Global Leadership And Organizational Behavior Effectiveness Research Articles

ENTREPRENEURSHIP AND HAPPINESS: DOES NATIONAL CULTURE MATTER?

Considerable research has been conducted in the field of entrepreneurship. However, very few studies have explored the impact of entrepreneurship on the life satisfaction/happiness of individuals. Furthermore, they have yet to analyze the extent to which the impact of entrepreneurship is mediated by national cultures. The present study explores the effect of entrepreneurship on the life satisfaction/happiness of individuals and analyzes the extent to which such impact is mediated by ‘national cultures.’ Resorting to fixed effect panel data techniques, this study was conducted using the 2016 World Values Survey dataset, encompassing 90350 individuals from 60 countries over the 2010–2013 period, combined with information provided by the Global Leadership and Organizational Behavior Effectiveness (GLOBE) Framework on cultural measures. We found that being an entrepreneur increases the chances of happiness across the entire set of countries analyzed. Culture does matter in such relation as the impact of entrepreneurship on happiness varies across the sample, being positive for sub-Saharan Africa and Eastern Europe and negative for the Middle East culture cluster. Governments should implement active policies to foster the emergence of new businesses because new ventures enable countries not only to increase their output per capita, but also to achieve economic development by stimulating well-being and happiness. Nevertheless, this study highlights the danger of ‘blind’ recipes/formulas to promote entrepreneurship without considering the ‘entrepreneurship ecosystem’ and, at a more general level, the countries’ culture.

Cultural Influences on Leadership: Western-Dominated Leadership and Non-Western Conceptualizations of Leadership

While the phenomenon of leadership is widely considered to be universal across cultures, how it is operationalized is usually viewed as culturally specific. Conflicting viewpoints exist in the leadership literature concerning the transferability of specific leader behaviors and processes across cultures. This study explored commonalities and differences in effective leadership processes, across - cultures in western – dominated leadership and non-western conceptualization of leadership. GLOBE (Global Leadership and Organizational Behavior Effectiveness) is a research program focusing on culture and leadership in 61 nations to provide core attributes of cultural dimensions on cross-culture and evidence for conceptual and measurement equivalence for all six leader behaviors in viewpoints of globalization. Data for the study is drawn principally from analytic literature reviews in leadership theory and its implication on cross-culture perspectives.

Understanding social entrepreneurship: A cultural perspective in business research

This study investigates the cultural drivers of social entrepreneurship (SE), focusing on the way in which Global Leadership and Organizational Behaviour Effectiveness (GLOBE) affects social entrepreneurial activity (SEA) in different countries. The Global Entrepreneurship Monitor (GEM) and GLOBE project were used as data sources. Cultural values, regional affiliation, and economic development levels were used to cluster the selected countries. Correlations between values and operating SEA were checked for the entire sample, as well as for each of the three clusters. A positive correlation between ‘Gender Egalitarianism’ and narrowly defined operating SEA and negative correlation between ‘Uncertainty Avoidance’ and the aforementioned SEA was confirmed for all the countries, while the linkage between ‘Future Orientation’, ‘In-group Collectivism’, and operating SEA was partially verified. Research results suggest that culture is not sufficient to justify national differences in SE rates.

Tourism entrepreneurship and industrial restructuring: Globe national and organizational culture dimensions

National culture can influence entrepreneurship by creating a specific cultural framework that defines the possibilities for the recognition of opportunities for entrepreneurial activities, as well as their social desirability. Very large corporations, especially those that dominate a region, also have their own organizational cultures, which in turn influence local social culture, and which can constitute a specific subculture within society. The “Kolubara” mine is the largest in Serbia, employing more than 11,000 workers. As most of its employees are living close to its headquarters, the small town of Lazarevac (Central Serbia), the culture nurtured within this organization and among its employees is heavily intertwined with the social culture of the inhabitants of the town. The GLOBE (Global Leadership and Organizational Behavior Effectiveness) approach was used to investigate the relation between this organizational culture and national culture, by measuring the nine GLOBE cultural dimensions of the “Kolubara” employees and of the inhabitants of Lazarevac. The results of this are discussed and analyzed in the context of the ongoing economic transformation in many post-socialist economies. This study highlights the readiness of the people of small industrial towns, such as Lazarevac, to adapt to this ongoing transition and to undertake entrepreneurial activities in tourism during periods of industrial restructuring and the growth of service industries in former industrial areas.

How cultures facilitate the entrepreneurial 'thinking-doing' link

Despite many studies on culture and entrepreneurship, still little are known about the role culture can play in the relationship between entrepreneurial intention and actual behaviour. This study adopts cultural entrepreneurial approach to tackle this problem by employing behavioural theories. Global entrepreneurship monitor (GEM) as well as global leadership and organisational behaviour effectiveness (GLOBE) project data were employed to test the moderating effects of cultural values on the relationship between entrepreneurial intention (EI) and entrepreneurial activities at a country level. The analysis covers the period of 2007 to 2017. OLS regression analyses in R package indicate that behavioural theories still hold, i.e., intentions lead to actions in the field of entrepreneurship. It was also found that future orientation, performance orientation, and gender egalitarianism facilitate the relationship between entrepreneurial intentions and activities. The novel findings as well as the academic and practical implications of the study are discussed in the concluding section.

The impact of national culture on the adoption of environmental management standards

Purpose The purpose of this paper is to explore how national cultures contribute to explain the uneven diffusion of ISO 14001 across countries. The paper focuses on two of the cultural dimensions developed by the global leadership and organizational behavior effectiveness (GLOBE) project, namely, performance orientation and institutional collectivism. Design/methodology/approach A database containing information about the diffusion of ISO 14001 in 52 countries during the period 1999–2016 was built to carry out this research. The countries considered in this study represent about 90 percent of worldwide ISO 14001 certifications. The information was gathered from publicly available data sources: the ISO Survey, published every year by the International Organization for Standardization, the world development indicators of the World Bank, the cultural dimensions of the GLOBE project and the Index of Economic Freedom provided by The Heritage Foundation. Findings This research finds that both performance orientation and institutional collectivism influence the diffusion of ISO 14001. Whereas performance orientation slows down the diffusion of ISO 14001, institutional collectivism speeds it up. Additionally, this research shows that the slowing effect of performance orientation decreases in strength over time, while the accelerating effect of institutional collectivism becomes stronger. Originality/value The study adds to the understanding of the influence of national culture on the diffusion of environmental management standards, with an emphasis on ISO 14001. A key contribution of this research is that it explores how the influence of cultural dimensions change over time as a result of the development and maturation of ISO 14001.

Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in‐group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed.

Effects of society and culture on parents' ratings of children's mental health problems in 45 societies.

To improve international needs assessment for child mental health services, it is necessary to employ standardized assessment methods that can be easily administered and scored, can be interpreted by practitioners and researchers with various kinds of training, and that perform similarly across many societies. To this end, we tested the effects of both society and culture on parents' ratings of children's problems. We used hierarchical linear modeling as well as analyses of variance to analyze parents' Child Behavior Checklist ratings of 72,493 6- to 16-year-olds from 45 societies. The 45 societies were nested within 10 culture clusters based on the Global Leadership and Organizational Behavior Effectiveness (GLOBE) taxonomy. Societal differences accounted for 3.8-10.7% of variance in various kinds of problems, while differences between culture clusters (e.g., Anglo vs. Confucian) accounted for 0.1-10.0%. By contrast, differences associated with parents' ratings of individual children accounted for 85.5-93.3% of variance. Averaged across 17 problem scales, society plus culture cluster accounted for about 10% of the variance in parents' ratings of children's problems, whereas individual differences and other possible variables accounted for about 90%. These findings indicate that parents' standardized ratings can be used to assess effects associated with individual differences in child and adolescent psychopathology, over and above differences associated with societies and culture clusters.

Examining Cross‐Cultural Differences in Academic Faking in 41 Nations

This study examines cross‐cultural differences in students’ academic faking (indicated by claiming to have impossible knowledge about mathematical concepts) by relating data from the Programme for International Student Assessment (PISA) to the comprehensive cultural framework of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project. Data of N = 233,428 students from 41 countries showed a substantial amount of variance in academic faking between cultures. Students’ academic faking was positively related to the cultural dimensions of gender egalitarianism, humane orientation, and in‐group collectivism. Additionally, the similarity between female and male students’ academic faking was slightly greater in more gender‐egalitarian cultures than in less gender‐egalitarian cultures. Thus, educational stakeholders (e.g., teachers, principals, and policy‐makers) should be made aware of cross‐cultural differences in academic faking because faking gives fakers an unfair advantage.

How Strategic International Human Resource (IHR) Strategies can manage Organizational Performance Challenges

The global marketplace has become an economic reality in which the United States could be considered a dominant player, but some economists have stated that its position in this global economic environment has been declining in previous decades due to the European Union, Asian, and Emerging Markets. With that in mind, according to Wiley (1996) study, since the late 90s, most employers have been battling the benefits, conflicts, and challenges that come with a culturally diverse workplace. The advantage of a different environment is that it will bring about a broad range of knowledge, awareness, and viewpoints from people that were brought up in different cultural environments. As a result, a robust international position will require that human resource managers (HRM) are prepared to function effectively and efficiently in a goal-oriented environment. These managers must also appreciate cultural diversity and understand the complexities of the global climate and be willing to adapt their skills and strategies to cope with the international business challenges. This research paper will reveal how the GLOBE (Global Leadership and Organizational Behavior Effectiveness) techniques can be used to develop Human Resource Management Strategies to empower managers to do whatever is necessary to achieve organizational goals with the appropriate resources.

The Next Phase in the GLOBE Research Program: Culture, Practices and Leadership

A new look at the world of work is warranted in light of these shifts and changes. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) project is hosting this panel to share res...

Sustainability, Transformational Leadership, and Social Entrepreneurship

This article examines the extent to which culturally endorsed transformational leadership theories (CLTs) and the sustainability of society, both considered societal level institutional indicators, impact the emergence of social entrepreneurship. Using 107,738 individual-level responses from 27 countries for the year 2009 obtained from the Global Entrepreneurship Monitor (GEM) survey, and supplementing with country-level data obtained from Global Leadership and Organizational Behavior Effectiveness (GLOBE) and Sustainability Society Foundation (SSF), our findings from multilevel analysis show that transformational CLTs and sustainability conditions of society positively influence the likelihood of individuals becoming social entrepreneurs. Further, the effectiveness of transformational CLTs matters more for social entrepreneurship when the sustainability of society is low, which suggests the interaction between cultural leadership styles and societal sustainability. This article contributes to comparative entrepreneurship research by introducing strong cultural antecedents of social entrepreneurship in transformational CLTs and societal sustainability. We discuss various implications and limitations of our study, and we suggest directions for future research.

Culture and Corruption in Bank Lending Revisited

This paper aims to reassess the effects of culture on corruption in bank lending. These effects were first studied by prior studies which use Hofstede's cultural dimension data. The Hofstede's cultural data are constructed from survey data collected between 1967 and 1973. The data on corruption in bank lending taken from the world business environment survey (WBES), however, were collected between 1999 and 2000. This paper uses cultural data from the global leadership and organisational behaviour effectiveness (GLOBE) project which are constructed from survey data collected in the 1990s instead. The data from the GLOBE project are not only more recent but also provide more cultural dimensions than those of Hofstede. The results indicate that in-group collectivism still increases corruption in bank lending. The results suggest that assertiveness and uncertainty avoidance no longer have a significant effect on corruption in bank lending.

Culture and corruption in bank lending revisited

This paper aims to reassess the effects of culture on corruption in bank lending. These effects were first studied by prior studies which use Hofstede's cultural dimension data. The Hofstede's cultural data are constructed from survey data collected between 1967 and 1973. The data on corruption in bank lending taken from the world business environment survey (WBES), however, were collected between 1999 and 2000. This paper uses cultural data from the global leadership and organisational behaviour effectiveness (GLOBE) project which are constructed from survey data collected in the 1990s instead. The data from the GLOBE project are not only more recent but also provide more cultural dimensions than those of Hofstede. The results indicate that in-group collectivism still increases corruption in bank lending. The results suggest that assertiveness and uncertainty avoidance no longer have a significant effect on corruption in bank lending.

A metacultural approach to predicting self-employment across the globe

Drawing from neo-institutional theory, we examine the relationship between preference for entrepreneurship and actual entrepreneurship behavior across multiple countries and cultures. We elucidate how multiple societal-level cultural models, namely Hofstede, Global Leadership and Organizational Behavior Effectiveness (GLOBE), and Schwartz affect the individual-level process connecting expressed preference for self-employment and actual behavior. Our hypotheses were tested using a multilevel technique on a sample of 20,755 individuals across 24 countries. The findings indicate that the moderating effect of predominant cultural cognition is partially supported. Contributions and implications for theory and practice are also discussed.

Social entrepreneurship: the role of national leadership culture

PurposeSocial entrepreneurship has emerged as an important realm of entrepreneurship during the last decade. Research on what motivates social entrepreneurial activity continues to be of interest in the field. Given the integral role of the social entrepreneur, one area identified as deserving more attention is the leadership traits of the social entrepreneur. This paper addresses this gap by presenting a conceptual model on the role of national leadership culture on social entrepreneurship.Design/methodology/approachAs part of the social fabric of a country, national leadership culture is viewed as a social contextual factor that can either enhance or hinder social entrepreneurial activity. As its broader conceptual base, this paper relies on institutional theory, marketing systems and leadership theory. At the heart of the proposed conceptual model are six leadership dimensions from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) theoretical model: charismatic/value-based, team-oriented, participative, self-protective, humane-oriented and autonomous. These leadership dimensions are central to the propositions that accompany the proposed conceptual model.FindingsImplications of this research for entrepreneurial marketing and public policy are presented. Since this research is conjectural, future directions for empirical research on national leadership culture in social entrepreneurship are discussed.Originality/valueThe conceptual model is the first to examine the role of national leadership culture on social entrepreneurship. The research adds value to the growing body of research on social entrepreneurship in its social context. It answers the call in the literature to examine leadership as it pertains to the individual entrepreneur’s pre-disposition to engage in social entrepreneurial activity.

How preschoolers react to norm violations is associated with culture

Children from the age of 3years understand social norms as such and enforce these norms in interactions with others. Differences in parental and institutional education across cultures make it likely that children receive divergent information about how to act in cases of norm violations. In the current study, we investigated whether cultural values are associated with the ways in which children react to norm violations. We tested 80 bicultural 3-year-olds with a norm enforcement paradigm and analyzed their reactions to norm violations. The reactions were correlated to the children’s parental cultural values using the Global Leadership and Organizational Behavior Effectiveness (GLOBE) scales, and these results show that parental culture was associated with children’s reactions to norm violations. The three strongest correlations were found for institutional collectivism, performance orientation, and assertiveness.

Cross-national cultural values and nascent entrepreneurship

This article, differentiating between factual and normative values, investigates the links between national culture and entrepreneurial activity in 24 countries based on 154 observations. We test hypotheses on the relationship between national culture—measured by Global Leadership and Organizational Behavior Effectiveness (GLOBE)—and nascent entrepreneurship as represented by Global Entrepreneurship Monitor (GEM). Both the GEM and the GLOBE databases are robust in terms of forming empirical connections between factual and normative culture and entrepreneurship at the country level. Using these two separate databases to examine our hypotheses enables us to avoid the methodological biases that frequently appear in studies where the same respondents provide data for both the independent and the dependent variables. The study demonstrates that the introduction of two different aspects of culture—normative and factual culture—may help resolve the inconsistencies in the literature regarding the links between culture and entrepreneurial activity. This study rekindles an old debate on the role of culture in the social sciences and the need to examine both factual and normative elements. We find that the connection between the normative values of culture and nascent entrepreneurial activity is stronger than the connection between the factual practices of culture and nascent entrepreneurial activity.

Informal Institutions and Their Comparative Influences on Social and Commercial Entrepreneurship: The Role of In‐Group Collectivism and Interpersonal Trust

We use insights from institutional theory to study how societal collectivism and societal trust facilitate or constrain the emergence of social entrepreneurship (SE) and commercial entrepreneurship (CE). Using 58,918 individual‐level responses obtained from the Global Entrepreneurship Monitor (GEM) survey of 27 countries and supplementing with country‐level data obtained from the World Values Survey (WVS) and the Global Leadership and Organizational Behavior Effectiveness (GLOBE) study, our results from multilevel analyses demonstrate that while societal collectivism decreases the likelihood of CE, it increases that of SE. Further, while societal trust influences both SE and CE positively, the strength of this positive influence is felt more strongly on SE than CE.

Informal institutions and international entrepreneurship

This study examines the influence of three informal institutions, performance orientation, self-expression and social desirability, on the extent of internationalization by early stage entrepreneurial firms. We employed multi-level modeling techniques using 20,656 individual-level responses obtained from the Global Entrepreneurship Monitor (GEM) survey for 39 countries from 2001 to 2008, and supplementing with country-level data obtained from the World Values Survey (WVS) and the Global Leadership and Organizational Behavior Effectiveness (GLOBE) study. The results demonstrate that high performance orientation, high self-expression, and low social desirability of entrepreneurship in societies increase the extent of internationalization by early-stage entrepreneurial firms. The study promotes new theory and empirical findings on the relationship between informal institutions and entrepreneurial agency.