An analysis of applications and replications of the work of Geert Hofstede was based on a collection of citations of published and unpublished material. Four types of usage were found: citations, reviews, empirical replications, and as a paradigm. The role of Hofstede's work is illustrated by the number of citations, the widespread usage of Hofstede's culture types beyond citation as well as con firmation of the results and validation of the dimensions by empirical research.

Research Note: Hofstede's Consequences: A Study of Reviews, Citations and Replications

https://bura.brunel.ac.uk/bitstream/2438/2032/1/Perspectives%20on%20Safety%20Culture%20-%20Glendon%20%26%20Stanton.pdf

Perspectives on safety culture

Ce travail s'attache a determiner lesquelles de quatre dimensions organisationnelles objectives sont a l'origine de l'attirance exercee par les organisations sur de futurs candidats. Il cherche aussi a preciser dans quelle mesure les facteurs de personnalite du Big Five interferent avec certaines de ces caracteristiques organisationnelles. Pour ce faire, 359 etudiants en fin d'etudes d'ingenieur et de management (masculins a 71 % et d'un âge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient a quatre dimensions organisationnelles, a savoir la taille de l'entreprise, le degre d'internationalisation, les systemes de remuneration et le niveau de centralisation. Les etudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-evaluaient a travers un inventaire de personnalite. Les resultats montrent que les futurs candidats sont plus attires par les organisations multinationales, decentralisees, de taille moyenne ou grande. Il est egalement apparu que certaines caracteristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur sens des responsabilites (conscientiousness) agit sur l'impact de la taille de l'organisation, les sujets presentant un sens des responsabilites eleve se montrant plus attires par les grandes organisations. Le facteur ouverture d'esprit modifie les effets de l'internationalisation, les individus haut situes sur l'ouverture d'esprit etant davantage seduits par les multinationales.

https://ink.library.smu.edu.sg/cgi/viewcontent.cgi?article=6654&context=lkcsb_research

Organizational Attractiveness for Prospective Applicants: A Person-Organisation Fit Perspective

Hofstede’s work on culture is the most widely cited in existence (Bond 2002; Hofstede 1997). His observations and analysis provide scholars and practitioners with a highly valuable insight into the dynamics of cross-cultural relationships. However, such a groundbreaking body of work does not escape criticism. Hofstede has been dogged by academics discrediting his work in part or whole. On the other side of this contentious argument are academics that support his work. Far more scholars belong on the pro-Hofstede team than don’t, most quote Hofstede’s work with unabashed confidence, many including his findings as absolute assumptions. This paper takes an in-depth look at Hofstede’s work and discusses both sides of these arguments, then recommends areas for further discussion and research. Finally his findings are applied to a practical environment regarding two countries, Australia and Indonesia. After weighing the evidence, including observing a dialogue between Hofstede and his antagonists, a greater argument exists which support Hofstede than exists which dispute his work. Although, not all of what Hofstede has said stands up to public enquiry, the majority of his findings, have weathered the storms of time, and will continue to guide multi-national practitioners into the ‘global’ future.

/pdf/hofstede-culturally-questionable-4ayb9w6p10.pdf

Hofstede - Culturally questionable?

A thesis submitted in partial fulfilment of the requirements of the University
of Wolverhampton for the degree of Doctor of Philosophy (PhD)

Desmond Graves

Papers

Corporate Culture: Diagnosis and Change : Auditing and Changing the Culture of Organizations