With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.

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Although the usefulness of feedback in improving performance has long been recognized, little attention has been paid to its underlying processes and mechanisms. Also, studies on feedback have mostly been conducted in the laboratory. In an attempt to overcome some of these shortcomings, the present study assessed the effect of varying the frequency of feedback m an applied setting-m the area of industrial/occupational safety The behavioral safety performance of all the 58 employees in a heat exchanger manufacturing and repair plant was monitored over a 10-month period A variation and extension of the basic reversal (A-B-A) design was used to assess the effect of varying the frequency of feedback along with some other interventions, namely, training and goal setting The results indicated that more frequent feedback (once a week) did not result in more effective performance than less frequent feedback (once every 2 weeks) Practical implications in the area of industrial/occupational safety are discussedThe usefulness of feedback in improving performance has been described as "perhaps one of the most dependable and thoroughlytested principles in modern-day psychology [and] the principle holds for animals and men, for children and adults, for groups as well as individuals, and for a wide variety of learning, psychomotor, monitoring, and other general performance tasks" (Chapanis, 1964, p. 263). Its necessity for learning and for motivation in performance-oriented organizations has also been accepted (Ilgen, Fisher, & Taylor, 1979). A number of reviews of literature over a period of time support these conclusions (Adams

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