Individual Cultural Values Research Articles

CULTURAL VALUES OF SELF INITIATED EXPATRIATES. A PILOT STUDY

Because of their mobility and capability to adapt, self-initiated expatriates (SIEs) are very attractive for transnational companies, which increasingly view international business skills development and foreign work experience as part of career progression. SIEs are highly skilled professionals who decide to expatriate independently of any employer and mostly without organisational assistance. However, SIEs' lack of organisational embeddedness poses some challenges for companies, which need to understand how they can keep valuable resources inside the organisation. More needs to be known about the factors influencing SIEs, and about the motivations, which could help companies in attracting them in the long-term. This paper aims at exploring the impact of previous international experience of SIEs, and understanding more about the individual cultural values affecting their decisions.

Values congruence, organization-based self-esteem, and employee responses: Evidence from Sri Lanka

Expatriate managers are often advised to adapt their leadership styles and organizational cultures to the culture of the country in which they operate. This advice appears to be reasonable, but it has rarely been empirically tested. In this study, we examine the degree to which congruence of organization and individual cultural values affect employees. We collected data from business managers and executives in Sri Lanka, a country that has not been well studied by international management scholars. We hypothesized that personally embraced values that are consistent with broader cultural values would have relationships with self-esteem. Further, because people are also motivated to verify and enhance their levels of self-esteem in culturally consistent ways, we hypothesized that self-esteem at work would mediate relationships of values with prosocial motivation and intent to maintain membership in the organization. We found that culturally consistent, self-transcendence personal values did relate uniquely to organization-based self-esteem (OBSE). In addition, OBSE mediated the relationships between self-transcendence values, and work-based prosocial motivation and intent to stay. Moderated mediation analyses revealed that strong values fit weakened the mediating effect of OBSE on self-transcendence—outcomes and conservation—outcome relationships, contrary to our hypotheses. It appears that the advice to modify organizational culture to fit local culture should be qualified by also recommending that such changes are not conflict with the organization’s existing, successful culture. Our study also sheds some light on the cultural values of Sri Lanka. This is the first study to explicitly examine these relationships within a work context as well as one of few studies to examine personal values in Sri Lanka.

Service models and culture: impact on work behaviours

PurposeService employees’ cultural values play an integral part in the service encounter. The purpose of this study is to investigate whether frontline employees’ (FLEs) individual cultural values moderate the relationship between service models and work behaviours and whether these behaviours influence their psychological well-being.Design/methodology/approachData were collected online from 341 US and Indian respondents who spent at least 40 per cent of their work time interacting with customers. Cultural values were measured as individual-level constructs. Partial least squares structural equation modelling was used to test hypotheses.FindingsIndividualism/collectivism significantly moderates the relationship between service models and work-related outcome, in particular organisational citizenship behaviour (OCB), while uncertainty avoidance does not. Collectivism strengthens the positive linkage between the win-win service model and OCB but weakens the association of OCB with the efficiency model. FLEs with the win-win model display more surface acting when they have low uncertainty avoidance and high power distance. Employee psychological well-being is then influenced negatively by surface acting, but positively by OCB.Research limitations/implicationsA more varied sample covering additional countries and a wider range of industries could provide additional insights.Practical implicationsThe results of this study are particularly beneficial for service firms that require to satisfy customers by managing culturally diverse FLEs.Originality/valueExtending the limited research on service models, this study examines the interplay of culture and service models and its impact on FLE work behaviours and the resultant well-being. The findings thus provide greater insights in how service employees’ cultural orientations influence their work behaviours and psychological well-being.

Effects of organizational values and employee contact on e-recruiting

PurposeThe purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model of Recruitment. The authors also assessed the moderating relation of collectivism on the relation between an opportunity to contact an employee in the organization and attraction.Design/methodology/approachThis study used a 2 × 2 design and data from 235 students who were seeking jobs.FindingsIndividualism moderated the relation between website achievement values and organizational attraction. Individuals’ collectivism values moderated the relation between the opportunity to contact an employee and attraction.Practical implicationsOrganizations that display achievement values on websites may attract individuals with highly value individualism. This may inadvertently limit diversity. Findings also suggest that providing an opportunity to contact an employee is likely to attract individuals with high rather than low levels of collectivism.Social implicationsContent displayed on e-recruiting websites may inadvertently limit diversity in organizations.Originality/valueThis was the first study to examine the effects of the congruence of individual cultural values with organizational values, and the opportunity to contact an employee on attraction in an e-recruiting context.

Towards a Better Understanding of the Relationship Between Authentic Leadership and its Positive Outcomes: A Theoretical Framework

The rise of entrepreneurial spirit and rapid growth of Indian start-ups have given rise to the need to understand leadership behaviors and other factors such as cultural values and work engagement that plays a pivotal role in enhancing creativity. This paper, based on an extensive review of literature presents a conceptual model of creativity pointing to the significance of underlying mechanisms of individual cultural values and work engagement. The framework studies the significance of authentic leadership in augmenting creativity among the employees which is a sine qua non for a start-up to be successful.

Perceived Individual Cultural Values and Erp Users: The Case of Saudi Arabia

The purpose of this paper is to examine the influence of espoused national cultural values of individuals on user mental acceptance of enterprise resource planning (ERP) systems. Such an influence is mediated by perceived software quality, and perceived user satisfaction with ERP. The structural equation model shows evidence for power distance, and uncertainty avoidance influencing perceived software quality of ERP, even though their influences are relatively weak. Individualism, however, has no significant influence over perceived software quality, while perceived user satisfaction impacts user mental acceptance of ERP. This paper contributes to the body of ERP studies, as (1) validating the influence of cultural values as an independent and external factor impacting the behavioural adoption of ERP users, (2) applying the paradigm of Bagozzi framework to behavioural adoption and acceptance of Information Systems (IS) and (3) contributing to ERP studies in the Middle East from cultural and quantitative perspectives.

Impact of individual cultural values on hotel guests’ positive emotions and positive eWOM intention

PurposeThe purpose of this study is to extend cognitive appraisal theory by integrating customers’ individual difference factors, specifically cultural values. This study examines the effect of individual cultural values on hotel customers’ positive emotions and electronic word-of-mouth (eWOM) creation intention.Design/methodology/approachOnline surveys were administered via MTurk. Adults with a recent hotel stay were invited to participate in this study. In all, 331 valid questionnaires were used for data analysis.FindingsThe results show that collectivism, indulgence and power distance have positive effects on pride, and that indulgence has a positive effect on pleasure. Both pleasure and pride have significant impacts on eWOM creation intention, with the effect of pleasure being stronger.Practical implicationsThis study deepens hotel practitioners’ understanding of the formation of hotel guests’ eWOM creation intention and offers suggestions on how to facilitate eWOM advocacy.Originality/valueThis study highlights the versatility of cognitive appraisal theory with the inclusion of individual cultural values in the hotel eWOM context. This study delineates the underlying psychological process of how individual cultural values lead to positive eWOM intention via positive emotions that hotel guests experience during their visit. This psychological process is understudied, yet critical for the success of hotel companies that cater to many culturally diverse guests.

Cultural values matter

As the economic footprint of developing countries increases, talent management grows in importance for foreign multinational companies in emerging markets. Multinational companies, however, face fierce competition for local talent, and competitive recruiting calls for practical knowledge about the personal traits of job applicants. The present study applies a cross-cultural perspective to this issue, exploring how individually held cultural values influence the attractiveness of Japanese companies in Malaysia. Drawing on similarity-attraction theory and person–organization fit theory, the study quantitatively analyses data from a paper-based survey of 245 prospective jobseekers. The findings indicate that an individual cultural value fit with the foreign company’s country of origin is significant predictors of employer attractiveness. Specifically, the study finds that potential Malaysian jobseekers who are lower in power distance and higher in risk aversion and long-term orientation view Japanese companies as attractive future employers and have higher job-pursuit behavior. Based on this finding, the study discusses theoretical and practical contributions to corporate employment strategies.

The impact of collectivism and psychological ownership on protection motivation: A cross-cultural examination

Increased deregulation and globalization have encouraged organizations to expand the cultural diversity of their employees. Integrating each employee into an organization's culture, including practices regarding the protection of information, is critical. Because active employee participation is important for security, managers may need to evaluate individual cultural values to motivate employees to perform secure behaviors. This study analyzes these potential differences by examining two individual characteristics – collectivism and psychological ownership of information – within the context of information security-related behaviors. The results of this study indicate that an individual's personal orientation toward collectivism has an impact on psychological ownership and the intention not to perform secure behaviors. Furthermore, psychological ownership was shown to have a significant impact on the protection motivation constructs as well as on intention. The findings of this study contribute to information security research by studying collectivism's effect on psychological ownership and psychological ownership's impact on protection motivation.

Cotidianidad y Señales Visuales Espontáneas como Referentes de Creación Artística en la Era Global.

A good part of the shapes and content of contemporary artistic productiontakes aspects of daily life related to the complex consequences of economicand cultural globalization as its references of creation, along with thedevelopment and expansion of new technologies. It establishes a reflection oncontemporary art’s ability to translate and reconfigure several individual orgroup cultural values emanating from visual signals present in everydayenvironments and generated by the very movements that people make in theirinteractions. Some projects and models of contemporary artistic creation areshown and related that adopt spontaneous visual signals as formal andconceptual references, ephemeral and transitory outlines produced by humanbehaviours and which can be representative of ways of living and thinking inthe era of globalization. Works by diverse artists not conventionally linked bytheme, style or genre but which formalize and reconfigure visual cues notnormally considered inherent to the field of art.

Influence of Cultural Factors on Impulse Buying Tendency: A Study of Indian Consumers

Products bought on impulse occupy a significant share in the customers’ basket and with new formats of retail increasing exposure to in-store stimuli, this trend is on the upswing. However, as the number of retail stores increases, it becomes imperative for the marketer to understand the customers and what drives their choices. Literature review reveals that culture is an important variable driving consumer behaviour. Thus, the present study was conducted to determine whether individual cultural values can influence consumers’ impulse buying tendencies among Indian consumers. The factors that were under investigation in this study were power distance (PD), uncertainty avoidance (UA), collectivism (Coll), masculinity (Mas) and long-term orientation (LTO). Primary data for the study, collected by means of questionnaires filled by 724 Indian consumers, was analysed using confirmatory factor analysis and multiple linear regression. The results indicated that PD, LTO and Mas influence individuals’ affective impulse buying tendency (AIBT), whereas UA and LTO were found to be significantly related to cognitive impulse buying tendency (CIBT). The findings of the study will enhance the understanding of marketers regarding how to influence consumers to buy impulsively in order to drive sales and increase market share through appropriate marketing strategies.

Keeping up with the Joneses – the Effect of Individual Cultural Values on Conspicuous Consumption

This paper aims to investigate the relationship between individual cultural values and brand consciousness, and the effect of this relationship on conspicuous consumption. Individual cultural values scale developed by Yoo et al. (2011), based on five dimensions of national culture propounded by Hofstede, were used to develop hypotheses pertaining to their effects on brand consciousness and the effect of brand consciousness on conspicuous consumption. Results of the study provide support for some of the hypothesised effects which suggest that indeed, certain dimensions of culture are key factors in determining whether or not consumers use brands as status symbols and for showing off. The finding that conspicuous consumption is used as a tool for expressing our power distance and masculinity values reveals the symbolic value of consumption. These results offer possibilities for using cultural values on an individual level and analysing their effect on consumption attitudes of consumers.

Individualism as Habitus: Reframing the Relationship between Income Inequality and Health

Public health literature has demonstrated a negative effect of income inequality on a number of health outcomes. Researchers have attempted to explain this phenomenon, drawing on psychosocial and neo-materialist explanations. This paper argues, however, that these approaches fail to recognize the crucial role of culture, focusing specifically on the cultural value of individualism. Through a review of the literature and Pierre Bourdieu’s theory of practice as a theoretical framework, I provide support for the proposition that an ideology based in individualism is the context within which income inequality, social fragmentation, material deprivation, and consequently poor health outcomes are produced. I further offer recommendations for continued research into the role of cultural determinants in the income inequality-health relationship.

Teamwork orientation and personal learning: The role of individual cultural values and value congruence

Orientation: There is a growing body of research that indicates that personal factors such as collectivist value orientation play an important role in individuals’ preference for teamwork, and an individual’s propensity to work in a team is seen as a contributing factor in one’s personal learning. Research purpose: The purpose of this article is twofold. Firstly, the article aims to explore whether individual-level cultural values of power distance, uncertainty avoidance and masculinity–femininity interact with individual collectivist values to influence teamwork orientation. Secondly, the study aims to examine the influence of teamwork orientation on personal learning further exploring the role of perceived value congruence in this relationship. Motivation for the study: While an extensive amount of research has been conducted on teamwork orientation, the question of how individual cultural values influence formation of teamwork orientation is still largely unanswered. This lack is especially evident with regard to how the influence of collectivism on the development of positive attitudes towards teamwork is promoted or inhibited by other values such as power distance, uncertainty avoidance and masculinity–femininity. Moreover, the current evidence about the influence of teamwork orientation on personal learning and the role of personal and contextual factors in such a relationship is still scarce. Research design, approach and method: The study used a cross-sectional survey, with data collected from 120 business students engaged in project teams at a Norwegian university. All the hypothesised relationships were assessed using partial least square structural equation modelling technique. Main findings: The findings indicate that the link between collectivism–teamwork orientation is stronger for team members who scored high on uncertainty avoidance values and the relationship was weaker for team members who endorsed high-power distance values. Teamwork orientation was significantly associated with personal learning independent of the degree of perceived value congruence between individual member and other team members. Practical or managerial implications: Our study offers implications for managing teams and facilitating employee learning and development in organisations. The study may also benefit teachers in higher education in facilitating students’ learning through group activities. Contribution or value-added: This study provides initial evidence on the contingent effect of power distance and uncertainty avoidance in the collectivism–teamwork orientation relationship. The study further contributes to the existing literature on the effects of preference to work in teams by assessing the influence of teamwork orientation on personal learning in addition to considering the role of perceived value congruence in this relationship.

Reward allocation decision making in Arab-Islamic business organizations

PurposeThe purpose of this paper is to investigate monetary reward allocation decision-making in an Arab-Islamic business environment.Design/methodology/approachIn this mixed-method (quantitative/qualitative) study, data were obtained from a sample of 342 practicing managers of different genders and educational levels working in different industries at different organizational levels in Oman.FindingsThe more individualistic personal orientation, the more likely the decision makers are to allocate the biggest reward to the best performer and to believe that the equity principle is best for distributing rewards. In the context of a society transitioning from collectivistic to individualistic cultural values, the level of education is associated with preference for the equity principle in reward allocations.Research limitations/implicationsThe reported findings advance the theoretical understanding of how an emic perspective can explain reward allocation decision-making in Arab-Islamic environment.Practical implicationsPractical implications of this study lie in the guidance that global managers can draw regarding which allocation principle to use in which cultural context: the principle of equity – not equality, need or seniority – is embraced by organizations in the Arabian Gulf.Originality/valueThe study examines reward allocation decision-making behavior in the under-researched context of the Arabian Gulf and adds to the body of knowledge based on data obtained from practicing managers rather than college students.

What stops creative employees to implement ideas? Individual culture value orientation perspective

PurposeCreativity itself does not necessarily lead to idea implementation. The purpose of this paper is to deeply understand the impact of the individual culture value orientation on employees’ motivation on whether they want to push creative ideas into implementation.Design/methodology/approachIn this study, drawing on socially desirable responding (SDR) theory, the author reasons that individual value on power distance and superficial harmony and that these two factors interact to influence employees transform their creativity into implementation. The author argues that prevalence of the failure where creativity cannot be transformed into implementation results from the lack of understanding for two elusive individual culture value orientations: individual superficial harmony orientations (ISHO) and individual power distance orientations (IPDO). Data from 66 middle managers and 301 members of five high-tech firms provide a considerable support for the hypothesized model.FindingsThe results showed that individuals were able to improve the possibility of putting their creative ideas into practice when they are both lower in IPDO and ISHO.Originality/valueSuch findings help the author to understand how individual cultural value orientation complements each other to generate joint impact on the relationship between their creative ideas to idea implementation.

National culture and bank risk-taking

We investigate the relation between national cultural values and bank risk. Despite the rigid transnational regulatory oversight of systemic European banks, we find evidence of an economically significant association between cultural values and domestic bank risk. Specifically, we report a positive (negative) association between the cultural values of individualism and hierarchy (trust) and domestic bank risk-taking. Consistent with our predictions, this relation weakened during the recent financial crisis and does not hold for global banks, regardless of the period under investigation. Our findings are robust to endogeneity tests that mitigate concerns regarding reverse causality and confounding effects affecting our conclusions.

Do all raters value task, citizenship, and counterproductive behaviors equally: An investigation of cultural values and performance evaluations

ABSTRACTWe investigated whether individualistic and collectivistic cultural values influence the extent to which raters consider task, citizenship (OCB), and counterproductive work behaviors (CWB) when evaluating overall employee performance. Participants completed a managerial role-play exercise in which they read employee performance vignettes and rated the overall performance of each employee. A relative weights approach was used to determine to what extent raters considered task, OCB, and CWB information when evaluating employee performance. Results indicated that as compared to individualistic raters, collectivistic raters placed higher weights on OCBs and less weight on task performance when assigning an overall performance rating. However, contrary to expectations, collectivistic raters did not place significantly higher weights on CWBs as compared to individualistic raters. Future research directions and practical implications are discussed.

The impacts of cultural values on bilateral international tourist flows: a panel data gravity model

This study explores the impacts of Hofstede’s six cultural dimensions on international tourist flows. A panel data gravity model was used to analyse bilateral tourist flows between 81 origin countries and 32 destination countries from 1995 to 2008. This model highlights cultural factors using the push and pull framework and explains their influence vis-a-vis self-image congruity theory, arousal theory, and cultural theory of risk. Results indicate that when controlling for the effects of distance, population, and GDP per capita, international tourists tend to flow out of countries with lower Power Distance, higher Individualism, lower Masculinity, higher Long-Term Orientation, and higher Indulgence. Countries with higher Individualism, lower Uncertainty Avoidance, and higher Indulgence tend to attract more international tourists. In the push and pull model, tourist source countries’ cultural values, such as low Power Distance, Individualism, Femininity, and Indulgence can be considered push factors in international travel, while destination countries’ cultural values of Individualism, Uncertainty Acceptance, and Indulgence act as pull factors. Self-image congruity theory is supported in the cultural dimension of Uncertainty Avoidance Index. Recommendations for destination marketing are made based on the findings.

Addressing Oral Health Disparities Via Educational Foci on Cultural Competence.

An ever-present challenge for the oral health profession is to reduce the extent of oral disease among racial and ethnic minority populations. Adding to this complex dilemma is the linkage between oral health and systemic health. We describe enhanced cultural competency, in the context of individual cultural beliefs, values, language, practice, and health behaviors, among dental professionals, as one approach to meeting the dental care needs of the underserved. An overview and examples of teaching methods used by University of Florida dental educators to enhance student cultural competency is provided. Evidence-based evaluation results provide evidence of methodology efficacy. We conclude by describing actions that can be implemented by academic dental institutions to facilitate development of culturally competent practitioners.