In-group Collectivism Research Articles

Influence of Personal Needs and Social Conditions on the Motivation of Employees and Contractors

Work motivation has a vital role in the development of organizations as it increases the productivity and efficiency of employees. To expand the understanding of individuals’ work motivation, this article examines the influence of individuals’ competence, autonomy, and social connectedness on it. In addition, culture-level moderating factors of these individual-level associations were examined. The findings show that autonomy and social connectedness have a positive influence on work motivation, while competence has a negative influence. Additionally, individual-level associations were moderated by country-level religious affiliation, political participation, humanitarian orientation, and in-group collectivism. In conclusion, contributions are indicated, incl. practical and directions for further research.

How does artificial intelligence affect the diversification transformation of labour relations? A perspective from the regional cultural differences in China

ABSTRACT This paper explores how AI affects labour relations from the perspective of regional cultural differences. Based on Chinese provincial panel data, the paper constructs a moderating effect model to reveal the moderating role of various cultural factors. The results show that AI promotes the transformation of labour relations towards flexibility, legalization, and de-collectivization. High future orientation facilitates AI for labour relations flexibility. High gender equality facilitates AI for labour relations legalization. Low in-group collectivism facilitates AI for labour relations de-collectivization. Based on the findings of the study, we propose policy recommendations for the government to consider.

(Amoralny) familizm: propozycja rekonceptualizacji z wykorzystaniem psychologii ewolucyjnej i międzykulturowej

In his 1958 book Moral Basis of a Backward Society, Edward Banfield introduced the term amoral familism to describe social relations and values in a poor rural community in southern Italy. In my analysis, I propose to abandon the value-laden epithet "amoral" and consider familism as an evolutionary adaptive strategy activated in times of scarcity or crises. I base the thesis of the evolutionary roots of familism on the inclusive fitness theory (Hamilton 1964) and the theory of kin and reciprocal altruism (Trivers 1971). The perspective of evolutionary psychology makes it possible to see the positive functions of familism and to propose a new biological-cultural understanding of familism. Familism has so far been diagnosed primarily "indirectly" in sociological studies of bonding (and bridging) capital and in research on social trust conducted as part of cyclical social surveys such as the World Values Survey and the European Social Survey. In the search for accurate measures of biological-cultural familism we can additionally turn to the research of cross-cultural psychologists conducted for international management. I argue that the dimension of particularism on the 7-dimensional cultural map of Fons Trompenaars and Charles Hampden-Turner (2002) and the dimension of in-group collectivism on the 9-dimensional cultural map of the GLOBE project (House et al. 2004), can valuably complement the measures used in sociological sciences and make the diagnosis of familism more reliable. Finally, I call for in-depth research on Polish familism aimed at testing whether it is possible to build bridging capital on the basis of familist bonding capital.

Nothing personal, it's the organization! Links between organizational culture, workplace bullying, and affective commitment.

Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact on both the victim and the bully, emphasizing interpersonal dynamics. This study extends current research by shifting the focus to the organizational level, examining the relationship between organizational culture and affective commitment, mediated by workplace bullying. Utilizing data from two surveys (N = 650 in 2012 and N = 553 in 2017), the study reveals that dimensions of organizational culture, such as assertiveness, performance orientation, and ingroup collectivism significantly influence work-related workplace bullying. Performance orientation and assertiveness are positively associated with increased bullying, whereas ingroup collectivism serves as a deterrent. In turn, work-related bullying negatively impacts affective commitment, while a culture characterized by high ingroup collectivism not only links negatively with bullying but also links positively with affective commitment. This work is one of the first studies to investigate the interplay among several dimensions of organizational culture, workplace bullying, and affective commitment, underscoring the importance of supportive organizational cultures in fostering healthy work environments.

The Impact of Cultural Differences on Leadership Styles: A Systematic Literature Review

This study synthesizes the findings from a systematic literature review of 58 articles which then was curated into 18 articles, focusing on the relationship between personality traits and leadership effectiveness across different cultural contexts. The study aimed to explore how cultural differences influence the impact of personality traits on leadership outcomes. The literature review revealed that certain personality traits, such as extraversion, conscientiousness, and openness to experience, are generally associated with effective leadership across cultures. However, cultural differences can significantly impact how these traits are perceived and valued in leaders. The study also highlighted the importance of considering cultural dimensions such as performance orientation, assertiveness, future orientation, humane orientation, institutional collectivism, in-group collectivism, gender egalitarianism, power distance, and uncertainty avoidance in understanding leadership effectiveness across cultures. The GLOBE study, which examined leadership across 62 cultures, found that certain leadership styles, such as charismatic and group-oriented leadership, were generally effective across cultures, while others, like self-protective leadership, were less effective.Furthermore, the review emphasized the role of cultural variations in leadership styles, with different cultural clusters having distinct preferences for leadership communication styles. For example, the Middle Eastern cluster preferred a more traditional leadership profile that included attributes such as familial, humble, faithful, self-protective, and considerate. In conclusion, the study underscores the complex interplay between personality traits and cultural differences in shaping leadership effectiveness. Understanding these cultural variations is crucial for developing effective leadership strategies that can be applied globally.

Herding towards pygmalion: Examining the cultural dimension of market and bank based systems

The study aims to not only detect the presence of herd behavior in the countries studied, but also to examine the effect of cultural dimensions and market/bank-based systems on the herding behavior of financial market investors. The study employs the Cross-Sectional Standard Deviation and Cross-Sectional Absolute Deviation methods to analyze daily data from public companies traded in the capital markets in Emerging Seven and Group of Seven economies. The results suggest that being a member of E7-G7, a Future Oriented (FO), and a Performance Oriented (PO) cultures are the most important factors in explaining herd behavior. Additionally, the study found that the Ridge Classifier and CatBoost Classifier algorithms arethe most superior model for estimating herd behavior periods determined by the CSSD and CASD models, respectively. The feature selection results show that the Assertiveness (A) in-group collectivism (GC) are the three most important explanatory factors of the herd behavior.

EXPRESS: The Effects of Collectivism and Organizational Tenure on the Emergence of Pre-Release Digital Piracy

As businesses increasingly move into digital domains, digital piracy has become more prevalent and more costly. Pre-release piracy, where pirated versions of digital products are distributed before legitimate ones, remains particularly damaging to digital product developers. Although workers’ social norms may play a critical role, limited research exists on the behavioral factors that intentionally or unintentionally contribute to pre-release piracy, particularly when considering multinational nuances (e.g., national cultures) and workers’ experience (e.g., organizational tenure). To address this gap, we develop and test an empirical model of how national culture and organizational tenure jointly predict the likelihood of pre-release piracy. Our empirical analyses employ a dataset compiled from more than twenty distinct sources and capture the electronic video game industry’s PC-based products from 2000 through 2019. For national culture, we focus on two forms of collectivism – institutional and in-group – finding that institutional collectivism is associated with a reduced likelihood of pre-release piracy, while in-group collectivism increases it. We also find that the likelihood of pre-release piracy reduces with a product development team’s organizational tenure, but that this relationship is distinctively moderated by each of collectivism’s two forms. Specifically, the benefits of increased organizational tenure are amplified in the presence of stronger institutional collectivism but muted in the presence of stronger in-group collectivism. We link our findings to research streams on national culture, digital piracy, and organizational tenure, and specify contributions to each.

Swimming against the current: the positive effects of counter-cultural HR practices on the calculative/collaborative HR practices–firm performance relationship

PurposeThis paper investigates the effect of counter-cultural human resources (CCHR) practices on firm performance. Specifically, it investigates the impact of national culture [future orientation (FO), in-group collectivism (I-GC), performance orientation (PO), power distance (PD) and uncertainty avoidance (UA)] on the calculative and collaborative HR practice–firm performance relationship.Design/methodology/approachThis study uses data from the CRANET and GLOBE studies to conduct a multi-level analysis of the impact of national culture on the calculative/collaborative HR–firm performance relationship.FindingsIt finds support for both the CCHR and societal-culture fit (SCF) perspectives of national culture, with FO and I-GC supporting the CCHR perspective and the other culture dimensions aligning more closely with SCF.Originality/valueThese findings empirically validate that CCHR practices can help supplement behaviors lacking in the cultural environment in which organizations operate.

Cultural Values as Moderators of the Relationship between Destructive Leadership and Followers’ Job Satisfaction

Prior organizational research has shown that destructive leadership adversely affects followers’ job satisfaction. However, we still have an incomplete understanding of why the strength of this relationship varies across contexts. In this study, we leverage implicit leadership theory to explain why cross-national differences in cultural values moderate this relationship. First, drawing on implicit leadership theory, we develop theory-based predictions about why the cultural value dimensions from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) study explain differences in the strength of this relationship across countries. Then, we aggregate findings from 51 primary studies ( k = 51, N = 16,870) conducted across 12 countries to test our hypotheses. Our results indicate that the negative relationship between destructive leadership and job satisfaction weakens in magnitude as uncertainty avoidance, future orientation, power distance, and assertiveness values increase. Conversely, the negative relationship between destructive leadership and job satisfaction strengthens in magnitude as institutional collectivism, in-group collectivism, humane orientation, performance orientation, and gender egalitarianism values increase. We also demonstrate the independent, relative, and collective predictive validity of GLOBE’s cultural values as moderators of the relationship between destructive leadership and followers’ job satisfaction. Collectively, our findings (1) indicate that cross-national differences exist in the relationship between destructive leadership and followers’ job satisfaction and (2) highlight the need to consider destructive leadership in light of the broader cultural context in which it is being examined.

An implicit leadership theory examination of cultural values as moderators of the relationship between destructive leadership and followers’ task performance

Destructive leadership and its effects on followers all over the world have been emphasized in cross-cultural research in recent years. Despite continued scholarly and practitioner interest in both destructive leadership and job performance due to its implications for cross-cultural research, we have an incomplete understanding of the impact of cultural context on the relationship between destructive leadership and followers’ task performance. We advance international business research by building and testing implicit leadership theory predictions about the impact of country-level cultural values as moderators of the relationship between destructive leadership and followers’ task performance. We test our hypotheses and research question with a meta-analytic dataset that includes respondents from 12 countries (k = 72, N = 20,878). Our results demonstrate that several of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) framework’s cultural value dimensions moderate the relationship between destructive leadership and followers’ task performance across countries. The findings are driven by the strong predictive validity of the performance orientation, in-group collectivism, gender egalitarianism, and humane orientation cultural value dimensions. Our contributions are important because we generate nuanced knowledge about the independent, relative, and collective predictive validity of cultural values in explaining the strength of the relationship between destructive leadership and followers’ task performance across countries.

Investigating Cultural and Structural Influences on Optimizing Engineer-to-Order Project Delivery and Sustainability

Several culture theories, which explain the formation, embedment, and propagation of organizational culture, suggest that certain organizational culture practices of an executing organization may enable sustainable outcomes in project manufacturing. However, practices that support sustainability may not support project delivery, and vice versa. We explore the effects of organizational culture practices and structural complexity on the ability of manufacturing projects to optimize both sustainability and project delivery. We use data envelopment analysis to calculate a sustainability-delivery quotient—a measure of each organization's ability to optimize both sustainability and project delivery outcomes—for 186 projects conducted in the U.K. By conducting generalized linear modeling and censored regression of the sustainability-delivery quotient, we estimate the effects of the GLOBE organizational culture dimensions, principal components of culture dimensions, and project structural complexity indicators. Results indicate a noteworthy gap between the delivery of projects and their sustainability performance, which is worse. Both institutional and in-group collectivism may support the optimization of each. However, neither the principal components of culture dimensions nor structural complexity indicators are likely to be significant. We discuss the managerial implications.

The Joys and Sorrows of Parenting: Parental Burnout and Parental Involvement in Chinese and German Parents From a Demands-Resources Perspective

Parents are under pressure to perform well in both professional and family life while simultaneously remaining involved in their children’s development. This pressure is reflected by the prevalence of parental burnout, which is of concern in numerous societies. Drawing upon the demands-resources framework, we investigated parental burnout, parental involvement, and their antecedents (i.e., gender, socioeconomic status, single parenthood, the number of schoolchildren, in-group collectivism, self-esteem, and parent–teacher collaboration) in a cross-cultural setting. Analyses were based on 856 Chinese and 421 German parents’ self-reports. The results of latent mean comparisons showed that Chinese parents reported more parental burnout symptoms, less parental involvement, lower global self-esteem, and higher quality of parent–teacher collaboration in comparison with German parents. Multigroup structural equation models revealed that the relationships between parental burnout, parental involvement, and presumed factors of influence were comparable between the two cultural groups. Furthermore, self-esteem and parent–teacher collaboration can be seen as factors that protect against parental burnout and should encourage parents to get involved in their children’s education. This study provides evidence of the cross-cultural validity of the demands-resources framework and novel insights into the roles of resilience and engagement as a protective function of parenting resources.

The Role of Professional Learning Communities for Teacher Innovation: A Comparative Study in Beijing and Hong Kong

This research explores how professional learning communities influence teacher innovation and how contextual factors differ in their impact. Teacher innovation, which refers to the implementation of innovative ideas raised by teachers, has become increasingly popular over the last decades. Teachers as innovators can significantly enhance the likelihood of improving schools' educational practices due to their professional judgment and knowledge engagement. Teachers' ongoing learning is crucial for successful innovation, and professional learning communities have been widely accepted as an effective way for schools and educational institutions to sustain professional learning with the collective purpose of enhancing students' performance. The theoretical framework guiding this research is the social capital theory. Through semi-structured interviews with 94 teachers and school leaders, this study reveals that professional learning communities foster teacher innovation through four key dimensions: 1) mutual trust and respect as a foundation; 2) shared practice and knowledge as a source of inspiration; 3) peer collaboration to provide feasibility; and 4) shared responsibility to provide guarantee. When comparing Beijing and Hong Kong, it is observed that promoting teacher innovation through professional learning communities is easier in Hong Kong due to the relatively diverse admission pathways and low power distance. However, the low in-group collectivism in Hong Kong may limit teacher innovation due to weak peer collaboration. This research offers valuable guidance for teachers and school leaders on how to promote teacher innovation effectively during professional learning communities.

How cultural leadership ideals shape entrepreneurship?

PurposeThe purpose of this study is to examine the influence of culturally endorsed implicit leadership theories (CLTs), specifically the cultural assumptions regarding ideal leadership, on individual entrepreneurship within the context of Lebanese culture. This paper investigates the relationship between culture and entrepreneurship by incorporating cultural values such as uncertainty avoidance and in-group collectivism, cultural practices and two types of CLTs: self-protective and charismatic. By exploring these factors, this study aims to gain a deeper understanding of the role of culture in shaping entrepreneurial behavior.Design/methodology/approachAs a fundamental quantitative research, this study used a snowball sampling method to collect primary data from 118 Lebanese entrepreneurs, avoiding selection biases. Three models were used, relevant to nascent entrepreneurship, new entrepreneurship and old entrepreneurship, and the data was analyzed using logistic regression analysis and likelihood ratio tests.FindingsThe findings indicate that there is a correlation between CLTs, cultural values and practices and individual entrepreneurship. However, this study did not find evidence of a causal relationship between cultural values and individual entrepreneurship through the mediating role of self-protective and charismatic CLTs.Practical implicationsThe research findings shed light on the beneficial synergy between cultural leadership ideals and individual entrepreneurship in the Lebanese context, providing a closer and more productive approach to studying entrepreneurship and leadership. From a managerial standpoint, these results have important implications for promoting entrepreneurship among various stakeholders, including educators, policymakers and support organizations.Originality/valueThis study differs from previous research by examining a country that demonstrates high levels of entrepreneurial awareness and involvement despite its unstable political and economic conditions.

A Review of the Strategies Used in the IT sector for Employee Training and Development

Purpose: In the current economic climate, the ability of the organisation to find and keep quality people will determine its success or failure. The lifeblood of any firm is its workforce. The performance of the firm's employees determines whether it succeeds or fails. The basis of such success is thought to be employees who have received substantial training and development. The focus of the research was to identify this connection amidst employee performance, productivity along with instruction, and advancement. Numerous research studies have acknowledged this essential function. For example, they have emphasised the importance of maximising employees' contributions to the business's aims and goals in order to maintain effective performance. Employees are a costly and precious resource. Companies that place a high priority on shareholders and customer satisfaction value employee development because they acknowledge the significance of training initiatives. The productivity is increased by the numerous training and development programmes offered by IT companies to their employees. The goal the current study seeks to look at the various theoretical models together with frameworks connected to workforce development through training and development programmes and their effects on employee performance. The current paper provides a succinct assessment of the research on the value of training and how it boosts worker performance. Methodology: The IBEF report on the information technology industry, yearly reports from particular IT companies, journal articles in Google Scholar, media, and business websites are used as secondary sources of data to achieve the paper's goal. Findings: The findings indicate that for the human resource development sector, personal role involvement is more useful than workplace engagement. In a setting of intense competition, It is crucial to address how little the training function is valued in Indian organisations.. The study discovered that "future orientation," "in-group collectivism," and "uncertainty avoidance" are national cultural components that have an impact on e-learning practises. In this study, synchronous and asynchronous e-learning systems are distinguished, and the impact of culture on each is investigated. Originality/Value: This study will help in better understanding the various training and development procedures used by IT industry organisations. Strategies and SWOC Analysis are used to help businesses flourish and achieve greatness with the aid of their workforce. Paper Type: Case Study

Effect of environmental dynamism on entrepreneurial orientation in family firms: the moderating role of informal institutions

PurposeThe aim of this paper is to investigate the effects of environmental dynamism on different EO dimensions in family firms. The authors also examine the moderating role of national culture (uncertainty avoidance and in-group collectivism) and the level of family control and influence in fostering/hindering this relationship.Design/methodology/approachA survey was conducted among 1,143 family firms from twenty-eight countries. The authors developed and tested hypotheses through a fixed-effects regression analysis.FindingsThe findings suggest that environmental dynamism has a positive effect on all three EO dimensions. Analysis reveals a positive moderating role of family control and influence and negative moderating roles of in-group collectivism and uncertainty avoidance.Practical implicationsThe findings imply that family firm managers should carefully interpret the influence of their national culture on family firm behavior. More specifically, family firms in dynamic environments should consider the importance of the national culture in which they are embedded. Those operating in high uncertainty avoidant and highly collectivist cultures should take proactive steps to cultivate a corporate entrepreneurial culture. On the other hand, the family should not undermine the effect of its control and influence. In dynamic environments, family control and influence may be a competitive advantage in reinforcing entrepreneurial orientation.Originality/valueThe study contributes to the literature on EO in family firms by expanding the previous research on the antecedents of EO and examining moderation effects of culture and family control and influence across a broad multi-country sample. In contrast with the common findings regarding the effect of family logic on EO, the study shows the strengthening role of family control and influence in the relationship between environmental dynamism and EO. The authors show that culture as an informal institution may also play a critical role in hindering/strengthening the relationship between environmental dynamism and EO.

A matter of when, not whether: A meta-analysis of modesty bias in East Asian self-ratings of job performance.

Much attention has been paid to the question of whether there is a modesty bias in East Asian employees' self-ratings of job performance (i.e., a tendency to self-rate their performance lower than supervisors rate it). However, empirical results are conflicting, with some studies supporting the modesty bias and others not supporting it. We suggest that moderators representing boundary conditions for the modesty bias effect may shed light on these conflicting results. In essence, the question should not be "whether there is a modesty bias," but rather "when is there a modesty bias?" We propose three moderators: purpose of the ratings (administrative, developmental, or research), job performance dimension (task performance, organizational citizenship behavior, or leadership), and country-level in-group collectivism. Based on 40 studies (63 independent samples) with samples from East Asia (mainland China, Japan, South Korea, and Taiwan), we found no evidence of a modesty bias. That is, East Asian employees' self-ratings were, on average, higher than supervisor-ratings of job performance (i.e., a leniency bias). The one exception was when ratings were collected for research purposes; in this case, there was, on average, no mean difference between self- and supervisor-ratings. Thus, East Asian employees' research-purpose self-ratings are more modest, but this does not cross into a "modesty bias." In all, our results do not support a modesty bias as a widespread cultural norm among East Asian employees. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The influence of institutional and in-group collectivism practices on next-generation engagement in the family business

PurposeThis research aims to investigate the influence of country culture on the next generation's intention to become managerial leaders of the family business, focussing on institutional and in-group collectivism practices. The authors investigate not only the direct effect of these collectivism practices on next-generation engagement, but also the extent to which institutional and/or in-group collectivism moderate the relationship between parental support and next-generation engagement and the extent to which institutional and/or in-group collectivism moderate the relationship between self-efficacy and next-generation engagement.Design/methodology/approachUsing cross-national data from the Global University Entrepreneurial Spirit Students' Survey (GUESSS) and the Global Leadership and Organisational Behaviour Effectiveness (GLOBE), hierarchical linear modelling (HLM) is employed to test the hypotheses using a sample of 33,390 observations collected in 20 countries.FindingsThe main findings show that both institutional and in-group collectivism practices may increase next-generation engagement levels. Furthermore, these cultural practices can amplify the relationship between family business self-efficacy and next-generation engagement. However, institutional collectivism can slightly reduce the positive effect of parental support on family offspring's intention to become leaders of the family business. The results also reveal that parental support has a stronger direct effect on next-generation engagement than family business self-efficacy.Originality/valueThis study examines the influence of cultural practices on next-generation engagement, focussing on collectivism practices. The study distinguishes between institutional collectivism and in-group collectivism. Unlike past research, a direct effect of parental support on next-generation engagement is considered. The study also uses a particular type of self-efficacy: family business self-efficacy. In addition, a multi-level method is employed, which is rarely used in this context.

Examining the psychological strain-affective organisational commitment relationship when jointly moderated by emotional support and in-group collectivism: a cross-cultural perspective

We develop a framework to study the effects of emotional support in the relationship between psychological strain and affective organisational commitment in different cultural contexts. Based on the job demands-resources model and conservation of resources theory, we hypothesise that employees' emotional support and in-group collectivism orientation jointly moderate the relationship between psychological strain and affective organisational commitment. We tested the hypothesis on a sample of 2,702 respondents from eight different countries: Germany, India, Indonesia, Poland, South Korea, Turkey, United Arab Emirates, and the USA. The results highlight the roles of emotional support and in-group collectivism in employees' responses to psychological strain.

Performance appraisal practices in Bangladesh: the role of culture

Although existing human resource management literature has investigated the link between performance appraisal and culture, research based on smaller economies in Asia is limited. With a multiple case study approach, this paper analysed the performance appraisal process of five organisations in the private sectors of Bangladesh. It also examined how cultural dimensions, namely, assertiveness, in-group collectivism, power distance, uncertainty avoidance and future orientation, influence the appraisal practices. The findings show that pioneer domestic firms are in the initial stage of transition to performance management from performance appraisal, while weaknesses, such as single-source rating, a lack of performance feedback, and an absence of documentation for performance monitoring, exist in general. In addition, recent changes in employee assessment systems reflect shifts in the national culture. This study contributes to the literature that combines performance appraisal and culture, especially in the context of an emerging economy. It also offers managerial and policy implications.