Culture-based Differences Research Articles

The zodiac: Renaissance of the astrological symbol in Eastern European wooden synagogues from the 17th and 18th centuries

The article presents a multidisciplinary analysis of the complex relationship between intangible elements of culture that led to the presentation of the zodiac in Jewish folk art and architecture. The zodiac appears to be one of the most common astrological symbols that are found in both ancient and contemporary synagogal art. Although it primarily originates from Chaldean and Babylonian astrology, and despite strong culture-based differences, the zodiac was used in a form of floor mosaics in ancient Jewish art as well as in ceiling paintings from wooden synagogues of the former Polish-Lithuanian Commonwealth. The article summarises an analysis of the ancient origin, meaning, and renaissance of the artistic application of the idea of the zodiac in the art and architecture of Eastern European vernacular wooden synagogues from the 17th and 18th centuries. The comparative research is made on the basis of an identification of related canonical and non-canonical texts, their interpretation, studies on the partially preserved ancient buildings, and the available photographic documentation of wooden synagogues and their reconstruction. Secondarily, the article contributes to a recognition of the main cultural factors influencing the development of Jewish art and architecture in this part of Europe.

Gratitude Questionnaire (GQ-6)-Exploring Psychometric Properties in India.

Due to culture-based differences in conceptualization, expression, and gratitude experience, the GQ-6 scale has been validated in different countries. The present study examines the adaptability of the Gratitude Questionnaire (GQ-6) scale in India. Two studies are conducted to evaluate the psychometric properties of GQ-6 for Indian college students. The first study explores factorial validity, reliability, and measurement invariance of the scale. Appropriate factor loading in exploratory factor analysis and model fit indices in confirmatory factor analysis (CFA) provides empirical evidence of the scale's factorial validity. The second study investigates the convergent and criterion validity of the scale. A positive correlation with positive affect (PANAS scale) and life satisfaction (Wheel of Life Scale) and a negative association with negative affect (PANAS scale) establish criterion validity of GQ-6. The results conclude adequate suitability of the GQ-6 scale forIndian college students.

¿De qué hablan los expertos cuando hablan de cultura?

En este artículo exploramos la manera en que las diferencias basadas en la cultura son producidas y tratadas por los profesionales que están a cargo de procesos de evaluación experta en los que se valoran competencias o aptitudes específicas (sexuales o familiares) de categorías diferenciadas de sujetos (como las personas inmigrantes en la epidemiología del VIH o las familias constituidas por adopción internacional). Al presentar comparativamente dos ámbitos de intervención, aunque a priori dispares, trazamos algunas similitudes relevantes para la comprensión de las lógicas institucionales que están implícitas en intervenciones de este tipo. En especial, nos interesamos por las derivaciones biopolíticas que dan soporte al despliegue de estas estrategias de mediación experta y de tratamiento de la diferencia cultural.

Physical self-concept and body dissatisfaction among Special Olympics athletes: A comparison between sex, weight status, and culture

BackgroundLittle research has looked at the associations between sex, weight status and culture, and the physical self-perceptions and body dissatisfaction of individuals with intellectual disabilities (ID) involved in Special Olympics (SO) sports. AimsTo examine sex- (male vs female), weight status- (non-overweight/obese vs. overweight/obese), and culture-based (North American vs. Asian) differences in physical self-concept and body dissatisfaction among SO athletes. Methods and procedures.A total of 139 SO athletes (aged 12–30 years) with ID participated in this study and completed measures of physical self-perceptions and body dissatisfaction. Differences according to sex, weight status, culture, and their interactions were examined. Outcomes and resultsMales SO athletes presented higher levels of self-perceived physical strength and ideal body shape than females. Additionally, non-overweight/obese SO athletes presented higher levels of self-perceived physical appearance and physical condition than their overweight/obese counterparts, as well as lower actual body shape perceptions and body dissatisfaction. Moreover, North-American SO athletes presented higher levels of self-perceived physical appearance and sport competence than their Asians counterparts, as well as lower actual body shapes perceptions and body dissatisfaction. Conclusion and implicationsThis study reveals substantial sex-, weight status-, and culture-based differences in the physical self-concept and body dissatisfaction of SO athletes.

Chinese vs US investors’ reactions to accounting narratives: an experiment

Purpose The purpose of this paper is to investigate whether investor reactions to accounting narratives are uniform across cultures or if there are predictable systematic culture-based differences, particularly for investors from interdependent cultures, such as in Asia. Design/methodology/approach This research paper builds on the experiment conducted in Riley et al. (2014) by collecting data from investors from interdependent cultures and comparing their investment judgments to the “baseline” judgments of the investors from Riley et al. (2014). Findings In comparing independent and interdependent culture investors, a culture by construal interaction is observed. Whereas the independent culture investors in Riley et al. (2014) made less favorable investment judgments of a company with a concretely (vs abstractly) written negative narrative, this effect is attenuated for interdependent culture investors. Research limitations/implications This study extends the literature on accounting narratives by providing evidence that investors’ culture and linguistic characteristics of accounting narratives “interact,” suggesting that future studies in this area should account for culture as a variable. As for limitations, the independent and interdependent participant data were predominantly collected from different universities, so the differences observed may be due to institutional, not cultural differences. However, the populations are matched on key demographic measures. Practical implications The results have practical implications for investor relations professionals and international standard-setting bodies. Originality/value This study is believed to be the first to examine how investors’ culture may affect their reactions to the features of accounting narratives.

How consumer acculturation influences interpersonal trust

The paper contributes to a growing stream of research on consumer acculturation, examining the influence of acculturation on interpersonal trust in the banking sector. This study develops a conceptual model based on culture-based differences in cognitive and affective trust. The moderating effect of consumer acculturation level on cognitive trust, affective trust, and targets of commitment is considered among Chinese immigrants to New Zealand. Structural equation modelling and multi-group analysis are applied to assess the causal relationships among the model constructs. The paper offers new insights into the service relationships between acculturating consumers and their banking suppliers. The findings show that acculturation level moderates interpersonal trust towards the target of commitment. The implications for researchers and practitioners are explored and recommendations for future research are made.

Antecedents and consequences of trust in a social media brand: A cross-cultural study of Twitter

This study extends brand relationship theory to the context of the microblogging platform Twitter. The authors investigate the impact of Twitter trust on users’ intentions to continue using the platform and to “follow” brands that are hosted on Twitter (the trust transfer phenomenon). They also explore the role of perceived self-Twitter personality match in strengthening trust towards the Twitter brand. A cross-cultural American–Ukrainian sample allows to identify potential culture-based differences in brand personality and brand trust concepts. The results show that the positive effect of trust in Twitter on its users’ patronage intentions is robust across two cultures with diverse history and ideology. An important novel finding is the influence of trust in Twitter on patronage intentions towards the businesses hosted on Twitter. However, this relationship reaches statistical significance only in the Ukrainian sample, signaling potential differences in the trust transfer processes in different cultures. The study confirms the role of similarity in personality traits between Twitter users and the Twitter brand in engendering trust in Twitter. The salience of different personality traits in the “personality match – Twitter trust” link for different cultures suggests important implications for global marketers.

Whiteness, ethnic minorities and advertising in travel brochures

Whiteness theory is used in this paper as an additional way to analyse ethnic minority portrayal in advertising, specifically, the extent to which images of ethnic minorities are dominated by whiteness in travel brochures. A sample of 37 brochures are examined from British tour operators. Culture-based differences in advertising are discussed with a specific focus on how advertising constructs the image of ethnic minorities of peoples of South Asian, Afro-Caribbean and Mixed Race as tourists, workers and local people. We consider the frequency of portrayals of the different racial groups, together with observations about gender, family and social contexts and interaction with whites. The findings show that the portrayal of non-white people is relatively rare and highly constrained.

Reviving Perry: An Analysis of Epistemological Change by Gender and Ethnicity Among Gifted High School Students

This study examines development along Perry's intellectual and ethical scale among three successive graduating classes of students identified as gifted and talented in mathematics and science. Perry posits that intellectual development proceeds from a basic dualism through nine stages (“positions”) and culminates with a sense of personal identify and commitment. Perry suggests that the college years act as the agent of intellectual development, but others have argued that Perry's scheme is not flexible enough to account for gender- and culture-based differences. This study uses a paper-and-pencil questionnaire to describe developmental characteristics of gifted high school students and examines between-group differences between gender and ethnic groups at the high school sophomore and senior years. All groups showed significant improvement from sophomore to senior year. There were no differences by gender or ethnicity at the sophomore year, but by senior year, significant developmental differences existed among ethnic groups.

The ＂Systematizing Person-Group Relation(SPGR)＂ Method and its Application. A Study of Culture-based Differences in Team Dynamics

본 논문의 연구 목적은 다음의 2가지를 가지고 있다：(1) “개인 집단 관계 시스템(SPGR)에 대한 개관, (2) 한국, 일본, 노르웨이, 미국 등 4개 문화의 근무집단으로부터 수집된 자료에 대한 문화비교적 분석연구 실시. 이상 4개 이문화에서 수집된 집단 자료는 SPGR 분석 방법인 “ 장 분석” 및 “지배적 행동(벡터) 분석”을 통해서 사회적 상호 작용 유형을 비교하였다. 본연구에서 얻은 결과에 의하면 미국 문화를 제외한 3개 문화 즉 노르웨이, 일본 및 한국은 상호 유사한 대인 평가 유형을 보여주었다. 추가적으로 리더십, 전략개발, 팀 빌딩 그리고 갈등 관리를 SPGR모델에 입각해서 다루고 마지막으로 4개 문화 집단에 대한 집단 역동을 논의하였다.

Fluidity and Performance in Intercultural Workplace Interactions: The Role of Behavioral Mirroring and Relational Attunement

This article examines the perceptual and behavioral dynamics underlying intercultural interactions at work. Specifically, this paper studies how culture-based differences in relational attunement differentially affect how U.S. Anglos and U.S. Latinos perceive workplace interactions. In a field experiment conducted at a Fortune 500 headquarters, Anglo and Latino managers interacted with a confederate in a business interview who did (or did not) engage in behavioral mirroring unbeknownst to the participant. Results show that the level of mirroring affected participants' experiences and actual performance (evaluated via videotape by third-party experts) and that these effects were moderated by cultural group membership. Stronger effects were observed across mirroring conditions for Latinos than for Anglos. A second laboratory experiment provides evidence that culture based differences in relational attunement is a causal mechanism underlying these effects. These results demonstrate how performance in intercultural workplace interactions can be compromised even in the absence of overt prejudice.

When Does Culture Matter? Effects of Personal Knowledge on the Correction of Culture-Based Judgments

Four experiments demonstrate that culture-based differences in persuasion arise when a person processes information in a cursory, spontaneous manner, but these differences dissipate when a person's intuitions are supplemented by more deliberative processing. North Americans are persuaded more by promotion-focused information, and Chinese people are persuaded more by prevention-focused information, but only when initial, automatic reactions to messages are given. Corrections to these default judgments occur when processing is thoughtful. These results underscore the idea that culture does not exert a constant, unwavering effect on consumer judgments. A key factor in determining whether culture-based effects loom large or fade is the extent to which a person draws on cultural versus more personal knowledge when he or she is forming judgments.

ESTONIAN CULTURE IN THE FRAMEWORK OF HOFSTEDE’S MODEL (CASE OF HOTEL INDUSTRY)

1. Introduction Cultural differences imply a question: how universal are the regularities of human behavior, in other words, to what extent is it possible to apply one culture's behavior patterns in another. The impact of culture-based differences and similarities on economic activities and other social spheres is increasingly taken into consideration. Until 1980 the concept of culture was applied mainly in anthropology, and afterwards cultural differences became topical in economic sciences as well. The reason for this was the internalization of US organizations in the 1950s-1960s and the success of Japanese organizations in the USA, caused by effective management of cultural differences. Many researches have proven that organizational operations depend on values of the host culture, but the level of this impact varies. Hence, there is no doubt that national culture influences organization; the question is rather how and to what extent (Aycan 2000)? Hofstede's theory of cultural dimensions is one of the most known approaches that give answers to these questions. The present article analyzes how cultural dimensions are manifested in Estonia. 2. Hofstede's cultural dimensions Speaking about the history of his widely known research, Hofstede emphasizes that initially he looked for the values that are common for all people (Hofstede 2003). He relied on the research done in the 1950s and conducted his study knowing that every society has to create an understanding of the relation to power, conflict, and attitudes toward an individual (rooted in the relations between the individual and the society, as well as in gender roles). Hofstede launched an extensive survey, in which work-related values were studied in 50 countries and three regions. These three regions were Eastern Africa (Ethiopia, Kenya, Tanzania and Zambia), Western Africa (Ghana, Nigeria and Sierra Leone), and the Arab countries (Egypt, Iraq, Kuwait, Libya, Saudi Arabia and the United Arab Emirates). The survey was a part of the development process at IBM, whose headquarters were located in the U.S. Its purpose was to present to managers on different levels what employees think of their work, company and superiors. Later this survey became known as HERMES research program. Hofstede based his approach on the assumption that since all respondents work in the same company and represent common organizational culture, the differences in their estimations should stem mainly from national culture. There were over 60 work-related values presented in the questionnaire. The statistic analysis revealed four synthetic components (cultural dimensions). Culture is characterized by four dimensions (Hofstede 2003). Power distance reveals to what extent power and hierarchical relations are considered essential in the given culture. It discloses the scope to which it is accepted that power in organizations and institutions is unequally allocated, or to what degree hierarchy engenders psychological detachment. Such tendencies are found in Austria, Israel, Denmark and New Zealand, and high power distance found in Malaysia, Guatemala, Panama and the Philippines. Uncertainty avoidance explains whether tense and vague situations are tolerated or avoided and to what extent. This dimension is related to the acceptance of strenuous and uncomfortable situations and regarded by Hofstede in the chapter What is different, is dangerous. In societies with low uncertainty avoidance, organizational rules can be violated for pragmatic reasons, conflicts are considered as a natural part of life, and ambiguous situations are regarded as natural and interesting. In case of high uncertainty avoidance, these tendencies are opposite. Such societies are rigorous, people depend on authorities and protests of citizens are not tolerated. In working relations the rules play an important role and are carefully followed. Specialization is considered to be essential both in organization and occupation. …

Individual differences in the motivation to comply across cultures: the impact of social obligation

This study investigated the hypothesis that similar behavior in different cultures may mask individual differences in the reasons for that behavior. Most previous research on culture and behavior has examined culture-based differences in overt behavior. In contrast, the present research focused on cultural variation in reasons for identical behavior (that is, individual differences in motivation), rather than cultural variation in behavior itself. Specifically, we investigated the impact of personal individual–collective primacy, personal individualism–collectivism, and nationality on social obligation-based compliance in Poland and the United States. We found that, in both nations, collectivists were more likely to be motivated to comply with the same request for other-oriented rather than self-oriented reasons and that collective-primacy persons reported a greater tendency to comply with a request to help a stranger for reasons of social obligation to their group than did individual-primacy persons. Our research (1) indicates that individual differences in motivation may underlie similar behavior in different cultures; (2) points to an important new direction for research into individual differences across cultures; and (3) demonstrates the value of circumscribed measures of cultural orientation in the prediction of behavior above and beyond a global measure.

Girlish Images across Cultures: Analyzing Japanese versus U.S. Seventeen Magazine Ads

The authors address cross-cultural variability in the manner in which advertising portrays teenage girls. Specifically, the level to which “girlish” images are portrayed in Japan and the United States by employing a content analysis of 263 advertisements appearing in eight issues of Seventeen, four Japanese and four American. Culture-based differences in advertising are discussed with a specific focus on how advertising constructs the image of teenage girls, and how, in turn, teenage girls are encouraged to identify with their mediated images of self. Chi-square analysis shows a significantly higher frequency of verbal and visual girlish images in the Japanese Seventeen issues.

Infant feeding beliefs: A cross cultural perspective

The purpose of this study was to compare the infant feeding beliefs of Anglo Americans [AA], Asian Indian Americans [AIA], living in Knoxville, Tennessee and Asian Indians [AI] in Coimbatore, India. Belief statements were generated from personal interviews and literature reports. The 19 item Likert scale format Infant Feeding Belief Questionnaire [IFBQ] was mailed to 530 mothers; the response rate was 88%; n = 166 AA, 170 AIA, and 149 AI. All three groups were middle income and had one to three children. Over 70% of the mothers had a baccalaureate degree. There were differences [p ≤ .05] in the mean agree/disagree scores on 17 belief statements between AA and the two groups of Indians and differences between AI and AIA on 7 statements. Responses were not related to mother's age or number of children but were related to length of years in the U.S. and parents' education and occupation. AIA responses generally were intermediate between the AA and AI mothers, suggesting a cultural transition period. AIA and AI responses differed on several items about the timing of introduction of supplemental foods. AA mothers were less likely to believe that infant feeding practices were related to specific illnesses, such as diarrhea or indigestion, than were AIA or AI mothers. Results indicate the existence of culture-based differences in infant feeding beliefs which may influence adherence to recommended practices.

Cultural differences in deception: Motivations to deceive in Samoans and North Americans

The present study examined variance in motivations for deception arising from cultural differences inherent in collectivistic and individualistic cultures. Data collected in North America and American Samoa showed that the more collectivistic Samoan participants indicated they would be more likely to attempt to deceive another when the deception was related to group or family concerns. In addition, Samoans were much more likely to attempt deception for authority-based concerns. U.S. Americans indicated they would be more likely to lie to protect their privacy or to protect the feelings of the target person. Other possible culture-based differences were noted. Suggestions for future research concerns were discussed.

Vulnerabilities and cultural change: drug use among Puerto Rican adolescents in the United States.

The investigations examined drug usage-based and culture-based differences in young Puerto Ricans living in New York (100 nonusers and 192 drug users), Americans living in New York (100 nonusers and 99 drug users), and Puerto Ricans living in Puerto Rico (100 nonusers and 98 drug users). The Associative Group Analysis method was used to measure cultural change in three dimensions: dominant perceptions, priorities, and evaluations. The findings show that the Puerto Rican drug user and nonuser groups in New York differed significantly in their paths of acculturation. The nonusers were shown to progress successfully in learning American meanings and adopting American perspectives and cultural norms. The drug users were attracted to dominant American priorities (e.g., wealth and freedom) but showed little progress in adopting deeper American cultural meanings necessary for effective coping.

An Examination of Country and Culture-Based Differences in Compensation Practices

This study explores the relationship between country-based and culture-based differences in pay practices. Pay data from forty-one manufacturing industries in twenty-eight countries across five different culture clusters were examined. Although significant differences were found between countries in terms of pay level, the largest portion of the variance in the relationship between wages and benefits is due to cultural affiliation. The implications for cultural clustering theory and internationally pay decisionmaking are discussed.

A question of values: Conservatives and the culture of poverty

Every society has within it some individuals and groups who are successful and some who are less successful. Explanations for these differences range from the political to the economic and from the cultural to the religious. For American conservatives, the differences in individual levels of achievement can be explained primarily in cultural terms. The conservative mythology argues that there are clearly superior and clearly inferior cultural values and that good values produce successful individuals. This article deals with the fundamentally tautological nature of this argument: Why is so-and-so successful? Because he or she has better values. How do we know he or she has better values? Because he or she is successful. After elaborating this intellectual problem, an empirical test is made of the existence of different values among America's social groups. Using census data and national survey data, the personal goals and attitudes of various societal groups and their relative economic accomplishments are presented and compared. This analysis demonstrates that few of the culture-based differences which are asserted by conservatives can be validated empirically.