moral agenda Social policy and the individual.

Socialization Values and Parenting Practices as Predictors of Parental Involvement in Their Children's Educational Process

Research Findings: The purpose of this study was to examine associations between parental socialization values (including inconsistency in values), parenting practices, and parental involvement in their children's education. Altogether 242 Estonian mothers and fathers of first-grade children participated in the study. We found that mothers were overall more involved in their children's education than fathers. Whereas emphasis on social values at home was related to paternal and (marginally) to maternal home-based academic involvement, emphasis on self-direction values at home among mothers was related to their home-based general involvement. Also, inconsistency in family socialization values had a negative impact on paternal involvement. Finally, positive practices were most consistently related to all types of involvement among mothers and fathers. Practice or Policy: The findings of the present study emphasize the importance of concordance in mother-father values. For teachers, it emphasizes the need to cooperate with both spouses and to discuss broader topics, including their values and practices. The results additionally indicate the importance of finding ways to enhance collaboration with less-educated parents. The results have practical implications for teachers who can potentially help parents to become more involved in their children's education.

Effects of culture and social cynicism on anxious attachment transference from mother to partner

We examined the role of culture and social cynicism beliefs in the transference of an anxious attachment style from mother to romantic partner among a group of undergraduates from the US (n = 200) and Hong Kong (n = 147). The results showed that anxious attachment to mother and to partner was moderately correlated among both cultural groups. However, social cynicism beliefs were found to moderate the relationship between anxious attachment to mother and attachment to partner among U.S. but not Hong Kong Chinese participants. This observed differential effect of social cynicism beliefs could be explained by differences in self-direction values across the 2 cultural groups. The findings in the study are of theoretical significance as they provide insights for further research on the influences of cultural variables and personal beliefs on attachment transference.

Improving implementation of evidence-based practice in mental health service delivery: protocol for a cluster randomised quasi-experimental investigation of staff-focused values interventions

BackgroundThere is growing acceptance that optimal service provision for individuals with severe and recurrent mental illness requires a complementary focus on medical recovery (i.e., symptom management and general functioning) and personal recovery (i.e., having a ‘life worth living’). Despite significant research attention and policy-level support, the translation of this vision of healthcare into changed workplace practice continues to elude. Over the past decade, evidence-based training interventions that seek to enhance the knowledge, attitudes, and skills of staff working in the mental health field have been implemented as a primary redress strategy. However, a large body of multi-disciplinary research indicates disappointing rates of training transfer. There is an absence of empirical research that investigates the importance of worker-motivation in the uptake of desired workplace change initiatives. ‘Autonomy’ is acknowledged as important to human effectiveness and as a correlate of workplace variables like productivity, and wellbeing. To our knowledge, there have been no studies that investigate purposeful and structured use of values-based interventions to facilitate increased autonomy as a means of promoting enhanced implementation of workplace change.MethodsThis study involves 200 mental health workers across 22 worksites within five community-managed organisations in three Australian states. It involves cluster-randomisation of participants within organisation, by work site, to the experimental (values) condition, or the control (implementation). Both conditions receive two days of training focusing on an evidence-based framework of mental health service delivery. The experimental group receives a third day of values-focused intervention and 12 months of values-focused coaching. Well-validated self-report measures are used to explore variables related to values concordance, autonomy, and self-reported implementation success. Audits of work files and staff work samples are reviewed for each condition to determine the impact of implementation. Self-determination theory and theories of organisational change are used to interpret the data.DiscussionThe research adds to the current knowledge base related to worker motivation and uptake of workplace practice. It describes a structured protocol that aims to enhance worker autonomy for imposed workplace practices. The research will inform how best to measure and conceptualise transfer. These findings will apply particularly to contexts where individuals are not ‘volunteers’ in requisite change processes.Trial registrationACTRN: ACTRN12613000353796.

Effects of narcissistic personality traits and interpersonal relationship tendencies of art therapists on their countertransference management ability

This study investigated the effects of art therapists’ narcissistic personality traits and interpersonal relationship tendencies on their countertransference management ability. The study participants were 181 art therapists who had already performed paid art therapy service for at least ten times nationwide. The study instruments were a questionnaire on the demographic and job-related information of art therapists, a Narcissistic Personality Inventory (NPI), an interpersonal relationship scale, and a Countertransference Factor Inventory (CFI). The data were analyzed using frequencies, percentage, means, and standard deviations. Pearson's correlation values were calculated and multiple regression analysis was conducted. First, among the items of narcissistic personality traits, the values of self-sufficiency, authority, and superiority were in a middle range, whereas the values of vanity and exploitativeness were in a low range. In terms of interpersonal relationship tendencies, the values of sympathetic–receptive, sociable–friendly, and independent–responsible were in a high middle range, whereas the values of defiant–distrusting and competitive–aggressive were in a low range. The value of countertransference management ability was above the middle. Second, the countertransference management ability was directly correlated with narcissistic personality traits, including self-sufficiency and entitlement, and with interpersonal relations tendencies, including dominant–superior, independent–responsible, epideictic–self-absorptive, and defiant–distrusting. Exhibitionism, a narcissistic personality trait, was indirectly correlated with the countertransference management ability through dominant–superior. Self-sufficiency, a narcissistic personality trait, was indirectly correlated with the countertransference management ability through independent–responsible. Entitlement was indirectly correlated with the countertransference management ability through epideictic–self-absorptive.

Brief report: Early adolescents' value development at war time

Values are considered relatively stable individual characteristics, and there is little research to date on the conditions that underlie value-priorities change. This small-scale short-term longitudinal study tested whether a major life event of war changes the priority that early adolescents assign to values. Thirty-nine Israeli adolescents completed the Schwartz Values Survey on four occasions—at the beginning, middle, and end of the 2006 Israeli–Lebanese war during which their hometown was bombed. As hypothesized, anxiety-based values of tradition, power, and security increased in importance, while conformity values decreased in importance. Anxiety-free values of benevolence, universalism, self-direction, stimulation, and hedonism decreased in importance. Achievement values decreased and then increased in importance. Despite methodological limitations, the findings demonstrate that value development, at least during early adolescence, can take place rather quickly under circumstances of major traumatic events such as war.

Values in the bank: Value preferences of bank frontline workers and branch managers

The present study investigated the value preferences of frontline workers and branch managers working in a large bank in Israel. Value preferences of bank workers (n = 98) were compared with those of a matching sample drawn from the Israeli general population (n = 152). In addition, value preferences of bank frontline workers were compared with those of bank branch managers and deputy managers. Finally, the relationships between personal value preferences and the workers’ career motivation were examined. The results indicate that compared to the general population, bank workers have a higher preference for conformity, hedonism, and power values and a lower preference for benevolence, universalism, and self-direction values. Compared to the frontline workers, the bank branch managers and deputy managers reported a higher preference for achievement values and a lower preference for tradition values. Higher career motivation was associated with a higher preference for achievement and power values and a lower preference for benevolence values.

Not by money alone: the emotional wallet and talent management

PurposeThe conventional talent management approach views human relationships as transactional, akin to the commodities that traverse through the supply chain maze. In short, there is a quid pro quo relationship between wage and services, depriving any role for other non‐monetary influences on this relationship. This naïve view of human behavior has distracted the fundamental purpose of talent management – to unlock the value of talent to organizations. Two fundamental drivers that have challenged this transactional view espoused by HR include technology and advances in neuroscience. The technological advancements have created a demand for highly skilled professionals who value autonomy and meaningful engagement. This has brought employee engagement within the focus of managers – a topic that had less significance in earlier decades. The transactional view of workplace relationships has been challenged by discoveries of human behavior by neuroscience. Human beings are wired to have emotions and perceptions, and a workplace is no exception. Reframing the issue through a simple‐yet‐powerful framework, fundamentals of talent management can be restored, paving the way for a meaningful design of organizations. This paper seeks to address these issues.Design/methodology/approachUsing rigorous in‐depth secondary research about current talent practices, the report offers a novel framework to unlock the drivers of employee's motivation and performance. The framework serves as a diagnostic leadership tool to identify breakdowns and foster a meaningful conversation to restore the organization back to equilibrium. A holistic alternative that is agnostic to the rank of the employee, job role, and geography offers promise over the current practice of dealing with employee issues in fragmented manner.FindingsThe proposed framework helps identify the sweet‐spot that lies at the intersection of three fundamental drivers; employee's preferences on the type of work, employee's core competency and activities that are value‐adding to the organization. The sweet‐spot is the employee's emotional wallet that the organizations must proactively capture to unlock the true drivers of motivation and performance. The proposed framework serves as a diagnostic tool to meaningfully tackle breakdowns and restore organizations to equilibrium. The sweet‐spot provides the clue to design an effective organizational structure, identify the enablers and catalyst that can unlock employee motivation and performance.Practical implicationsThere is a compelling need for today's organizations to refocus their energies to unlock the value of their talent to drive higher performance and motivation. Deploying the proposed framework will empower organizations to capture the “share of emotional wallet” that is critical to drive higher levels of employee engagement and motivation. Smarter organizational structures and job role can be meaningfully designed.Social implicationsThe proposed framework challenges conventional talent management views of human relationships as transactional akin to the commodities that traverse through the supply chain maze. This blind spot has deprived the organizations in unlocking the drivers of employee motivation and performance. Overcoming this blind spot empowers talent management to capture the emotional share of wallet instead of trying to perfect the delivery supply chain.Originality/valueDespite new organizational complexities, the fundamental focus for talent management is to unlock the value of its resource. Despite the pristine appeal of this fundamental tenet of talent management, it is ironic that HR has drifted its focus from its core. Reframing the issue through a simple‐yet‐powerful framework, fundamentals of talent management can be restored, paving the way for a meaningful design of organizations. This is a paradigm shift for talent management to get back to basics of what really matters to the organizations.

Post materialist values and entrepreneurship: a multilevel approach

PurposePostmaterialist values (autonomy, self‐expression, fulfilment of personal goals) have been shown to predict entrepreneurship at the country level. This paper aims to expand previous research by testing the relationship between postmaterialism and entrepreneurship at the individual level across 39 countries.Design/methodology/approachIn a series of multilevel models, with individuals nested within countries, the paper tests whether individuals’ postmaterialist values predict the probability of becoming an entrepreneur after controlling for income level, age, gender and education level. To do this, Inglehart's 12‐item Postmaterialism‐index was used. Data was taken from the 1999‐2004 database of the World Value Survey on approximately forty‐five thousand subjects from 39 countries. Models with random intercepts and random slopes were calculated.FindingsThis paper presents evidence on three issues: postmaterialism decreases a person's likelihood of becoming an entrepreneur; the effect of postmaterialism on entrepreneurship varies across countries; and this effect is more negative in countries with high levels of entrepreneurship.Practical implicationsTheoretical: individuals with materialist values are more likely to be entrepreneurs than postmaterialist individuals. This finding provides support to the hypothesis that entrepreneurs are basically economically driven people. Practical: The efficacy of public policies to promote entrepreneurial activity could be overshadowed by more deeply‐rooted cultural orientations, postmaterialism in this case.Originality/valueThe relationship between postmaterialism and entrepreneurship has been studied previously using countries as the unit of analysis; this paper's main contribution is that it expands this line of research to the individual level of analysis.

ACCOUNTABLE CARE ORGANIZATIONS: AN OPPORTUNITY FOR SYNERGY

With the reelection of President Obama, full enactment of the Patient Protection and Affordable Care Act is all but certain. Part of that legislation is the establishment of Accountable Care Organizations (ACOs). These large networks require a minimum of 5,000 Medicare patients, and will assume the total costs for their care in many cases. Over 140 ACOs are already established with over 130,000 physicians and 2.2 million beneficiaries.1 Much of the broad legislation governing ACOs has yet to be converted to specific regulations, which will vary between states. Because so much of this change has yet to be decided, and large systems will have to rapidly adapt, ACOs may become a sudden order of business for family medicine program directors. ACOs are a model of shared risk for costs and savings of a defined population. The more patients a network has, the more easily they can spread the costs of expensive care of the relatively few. In the ACO model, hospitals will shift from revenue centers to cost centers. ACOs have the potential to shift systems to embrace wellness rather than reactive illness care. In the future, we may get reports on how much our patients cost the system, rather than how much revenue we generated with our level-4 visits, inpatient billing, and procedures. Many systems will need to increase their primary care workforce as more patients have health coverage, and systems shift their emphasis to outpatient and preventive care. Insurance and payment reforms are the first 2 steps in health care reform. The third phase is delivery system reform.1 A need to educate those making ACO formation decisions will exist, regarding the value of family medicine residency programs to ACO networks. One of the fundamental objectives of the National Institute of Program Director Development (NIPDD) training is to understand the worth of your program; in the world of ACOs, our 2 principal strengths to promote will be cost-effective care and workforce generation. To truly provide population health care (rather than just those who come to see us) will require a fundamental shift in perspective for our systems, and most of us as well. Many of us will need to learn new skills; we will need to strongly advocate for resources such as case managers, chronic disease registries, and searchable electronic health records to provide high quality, cost-effective health care to a population. We also need to advocate for payment reforms that truly reflect our value to our systems. If we are not involved in the early formation and leadership of ACOs, we risk maintaining the status quo of huge payment disparities between procedure-based specialists and diverse primary care practices. These disparities discourage future medical students from entering primary care, which eventually will hurt all of our patients. Residency education about cost-effective care is optimized if the system can provide each resident with clinical quality and cost data on their own panel of patients, rather than having them subsumed under the faculty patient panel. We need to advocate for not just teaching about quality improvement, but doing it in our residency practices. Family medicine has a long and celebrated history of advocating for our patients. With the formation of ACOs, there is a moral imperative that we advocate for systems that reflect our values as a specialty. In the next few months, many decisions will be made that will affect both process values (the rules that govern decision-making processes such as transparency, accountability, and participation) and content values (clinical effectiveness, cost-effectiveness, justice/equality, and autonomy).2 We all need to ensure that family medicine has a voice at the table, and that we are proud of the end result. After all, the ACOs created in the next few months will be the ones our graduates will be practicing in for the foreseeable future.

Supporting creativity, inclusion and collaborative multi-professional learning

This article connects arguments in the field of integrated and multi-professional working concerning the need to promote a strengths-based approach to children, childhood and children’s services with writing about creativity in schooling. It utilizes strength-based and social justice approaches to encourage professionals who work with children and families to recognize the diversity of childhood and support children and families to collaboratively, creatively and flexibly develop solutions to their own life issues and their learning. It questions the extent to which schools are ready to be places that enable collaborative dialogue and considers whether targets and tests lead schools to stifle creativity. It draws from the CREANOVA project funded by the European Commission’s Education, Audiovisual and Culture Executive Agency (EACEA) to demonstrate the quantitative basis for the argument that flexibility stimulates creativity, and demonstrates that creativity flourishes in environments that value autonomy, openness, supportive structures and collaborative relationships. This finding enables the article to conclude that a culture shift can be achieved that stimulates creativity and innovation in childhood if organizations recognize the abilities of children to stimulate each other’s creativity, support children’s freedom to learn collaboratively and challenge barriers to learning such as targets and top-down performance indicators.

Do Cultural Values Affect Quality of Life Evaluation?

Schwartz defines cultural values as motivational types, where each value reflects goals and objectives to be achieved. According to Schwartz, cultural values are related to an orientation that is individualistic (values referred to as power, achievement, hedonism, stimulation and self-direction), collectivistic (benevolence, tradition and conformity) or mixed (security and universalism). Today, there is a theoretical consensus that cultural values are mediators in the evaluation of quality of life (QOL); nonetheless, there are few published studies to date relating them to QOL. To determine whether a significant relationship exits between cultural values and QOL in three Spanish-speaking countries. A total of 821 persons participated: 321 from Chile, 200 from Spain and 300 from Cuba. The Schwartz Cultural Values Survey and the WHOQOL-BREF Quality of Life Scale were used. Analysis of variance, and correlation and regression analyses were preformed after collecting data. Only hedonism was significantly correlated with the global evaluation of QOL in Spain and Chile. Few correlations were found in all three countries between cultural values and the QOL domains evaluated, with the exceptions of the value of self-direction, which was related to physical well-being, and the value stimulation, which was correlated with psychological as well as social well-being in all three countries. Certain values may be associated with a better perception of QOL, depending on the particular culture of the population evaluated.

Don’t Judge a Book by Its Cover, Revisited

Research has documented a robust stereotype regarding personality attributes related to physical attractiveness (the “what is beautiful is good” stereotype). But do physically attractive women indeed possess particularly attractive inner attributes? Studying traits and values, we investigated two complementary questions: how perceived attractiveness relates to perceived personality, and how it relates to actual personality. First, 118 women reported their traits and values and were videotaped reading the weather forecast. Then, 118 judges rated the traits, values, and attractiveness of the women. As hypothesized, attractiveness correlated with attribution of desirable traits, but not with attribution of values. By contrast, attractiveness correlated with actual values, but not actual traits: Attractiveness correlated with tradition and conformity values (which were contrasted with self-direction values) and with self-enhancement values (which were contrasted with universalism values). Thus, despite the widely accepted “what is beautiful is good” stereotype, our findings suggest that the beautiful strive for conformity rather than independence and for self-promotion rather than tolerance.

Empathy and values as predictors of care development

This study investigates values and affective empathy as predictors for care-based moral development. Fifty-three students from a university of applied sciences were interviewed with Skoe's Ethic of Care Interview at the beginning of their studies and two years later. Value priorities were measured by Schwartz et al.'s Portrait Value Questionnaire, empathy variables by Davis' Interpersonal Reactivity Index, and feelings of sympathy were rated using a real-life moral conflict. The results showed that students in care-oriented fields progressed in care reasoning. Real-life sympathy and the value of self-direction positively predicted development in care reasoning, whereas personal distress was a negative predictor. The results indicate that care-based moral development is more closely connected with affective empathy than personal values. Individuals who feel empathy for others, and who prefer independent thinking and action, achieve the greatest gains in care development. In conclusion, educators should encourage students' empathy and moral reasoning in authentic moral conflicts.

Child-Rearing Values in Southern Brazil

The authors examine social-class differences in parents’ child-rearing values for autonomy, self-direction, and conformity and the extent to which their values are influenced by their perceptions of their developing children’s characteristics. Parents from 25 middle-class or working-class families in a Brazilian city participated in interviews, observations, and completed Kohn’s Q-Sort measure when their children were 3, 36, and 72 months of age. Parents’ child-rearing values differed significantly by social class: middle-class parents were more likely to value autonomy and self-direction in their children, whereas working-class parents were more likely to value conformity. In addition, the strength and direction of parental values changed significantly as their children developed. Parents were less likely to value autonomy and self-direction when their children were 36 months than when they were either 3 or 72 months. Middle-class parents were more likely to value conformity when their children were 36 than when they were younger or older.

Values and Risk Perceptions: A Cross‐Cultural Examination

This article examines the relationship between values and risk perceptions regarding terror attacks. The participants in the study are university students from Turkey (n = 536) and Israel (n = 298). Schwartz value theory (1992, 1994) is applied to conceptualize and measure values. Cognitive (perceived likelihood and perceived severity) and emotional (fear, helplessness, anger, distress, insecurity, hopelessness, sadness, and anxiety) responses about the potential of (i) being personally exposed to a terror attack, and (ii) a terror attack that may occur in one's country are assessed to measure risk perceptions. Comparison of the two groups suggests that the Turkish participants are significantly more emotional about terror risks than the Israeli respondents. Both groups perceive the risk of a terror attack that may occur in their country more likely than the risk of being personally exposed to a terror attack. No significant differences are found in emotional representations and perceived severity ratings regarding these risks. Results provide support for the existence of a link between values and risk perceptions of terror attacks. In both countries, self-direction values are negatively related to emotional representations, whereas security values are positively correlated with emotions; hedonism and stimulation values are negatively related to perceived likelihood. Current findings are discussed in relation to previous results, theoretical approaches (the social amplification of risk framework and cultural theory of risk), and practical implications (increasing community support for a course of action, training programs for risk communicators).