Power Distance Societies Research Articles

Tall ghosts, Chopsticks and Monitor Lizards: Name-calling and its Perpetrators in the Cultural Context of Thailand

Abstract While name-calling has been associated with several adverse effects on students’ well-being, it is often overlooked, particularly if understood as harmless teasing. Scholars have stressed that not only the intention of the name-caller but also the perception of the receiver should be considered. Such perceptions can be influenced by cultural value orientations, which remain understudied but gain importance with the increasing internationalisation of education. This study explores name-calling in the context of Thailand, a prototypical collectivist, high power distance society, which has shown a high prevalence of verbal bullying. This study conducted 95 autobiographical written narratives and 20 in-depth interviews of past and current name-calling experiences with Thai university students. Findings revealed that friends, teachers, and parents frequently called students names, which were primarily related to students’ skin colour and weight. Despite its adverse effects, name-calling was often normalised and accepted as part of Thai culture. Values including collectivism, conflict avoidance, social harmony, being considerate and shared enjoyment appeared to discourage students from defending themselves against friends, who were frequently identified as name-callers. Teachers regularly called students hurtful names, particularly when taking attendance, entertaining the class, asking questions, and addressing performance, which seemed to be reinforced by the societal norm of showing respect to people of high status.

Job Hopping among Millennial Journalists: Sharing Malaysian Experiences

The employment sector around the world including Malaysia has seen an increasing involvement of millennial generation workers, however, millennial is also being described as frequent job hoppers compared to the previous generation. Millennials are easily leave their organizations less than two years. There is still a lack of knowledge on the real causes of job hopping in collectivist and high power distance society. In this study, six (6) deliberately selected journalists were interviewed and data were analysed using thematic. The findings revealed four main themes: (i) career development; (ii) salary; (iii) work-life balance; and (iv) organization justice, crucial towards preventing millennial journalist from job hopping A proposed concept was presented to explain the job hopping scenario amongst millennial journalists.

Does social capital foster sustainable investment?

AbstractHow do country‐level societal norms affect financial investments? We provide evidence that mutual funds managed in high social capital countries are inclined to consider environmental, social and governance filters in their portfolios, especially when acquiring new stocks and investing abroad. We argue that social capital nurtures the investment preferences of retail investors, whose demand incentivizes fund managers to respond in kind. Such impact is more pronounced in individualistic and high–power distance societies, suggesting that the social cohesion benefit of social capital complements altruistic inclinations in the former and provides mechanisms to punish unsustainable investment behaviour in the latter.

The association of cultural and contextual factors with social contact avoidance during the COVID-19 pandemic.

As a first line of defense to the COVID-19 pandemic in 2020, people reduced social contacts to avoid pathogen exposure. Using a panel of countries, this research suggests that this was amplified in societies characterized by high social support and future orientation. People reacted more strongly in dense environments; government orders had more effect in high power distance societies. Conversely, a focus on accomplishments was associated with lower changes. Understanding people’s actual behaviors in response to health threats across societies is of great importance for epidemiology, public health, international business, and for the functioning of humanity as a whole.

National Culture and Women Managers: Evidence From Microfinance Institutions Around the World

We investigate the effect of national culture on women manager appointments. We argue that culture influences women manager appointments through their effects on managerial decision-making. Using firm-level data on 2,456 microfinance institutions (MFIs) across 61 countries, we document that fewer women managers are appointed in societies high on individualism and uncertainty avoidance. On the contrary, high power distance societies are positively associated with the appointment of women managers. We demonstrate that a greater number of women nonmanagers reduces (increases) the appointment of women managers in high individualistic (uncertainty avoidance) cultures. Our findings challenge the “one-size-fit-all” approach adopted by policy makers around the world to increase women manager appointments. Our results are robust to endogeneity.

Workplace incivility and work outcomes: cross‐cultural comparison between Australian and Singaporean employees

Workplace incivility is a common issue experienced by employees around the globe. However, research has found cultural variability in how workplace incivility is perceived and interpreted. Studies have shown that employees from high power distance societies tend to be more accepting of workplace mistreatment than employees from low power distance societies. Adopting Conservation of Resources (COR) theory and national culture as theoretical frameworks, we tested a moderated mediation model that linked the experience of workplace incivility, burnout/exhaustion, job satisfaction and work withdrawal between Australian and Singaporean white‐collar employees. Data were collected through an online survey of 301 Australian and 303 Singaporean employees. Results indicated that workplace incivility contributed to burnout/exhaustion, which in turn predicted employees’ job dissatisfaction and work withdrawal. Specifically, Australians were more negatively affected by workplace incivility than Singaporeans. The findings suggest the need to consider employees’ national culture/ethnicity when examining relationships between mistreatment in different workplaces and the outcomes.

Viking leadership: How Norwegian transformational leadership style effects creativity and change through organizational citizenship behavior (OCB)

This article examines the distinct “Viking” leadership style of top leaders in the Norwegian industry that has evolved from a harsh and violent history. Earlier studies have reported that Norwegian leaders at the middle manager level rate high in transformational leadership traits due to a strong feminine culture and a low power distance society, yet Norwegians are also highly individualistic which differs significantly from other national cultures with feminine traits and collective societies. This unique cultural combination is becoming a cross-cultural issue as the Norwegian society is becoming more heterogeneous, particularly in work settings. Understanding how this leadership style differs from other cultures, even in Scandinavia, is important to help leaders better understand the effects of their leadership style on performance. In this study, we explored four of the original Hofstede national cultural dimensions, specifically, power distance, femininity–masculinity, individualism–collectivism, and uncertainty avoidance and examined how these are reflected at the top leadership level within the Norwegian industry using a national leadership study of Norwegian top leaders ( N = 917). We also examined how these self-reported leadership styles affected perceived organizational results in the form of innovation and change through organizational citizenship behavior (OCB). Our findings suggest that Norwegian top leaders do exhibit transformational leadership traits, and that these traits have a positive influence on OCB, which further had a positive relationship to organizational performance in the form of innovation and change results. We also found that power distance and a collectivistic orientation predicted OCB, while only power distance predicted innovation and change among the Hofstede cultural dimensions. Of the four Hofstede dimensions, only one moderating effect was found for predicting OCB, the link between transformational leadership and power distance, suggesting that leaders with low power distance and high transformational leadership orientation are most connected with OCB.

Differential Relationship of Person- and Task-Focused Leadership to Team Effectiveness: A Meta-Analysis of Moderators

Building on previous findings of C. S. Burke et al. and Ceri-Booms et al., this meta-analytic review aims to investigate the moderating impact of team size, interdependence, power distance culture, effectiveness criteria, and study settings on the differential relationship of person- and task-focused leadership with team effectiveness. Based on 52 studies with 4,958 teams, results suggested that the differential effects of leadership were moderated by effectiveness criteria and the interaction between team characteristics and culture in societies. In high power distance societies, the relationship between person-focused leadership and team effectiveness was stronger in small teams that were characterized by high interdependence. In low power distance societies, the larger effect size of a person-focused leader was found in small teams, while task-focused leadership emerged as a stronger predictor of team effectiveness than person-focused leadership in large teams. Results can be used to guide leader development programs needed to enhance team effectiveness.

National power distance, status incongruence, and CEO dismissal

Using a large database of public companies from 22 countries, we examine the independent and interactive effects of national power distance and status incongruence on the likelihood of CEO dismissal. Status incongruence exists in a top management team when there is an inconsistency of social status and hierarchical status among top management team members. We find that whereas national power distance decreases the likelihood of CEO dismissal, status incongruence has a positive effect on CEO dismissal. Furthermore, the positive effect of status incongruence is more salient in high power distance societies.

Whistleblowing propensity in power distance societies

PurposeThis study aims to examine the link between power distance culture and whistleblowing intention or propensity in the African context.Design/methodology/approachThe study achieves its aim by reviewing literature on power distance culture and whistleblowing, and it draws on the outcomes of relevant previous studies. It then reflects on some cultural practices in Africa in relation to the topic and uses examples from Ghana to exemplify the discussions.FindingsIt is considered unacceptable and disrespectful for subordinates to challenge or question their superior’s actions and decisions in high power distance societies. High power distance culture increases the perception of the negative consequences of whistleblowing, as whistle-blowers are regarded as traitors instead of civic heroes. These issues consequently provide major disincentives to subordinates engaging in whistleblowing, leading to low whistleblowing propensity in high power distance societies and implications for the increasing rate of corruption in Africa.Practical/implicationsThe study findings imply that high power distance culture creates a “culture of silence”, which in turn provides fertile grounds for corporate crimes and unethical conducts. Authorities in high power distance societies should therefore institute adequate incentive schemes and shields to encourage and safeguard the safety of whistle-blowers.Originality/valueIn this era, where corporate scandals have become the order of the day and indeed a global canker, this study brings to the fore the destructive and limiting roles of culture, specifically power distance culture on the global war against unethical corporate practices and scandals.

Leading school for learning: principal practices in Taiwan

PurposeThe purpose of this paper is to discuss how principals in Taiwan lead student and teacher learning at a time of leadership and learning paradigm shifts and the imminent implementation of the curriculum guideline for 12-year basic education.Design/methodology/approachThis study interviewed 32 elementary and junior high school principals purposively sampled based on reputation and recommendation from senior principals and government officials.FindingsAs a society which values credentialism, principals in Taiwan face challenges in executing the vision of educating student as a whole person. The authors discuss how principals are solidifying whole person education as the espoused value, how they are enforcing school-based curriculum and effective instruction, and encouraging teacher professional learning. Principals are sharing power by recruiting stakeholders’ participation in guiding school development and enacting distributed leadership, while also building relationship as social capital and soliciting support from the community to establish the conditions to improve teaching and learning.Research limitations/implicationsThis paper highlights how principal practices are evolving in a time of changing conception of learning from academic achievement to multiple competencies and the shifting paradigm of power from participatory decision making to distributed leadership. This paper ends with a discussion on how leadership for learning (LfL) as a community engagement has emerged.Practical implicationsWith the shifting of the concept and paradigm of learning, principals in a high power distance society like Taiwan are now facing opportunities as well as challenges to lead teachers to engaging students in inquiry and collaboration.Originality/valueThis paper highlights the indigenous practices of principal LfL in a high-performing East Asian education system in a time of changing notions of learning and leadership.

Exploring cultural and linguistic influences on clinical communication skills: a qualitative study of International Medical Graduates

BackgroundInternational Medical Graduates (IMGs) are known to perform less well in many postgraduate medical examinations when compared to their UK trained counterparts. This “differential attainment” is observed in both knowledge-based and clinical skills assessments. This study explored the influence of culture and language on IMGs clinical communication skills, in particular, their ability to seek, detect and acknowledge patients’ concerns in a high stakes postgraduate clinical skills examination. Hofstede’s cultural dimensions framework was used to look at the impact of culture on examination performance.MethodsThis was a qualitative, interpretative study using thematic content analysis of video-recorded doctor-simulated patient consultations of candidates sitting the MRCP(UK) PACES examination, at a single examination centre in November 2012. The research utilised Hofstede’s cultural dimension theory, a framework for comparing cultural factors amongst different nations, to help understand the reasons for failure.ResultsFive key themes accounted for the majority of communication failures in station 2, “history taking” and station 4, “communication skills and ethics” of the MRCP(UK) PACES examination. Two themes, the ability to detect clues and the ability to address concerns, related directly to the overall construct managing patients’ concerns. Three other themes were found to impact the whole consultation. These were building relationships, providing structure and explanation and planning.ConclusionHofstede’s cultural dimensions may help to contextualise some of these observations. In some cultures doctor and patient roles are relatively inflexible: the doctor may convey less information to the patient (higher power distance societies) and give less attention to building rapport (high uncertainty avoidance societies.) This may explain why cues and concerns presented by patients were overlooked in this setting. Understanding cultural differences through Hofstede’s cultural dimensions theory can inform the preparation of candidates for high stakes bedside clinical skills examinations and for professional practice.

Nonprofit Executive Succession Planning and Organizational Sustainability: A Preliminary Comparative Study in Australia, Brazil, Israel, Italy, Russia, and the United States

IntroductionExecutive planning represents significant challenges for most nonprofits (e.g. Bear & Fitzgibbon, 2004; Carman, Leland, & Wilson, 2010; Coltoff, 2010; Dym, Egmont, & Watkins, 2011). As a body of research, executive has been seriously neglected for many reasons: time and finance constraints, lack of administration and coordination abilities, and interests on the part of executive directors (EDs) and boards of directors (Santora, Sarros, & Esposito, 2010). Accordingly, Peters and Wolfred (2001, p. 32) recommend that succession planning should shift from being a taboo topic to a fact of life that makes things easier for an outgoing executive, a board, and an organization. Failing to plan for a successor can create organizational chaos. As Peters and Wolfred (2001, p. 32/33) contend, who don't plan [for succession] put their organizations at considerable risk for turbulent transitions. Boards should expect that the executives will eventually move on, and be prepared to manage those turnovers successfully.The aim of this paper is to compare the findings of recent nonprofit research (Bassi, 2013; Bozer & Kuna, 2013; Comini, Paolino, & Feitosa, 2013; Santora, Sarros, & Cooper, 2011; Santora et al., 2013) on six countries (Australia, Brazil, Israel, Italy, Russia, and the United States) to determine the degree to which they have planned for executive and whether internal or external candidates have been selected as executive directors (often also referred to as chief executive officers (CEOs)/presidents). The countries involved this study were chosen based on their representation of cultural values that were different from each other on some attributes, such as power distance and similar to each other on others, such as individual collectivism (Hofstede, 1980, 2001; House et al., 2004). Generally, Western democracies (the United States and Australia) and Israel form a discrete group with similar culture orientations, while Russia, Brazil, and Italy form another less heterogeneous grouping. Specifically, Australia, Israel, and the United States are low power distance societies, while Russia, Brazil, and Italy are high power distance societies (House, et al., 2004). According to House et al., (2004, p. 166), in high power distance societies, power holders are granted greater status, privileges, and material rewards than those without power. Power distance relates to decision-making styles of bosses, the ability to influence, the opportunity to have independent thought and express opinions, deference to authority, and the use of artifacts such as titles, ranks, and status. Accordingly, practices the Western-based countries should theoretically be more transparent and externally focused than those the European/South American group.This article provides a major contribution to the extant nonprofit literature the field by building on an important organizational issue: planning, organizational sustainability, and its attendant issues. It also fills a major gap the nonprofit literature by comparing executive issues multiple countries, thereby alleviating the largely American focus. Bassi (2013) and Santora and Sarros (2013) have sought to address the imbalance between research based the United States and that of other countries by challenging researchers to conduct comparative analyses on nonprofits delivering services to constituents countries other than the United States to determine the degree of similarities and/or differences on executive issues. This article also provides a theoretical contribution, as it broadens our understanding of the myriad ways nonprofits encounter similar challenges planning and insider-outsider appointments, regardless of geographic location the world.First, we provide a brief overview of planning nonprofit organizations, followed by a discussion of insider-outsider selection issue. …

Involvement work systems and operational effectiveness: Exploring the moderating effect of national power distance

Work practices that involve employees are generally assumed to be less effective in more hierarchical societies where employees’ values are not aligned with such practices. In this study, we challenge this assumption by developing a theory that differentiates between the symbolic and instrumental aspects of involvement work systems and proposing that their symbolic impact will be more pronounced in egalitarian societies, whereas their instrumental impact will be more pronounced in hierarchical societies. In particular, we draw on the symbolic action perspective and theories on culture to test the relationship between involvement work systems and operational effectiveness by incorporating organizational climate of participation and national cultural differences in power distance. Using multi-source, multilevel data from 260 facilities of a multinational company operating in 22 countries, we found that the mediated relationship between involvement work systems and operational effectiveness through climate of participation (i.e., the symbolic impact) was stronger among facilities located in lower power distance societies. On the other hand, the direct relationship between involvement work systems and operational effectiveness (i.e., the instrumental impact) was stronger in higher power distance societies. Overall, our study resolves a seeming cultural dilemma with regard to how involvement work systems operate cross-culturally.

The interaction between culture and sex in the formation of entrepreneurial intentions

This study aims to reveal the effect of an interaction between culture and sex on the formation of entrepreneurial intentions, while building on notions of a cultural construction of gender. The study adopts the theory of planned behaviour as the setting for such exploration, as it has been proven to be robust across national contexts. The analysis is based on survey data collected from business students in Norway and Turkey. Both countries were selected as two distinct and opposite cultural constellations in accordance with the dissatisfaction approach to entrepreneurship. Turkey representing a relatively masculine, high power distance, uncertainty avoiding and collectivistic society; while Norway representing the opposite. Results show that Turkish students, regardless of sex, exhibit significantly higher levels of entrepreneurial intentions and self-efficacy. Male students, regardless of national background, exhibit higher levels of entrepreneurial intentions, self-efficacy and social norms. Finally, our study shows that the extent to which males differ from females in terms of their entrepreneurial intentions is contingent on the national cultural context from which they originate.

The impact of social pressures, locus of control, and professional commitment on auditors’ judgment

PurposeThe purpose of this paper is to investigate the impact of improper social pressures on auditors’ judgment in the setting of a high power distance and low individualism society. Auditors’ judgment in this paper is related to the case of auditors’ willingness to sign off on net equipment balance for assets in question. Second, the paper investigates the role of locus of control and the relationship of multidimensional professional commitment on auditors’ judgment under conditions of social pressure.Design/methodology/approachThe experimental method is used in this research. The paper uses a case that was developed by Lord and DeZoort to manipulate the interest variable, social pressures. The paper also uses locus of control and multidimensional professional commitment as the explanatory variables.FindingsThe research finds that social pressures affect auditors’ judgment in a high power distance and low individualism society. Auditors who contend with improper social pressures make judgments that violate their integrity and professionalism. The paper also finds that locus of control and multidimensionality of professional commitment might potentially affect auditors’ judgment.Originality/valueThe research takes into account cultural influence on auditors’ judgment. The paper uses subjects who are in a high power distance and low individualism society. As Public Accountant is a worldwide profession, it is important to understand the impact of cultural dimensions on the profession. Moreover, insights drawn from this paper may be of assistance to regulators and the public accountant profession in considering and developing a mechanism that can mitigate the impact of improper social pressures.

Power Distance Predicts Gender Differences in Math Performance Across Societies

In societies that oppose social inequality (low power distance societies), intergroup social comparison is relatively more prevalent. However, with an intergroup comparison focus, differences between groups are more salient and self-stereotyping more likely. Consequently, gender stereotypes regarding math may be relatively more consequential in low relative to high power distance societies. To examine this hypothesis, results from a standardized math exam among eighth graders compiled in the Trends in International Mathematics and Science Study were analyzed. As predicted, the societies' power distance predicted gender differences in math performance: The pattern of boys outperforming girls was more pronounced in low relative to high power distance societies. This effect was independent of the societies' gender equality and prevalence of implicit stereotype.

A study of the relationship between exit, voice, loyalty and neglect and commitment in India

Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption about the use of voice in high power distance societies. The results also indicate that team-level commitment moderates the association between organizational-level commitment and the use of EVLN.

Collectivism, Corporate Social Responsibility, and Resource Advantages in Retailing

Is corporate social responsibility (CSR) linked to performance-related instrumentality or real moral concerns? Does CSR create resource advantages? Reasons for and results of CSR remain unclear. We choose a leading retail company in a Confucian, collectivist, and high power distance society and ask whether managers are naturally oriented toward societal actions. We study managerial perceptions regarding the importance and the performance of CSR in relation to other management factors. Drawing on Hunt’s (2000, A General Theory of Competition: Resources, Competences, Productivity, Economic Growth (Sage, Thousand Oaks, CA)) resource advantage theory, we find that the perceived importance of CSR is only fair vis-a-vis other management factors, but its high performance makes it a core resource for the company.

On‐line course design and delivery: cross‐national considerations

Abstract As more universities provide on‐line education to an increasingly international audience, there is a need to adapt these on‐line programmes to satisfy cross‐cultural needs. This paper emphasizes on‐line course delivery and suggests possible cultural adaptations based on Hofstede's (2001) popular cultural dimensions. In terms of on‐line design, it is proposed here that more formal and hierarchical imagery such as logos and leaders for high power distance web sites is used, and more artistic and aesthetic designs for feminine societies and more operational freedom for high individualist countries. With respect to facilitative information, it is recommended that as much precise instructions and detailed guidance on assignments and strict timetables be provided for students in high uncertainty avoidance countries. It is recommended that group assignments are carefully designed to stress equity, for example individual goals, in more individualist societies while emphasizing equality, such as equal grades, in more collectivist societies. Finally, we suggest that on‐line instructors provide more definitive and assertive feedback in high power distance societies. Copyright © 2004 John Wiley & Sons, Ltd.