We know that there are cross-cultural differences in psychological variables, such as individualism/collectivism. But it has not been clear which of these variables show relatively the greatest differences. The Survey of World Views project operated from the premise that such issues are best addressed in a diverse sampling of countries representing a majority of the world’s population, with a very large range of item-content. Data were collected online from 8,883 individuals (almost entirely college students based on local publicizing efforts) in 33 countries that constitute more than two third of the world’s population, using items drawn from measures of nearly 50 variables. This report focuses on the broadest patterns evident in item data. The largest differences were not in those contents most frequently emphasized in cross-cultural psychology (e.g., values, social axioms, cultural tightness), but instead in contents involving religion, regularity-norm behaviors, family roles and living arrangements, and ethnonationalism. Content not often studied cross-culturally (e.g., materialism, Machiavellianism, isms dimensions, moral foundations) demonstrated moderate-magnitude differences. Further studies are needed to refine such conclusions, but indications are that cross-cultural psychology may benefit from casting a wider net in terms of the psychological variables of focus.

Recent decades have witnessed unprecedented changes in workforce composition, resulting in women's increased involvement in the labor force. However, the proportion of women employees vary significantly within various organizational levels, with more women confined to junior level positions within organizations. This study, conducted in two phases, explored the career progression barriers as perceived by Nepali women employees to develop a set of 22-items questionnaire which was then used to examine how 114 women employees perceived those barriers in their career in management. Effort was also made to find if the perceived barriers were specific to any sub-group (position, job responsibility, and/or organization type). Findings of the study revealed that societal-related barrier was most prominent within which marriage during prime of career significantly hampered the career development of Nepali women employees. Further analysis indicated that the perceived barriers were not specific to any sub-group. These results have implications for organizations to improve policies and facilities in order to promote women's career progression. Limitations of the study are identified and suggestions for future results are discussed.

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Teacher leadership style, his/her teaching effectiveness, and student satisfaction are considered to be the key to enhancing effective teaching-learning experiences in educational setting. The purpose of this study was to examine the relationship between teacher leadership styles and student satisfaction, and investigate if teacher effectiveness mediated the relationship. One hundred thirteen graduate management students and 11 management teachers participated in the survey conducted in a business school in Kathmandu, Nepal. Results suggest that teacher’s effectiveness is significantly predicted by teacher’s transformational leadership style and is also a significant predictor of student satisfaction. Also, teacher effectiveness was found to partially mediate the relationship between teacher’s transformational leadership and student satisfaction, with teacher’s transformational style predicting student satisfaction. Limitations of the study are identified, important implications and future research issues are discussed.

While a wealth of research has examined how work family conflict (WFC) affects negative work outcomes, there is limited research investigating the relationship of WFC with positive work outcomes. Using a sample of 381 Nepali banking professionals, this study examined the relationships of WFC with career satisfaction and social support. Study also explored how the socio demographic variables affected WFC, career satisfaction, and social support. Analyses indicated no statistically significant relationships of WFC with career satisfaction. Results also indicated association of social support from both work and family with increased career satisfaction. However, social support did not emerge as a significant moderator in the relationship between WFC and career satisfaction. In case of socio-demographic variables, only organizational grouping stood out as significant difference in the level of WFC experience among banking employees. This study has various theoretical and practical implications that are presented along with further research issues.